Analysis of HRM Practices and Employee Relations at Asda

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Asda. It begins with an introduction to the purpose and functions of HRM, outlining societal, organizational, functional, and personal objectives. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, differentiating between internal and external sources. It highlights the benefits of HRM practices for both employers and employees, focusing on conflict resolution, training and development, employee relations, and information resources. Furthermore, the report evaluates the effectiveness of HRM practices, including human resource planning, manpower planning, and performance management. The second task explores the importance of employee relations in influencing HRM decision-making, emphasizing increased productivity and a positive work environment. The report also identifies key elements of employment legislation and their impact on HRM decisions, using Asda as a case study. Finally, it illustrates the application of HRM practices with specific examples from Asda, covering recruitment, employee relations, and training and development.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM.........................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection...................4
P3 Benefits of HRM practices in organisation to both employer and employee...................5
P4 Evaluation of effectiveness of HRM practices..................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relation in respect to Influencing decision making of HRM.....7
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making for the chosen organisation.........................................................................1
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Performing the roles and responsibilities by managing the affairs of organisation is
completely undertaken by the department of human resource. The HRM of every organisation
performs by protecting the interest of employees, in terms of rendering them training and
knowledge to boost their performances. The organisation considered in this report is Asda
(Bratton and Gold, 2017). The need or purpose and functions of HRM that are effectively
performed by Asda are detailed in this report with acknowledging the strength and weakness.
Also, the raised importance and benefits of HRM practices that are rendered to employers and
employee have been detailed in this report. Part from this, key legislation to employment which
effectively influences the decision making of human resource have been detailed.
TASK 1
P1 Purpose and functions of HRM.
Following are the purpose or the scope of HRM that have been detailed in this report.
 Societal objectives: The undertakings of the employees with legal compliances can be
termed as societal objectives. The benefits that are to be provided to the employees of
Asda are considered by the department of HRM. They focus on managing the union
relation of employees in the place of work.
 Organisational objectives: One on the most important organisational objectives are
planning of the human resources to bring out the effectiveness while achieving the results
of Asda organisation (Purce, 2014). For this purpose, selection, training and development
including appraisals in form of placements ca be made sufficiently to boost the
performances.
 Functional objectives: Further on, by being performing functions and operations to
bring out the performance with motivation in terms of appraisals, placements and
assessment. These assessments enable the HRM to promote employees in terms of skills
and knowledge, out of which results can be achieved.
 Personal objectives: The need and purpose of HRM is to provide training and
development with appraisals, placements for the purpose to explore talents boost the
activities and results accordingly.
Functions of HRM: The following are the functions detailed in this report.

 Recruitment and selection: One of the important function of HRM that performed to
boost the profit and productivity is defined by recruitment sand selection process.
Forecasting the need and preparing accordingly for the operations of Asda organisation.
By keeping in mind about the long terms goals of organisation, and to achieve that
importance arise for the functioning of HRM in Asda.
 Orientation: Every organisation does not focus on the needs and welfare for the
employees. Whereas, comparing to other Asda performs well by taking into notice about
thereto being in organisation to meet the long terns as well as short term goals (Sparrow,
Brewster and Chung, 2016). They effectively help the applicants to get well known about
description of job, with their designations, roles and responsibilities etc., they are
motivated to take active role in Asda.
 Managing good working condition: Positive attitude and working condition to\wards
the execution of work explore the results at large are introduces by HR department to
boost the organisations' efficiency.
 Managing employee relation: The department of Hr focus on maintaining the good and
positive relationships among the employees and other departments to boost the work and
explore he results by meeting wants and needs of consumers. This positive relationship
encourages the employees to work with the team allotted which reduce barriers and
hindrances.
P2 Strength and weakness of different approaches to recruitment and selection
For Asda, recruitment is an important part of developing & maintaining an effective
team. It has been determined that a good recruitment strategy reduces the wastage of both time &
money, which would have incurred for extensive training & development unqualified resources.
It is broadly classified into two categories- internal sources and external sources.
Internal sources recruitment
This type of recruitment refers to internally hiring of employees within the organisation.
In other words it can be explained as applicants seeking for different positions are those who are
presently employed with the same company (Albrecht and et. Al., 2015). This method states that,
at the time of hiring them, the initial consideration should be given to those who are currently
working within Asda. This is considered as an important source of recruitment, which provides

the opportunities for the development & utilisation of the available resources. Types of internal
sources are:
 Promotion :- it means upgrading the core group of employees by measuring their
performances in the company. In this process they are shifted from lower position to
higher with more responsibilities. Transfers :- it refers to the process of interchanging from one job to another without any
change in the rank or responsibilities.
Strengths of internal sources of recruitment
 it has been determined as the simplest, quick and cost effective process
 in this source there is no need of installation & training, as the employees are already
aware of their job and responsibilities
 employees get motivated towards work, and increase their work relationship within the
company
 internal source of recruitment helps in developing employee loyalty towards the
organisation
Weaknesses of internal sources of recruitment
 it prevents new joining of potential individuals as sometimes new resources bring
innovative ideas & new thinking
 if an internal employee is promoted, then that position remains vacant
 issues may arise between the employees, who are promoted and who are not
External source of recruitment
It refers to hiring of individuals from outside the organisation externally. Employees
hired from outside bring fresh and innovative ideas to the company (Banfield, Kay and Royles,
2018). Although hiring through this method is little expensive and hard, but it has potential of
taking the company forward in attaining its goals. Further, it has been discussed in detail :
 Direct recruitment :- where the recruitment of qualified candidates are done by placing a
notice of vacancy on the notice board in Asda.

 Employment agencies :- these are considered as the good external source of recruitment.
They are operated by several sectors like government, public or private.
 Professional association :- these associations help an organisation in hiring professional,
managerial and technical personnel.
Strengths of External source of recruitment
 it encourages new opportunities for job seekers
 through external source method organisation branding increases
 there is no scope of biasing or partiality between them
 the chances for selecting the right employee is more
Weaknesses of External source of recruitment
 this process is more time consuming, as the selection process is very lengthy
 the incurred cost is very high as compared to internal source method
 external candidates demand more remuneration & benefits
P3 Benefits of HRM practices in organisation to both employer and employee
By effectively following the practices of HRM organisation of Asda renders benefit top
both the employers and employees to meet the outcomes. In order to protect the rights and duties
of employees the strategies are framed by the law which are enforced by each and every
organisation that allows them to grow by protecting their interest instead of getting exploited.
 Conflicts resolution: HRM department enable the employees and employers to get back
to situation in terms of mutual understanding and by fulfilling the needs by considering
the terms accordingly by which employee will get benefited with employer (Stone,
Deadrick, Lukaszewski and Johnson, 2015). Conflicts may raise among employees or the
departments and by this hindrance and barriers can be created which allow the whole
organisation to surfer in the last. To avoid such circumstances with the help of HRM
practices resolution to the conflicts are made easily in terms of providing benefits to
employer and employees.
 Training and development: By effectively and efficiently boosting the knowledge of
the employees by rendering training and development to them. This method made benefit

to both the employer and employees. Employee gain in terms on enhancing in knowledge
and skills on the other hand with sufficient increment in profit and productivity employer
out of which gets benefited.
 Employee relation: One of important factor that have to be considered by the
department of HRM with performing the practices, is to make a huge concentration on
framing the policies and procedures to follow the rules and regulations of Asda
(Knowles, Holton III and Swanson, 2014). By which, maintenance of employee and
employer relation is maintained with efficiency. To boost the performances of employees
in order to gain the outcomes maintaining employee relationship is much encouraging to
grow well.
 Information resource: To the employer and employee, the practices of HRM acts as the
information source. All the details, data and facts with information are gathered and
stored with human resource department which are provided at the time of needed. Any
kind of information that renders help to the employees regarding their boosting in
performances and other terms are made available by HRM.
P4 Evaluation of effectiveness of HRM practices
The following are evaluation of HRM practices that are undertaken by the Human
resource department in ASDA have been detailed in this report.
 Effective plan of human resources: By knowing the talents, skills and other knowledge
about the employees' effectiveness s of the practices of HRM are considered at large.
Only with the help of planning sufficient and efficient results could be achieved.
 Planning of manpower: One of the largest performance that are made by the Asda HRM
department is, they plan the manpower effectively to boost the performances and results
of the organisation (Harter and Schmidt, 2002). With the help of recognising
characteristics, traits and knowledge. The planned results and out comes can be achieve
effectively by meeting the objectives and goals of the Asda organisation. By this,
satisfaction of consumer will also be enhanced.
 Vision, mission and values are build: With the help of planned and focused objectives
and goals of Asda organisation, the required vision, mission and values are built at large
to meet the effectiveness and sufficient. This enable the hr to generate new ideas,

thoughts and views by developing the HRM practices. By this way they are evaluated to
achieve the objectives.
 Performance management: management of performances are made fluently by knowing
and following the policies and procedures of Asda which encouraged the HRM to create
and focuses on more nuances for the well-mannered employees. By noticing the
performances of employee’s necessary appraisals could be provided to motivate the
employees at large. This also enable the employees to reduce the conflicts among them
by maintaining fair and discipline in the work place.
 Development and training: Effectiveness of HRM practice scan be made with the help
of providing development and training to the employees which boost they performances
accordingly (Kramar, 2014). By understanding the needs and requirements by the
employer allows the employee to perform sufficiently by being loyal in terms and
generate and boost more productivity which automatically increase the profit for the
organisation.
 Enhancement in quality based performances: By meeting all the above factors that
helps in bringing out the quality based performances by the employees by maintaining
and achieving the other factors as well.
TASK 2
P5 Importance of employee relation in respect to Influencing decision making of HRM.
To bring out the performances and hidden talents of employees by providing and meeting
all their needs. The importance of employee relation raises in order by influencing the decision
making of HRM.
 Increased productivity: By promoting positive attitude and environment, the profit and
productivity of Asda can be increased by engaging the employees at large (Jackson,
Schuler and Jiang, 2014). In order to achieve the goals and organisation of Asda
employee who are at large number are involved in the process which highly influences
the decision making level of human resource department.
 Enhances loyalty of employee: In order to boost the performance, the motivation is
made from eh part of HRM which on highest level influences the decision making
process by concentrating on the needs and wants of employees.

 Conflict reduction: The decision of human resource gets influenced by settling the
raised conflicts in terms of promoting their rights and interests in the place of work.
 Motivating employees: Decision are influenced by the activisms that are rendered to
employees in terms of encouraging them by motivation and other factors (Taylor,
Doherty and McGraw, 2015).
 Goals set are achieved: Effective performance that are conducted with the help of code
of practice the necessary steps and action are taken for the execution of pre- planned
goals and objectives that are set by the management of Asda earlier.
 Effective communication and delegation for warm relations: by knowing about the
strength and weakness of employee relation, by maintaining the roles and responsibilities
these are performed effectively by being in team. Any kind of inquiry's data and other
terms re met b\y the HRM by concerning about the strength and weakness which helps in
maintaining warm relation among the employees including management of Asda.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making for the chosen organisation
Employment legislation incorporates various safety and protection measures, labour
relationship with the manager etc. ASDA employs distribution workers on higher wages than its
retail staff. Asda plays a major role in listening and taking care of its worker’s grievances. HR
professionals are responsible for changing the conditions for their employees and making the
most of for the workers. The key aspects are:
 The Equality Act 2010: The Equality Act 2010 implies legal protection of workers at the
workplace. Every employer comes under this act who has 15 or more employees working
for him on daily wages or salary basis. Employers are punishable if they discriminate
among employees, dismiss employees or refuse to hire an employee (Wilton, 2016).
Though the employer cannot avenge towards a worker for charging him of discrimination
under the Act. At ASDA the managers are protecting their employees by respecting them
in an equal manner and giving each employee a chance to prove himself. The store
managers are responsible for treating employees equally and providing equal benefits and
rewards from time-to-time. Wage Act: The wage Act of 1988 protects employee against the minimum wage per hour
in the UK governed by the UK law. The minimum wage rate varies for employees below

the age of 20 though the wage rate for employees above the age of 20 is fixed. Any
organisation deviating from the set norms is punishable under the law with fine. Failure
to comply with rules lead to penalties for up to 2 years. At ASDA the manager provides
wages above the rate fixed by the government. They handle requests for advance
payment as well. Though the managers are not abiding to pay extra for extra working
hours at ASDA. Leave Provisions: According the UK law employees are entitled to 12 unpaid leaves if
they work for a year. He is also entitled to 26 weeks of leaves if he is responsible of
taking care of a member. They are secured of their job at such times. AT ASDA the
employees are entitled to leaves for maternity to both male and female. At the expiration
of maternity leave, the employee is entitled to resume her normal job pursuant to the
same terms and conditions which existed prior to the leave (Brewster, Houldsworth,
Sparrow and Vernon, 2016). Such law help employees to work harder for their family at
times of crises. Such employees are even good towards their employer and help at each
point.
 Terminations: Employees in UK are protected towards irregular termination from job by
their employer. Both the employee and employer are normally entitled to a minimum
period of notice of termination of the employment relationship as set forth in the
employee's employment agreement.
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
from the chosen organisation
Specific things have to be considered by the HRM of Asda which effectively enforces
their practices in order to bring out the results and efficiencies. The following are the application
of HRM practices in work related context have been detailed in this report.
Providing flexible workplace: in order to achieve the results of the Asda organisation with the
help of HRM practices flexible workplace is provided to the employees by which they can
perform better in terms of increasing the output and productivity (Marchington, Wilkinson,
Donnelly and Kynighou, 2016). This also helps the HRM to know about the level of
performances and execution of knowledge and skills are elaborately explored to meet the results.

Compensation of work: In case any the employees get absent due to any of reasons which
involves family functions or health conditions, benefits of compensation of work has to be
provided to the employees to boost the profit and productivity of the businesses.
Priorities are considered primarily: This is basically to provide an environment of flexible
working to he workers in an organisation where the HRM of Asda should together consider it an
important outlook. This is with a special concern of providing a flexible work environment to the
workers to equally manage both their personal and professional work where one may be unable
to prioritize his or her professional work over certain personal matters.
Learning and enhancement in skills of employees: For this purpose, HRM of Asda is responsible
to arrange continual sessions of training and development for their employees as a way of
enhancing their skills on regular basis (Armstrong and Taylor, 2014). This way, they will be able
to build a learning environment at the workplace with a prime assistance to the workers to
develop both their personal and professional skills to a great extent.
CONCLUSION
With the help of this report, it has been found that human resource management plays a
significant role in boosting the efficiency and competence of ASDA. The function of human
resource management in an organization is enormous; it implies to both workers and the
company, and helps in achieving the organisational objectives in relation to the needs and desires
of employees altogether. Each organisation work towards attainment of its goals financially and
economically thereby keeping the interest of its employees in mind. At ASDA the managers are
keen to help their employees at each stage, irrespective of the depth of problem.

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