Human Resource Management Practices in ASOS: A Comprehensive Analysis

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Human Resource Management
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Table of Contents
Introduction......................................................................................................................................4
LO1..................................................................................................................................................5
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................7
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................9
LO2................................................................................................................................................10
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.............................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity...............................................................................................................12
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context.................................................................13
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.................................................................................13
LO3................................................................................................................................................14
P5 Analyze the importance of employee relations with respect to influencing HRM decision
making.......................................................................................................................................14
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P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.........................................................................................................................15
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision making in an organizational context................................................16
LO4................................................................................................................................................17
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................17
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................18
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context....................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20
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Introduction
The process of “Human Resource Management” is very essential in every business organization.
The lifeblood of the business organizations are the people which are needed to be recruited &
retained in the organization so that the defined objectives can be attained. The effective tools &
techniques are been determined in order to enhance the process of HRM. With the help of it, the
employees’ contribution must be increased & the competitive advantage can be gained by
exploring the training programs in the chosen business organization, ASOS. This organization is
the top most desirable fashion company which deals online & has the target for recruiting more
than 3000 employees for expanding the business. The importance of flexibility in the
organization will be known along with the effective techniques of job design & good employee
relations.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization.
The main purpose of Human Resource Management is to increase or maximize the level of
productivity & to optimize the level of effectiveness of all the employees of “ASOS”. As the
main target of this fashion company is to recruit more than 3000 employees, this large number
can be retained properly with the help of the effective process of HRM. The personal, as well as
the organizational issues, can be resolved with hiring & recruiting the right people in the
business organization. The slow & steady growth can also be enhanced with the increased level
of organizational productivity. The overall employees’ performances get increased up to the
higher level which is correspondent with the effective organizational role. Apart from including
the effective managerial functions such as the planning, organizing, directing & controlling, the
process of HRM also includes the efficient operative functions which are being discussed as
follows:-
 Recruiting & Hiring: This function brings the most appropriate candidates in the
business organization in accordance with their working & defined goals. The HR
managers need to select the right people for the right work form the large pool of
candidates applying (Werner, 2014).
 Job Analysis & Design: The analysis of job includes determining the job nature & the
required qualifications for the particular job. On the other hand, the job design includes
the roles & responsibilities for the specific work & the outlined tasks.
 Performance Appraisal: Frequently reviewing & checking the employees’ performance
& measuring the deficiencies.
 Training & Development: The innovative skills & deep knowledge can be enhanced
with the help of this function. The employees can perform the higher level of
responsibilities with this function.
 Employee Welfare & Maintenance: The efficient benefits & facilities must be provided
to all the employees. Along with it, the balance must be maintained between minimizing
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the level of employee turnover and increasing the level of employees’ performance
(Werner, 2014).
 Labor Relations: Maintaining the effective relations with the employees are very
necessary so the taken decisions can be executed effectively & the higher management
can be enhanced.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
There are two approaches to recruiting & selecting the right people for the business. Following
are the two recruitment methods along with their strengths & weaknesses:-
Internal Recruitment: Under this method, the vacant job is been given to those people who are
already working in the business. It involves the effective functions of promotion &
reorganization.
Strengths:-
 It is a cheaper method & very fast for recruiting.
 The employees are already familiar with the code of conduct & organizational structure.
 The favorable opportunities are being provided in relation to the promotion within the
organization.
Weaknesses:-
 The number of potential candidates gets limited.
 The new & innovative ideas outside the business cannot be enhanced in the organization
(Katou, et.al. 2014).
 Vacant the other position which is needed to be filled up.
External Recruitment: This method of recruitment includes effective sources such as the “job
centers, job advertisements, the recruitment agencies (both online & offline), headhunting and
personal recommendations”.
Strengths:-
 The people outside the business organization bring innovative ideas & concepts.
 The most experienced & efficient employee can be recruited from the large pool.
 The best-experienced choice can be selected & retained in the business organization.
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Weaknesses:-
 This method takes much time &a very long process.
 As it includes the advertisements & interview sessions, therefore it is very expensive.
 The weak selection process can lose the most best & experienced option (Katou, et.al.
2014).
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives
The most effective managerial functions of HRM include the planning, organizing, controlling &
directing. The effective process of planning includes the determination of a right number of
employees to be recruited for accomplishing the organizational goals. This core function of
HRM will enable the “ASOS” to manage the collection of relevant data, to analyze it & to
consider the future needs of the complete organization. The organizing process includes the
appropriate allocation of tasks to the right member in accordance with the skills & activities
being possessed by different employees & hence achieves the common organizational goal
(Woźniak, 2014). Under the directing process, the increased level of participation of all the
employees is being enhanced along with the constant level of motivation & determining the
different employees’ potentials. Under the last process of controlling, the different tasks &
activities of all the employees are being analyzed & checked & hence measuring the arising
deficiencies among them.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
The two main approaches & methods for recruitment& selection are the “internal recruitment”
and “external recruitment”. Both the approaches have their own strengths & weaknesses which
must be considered by the business organization of “ASOS” so that it can complete its target of
recruiting more than 3000 employees in the business organization. The internal recruitment is
best when the familiar employees are to be recruited & if it has to incur least expenses. But this
process can limit the new innovation in the business. On the other hand, external recruitment
brings new innovation & new experience in the business organization. Although, this method is
very expensive as it includes the sources of advertisement & promotion (Jeske and Shultz, 2016).
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LO2
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
With the help of effective & appropriate HRM practices, the leadership skills can be enhanced in
different personnel or the organizational staff. Apart from implementing the HRM practice of
training & development, there are multiple effective & efficient practices of HRM within the
business organization, these are being discussed as below:-
 Healthy, safe & happy workforce.
 The book of management styles.
 Bonuses according to performances.
 Feedback system for performance management.
 The fair system of evaluation.
 Sharing skills& effective knowledge.
 Highlighting the lit performers.
 Open feedback mechanism.
 Efficient rewards.
Effective HRM practices protect the interests of both employers & employees (Sheehan, et. al.
2014). For the employers, the employee relations are being enhanced & the ways for cutting
labor costs are being determined. For the employees, the rights are protected & the employers
work within the scope of between “employment & labor law”.
Conflict Resolution: The increasing disputes in the organization get minimized between
employees, employers & the complete management. The HRM policies & practices determine
favorable organizational behavior. This resolving of conflicts is beneficial for both the
employees & employers.
Training & Development: On the basis of the work performance & the needs of employees, the
workers must be given with the efficient training & development. This HRM practice can
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enhance the competitive advantage in the business market & also the efficient experience is
being enhanced among the organizational employees (Sheehan, et. al. 2014).
Employee Relations: The effective & strong relations between the employers & employees are
beneficial for both of them. The employees’ problems can be solved out while contacting with
their employers. The minimum problems are very beneficial for the employers as because the
conflicts will be minimized & the productivity will be increased.
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity.
The effectiveness of multiple HRM practices for raising organizational profitability &
productivity is been discussed as follows:-
 To differentiate in between the training & development. The specialized workers are
being included in the training process to enhance the effective sharing of knowledge &
skills & also the increased employment. The process of development includes multiple
different exercises for the effective execution of tasks & activities. This difference must
be shared in the overall business organization so that the productivity can be enhanced.
 In order to actually perform the job, the “skill training” is required to be enhanced. On the
other hand, in order to be up to date in the professional field, “professional training” is
being enhanced. These two types of training are being included as the effectiveness in
increasing the organizational profit & productivity (Caligiuri, 2014).
 The effective reward system inspires & motivates the employees in the business
organization. Along with these, the participation level is been increased which promotes
the “high authoritative advancement”. This efficient process moves towards the increased
proficiency & organizational productivity.
 The effective technique of HRM which is the “Job Simplification” categorizes each &
every task in an easy manner by reducing both the physical & mental efforts which
contributeto the increased productivity of the organization.
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