Human Resource Management: ASDA Recruitment Process Analysis

This report provides an in-depth analysis of the recruitment process at ASDA, a British supermarket retailer. It begins by outlining the purpose and functions of Human Resource Management (HRM), emphasizing its role in managing employees and fostering positive relationships. The report then delves into the strengths and weaknesses of various recruitment and selection methods, including internal and external recruitment, ability tests, and interviews. Furthermore, it explores the benefits of different HRM practices such as training and development, flexible work options, and reward systems, evaluating their effectiveness in terms of raising organizational profit and productivity. The importance of employee relations in influencing HRM decision-making is also discussed. The report covers workforce planning, performance management, and compensation strategies, providing a comprehensive overview of HRM's role in ASDA's operations. The analysis highlights the significance of effective HRM practices for achieving organizational goals and ensuring employee satisfaction. The report concludes by emphasizing the impact of employee relations on HRM decisions and overall business success.

Recruitment Process

INTRODUCTION
Human resource management is an activity of administrating and controlling the assets of an
establishment such as employees, machinery and many more which are utilised by
administration in its manufacturing activity. It cooperate an essential task in the corporation as it
assist in offering talented and qualified workforce by recruitment and hiring activity. It is
beneficial for enterprise as it assist in building good relative between workers and administration
so that the business of the company can function in appropriate way (Armstrong and Taylor,
2020). This written document is supported to ASDA which is a British supermarket retailer
which was incorporated in 1949 and is headquartered in Yorkshire, England. The report will
define about function and utilities of HRM, capabilities and drawbacks of diverse employment
and selection methods and efficiency of major factors of human resource management.
Moreover, the document will discuss about effectiveness of employee relationships, main
elements of employment law and the postulation of HRM activities in a work connected
perspective.
TASK 1
P1. Explain the purpose and the functions of HRM
Purpose of HRM
The major motive of HRM is to administrate and organize workers within the corporation
so that they can do their employment and execute their responsibilities in effective form. Some
function of HRM function is characterized as below:
 To manage the manpower of the company by framing effective laws and policies.
 To determine the performance result and analyse that desired objective are get in better
form.
 To hire talented and knowledgeable manpower fro organisation which devise their
participation in growth and success.
 To enable in formulating efficient relation between workers and seniors.
Functions of HRM
There different HRM functions in a firm like ASDA in form of recruitment and
assortment, grooming and development, payroll administration, performance measurement and
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many more (Chelladurai and Kerwin, 2018). So of HRM functions are defined in reference to
ASDA is as below:
Training and development- It is a crucial purpose of human resource management and the
major function of this purpose to create development and enlargement in employees’ ability and
knowledge so that they can achieve data about new things and technology etc. (Berman and et.
al., 2019). In ASDA, the administration of respective firm, the administration manage teaching
and learning conferences so that employees learn new thing and improve their skills and perform
their assigned work in better way in from of getting desired outcomes.
Compensation and benefits- In ASDA, the management provide efficient pay and
remuneration to its employees that are beneficial for both. As it motivates workforce to perform
in better form so that they can attain their set aim and hit target. For their effective work,
company offer them financial and non-monetary benefits like protection benefits, enticement,
incentives, bonus, gift vouchers and many more.
Workforce planning and resourcing
It is an activity of administrating resources such as employees and human resource within
a company so that they can do their work and perform duties in effective manner. It is a constant
activity that is used to satisfy need and requirements of business venture with those of its
workers to make sure it can meet its legislative, regulative, services and production needs as well
as uncongenial of the company. There are different methods of workforce planning some of them
are explained as below in reference to ASDA:
Performance management- In it, the administration of the organisation evaluate the
performance of the workers in context of assigned work, responsibilities and duties. So that it
can be determine that they are executing their work in efficient form or in term of attaining the
desirable aims and results.
Reward systems- It is an act of encouraging employees so that they can do their work in
better way. In ASDA, the management of the firm determine employees work execution so that
the administration can reward as per to that (Bailey and et. al., 2018). When workers are
remunerated, they feel motivated and they make more concentration on their duties and perform
their task in effective manner.
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P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
Recruitment and assortment is an action and procedure of selecting, hiring and choosing
individual for satisfying the empty posts of the several division of a business venture. In ASDA,
the HR department of organisation recruit workers by conducting recruitment and selection
activity.
Recruitment- It refers to the act of showing the source from where ordinary manpower many
are selected (Nankervis and et. al., 2019). It can be the procedure of finding skilled workers and
challenging them to employment. In ASDA, the administration of the firm utilise both internal
db external method of recruitment.
For external recruitment, the management of respective firm uses the several methods of
marketing to offer data about job vacancy such as advertisement, TV, social media, email,
campus enrolment and magazines etc.
Strengths- With the assistance of extrinsic enrolment, the from can get fresh competence
input with better competition and high talented and skilled applicants that can assist in
development of business growth. It offers a range of candidates so that organisation has more
options to get good applicants.
Weaknesses- It is time consuming process as the firm offer data to candidates in context of
vacant positions by utilising diverse marketing tools. There is high risk in this activity and it
taking more fund cause of use of diverse marketing tools.
When the respective company use internal method of recruitment, the administration
utilise promotion, relocate, employee recommendation, intrinsic announcement, irregular to full
time workers etc.
Strengths- It is time and fund saving activity as the administration of the firm does not
organise any recruitment activity and utilise marketing tools to offer notification towards job. It
also assists in increase the employee involvement.
Weaknesses- It make restitution to enter new talent and the firm does not hire fresh skills
workers (Stewart and Brown, 2019). So there are restricted competencies in business of
establishment. It also bounded the creation and innovation in the business firm.
Selection
It is a process of short listing and choosing candidates that include screening and
scrutinising of people that is crucial in order to analyse the qualified and talented individuals.
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There are different kinds of selection methods that can be used by ASDA to select skilled people.
Some of them are defined as under:
Ability and aptitude test- It is used by administration of firm to analyse critical capability of
candidates so that company can hire skilled and talented workers.
Strength- It helps n measuring applicants’ skills and knowledge regarding particular job
position so that firm can hire a able person who is capable to perform his job responsibilities
(Banfield, Kay and Royles, 2018).
Weaknesses- It is time taking process and in some cases, this type of test does not reliable to
offer expected results.
Interview- It is an action of building face to face communication and a process of questioning-
answering in which interviewer ask question regarding job role to determine their ability.
Strength- It is effective as it provides detailed and relevant data about candidates and assists
in offering a high reaction rate.
Weakness- It is time and price taking and when the interviewer get profound information
about interviewee then it can influence individual in negative from.
TASK 2
P3. Explain and benefits of different HRM practices
There is several human resource activities are performed by a business venture for the
effective running and development of company as well as employees so that they can do their job
in efficient mode and feel motivated. Some HRM practices are defined as below in reference to
ASDA:
Training and development- It is an essential activities of HRM and in ASD, the administration
of firm systematize teaching and enlargement programmes so that workforce of corporation can
enlarge its skills and learn about new things and technology (Morgeson, Brannick and Levine,
2019). It will assist in developing employees skilled and cognition and when company make
change or adopt new technology then they can perform their exertion in effective way without
facing any type of complexities.
Benefits to employees- It is advantageous for workers as it assist in enlarging the skills
and competencies which enable in their delicate and proficient growth and success.
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Benefits to employers- It is also crucial for seniors as they get trained and capable
employees that are able to perform a task and mangers will not organise any kind of training
sessions about use of technology etc.
Flexible work option- It is an efficient active of human resource administration and it allows the
workers to job in stretchy way. In ASDA, the organisation offer flexible working opportunity
such as work as per changes, work from home, part time work etc. (Brewster, Mayrhofer and
Farndale, 2018). It is useful for the workers as well as organisation as the employees can do their
task according them which will not influence the firm’s efficiency and effectiveness in
unfavourable manner.
Benefits to employees- It is essential to workers as die to have this alternative, they can
expand their time with ancestors and also can do their work in that circumstance when they are
not able to come to option by adopting work from option.
Benefits to employers- This human resource management activity is effective to manager
as it assist in building worker involvement and preserving work life balance of workforce. So
cause of which relationships of seniors with their employees to be excellent and they will not
suffer issue of load of work.
Reward system- It is the acceptance of plan and policies that remunerate workers on
consistency, fair and equal form in reference to organisation’s value. In ASDA, it can be an
activity of remunerated workers by determining their execution so that they can feel encouraged.
This activity can be organised in the company after particular time duration such as annually,
half yearly etc.
Benefits to employees- This activity is essential for workers as when workforce are
compensated they feel confident and work with more efficiency for the development of the
organisation.
Benefits to employers- It is crucial to the seniors as when workers are remunerated they
are encouraged so the managers are not needed to offer encouragement and make a well place of
work.
P4. Evaluate the effectiveness of different HRM practices in term of raising organisational profit
and productivity
There are numerous HRM activities and they are crucial for organisations in several ways.
Some of HRM activities are explained in reference to ASDA as under:
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Training and development- It is the major and significant practice of human resource
administration. Companies conduct training and development session (Kaufman, 2019). So that
workforce and obtain data about new things and create enhancement in their cognition and
information and perform their assigned work and task in better form by attaining its set
objectives. Kt is essential for employees and workers as with the assistance of it they can make
development in their knowledge which help in their personal growth. But when they used their
knowledge and information about new technologies then it will assist in development of
respective firm in growing income and attractive efficiency.
Performance appraisal- It is another effective activity of human resource administration
and under this practice, the management of company can systematize appraisal action on
annually and half yearly basis to determine workforce execution so that they can remunerated as
per their presentation (Boon and et. al., 2018). For instant, when workers are remunerated for
their superior performance then they feel motivated and perform their job with more efficiency.
This help in improving revenue and market share, enhancing productivity as well as improving
market position of firm.
TASK 3
P5. The importance of employee relations in term of influencing HRM decision making
Employee relations indicate to engagement of employee in the work and how they are
connected with each other when they are performed towards a common task in order to achieve
shared objectives and aims. It can be an activity of maintaining the companies attempt to manage
and maintain the relation among subordinates and seniors. It is efficient to create a immense
impact over the decision making as there are different difficulties in the administration where an
person cannot be able obtain assessment regarding proper business operation of establishment. If
there are efficient relation between workers and employer of business venture, then it assists in
minimising the chances of problems and conflicts among workforce. Effective communication
system like open communication can play and effective role to make better relations and
employees can share their views and issues with their seniors and assure that there is not any
kind of favouritism within the enterprise (Huemann, Keegan and Turner, 2018). With the
assistance of it, the manpower feel encouraged and execute their allotted task in well desired
way.
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P6. Key elements of employment legislation and the impact of it upon HRM decision making
Legislation is essential for leading the right of the individual functioning in the company.
The ordinary statuses which are related in ASDA are as under:
Equality Act, 2010- This law has been endorsed for defending the workers from any kind of
differentiation which can variety from age, gender, race, sexual orientation and many more
(Järlström, Saru and Vanhala, 2018). A worker can file a case if the individual meet any kind of
event in the company. Discerning workers on any position is included unlawful and there should
be similar behaviour for all the workers.
Employment Right Act, 1996- As per this act, there are such rights that are offered to
workers to the workers within the company. This offer that an individual who is to be assigned
because a worker gets the rights which are defined in the agreement of service. The act includes
leaves, minimise pay, assessments and many more. These are the crucial privileges which should
be liked by all the workforces.
Health and Safety Act, 1974- This act proposes to take care of the physical condition,
security and safety of the individual functioning in the firm. Workforce look for the things which
are clean and cleanliness so that good situations can be offered to the manpower. Moreover,
there are punishments and fines for violating any of the provision of this act.
TASK 4
P7. The application of HRM practices in a work related context
HRM activities offer a plate from to employee of the company for development and
enhancement of business firm in which particular establishment run. For hiring talented and
knowledgeable workforce, the company conduct recruitment activity. in ASDA, the management
execute several HRM activities like teaching and enlargement, conscription and assortment,
presentation management and reward system etc. The firm offer training to its newly hired and
current employees to make development in their knowledge (Cooke, 2018). By using recruitment
and selection practice, the person can recruit skilled and well qualified individual that will help
in success of company in effective manner.
Advert for the role for HR Manager Position
ASDA Plc is a multinational company that operate its production in retail division with the
assistance of its groceries and other products. The organisation was incorporated in 1984 and
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headquartered in Yorkshire, UK. The purpose of the firm is to offer quality services at affordable
prices. The business venture is indentifying a skilled HR manager to fill the vacant position of
human resource administrator.
Roles of HR manager:
 Responsible to manage HR division activities like recruitment, meetings and others.
 Organising training and learning sessions to develop employee’s skills and motivate
them.
Required skills and experiences:
 Good communication, management and problem solving skills.
 Good knowledge about employees laws and business laws.
Job description for HR Manager Position
Job position: HR Manager
Organisation: ASDA Plc
Job purpose: ASDA is ruling out a HR manager who has efficient competencies and skilled of
administration and accountable to recruit workers for organisation. The people should have
capability of critical thinking and capable to execute several tasks connected with this job role.
Roles and responsibilities:
 Formulating and applying human resource plan of activities for improvement of business
of corporation.
 The individual is accountable to organise recruitment and selection activity according
need of firm.
 Help in administrating workers relations by satisfying their needs, grievances and other
complexities.
 Manage information of business form and frame plan of action for organisation.
Qualification and experience:
 Bachelor’s of business administration in Human resource management and in associated
area.
 Masters of business administration in Human resource management with the
specialisation of organisational behaviour.
 3 Years working experiences in a multinational company as an HR manager.
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 Extrinsic information about Database, HR system and MS Office etc.
 Effective management and problem solving skills.
 Capability to frame strategies and formulation effective plan.
 Good communication and management skills.
Offer letter for HR Manager Position
Mr. John Steffen
ASDA Plc, UK
Date: 17 June 2020
To
Mr. Adam Fredrick
We are happy to inform that you have been chosen for the job role of HR Manager in ASDA. If
you are concerned for this job role then gently fill the form which is accessible on corporation
website (www.asda.com) within functioning days.
Roles and responsibilities:
 The person is able to administer and organize HR actions like meeting and recruitment.
 To provide support to HR executives in administration of human resource management
practices.
 Systematize hiring and assortment procedure at the time of necessity of workers.
Joining date: 20 June 2020
Working hours:09:00AM to 06:00PM
Salary: $25000 per month
Vacation: 2 days holiday in a weak.
Compensation benefits: Medical services, health, life and disability insurance, sick leaves,
incentives and bonus etc.
CONCLUSION
This has been summarised from the above described content that human resource
administration is a process of administrating workforce and business operation of a company.
There is several HRM practice such as teaching & improvement, presentation appraisal, reward
system, enrolment and assortment and many more are organised by HR division. HRM activities
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offer differ kinds of advantages to employees and employers as well as make development in
company’s income and efficiency. There are different major elements of employment laws and
legislations that are curial to effective running of company and create their influence over
decision making of organisation.
REFERENCES
Books & Journals
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