Human Resource Management Report: HRM in Samsung and Asda

This report delves into the realm of Human Resource Management (HRM), focusing on workforce planning and resourcing within organizations. It begins by outlining the core functions and purpose of HRM, emphasizing its crucial role in organizational planning, processing, and goal achievement. The report then examines the HRM systems of Samsung and Asda, analyzing the functions, purposes, and importance of HRM, including recruitment and selection processes, and the benefits of different HRM practices for both employers and employees. The report also evaluates the effectiveness of HRM practices in raising organizational profit and productivity, while also discussing employee relations and the impact of employment legislation on HRM decision-making. The report concludes by applying HRM practices in a work-related context, using McDonald's as a case study.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
P1 purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation. ..........................................................................................................................4
P2 The strengths and weaknesses of different approaches of recruitment and selection process.
................................................................................................................................................6
TASK 2............................................................................................................................................7
P3 The benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................9
TASK 3..........................................................................................................................................10
P5 Discuss the values of employee relations in an organisation along with its impact on
decision making....................................................................................................................10
P6 Important elements of employment legislation that affects decision making of HRM.. 10
TASK 4 .........................................................................................................................................12
P7 The application of HRM practices in a work-related context.........................................12
McDonald's...........................................................................................................................12
CONCLUSION..............................................................................................................................15
REFERENCE.................................................................................................................................16

INTRODUCTION
HRM (human resources management) is the one of the essential part of organisation
management system, it plays the crucial role in organisation planing, processing, resourcing and
in the achievement of goal. Basically it is a system which mange the recruitment and sourcing of
human resources for organisation in prospect to the specific requirement of business objective
for a particular task (Al-Minhas, Ndubisi and Barrane, , 2020). This responsibility is given to the
HR professional of organisation along with their assistance. Along with the recruitment it also
involve the salary, culture and task management of every employee. Their are multiple type of
organisation which uses the best HRM management strategy's as per their huge business
structure, such as Samsung is the worlds best electronic product brand, its a Korean company
and in present they have developed innovative and high tech products. The other biggest
organisation is Asda it is the second largest supermarket of UK, funded in 1949, with the name
of dairies and frame group, then changed in to Asda in 1965. McDonald's is world's popular fast
food provider brand with the good quality and unique variety, peoples are crazy about their
products. In this report we are going to discuss the HRM system of chosen organisation, that
what are the functions and purpose of HRM along with the identification of its importance, and
which of the models, theory should be use for improvement of this.
P1 purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation.
Overview of company
Samsung group is world popular brand for high-tech electronic products, it is a south
Korean company. In Korea it producing nearly one fifth of the country,s total export. Its a
conglomerate company, which involves the number of subsidiaries. Such as insurance,
advertising, and entertainment industry (Armstrong, 2019). So it implement the numbers of
HRM functions and purpose, in order to maintain the effective work flow by worker-force
planing and resourcing.
Meaning of HRM
Its a basic and very essential part of the organisation management system which involves
the overall, recruitment, vacancy analysis, employee's training,development, motivation, salary,
and relationship management in order to make the staff of productive employee's which aid to
get success in business.

Workforce planning
It is the process of analysing the work performance and productivity in comparison to
standards norms of the performance (Bombiak and Marciniuk-Kluska, 2019). And its aim is to
identify that recruitment of the staff is right for the achievement of goals or not. Samsung HRM
measure function and purpose is to train their employee's with values and innovative skills for
the accomplishment of their objectives.
Purpose of HRM for planning along with resourcing of people
 Maximising productivity and profitability- Its a responsibilities of the HRM department
to motivate and encourage their employees in order to get the higher productive.
Samsung aim is to create a superior product and services, by the help of talent and
technology. So the its HRM system recruit the talented employees.
 Batter global society: Samsung objective is to make the global society more better, by
the development of beneficial electronic product by the aid of educated and innovative
employees. Recruitment and selection- This involves the organisation objective of collecting the
best and special work staff related to the vacancy. So HRM of Samsung is using the best
recruitment process to get the talented staff.
Functions and activities of HRM related to workforce planning and resourcing
Managerial functions: This involves the activities of higher authorities for HRM system,
explanation is given below.
 Planning- Directer make the goals and objectives of the organisation, then manger plane
the compete strategy's for the achievement of this. For that they have to analyse the
macro and micro factors. Organising- This is the important functions which involves the distribution of
departments, resources and responsibilities (Brewster, Mayrhofer and Farndale, 2018).
For the smooth flow of the work.
 Directing- This is the function which involves the multiple ways of guiding the staff on
the basis of work environment by selecting on of the leading style. Controlling- It is about maintaining the performance accuracy by analysing and
comparing the performance to the standards.

Operative functions: It involves the distribution of task within the team, such as Procurement-
in Samsung they select the staff on the basis of their skills related to the work. Performance
appraisal- it involves the rewards for the performance of employees, so that they can get more
encouraged. Employee relations- it is necessary to make a strong relationship which should be
done by HRM leaders and manger to get the higher productivity. Developing manpower-
Samsung provide the best training to their staff in order to get productive and talents team.
P2 The strengths and weaknesses of different approaches of recruitment and selection
process.
Requirement and selection is a process in which define requirements of the job provider and
select the appropriate person. The success of an organisation depends on working ability of the
staff. Recruitment process have following steps such as define job, attract employees, select
suitable person.
Type of recruitment
Internal Recruitment- In this process the position is filled by existing employees. In this
way hire few candidates for top level positions. Mostly strength and weakness analysis of old
employees. In this process employee performance is measured to select candidate.
Strength – This process is faster and no cost involve in the training. It is easy to select
the candidates.
Weaknesses- Not suitable if company require new skill and fresh mind.
External process – In this process companies select candidates of different areas and
various skills.
Agency staff – In this process requirement agency selects CV'S of the candidates and
only provide desired profile.
Strength – Samsung gets candidates with wider skills and from various location
( Cugueró-Escofet, Ficapal-Cusí, and Torrent-Sellens,, 2019). It can be suitable for the
organisation.
Weakness- It is an expensive method of the requirement and also spend too much on he
training.
Selection- is a process use to select people on the base of requirement. Follow various
steps to eliminate candidate and to select suitable candidate according to job profile. Following
steps use in selection process such as (Boon, Den Hartog and Lepak, 2019).

 Application – Application phase depends on candidate for job. But application helps to
sort out the candidate qualified or not. In this process ask some qualifying questions
which are relevant to job position.
 Resume screening – In this process filter out resumes for screening call.
Strength – This process help to know about the candidate.
Weakness – Some time resume is not a good source to analysis the skills of the candidates.
 Online assessment test – It helps to know the knowledge of candidate. Candidate
knowledge is checked by solving questions.
Strength- This is a method to judge the knowledge of candidates. Samsung conducts
various online assessment to get those candidate who have a level of knowledge.
Weakness – This is not suitable when people are recruited for labour intensive work.
Samsung use this process only when candidates are hired for good jobs.
 Interview –This method use to check the personality of the candidates and only
interview only those students who clear the online assessment.
Strength – Samsung is a multinational company and use this process to identifying the
right candidate.
Weakness- This process is not suitable for the candidates who are not outspoken. These
candidates have skills and knowledge but they are introvert.
TASK 2
P3 The benefits of different HRM practices within an organisation for both the employer and
employee.
HRM practices involves various types of organisation activity such as recruitment,
training, development programmes, job analysis and job Designing (Boella, 2017). Which
posses the benefits for both employee's and employers of the organisation. ASDA HR
management practices aid the organisation to get the multiple benefits in planing and
measurement of productivity. Their aim is to develop safe and familiar work environment. They
recruits 100 of employees per year from colleagues graduates and win the employments awards.
HRM practices Benefits for employer Benefits for employee's
Rewards and recognition If reward's and recognition The rewards and recognition

activity conducted for workers
by the employers, then it helps
themselves too, in terms of
higher productivity, loyalty
and relationship development
(Obedgiu, 2017). ASDA
always take care of their
employees and measuring
performance to encourage
them by providing the bonus
and incrementation.
programmes, benefits the staff
in terms of motivation.
Because it work as expectancy
theory of motivation. Which
influence them to feel cared,
important for company. They
started thinking that they are
performing good and
recognized by the company
and if they can do more hard
work then they can do better
and achieve more.
Training and development
program
As business getting more
complicated and innovative
because of the developing
techniques and competition.
So it is necessary to provide
the updated training. ASDA
provide the multiple types of
training programmes which
help them to make the strong
relationship along with the
higher profit.
It develops the knowledge of
the employees and helps them
to identify their capacity,
interest. It motivate them to
work for organisation by
developing the strong
relationship with the manger's
and trainers.
Compensation This activity is about
providing the right salary
structure, with the best
intensive plans. It helps the
employer to motivate their
staff and increasing work
performance for best incentive
The employee's in ASDA
getting the best salary
structure, with the effective
incentive plans, which
motivate them to work hard
and help them to fulfil their
needs.

achievement. ASDA is using
the standers salary structure on
the basis of employment
norms.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
Human resources management system practices highly influences the productivity and
profit of the organisation (Kianto, Sáenzand Aramburu, 2017). As its practices provide the right
staff for the task, measures the employees productivity, conduct the risk assessment , and
develop the productivity improvement strategy's. As employees are the important resources of
organisation play essential role in the operation management, so they should be motivated,
trained and energetic. This can be done by HR , so that they can increase profit and goal
achievement of the organisation by the help of staff.
HRM practices of Asda in raising profits and productivity
 Mentoring and coaching- This is the process of providing the support, training and
guidelines to their employees by the leader or ether through the mentor, trainers within
the organisation. Because it is necessary to understand the problems, needs and
informational requirement of the workers, in order to increasing the productivity of
workers. ASDA conduct the training, conference and development programmes, for their
employees and gives the opportunities to share their problems with the higher authorities
so that they can guide them with the bast solution. Which aid to increasing the
productivity and profit (Hee and Jing, 2018Emeagwal and Ogbonmwan, 2018).
 Job Analysis- This is the activity which involves the analysis of different work
requirements of the company, identification of present vacancy for specific work role.
Then then the implementation of special staff on the basis of requirements. ASDA after
the recruitment analyse their performance and place them into particular work role or
department. It is very effective because it helps the organisation to get productive staff
with the identification of their capability.
 Job Design- It involves the designing of work role and requirements, by analysing the
organisation needs and market factors. The market competition and business functional

needs develops requirement of multiple work position with the particular skills. ASDA
HRM design the job roles by analysing the needs of supermarket for production and
serving. This is very helpful to find out the current needs of the organisation and to
maintain the productivity, profit, by fulfilling that requirement.
TASK 3
P5 Discuss the values of employee relations in an organisation along with its impact on decision
making.
Employee's relationship with in organization is the strong bonding and loyalty of workers
for the company and employer. Which helps to get the higher productivity with the hard-working
and loyal staff. McDonald's is having the good relationship with their staff and provide the best
culture, but it need to be improve in terms of safety and equality.
Grievance: This is the activity which has to be done for making and managing the strong
employees relationship. Because it aids to understand the problems of the employees, this
involves the collection of employees feedbacks through which mangers and leaders understand
the causes of the problems and upcoming threat of the conflicts. And in this way manger get the
causes of the problem and solve it, with the development of strong bond. MacDonald's need to
do this in order to reduces the discrimination and to identify the safety issues.
Collective agreement: This is the HRM practice to mange strong relationship between
employee's, by making the culture-le and relationship agreement which guide every one of the
organisation that how to mange the relationship and prevent them to disrespect any one.
MacDonald's have to make these kind of collective agreements to mange the positive
organisation environment (John,. and Taylor, 2016).
Importance of employee relation
 It is important to maintain the employee's relationship with the organisation for
increasing the value of the company in employees heart, it is important to maintain the
healthy and positive work environment, it is important to make the strong employers and
employees bond in order to get success in the achievements of goals.
P6 Important elements of employment legislation that affects decision making of HRM.
Employment legislation is the government rules and policies for every organisation,
which involve management of positive, safe and productive environment for their employees.

And organisation have to follow it for effective results and to prevent the conflicts or legal
problems. The brief explanation is given below.
Equality act 2010: This act is made for the protection of workers, private and public
sector users from the organisation inequality, discrimination, mistreatment. This act provide the
guidelines and rules to remove inequality from the organisation for their workers and users. It aid
the organisation to make the right and valuable employment strategy's in order to maintain their
market value (Peccei and Van De Voorde, 2019). It is very important to follow the rules to
prevent chanses of legal issues. McDonald's should need to maintain the zero discrimination and
implement this act in their employment plan to provide the best work culture, with equality and
opportunity for their employee's.
Health and safety act 1974: This act is involves the guidelines for employers which they
have to follow in their organisation. According to this law HR with the help of organisation have
to provide the healthy and safe work environment to their staff, client, visitors and customers. It
aid towards the management of positive work environment which encourage the employee's to
work hard with the comfortable environment. McDonald's as it is a food production and service
industry, where is the risk of fire, food spoilage etc. and for preventing these hazards,
organisation maintain the quality standards and safety measures for their staff with the safe
equipments, method's and guidelines but it need to be more safe.
Sex discrimination act 1975: This act is made to prevent the sexual discrimination in the
society, organisation and in almost every in environment. On the basis of this act in the
organisation employee's cannot be treated and discriminated by their sex where they can be male,
female, transgender they should be equally treated in the organisation. McDonald's follow this
act and equally gives the opportunities to every gender on the basis of their skills and speciality.
Effects of employee relation and employee legislation in HRM of decision making
Employment legislation have both positive and negative effects on HRM decision
making, its depend on the organisation and HR manger of the company that they are following it
or not. The employee's relationship management is important because it increases the
performance level of the employee's and for maintain the employees relation ship organisation
should provide the positive work environment by following all the employment legislation. If
company offers the safe, healthy and positive work environment to their employee's then this

make the strong employee's relationship, loyalty and trust towards the company (Turulja, and
Bajgoric,, 2018). Which results as the achievement of goals and increased organisation value.
TASK 4
P7 The application of HRM practices in a work-related context
The brief description of interview and job recruitment is given below.
Job advertisement
McDonald's
JOB OPNINGS
McDonald's is looking for a candidate how can get fit with the position requirement of HR
administration.
Operation manager
JOB DESCRIPTION
Should have the leader and manger skills how can identify the quality of individual and should
have 1 to 4 year experience.
REQUIRED SKILLS
 Creative
 innovative
 problem solving
 communicative
Apply now
send your resume or CV at hr.@McDonald's.com or either apply on the website of
company WWW.McDonald's.com
Job Description

Company Name: McDonald's
Job profile: HR administration
Department: HRM
Responsible to : Head of operations department
Purpose of the job:
 To recruit the good staff for company.
 Analyse the work role requirement.
 Motivate the staff with the development and training programmes.
Responsibilities:
 encourage team
 increasing the productivity.
Offer later
Offer Letter
McDonald's
A-37, Cinbira street,
15th cross road,
Oxyam, UK
777775
Date: 22/112020
Dear Ms. Hibirn Dangala,
We are informing you that you got selected for that job profile for the HR administration work
role. The joining date is 25/11/2020 and be prepare for that, you skills are beneficial for our
organisation.
Reporting time will be 10: 00 AM at given location.
Document which you need to bring along with you.
 ID proof
 Marksheet

If you are interested, kindly come at the given time.
Thank You,
Hepa funcs
(HR,MacDonald's)
Interview script
Their are some common questions that we can use in the interview to recruit HR manger.
 Give me your self introduction, which is not involve in your CV?
 Tell me your strengths which should be helpful in your HR responsibilities?
 Why you think that you are best for our organisation?
 As HR manger how will you mange the work place conflicts, with different ways?
 How will your previous experience aid to perform the present work role.
Person specification
Person specialisation
 Post:
 Department:
 Key:
(A): Application forms (I) Interview ®: Role
ACADMIC QUALIFICATION
 Should have masters in Human resources management or have one year experience in
that filed.
Key skills
Experience and qualification
Essential skills:
 Graduate
Abilities
 Communication skills
 Problem solving

 Innovative and good leadership
Experience:
 More than one year experience

CONCLUSION
From the above analysis of HRM of chosen organisation and the study of HRM rules
and laws. It has been concluded that Human Resource management system is the core functions
or a part of every type of organisation, as it involves the recruitment, screening and selection of
the employees for the particular work requirement, along with the cultural and motivational
management of the work staff. HRM involves the multiple functions, perpouse and practices for
well functioning of organisation by following the employment legislation, such as recruitment,
training, rewards, development programs, compensation, monitoring, coaching, job analysis and
job designing. The good HRM system result towards the success of the organisation.

REFERENCE
Books & Journal
Al-Minhas, U., Ndubisi, N.O. and Barrane, F.Z., 2020. Corporate environmental management: A
review and integration of green human resource management and green logistics. Management
of Environmental Quality: An International Journal, 31(2), pp.431-450.
Armstrong, M., 2019. Strategic human resource management. pdf drive. Com.
Boella, M.J., 2017. Human resource management in the hotel and catering industry. Taylor &
Francis.
Bombiak, E. and Marciniuk-Kluska, A., 2019. Socially responsible human resource
management as a concept of fostering sustainable organization-building: Experiences of
young polish companies. Sustainability, 11(4), p.1044.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-
2537.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cugueró-Escofet, N., Ficapal-Cusí, P. and Torrent-Sellens, J., 2019. Sustainable human resource
management: How to create a knowledge sharing behavior through organizational justice,
organizational support, satisfaction and commitment. Sustainability, 11(19), p.5419.
Emeagwal, L. and Ogbonmwan, K.O., 2018. Mapping the perceived role of strategic human
resource management practices in sustainable competitive advantage. Academy of
Strategic Management Journal, 17(2), pp.1-19.
Hee, O.C. and Jing, K.R., 2018. The Influence of human resource management practices on
employee performance in the manufacturing sector in Malaysia.
John, R. and Taylor, B., 2016. Human resource management.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81, pp.11-20.

Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and
professional development. Journal of Management Development.
Peccei, R. and Van De Voorde, K., 2019. Human resource management–well‐being–
performance research revisited: Past, present, and future. Human Resource Management
Journal, 29(4), pp.539-563.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management. VINE Journal of Information and Knowledge Management
Systems.