Human Resource Management Report: Asda's HRM Strategies and Practices

This report delves into the realm of Human Resource Management (HRM) within the context of Asda, a prominent UK supermarket chain. The report begins by outlining the core purpose and functions of HRM, emphasizing its role in workforce planning, resourcing, and fostering positive employee relations. It then examines the strengths and weaknesses of different recruitment and selection approaches, including internal and external methods. Furthermore, the report explores the benefits of various HRM practices, such as conflict resolution, training and development, and employee relations, and their effectiveness in enhancing organizational profit and productivity. The importance of employee relations in influencing HRM decision-making is also discussed, highlighting the impact of teamwork, productivity, and conflict resolution. Finally, the report identifies key elements of employment legislation and their influence on HRM decisions, providing a comprehensive overview of HRM strategies and practices within Asda.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ......................................................................................................................................1
P 1. Explain the purpose and the functions of HRM, planning and resourcing an organisation 1
P 2. Strength and weakness of different approaches of recruitment and selection ....................2
TASK 2............................................................................................................................................3
P 3. Benefits of different HRM practices with an organisation ................................................3
P 4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................4
TASK 3............................................................................................................................................4
P 5. Importance of employee relations in respect to influencing HRM decision making..........4
P 6. Identify the key elements of employment legislation and the impact of its in HRM
decision making..........................................................................................................................6
TASK 4. ..........................................................................................................................................7
P 7. Illustrate the application of HRM practices in work related context ..................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9
.........................................................................................................................................................9

INTRODUCTION
Human resource management helps the organisation to manage the employees in such a
way that they perform their best and accomplish its assigned roles and duties. In this report
chosen company is Asda, it is UK's second largest supermarket which focused on selling food,
electronics, toys, clothing and general merchandise. The aim of organisation is to engaged the
workers in such a way so that they support each other in a safe family environment of trust. This
report covers the following topics such as: purpose and scope of HRM in terms of resourcing
appropriate talent and skills, effectiveness of key elements of HRM, internal & external factors
that affect Human resource management in decision making. Apart from this it also discuss
about practices of human resource management in context to work.
TASK 1
P 1. Explain the purpose and the functions of HRM, planning and resourcing an organisation
Human resource management is essential for a company so that it can effectively control
and manage the employees. It involves recruiting, selecting, orientation, training and
development etc (Human resource management. 2018).Asda can control its workers effectively
so that organisation functions will perform as per need of company and it accomplish their goals
and objectives. Purpose of HRM are as follows:
Employee relations: The purpose of human resource management is to build strong
employer and employee relations so that chances of conflicts can minimise. Asda maintain
effective relations with workers so that they feel comfortable which enhance the efficiency of
them. In workforce planning and resourcing it helps the company to make strategies in such a so
that strong and health relationship can be established between staffs and management.
Implement and follow plans & policies: It help the organisation to implement the plan
and policies so that all employees can perform as the rules and regulations of company. Asda can
implement and control the HRM policies so that workers can perform their duties as per the
requirement of it. As a result work will complete in effective and smoother way. It help the
organisation in workforce planning and resourcing so that corporation can manage the employees
as per its needs and requirement (Vaiman and Collings, 2012).
HRM has mainly two functions which are managerial and operative functions.

Managerial functions: Managerial functions are those functions which are performed by
management for planning, organising, directing and controlling. In Asda, human resource
manager of company perform and manage it. It provides help in workforce planning and
resourcing in organisation so that efficiency and productivity can be enhanced.
Operative functions: These are those functions which help to an organisation to manage
the operations of business. It involves procurement, development, compensation, integration and
maintenance. In Asda, It is the responsibility of human resource manager to control these various
functions so that healthy working environment can be established by the company. It helps to
workforce planning and resourcing in corporation.
P 2. Strength and weakness of different approaches of recruitment and selection
Recruitment and selection is the process of hiring and selecting the most talented and
suitable employees in the organisation. So that efficiency and productivity can be enhanced.
There are various approaches of it which can be used by Asda for hiring most desirable candidate
in the company. There are mainly two approaches which are describes as below:
Internal approach: This approach is used by organisation in recruitment and selection of
employees. It involves internal selection and recruitment and it can be done when company
recruit and select its existing staffs and promote them to higher position or designation. Asda is
using this approach in its corporation. For example, Asda have vacancy in its organisation and it
does not want to hire workers from outside than it can recruit candidates who are already
working. In that case it select most suitable staffs and promote the at higher position so that
vacancy can be filled (Ten Brummelhuis and Bakker, 2012).
Strength:
 Organisation does not need to search workers at outside so it save the time as well
as money.
 Employees are already familiar with culture and environment of company.
Weakness:
 Organisation does not get fresh and talented employees.
 It create the conflicts among the workers on the basis of recruitment and selection
because some staffs thinks that they are not getting the chance of promotion.
External approach: This approach is used by organisation in recruitment and selection
process. It involves external methods of recruiting and selecting which are: Campus recruitment,

in this process companies hire the workers directly from colleges or institutions. Online
recruitment and selection through various websites and applications. Asda is using this approach
also in its organisation. For example, If Asda wants fresh talent from outside than it recruit
candidates through campus placement or online mode (Pfeffer, 2014).
Strength:
 Company can get fresh talent and skilful person from outside.
Weakness:
 Organisation have to spend lot of amount for selecting, recruiting and training to the
workers.
 Corporation does not experience workers when it hire the candidates from campus
placement.
TASK 2.
P 3. Benefits of different HRM practices with an organisation
HRM practices are those practices which helps the organisation to manage its employees
in effective manner and its rules, regulations and strategies of company. Asda can use different
HRM practices so that its organisational culture and environment can be improve. Benefits of
HRM practices are as follows:
Conflicts resolution: Asda can apply HRM practices in its company so that it able to
solve the conflicts between employer and employees. As a result efficiency of employees will
improve and they work as per the needs of company. If staffs perform as the requirements of
corporation that productivity can be enhanced and through it organisation can accomplish its
goal and objectives (Kor and Mesko, 2013).
Training and development: Human resource manager of Asda provides training to their
employees so that skills and abilities can be enhanced. As a result they perform effectively and
achieve its targets at specific time period. If workers perform as per the need of organisation than
it can accomplish the objectives and gain sustainable success & growth.
Employees relations: It is essential for the human resource manager to create strong and
healthy relations with employees and behave with them friendly. As a result they feel
comfortable and it leads to improve the willingness of workers towards their work. As a result
they perform its roles and duties more effectively and achieve their targets within stipulated time

duration. If help the company to accomplish its goal and earn more revenue so that it can survive
for a long period of time in market.
P 4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
HRM practices are very effective for an organisation because it maximize the
organisational profit and productivity. There are different HRM practices which can be used by
Asda so that it get benefited through it (Jennings and Stadler, 2015).
Flexible working option: It is important for an organisation to provide flexible working
options to its employees. For example, Asda has sat its working hours as per the standards of
company and it does not force staffs for overtime. As a result they does not feel pressure in
working and performing their duties. So they work effectively and efficiently and its leads to
maximize the productivity of business and it brings more profits for it because organisational
goal has been achieved.
Learning development and training practice: It is the responsibility of human resource
manager to arrange training and development session for the employees so that their skills,
knowledge and ability can be maximize. It helps the workers to perform their duties more
perfectly and accomplish their targets on time. As a result productivity can enhanced and which
leads to generate more profits for corporation. For example, Asda provides training to their
employees so that they can work as per the needs and requirement of corporation and it helps to
maximize the efficiency of employees.
Payment and reward management: It is essential for an organisation to make full
payments to the employees as per the employment contract. For example, Asda makes full
payments to the workers and also give rewards as per their performance and overtime work. It
develops the beliefs in them and motivates them to work more effectively and efficiently. As a
result productivity can maximize and company achieve organizational objectives which brings
more profits for the corporation (Hwang and Ng, 2013).
TASK 3
P 5. Importance of employee relations in respect to influencing HRM decision making
It is important for an organisation to maintain good and healthy relations with workers so
that they feel comfortable and happy. As a result it can maximize the efficiency of employees.

Asda always try to maintain effective relations with staffs so that its productivity is increasing
through this and it helps in decision making. Importance of employee relations are follows:
Team work: To work in a team improves the working relations with employees. Asda
has focused on team work by motivating workers so that their performance can be enhanced and
they achieve the targets. If human resource manager takes decision that employees have to work
in a team to accomplish a specific goal and when staffs does not able to achieve this specific
target. As a result productivity does not maximize and in influence the decision of human
resource manager (Fine, 2012).
Productivity: Effective employee relations helps to maximize the productivity in the
organisation because staffs feel comfortable to work in the company. If human resource of Asda
take decision that all workers have to perform in a team and support each other so that work van
be smoothly and efficiently. But due to conflicts among staffs they does not want to support each
other as a result productivity can reduce. As a result it influence the decision of human resource
manager of company.
Conflict resolution: Effective relations with employees can reduce the conflicts in the
organisation as a result workers feel positive. It makes the strong and healthy relations with the
employees as a result it can increase the efficiency and productivity in Asda. If management
instruct that all workers will behave friendly and they resolve the misunderstanding among but
staffs does not able to solve the conflicts and due to it their performance does not enhance. So it
influence the decision of human resource manager (Brewster and Sparrow, 2016).
Improving moral: Effective employee relations improves the morals of organisation
because all workers can able to perform as per the rules, beliefs and policies of it. All staffs of
Asda is performing their roles and duties as per the moral of company and it maximize the
efficiency of employees. If human resource manager of corporation give instructions to their
workers that they have to work by following the morals of company if its staffs does not work
according to the moral that it can influence the decision of HR manager.
So it is important for an organisation to maintain good and healthy relations with employees so
that they feel comfortable to work. As a result it can improves the efficiency of employees.

P 6. Identify the key elements of employment legislation and the impact of its in HRM decision
making
To follow the employment legislation is necessary for an organisation so that rights of workers
does not get affects (Brewster and Hegewisch, 2017). Asda is following all employment
legislation in its company so that workers feel proud to work in their corporation. Key elements
of employment legislation are described as below:
Healthy and safety act:
 According to this act it its the duty of organisation to take care about the health of
employees.
 To take effective measures so that risk can be minimize or avoid.
 Provide safe and healthy working environment to employees so that they feel
comfortable to work and their health does not get affect.
 It protects the rights of staffs in context to health and safety. If HR manager of Asda
does not follow it than it have to pay fine and it influence the decision of manager.
Minimum wages act:
 According to this act it is the responsibility of organisation to give the proper wages to
the workers (Armstrong and Taylor, 2014).
 The rate which is fix by the act, company have to meet that criteria.
 Corporation cannot deny to provide the wages to their employees.
 For overtime work, it is essential to give additional incentives and payments. If a
manager of an organisation has fix the wages of workers and it is below than the rates of
minimum wages act than it have to pay fine to the government. As a result decision of
HR manager has influenced by it because it already fix the amount of employees.
Equity act:
 According to this act it is essential for an organisation to pay equal salary and wages to
the workers.
 Company cannot make differentiation on the basis of gender or caste.
 All employees has right to get equal salary as all members of organisation.
 In front of law all persons are equal and they have right to get equal salary the
employment contract. It an organisation has decide that they it will pay wages when
employees achieve their targets and if they does not achieve than they are not liable to

get salary. In that case a worker can file a suit against the company and it will be
punished by government. So it influence the decision of HR manager.
So these are the key elements of employment legislation and it can influence the decision of
HRM, if it does not follow by the organisation as per the rules and regulation of various act.
TASK 4.
P 7. Illustrate the application of HRM practices in work related context
HRM practices provides helps to the organisation to follow the rules and regulations
which are necessary to be follow by a company. It makes the work smoother and effective.
Asda can follow HRM practices which help it to maximize the efficiency and productivity in
business. Job description in context to HR manager for Asda company (Andreeva and Kianto,
2012).
Job description:
Job title: Human resource manager
Job location: United Kingdom
Department: Human resource
Job overview: Provide advice and counsel the managers, supervision, manage the recruitment
programme and make strategies.
Job duties:
To manage the organisation
Lead the team and encourage them to achieve the organisational goal.
To help the manager in management and control of organisation.
Recruit and select most desirable candidates.
Provide training the employees.
Job specification:
Qualification: Have a management degree related to human resource
Experience: Minimum 1 year
Skills: Excellent communication and speaking skill
Responsibility: To recruit and select most desirable candidates, control and manage the
employees.

Formate of CV
Full name: Mr. Smith Daniel
Education: MBA specialised in HRM
Work experience: 1 Year
Achievements and awards: Certificate from university in context to management
Personal information: Name, mobile no, mail id
References: From 2 Recognised persons
CONCLUSION
From the above report, it has been concluded that human resource management is
essential for an organisation so that it can get most suitable candidates. It is responsibility of HR
manager to recruit and hire talented persons so that efficiency can be enhanced. Asda can make
effective planning so that it able to control the workers. Different approaches can be use by
company so it can get best persons who maximise the productivity. HRM practices help the
corporation to follow the rules and regulations of organisation. To knowledge about employment
legislation provides help to Asda to work as per the guidelines of it. Applications of HRM
practices help to hire skilful and knowledge workers in the company which maximize the
efficiency.

REFERENCES
Books and Journals
Andreeva, T. and Kianto, A., 2012. Does knowledge management really matter? Linking
knowledge management practices, competitiveness and economic performance.
Journal of knowledge management. 16(4). pp.617-636.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Buller, P. F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4).pp.1-9.
Hwang, B.G. and Ng, W.J., 2013. Project management knowledge and skills for green
construction: Overcoming challenges. International Journal of Project Management.
31(2). pp.272-284.
Jackson, S. E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Kor, Y. Y. and Mesko, A., 2013. Dynamic managerial capabilities: Configuration and
orchestration of top executives' capabilities and the firm's dominant logic. Strategic
Management Journal. 34(2). pp.233-244.
Pfeffer, J., 2014. Business and the spirit: Management practices that sustain values. In Handbook
of workplace spirituality and organizational performance (pp. 43-59). Routledge.
Ten Brummelhuis, L.L. and Bakker, A. B., 2012. A resource perspective on the work–home
interface: The work–home resources model. American Psychologist. 67(7).p.545.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.
Online
Human resource management. 2018. [Online]. Available Through:
<http://www.whatishumanresource.com/human-resource-management>