Human Resource Management Report: ASDA's Practices and Strategies

This report delves into the human resource management (HRM) practices of ASDA, a major retail company. It examines the purpose and functions of HRM, focusing on workforce planning and resourcing, including the strengths and weaknesses of various recruitment and selection approaches, such as internal and external recruitment. The report further explores the benefits of different HRM practices, like training and development, and their impact on organizational profitability and productivity. It also analyzes the importance of employee relations, the influence of employment legislation on decision-making, and the application of HRM practices in a work-related context. The report uses specific examples to evaluate the effectiveness of HRM strategies, aiming to provide a comprehensive overview of how ASDA manages its human resources to achieve its business objectives.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: The purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation:................................................................................................................................1
M1: Asses how functional of HRM can provide talent and skills appropriate to fulfil business
objectives.....................................................................................................................................2
P2: The strengths and weaknesses of different approaches to recruitment and selection:..........3
M2: Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................4
D1: Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples............................................................................4
TASK 2............................................................................................................................................5
P3: The benefits of different HRM practice within the organisation:.........................................5
P4: The effectiveness of different HRM practices in terms of organisation's profitability and
productivity:.................................................................................................................................6
M3: Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context................................................................................6
D2: Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples........................................................................................................7
TASK 3............................................................................................................................................7
P5: The importance of employee relation in respect to influencing HRM decision-making:.....7
P6: The key elements of employment legislation and its impact upon decision-making:...........8
M4: Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context..................................................9
D3: Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.......................................................9

TASK 4............................................................................................................................................9
P7: The application of HRM practices in a work related context with some example:..............9
M5: Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is refers to the management of people or employees
within the organisation so that they can help in the organisation for competitive advantage. It is
designed to maximise the employees efficiency in order to completion of objectives. Human
resource ensures that the firm is able to gain success through its employees. It ensures better
quality and productivity in the operations through facilitate and motivate individual. The compan
y which is selected for this report is ASDA. It is retail base firm trading in hyper market and
super market (Onnis, 2019). This was founded in 1949, headquarter situated in Leeds, United
Kingdom. This report covers topic such as purpose or functions of HRM, strengths and weakness
of recruitment and selection, practices of this within an organisation, effectiveness of different
HRM practices for firm's profitability and productivity. Apart from this it also covers importance
of employee retention, key elements of employment legislation and example of HRM practices
in a work related context.
TASK 1
P1: The purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation:
Overview of the firm: The firm Asda was founded in 1960's, it is the one of the British
retailer. The firm serve its customers on various networks such as online services, super centres,
super markets, living stores and depots across the country UK. It has 321 stores across the UK
and more than 1,48,000 colleagues. Human resource team of the firm has some purpose and
function to do in fever of organisation that can achieve its objective (Muindi, 2017).
Mission: Asda wants to become a best value retailer that wants to satisfy customer's
needs always.
Vision: To make goods and services that will affordable to everyone.
Objectives: It wants to become popular for mass public relations for any activity that the
firm does.
Human Resource management
Human resource management is concerned with managing and controlling of people or
employees within the firm so that they can help it to accomplish objectives in efficient and
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effective manner. In context to Asda, human resource of the firm managing employees by
planning, organising, staffing, motivating and compensate.
Purpose of human resources management in context to work force planning and resourcing:
 The purpose of human resource management is to improve the quality or productivity of
employees to an organisation in such a way that are strategically and ethically
responsible. In Asda, human resources of the firm manages its staff through motivation,
encouragement so that they will perform well and contribute towards firm's objective. Human resource management supports the achievement of an organisation towards its
objective. The main purpose of this, it develop employees efficiency, encourage them so
that they can contribute towards objective and organisational goals.
Functions of the human resources management in context to work force planning and
resourcing:
Managerial function, HRM has various functions such as it helps in planning, organising,
staffing, direction and controlling. These function helps Asda human resource so that they can
make proper planning for hiring employees and organise them at a right time at a right place. If
employee of the organisation get job according to their skills and interest they will perform in
well manner.
 Operative functions: Operative function it includes procurement, development,
compensation, maintenance, motivation and integration. In context to Asda, human
resource team of the firm motivates them and give training to them to improve these
working quality and compensate them according to their profile also to motivate
employees they give them rewards so that they contribute efficiently towards
organisation's success (Lee, 2018).
M1: Asses how functional of HRM can provide talent and skills appropriate to fulfil business
objectives.
Based on above discussion it is observed that functions of human resource management
plays significant role in effective planning and allocation of resources required for
successful operation of business activities that has prominent impact of firm’s position and
future growth. It is also important to ensure efficiency within human resources
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performance within organisation through effectual training & development program for
employees.
P2: The strengths and weaknesses of different approaches to recruitment and selection:
Recruitment:
Recruitment is the process of offered to people for the selection in an organisation. In this
firm's HR team searched prospective employees and encourage them to apply for the job within
the organisation. Asda's HR team at the time of recruitment they search potential candidates
those who are match with the job profile they search candidates from internal and external
platform of organisation. The recruitment process with firm follows such as analysing job
requirement, advertising the vacancy it can be online or offline, attract candidates towards
applying in the firm, managing response, verifying applications according to job description and
specification and in the last they shortlist the candidates which has ability and skills more than
others. These practices are helps for company for hiring for better employees which helps
company for its better performance which helps for higher profitability for the businesses.
Approaches of recruitment are as follows:
Internal recruitment: It refers to the recruiting from the inside organisation, it can be
via transfer of employees to one department to another department and promotion of employees
on higher level. In Asda, human resource team used this approach in order to filling the gap, firm
transfer it employees to its one department to another. For example, transfer of finance
department employee in operations. And via promotion approach in this they promote employees
higher position then existing (Pokharel, 2016). It helps firm in reducing time, expenses
regarding advertising and strengthens employees engagement. Hiring from the inside firm helps
human resources to achieve potential candidate they are not require to test them it almost wind
up the selection process. But it has some weakness like, it can creates conflicts among the
colleagues and creates limits pool of applicants where it can choose most potential candidate
from pool of candidate.
External Recruitment: It is a way of looking outside candidates pool to fill the blank
position within an organisation. Human resource team use this approach to find more potential
candidates and it provides choice to HR from bunch of candidates. In Asda, HR team use this
technique to fulfil the blank position within the firm by efficient candidate from different
platform. External recruitment is gain from different platforms such as advertisement, colleges,
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walk-ins and through references. The strengths for the external recruitment, it increases chance
to get more potential employees, fresher skill, better competition. New generation has creative
ideas, better growth and they come up with ideas from other industries. But it can be a weakness
as limited outstanding about the firm, high risk, time and money consuming than internal
recruitment (Kessler, Heron and Spilsbury, 2017).
Selection
Selection is a process of hiring the candidates who are apply for the job that fillings the
vacancies in an organisation. Staff selection is refers to the match the profile that is required with
the set of skills and qualifications of individual.
Internal selection:
internal selection refers the selection of already existing employees on different profile.
In Asda, firm using this strategy in context to time and money saving and get experienced and
knowledge employees. This is beneficial because employees are already understood the firm and
culture but it has weakness also firm not able to select employees from other company to get
their ideas or new ways. These practices are helps for company for hiring for better employees
which helps company for its better performance which helps for higher profitability for the
businesses.
External selection:
External selection is about to select the applicants from outside those have bundle of
skills and updated ideas. Asda, sometimes firm use this technique when a potential candidate
apply for the job. It allows firm to gain competitive advantage through new ideas and fill the
position with potential candidates but it create conflicts between the employees and effects the
productivity (Reutzel, Belsito and Collins, 2016).
The selection approach which the company Asda's use it gives its better employees
which helps its for better performance which helps for higher profitability for the businesses.
M2: Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
On the basis of above discussion it is concluded that recruitment reflects strength for
respective organisation so in terms of fill up unoccupied positions and vacant seats within
organisation it order to take fresh talents and passionate human resources for effective
functioning of firm. On the other hand selection also plays significant role in terms of obtain
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skilled and potential employees that has immense contribution with regards organisational
performance and productivity in effective & efficient manner.
D1: Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.
As per above discussion on different approaches of recruitment and selection it is analysed
that both techniques helps to hire and select suitable candidate as per the required
qualifications and skills for filling empty positions within organisation. this strengthen the
respective firm in terms of increasing efficiency and effectiveness of organisation through
new talents and minds that have zeal to work hard for reaching highest potential in their
works and task accomplishments which leads to higher business productivity.
TASK 2
P3: The benefits of different HRM practice within the organisation:
HRM Practices are activities organised by human resources to encourage and motivate
the employee to perform better in organisation and develop their overall personality. In Asda
company various HR practices were conducted to improve the productivity of employees and
their Woking environment so that they give optimum result to the company. Types of HR
Practices in Asda are below:
Training and Development: This practice refers to train employees in order to sharpen
or boosts their skills and encouragement. In Asda, this practices involve to enhance their skills
and knowledge for assigned task as not all employees are on same level. It helps the company to
enhance their efficiency and growth.
 Benefits to employee: The practice is very important for company to provide them
training and it is ongoing process for any company (Huemann, Keegan and Turner,
2018). It improve the personality and skills among employees which motivate them to
give their best result. In Asda, the practice polishes ideas and potentials of employees to
work differently and smartly.
 Benefits to employer: For company, it will help in proper functioning and increase the
efficiency in company. Through this it improve the leadership and mentoring skills in
employer. It helps in achieving the targets of company as employee were able to perform
well.
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Rewards and Recognition: This practice refers to giving importance and recognition to
employees for the work done by them which increase the morale and confidence among
employees. In Asda, employee will be encourage to do better work and enhance thier work
environment.
 Benefits to employee: In company it increase the zeal among employees to do do more
work and give their best. As employee were motivated to get recognised and being
awarded for their work.
 Benefits to employer: For Asda, this will increase the engagement of employees and
they will come up their best opinions and ideas which improve the productivity and
efficiency of company. It will help the organisation to retain potential employee as they
provided with awards and recognition for their work.
P4: The effectiveness of different HRM practices in terms of organisation's profitability and
productivity:
Human resource management use some practices to manage its people that helps them to
motivate and encourage so that they work efficiently. In Asda, human resource use practices to
encourage employees efficiency towards their work, these practices includes training and
development and rewards and recognition. These practices allows firm's to increase
organisation's profitability and productivity.
Training and development: In this practice human resource of the firm train their
employees to polish and increase their skills (Dahie and Mohamed, 2017). In context to Asda,
human resource team of the firm provides training to its new employees as well as existing
people that help them to sharpen their skills so that their skills helps them to complete their task
in better manner. It allows firm to increase its productivity and profitability via employees.
Retraining to current employees is less expensive than freshers because they have enough
knowledge about it already. It plays vital role to the increase productivity that leads to high
revenue and profit maximisation.
Rewards and Recognition: Employees reward system refers to set by a firm for their
performance so that it will increase their motivation. The elements of designing and maintaining
rewards and recognition system are same. Firm gives rewards to their employees in order to
retain, encourage and motivate them. In context to Asda, firm provides rewards to employees on
their performance so that they can contribute better in next time. Just an incentive it may
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motivate the employees, offering rewards to employees encourages them to work hard and grow.
To encourage employees brings a positive impact on firm's productivity that leads to higher
profitability in the organisation.
M3: Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context.
Based on above explanation on different method and practices of HRM that reflects
prominent impact for respective organisation in terms of enhancing skills and knowledge of
human resources within organisation. For instance training & reward power enhancing
employees motivation in terms of working hard for achievement of higher profits for
business and get their share from profits.
D2: Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples.
On the basis of above mentioned HRM practices it is analysed that it has some positive
impacts over performance and productivity of respective firm including it helps in
enhancing behaviours and skills of employees. This results in boosting moral towards
attainment of profit increment. On the other hand it has some negative aspects as well for
instance sometimes reward power doesn’t motivate employees who want leaves or have
other motivational factors.
TASK 3
P5: The importance of employee relation in respect to influencing HRM decision-making:
Employee relation refers to the ability to an organisation in context to maintaining
relations with its manpower. It refers to the manner in which employers interacts with the
workers. It concern with efforts by employers attempts to make better relation to its employees in
their manpower. A successful employee relation strategy means firm thinks from the point of
view of employees that attract them to stay with the firm and create positive culture. In Asda,
firm's employers managing activities in order to maintain co-ordination of their employees to get
better productivity. Employee relation influence the human resource management decision-
making. It helps to reduce conflicts and boosts staff morale that helps in management decision-
making.
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Increases productivity: Strong employee relations is a way of increasing the
productivity in the organisation. Every firm maintain better employee relations through better
interaction with them, higher the employee relation means better the productivity. In Asda,
employer has better relations with its staff, firm tries to satisfy employees and end up with being
more productive work. Better employee relations helps authorities in effective decision-making.
For example, if employer give chance to employees to put their ideas and interact with them
friendly then it will motivates staff and employees effective idea help them to decision-making
(Buzkan, 2016).
Increases Loyalty among employees: One of the importance of employee retention in
an organisation is it boosts loyalty among all employees that creates positive work culture. In
context to Asda, firm has better employee relations that maintains loyalty among all the
employees and create friendly environment. When in the firm loyalty is increasing it leads to
increase in employee retention. Lower the employees turnover allows firm to increase its
productivity. Firm has better relation between the staff that increase employees morale and helps
firm to better decision-making regarding its employees. For example, if a firm has loyalty among
its employees, its help in team management and work related co-ordination that increases
company's productivity. In this situation higher authority can set objectives and help in
organisation's decision-making.
P6: The key elements of employment legislation and its impact upon decision-making:
Employee legislation refers to all applicable laws related to employees such as
employment standard, labour relations, compensation, wages and working hours, human rights
and health and safety of employees. In context to Asda, firm manages all the rights and laws for
their employees if they have any issue regarding this firm solve there issues. Employee
legislation helps human resource in decision-making regarding employees training, working
hours and their compensation (Askenazy and Forth, 2016). It covers the rights of workers and
relationship with their employee. These legislation used by every organisation.
Health and safety: This act covers areas of risk and effective control on them. It is made
for safety of employees by reducing work related injuries and diseases. It help firm's
management to reducing the cost of injuries and Diseases that happens at workplace. Health and
safety can influence the management decision-making in order to cost. For example if in
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organisation any employee injured during the working time it will increase the cost to bear for
employee.
Equality Act: Employment equal act refers to equal pay for employees those who are
engaged in same activity. The equal remuneration act forbids favouritism in hiring, pay and
conditions of employment between male and female those are engaged in same or different
activity. In context to Asda, firm provides equality between all employees firm pay remuneration
according to their skills and position. Equality Act affects the decision-making in favour to
remuneration, working hours and policies of human resource management as well as
organisation.
M4: Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context.
Based on above consideration it is observed that there is different legislation regarding
employment of respective firm such as- law of equality that reflects fair and based on equal
pay and behaviours at workplace. Employee safety & security also important legislation of
firm that impacts HRM decision making. For instance if an employee injured at workplace
company has to pay compensation of physical or mental loss as per employee security
laws.
D3: Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context.
Employee relations pays prominent role within organisation that affects business decision
making. HRM practices help leaders and managers of respective firm to take effective
decisions regarding training, development, reward and compensation etc. so as to make their
performance effective. This will impact effectiveness and efficiency of respective company
that has positive impacts over increasing skills & knowledge of employees that leads to
timely attainment of business objectives.
TASK 4
P7: The application of HRM practices in a work related context with some example:
For hiring the candidates human resource management used some practices that are
advertisement, job description and specification, interview questions and offer letter in the end of
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