Analysis of Human Resource Management at ASDA Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ASDA, a major supermarket chain. It begins by highlighting the purpose and functions of HRM in workforce planning, emphasizing its role in aligning organizational objectives with employee competencies. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, comparing internal and external methods. The benefits of different HRM practices, such as learning and development, flexible working options, and performance management, are explored from both employee and company perspectives. Finally, the report assesses the effectiveness of these HRM practices in terms of raising company profit and productivity, underscoring the significance of training, rewards, and flexible working arrangements in achieving business success. The report provides a clear understanding of how HRM strategies contribute to ASDA's overall performance and growth.

Human Resources
Management

INTRODUCTION
Human resources is an essential part of every profit motive business organisation. They
are responsible for operating, handling, communicating and managing resources of the company.
The primary objective of an HR department is to determine various aspects those are helpful in
betterment of an organisation (Boxall and Purcell, 2011). All the activities that are done by
“ASDA company” through developing an effective plans and strategies that will bring positive
outcomes in near future. The project report is providing crucial information about importance to
HRM and growth of the company. Apart from this, various methods and theories that are useful
in selection and recruitment procedure are discuss under this report. There are certain HRM
practices which can bring positive outcomes in term of profitability of company are explain in
this particular report. Few legislation those are associated with protecting right and benefits of
employees are examine under this project
TASK 1
P1 Purpose and function of HRM use in workforce planning
In every business, whether operating as small and large need to have separate department
with the name of Human resource department. It is made with the motive to manage and control
their daily operations in more effective manner (Armstrong and Taylor, 2014). This would assist
in determining organisational aims and objectives which are matches with the competencies of
employees and staffs working for the purpose of attaining overall target of ASDA company. As
this is supermarket retail store which is dealing in multiple products in West Yorkshire. There
are certain effective objectives of HRM that are needed to be followed by company in their
regular business operations. Successful human resource department can create a perfect bridge
among line management and company's total workforce. Some crucial objectives are:
Helps in internal customer management: It has been found that HR has various key
objectives. The productivity of the ASDA directly rests with capabilities of employees those are
working in this particular company. They are having positive relationship with companies
financial performance.
Cultural sensitivity: HR management use to maintains cultural awareness. HR
management is routinely called upon to manage cultural differences that are arises in an

organisation. Selecting skilled employees would provide maximum chance of growth in near
future.
Maximise productivity of an organisation: Human resources department is working as
an essential tools for the company which would provide maximum chance of optimising the
effectiveness of their staffs and employees.
Helps in performance management: In accordance with the oversight of an
organisation compensation program that lies down under the human resources programs. HR
coordinates performance management feedback and provide perfect guideline to manage overall
resources of an organisation (Guest, 2011).
Functions of HRM:
Recruitment: It refers as an important process of selecting right candidates for right job
for the more reliable post (Functions of HRM, 2018). This would considering appropriate skills
and knowledge which require for job designation that is being offered by company to numerous
people.
Relation with employee: In accordance to any business operations, the HR department is
responsible for creating harmonious relationship among employees and other staffs those are
working in an organisation. In the ASDA supermarket, the employees belong to various culture
and background so it is difficult to manager them. The role of HR management is to join together
to make proper communication among them.
Training and development: In every organisation, it has been seen that maximum
people are not able to perform their jobs in appropriate manner. Such kind of issue are arises
because of not having right kind of training facilities to them. The role of HR department to
provide appropriate training and development to them so that more effective outcomes can be
generate in more reliable manner.
Compliance: It is an essential aspect for ASDA company to make use of HR policies and
strategies in their daily business operations so that chances of mistakes can be reduced. Adopting
policies would allows managers in order to support employees and provide right and lawful
consideration in case any misconduct is being determine in an organisation (Briscoe, Tarique and
Schuler, 2012).

P2 Strength and weakness of various approaches of recruitment and selection
ASDA is most leading supermarket which plays a major role in facilitating consumers
with basic needs and offer best services to their desired clients. However , company deals in
providing grocery items to their clients in order to generate maximum revenue by satisfying
needs of consumers. Basically, organization is expanded across international boundaries for
capturing the attention of domestic as well as foreign clients. In fact, main reason behind
expansion is to gain maximum advantage by designing various types of creative goods or
services. Thus, number of branches is opened by ASDA in coming time period due to which
company requires more or more employees to handle newly established outlets. It means, HR
department of firm is engaged in recruiting number of employees for filling the vacant position
of an enterprise as well as assist them to accomplish business activities in appropriate manner.
Therefore, two types of methods are identified which might used by company for hiring and
selection process is discussed as follows:-
Internal approach:- According to this element, company may hire candidates within
enterprise by promoting current employee towards higher position. Basically, this method is very
short process which occurs within organization such as; transferring of employees from one
branch to another, posting and so on. In fact, this method is preferred by large companies
because they are having number of branches and availability of hundreds of employees just like
ASDA (Wright and McMahan, 2011). Thus, major strength and weakness of internal approach is
described as follows:-
Strength:-
 Its a very short process because entire activities is organizing within enterprise.
 Act as motivational factor for employees.
 Consume minimum amount.
 Absence of training cost
 Newly promoted employees are familiar to the environment.
Weakness:-
 It will create a chances of mistakes due to promotion of one candidates.
 Makes problem for subordinates as if new manager are appointed then it create problem
for juniors.

External approach:- According to this element, an organization is hiring employees from
outside pool such as; advertisement, social media, newspaper and so on.
Strength:-
 Emergence of creative ideas.
 Availability of maximum employees.
 Remove conflicts between current employees.
Weakness:-
 Long process.
 Consume maximum amount of capital
TASK 2
P3 Benefits of various HRM practices for employees and ASDA
Human resource management Practices is one of the main and essential part of the
company to maximise their profitability and productivity by providing proper training and
development to the employees (Alfes and et. al., 2013). This practices also help in reducing
employees turnover which turn in betterment of company growth and success. There are
different HRM practices which are applied by ASDA are as follow:
Human resource
management Practices
Benefits to employee's Benefits to ASDA
Learning, training and
development practices
Training and development is
the HRM practices which are
beneficial for employee to
maximise their skills and
knowledgable on particular
matter. Thus, trained workers
are able to deals with
customers and communicate
all information about business
products and services.
Learning and training is also
beneficial for the ASDA to
maximise their customers base
while applying innovative
ideas and plan. Development
of new product support them
to increase sales and revenues
in limited time period. It turn
in the high advantage of
company (Anderson, 2013).
Flexible working options Flexible and effective working Flexible working options is

hour also help to increase
performance and profitability
of workers. ASDA provides
various facilities about this
such as staggered, self hours
systems and many other. Thus,
they can reduce employees
turnover and increase their
sales.
also beneficial and useful for
the company to maintain
coordination among entire
workers. So it can reduce
conflict and misunderstanding
which results in increase
profitability of enterprise.
Employee performance
management and monitoring
Performance of all employees
is highly base on its work and
activities. In order to measure
employees performance
company should tries to apply
different tools and techniques
(Armstrong and Taylor,
2014). So it is essential and
significant for them to develop
plan and increased their
performance level in
systematic manner.
Employees performance
management and monitoring is
a part of HRM practices which
is essential for the ASDA to
set their long term goals and
objectives as well as maximise
sales and revenue. In this role
of manager is to monitor
employees performance .
Payment and reward
management
Payment and reward
management is also an
essential practice of HRM
which assist employees to
increase their productivity and
performance. It is role and
responsibility of manager is to
pay fair remunerations and
reward, it motivates all
This practices is also important
and essential for the ASDA to
decrease workers turnover and
increase its performance level
(Bloom and Van Reenen,
2011). Thus, it is beneficial for
organisation to accomplish
their predetermined and
desired objectives in given

workers while working and
performing business functions.
time period.
P4 Effectiveness of different HRM practices in terms of raising company's profit & productivity
Human resource management practices is a best term of raising business productivity and
profitability level in allotted time period. With the help of such practices chosen organisation
easily maximise their sales or revenues. Above discuses all practices help an enterprise to attract
large number of customers by providing quality products and services.
Learning, training and development practices: It is an effective practice of human
resource management which is important and useful for the employees and employers (Boxall
and Purcell, 2011). It is role of business manager is to provide proper training and development
to their entire staff members. Further they are capable to maximise profitability and productivity
ratio in given time duration. Thus, it rise performance level of company and its workers which
results is higher profitability. Training and development is essential for an enterprise to attract
large number of the clients by providing quality and effective goods at affordable price in a
systematic manner
Payment and reward management: It is a part of HRM Practices which is used by each
and every enterprise to provide fair salary and reward to the employees as per its performance
and work (Briscoe, Tarique and Schuler, 2012). It turn in the benefit of long term success and
development in competitive marketplace. It is also beneficial in reducing employees turnover as
well as maximising its performance as well. With the help of this practices, ASDA easily grow
their effectiveness and efficiency without any difficulty.
Flexible working options: It is another practice of human resource management which is
provided to the employees and employers. Along with them, they are feel safe in the organisation
at work with their full dedication and efforts. There are different options which are rendered by
ASDA to its workers and mangers such as self hour systems, job sharing, part time work,
staggered hours and many others in a systematic manner (Cooke and Saini, 2010). So it is
essential for the business entity to rise their profitability and effectiveness in given time period. It
is also important to maximise their progress and success in competitive marketplace.
Employee performance management and monitoring: Employees performance is
completely based on its work and functions. Performance management is an effective process

and activity by which workers and managers work together in order to review, control and plan a
objectives related to employees performances. It is role and duty of company to applying
continuous process related to setting objectives, rendering on-going feedback, assessing success
and feedback to see that workers are gathering their objectives & career goals (Flamholtz,
2012). Therefore, it is more beneficial and valuable for the organisation to maximise their profit
and increase productivity of employees as well as employer in limited time duration.
TASK 3
P5 Importance of employee relation in respect of influencing HRM decision-making
Every individual at ASDA shares special relationship with his or her co -workers. This is equally
important for any organisation as people to discuss and talk with each other in the perspective of
decision making. Interactive workplace helps in motivating the employee and build trust among
them. It is important that people working in ASDA must be comfortable with each and share
common goal towards the company. Following are the importance of employee relation:
1. Work is easy if it is shared among all members: In ASDA healthy relationship among
employees eases the workload on any particular person and results in maximizing the chances of
higher productivity. It is impossible for one worker to do everything on his own. Therefore work
must be divided among employees the basis of their skills knowledge ability and education so
that can accomplish it within their assigned time (Wilson, 2015). It has been figured out that if
employees shares good relation with their co-worker their overall ability increases and make the
task is easy to achieve.
2. Discouraging conflict among employees: Good relationship among employees eliminates the
chances of conflict among them. The bond and trust between them assist in link the desired goals
and objectives in an effective manner. Moreover when friendly rapport is shared among workers
they consider their co-worker as their colleague not as rival or competitor.
3. Loyalty of employee: Interactive and pleasant work environment help in creating loyal
workers. This is mainly because they feel motivated towards performing their task. They put
more effort which ultimately leads to greater productivity and higher return to the company in
terms of profitability and revenues.
Parties involved in Employee Relation:

 Managers: Managers play key role in employee relation in terms of creating and
maintaining employee motivation, develop mutual channel of communication that
benefits both company and its workers, involving workers in decision making process
etc.
 Trade Unions: It include enhancing the ability of workers to influence events in
workplace, regulate better relation with other trade unions parties, collective bargaining
about employment terms & condition.
 Third Parties: It encompasses parties such as arbitrators, ministers, government, civil
servant and judges. Such parties deals with maintaining harmonious relationship at
workplace, creating a framework of rules & regulation of fair conduct in respect to
employee-employer relation.
 Individual employees: It deals with improving employment condition, equal share in
decision-making process and handling conflicts and grievances
Strategies for a good employee relation:
 Promote effective communication among the team members: It has been believed that
chances of misunderstandings and confusions are more when company is using poor
communication channel for transferring any message or information among employees.
The communication has to relevant and precise. Therefore, it is important for ASDA to
select that most appropriate and suitable channel of communication.
 Encourage individuals to share their work with each other: With the help of this
strategy, employees of ASDA start talking with other co-workers and discuss every
single thing among themselves and other team members. This results in building strong
relationship among them and they all share good rapport with each other.
 Morning meeting is another effective way to improve the relation among the
employees: Provide equal opportunity to every single employee to come forward on a
common platform and put their views and issues they have. In ASDA, most of the time
meeting takes place in morning i.e. allow team members to have a cup of coffee together
and discuss all issues and take decision with a positive mind.
P6 Key elements of employment legislation and its impact
 Define position: At the time of recruitment it is the prime responsibility of HR manager
of any company to define actual position to the new candidate. Also is important to brief

them regarding their rights and responsibility the company in respect to human resource
decision making.
 Proper compensation: The business must define proper compensation to employee at
the time of recruitment only. They must ensure that minimum wages is given to
employees and also to find the length of their working hours (Broklyn, 2016). The
approval of both parties finally select the desired candidate.
 Ensuring equality: Every company is liable to provide equal and fair opportunities to all
its employees irrespective of discriminating on the basis of sex gender etc.
 Time of work: Is employee must be aware of their working hour which means their daily
or weekly working are needed to perform the task. However there are some situations
when employee do overtime duties in order to complete their work and for this
employees are liable to get extra pay or compensation for their overtime. Moreover the
company is liable to provide them with proper leave even any special occasion. All these
activities help the HRM to take better decisions.
 Sex discrimination (1975): According to this act, ASDA cannot discriminate among
men and women on the ground of marital status or sex. Equal and fair opportunities
should be given to each and every candidate on the basis of their skills, knowledge and
ability. The act concerned training, education, employment, harassment, disposal of
premises and provision of goods & services. In addition to that, ASDA needs to recruit
and select candidate on the basis of its respective talent, competency or qualification.
 Race relations (1976): No discrimination should be taken into account on the basis of
colour, ethnic, race or national origins in public places. It is consider as a civil offence if
ASDA somehow refuses to serve a person or to overcharge someone on the basis of
colour, ethical or race.
 Equal pay (1963): According to this act, ASDA is required to provide fair wages to all
employees. The company cannot discriminate among its workers by paying someone of
them higher pay, as this will promote unhealthy working environment. In simple words,
employers needs to pay women and men equal pay for equal work. It forbid sex
discrimination between workers in regards of their contractual pay & terms and
employment condition.

 Disability discrimination (1995): According to this act, it is unlawful to discriminate
against person in regard of their disabilities in relation to provision of goods and services,
employment, transport and education. If a person is skilled and competent enough for the
required job, ASDA is bound to hire him/her without non-compliance of this act.
 Employment act(1946): The main purpose of this act is to bring economic stability in
the country by providing ample number of job opportunities to those who all have Work
Permit of United Kingdom. Ensuring equal opportunities among employee promotes
healthy working environment in an organisation.
 Employment relations act (1999): This act provides a legal structure for employers and
employees to mutually negotiate and enter into an agreement where all terms and
conditions are decided with the mutual consent of both parties. Grievance handling is
taken into account under this act and best possible solution is developed.
 Work and families act (2006): Under this act, provision regarding statutory rights to pay
and leave in terms with adoption or birth of children. In addition to that, provision related
with annual pay & leave, maternity leave, paternity leave etc.
 National minimum wage: According to this act, worker under the age of 25 are liable to
get minimum pay per hour entitled by law. “Minimum Wage Standard” is set by UK
government. For example: In United Kingdom, per hour wages is set is $7.85 per hour.
 Data protection act: As per this act, no single employee of ASDA is liable to share any
confidential data with any third person or from an outsider without the permission of
higher authorities. If in case, any worker found doing this legal action will be taken by
respective company in terms of discharge of employee.
 Employment tribunals: The most common controversies are related with employment
discrimination, redundancy payments, unfair dismissal etc. Employment tribunal of UK
is a kind of statutory jurisdiction who hear dispute takes place between employee and
employer of United Kingdom.
TASK 4
P7 Applications of HRM practices
Job Description:
Job title: Team leader

Job purpose: Managing and leading a team of employees in ASDA.
Effectively communicating company’s objectives, goals, policies and procedure among team and its
members.
Motivating employees which ultimately help in improving their overall performance and efficiency.
Help the HR department of company to recruit select train and improve the performance of employees.
Act as a mediator between management and team members.
Job duties:
Assisting the manager play the role of manager when manager is absent.
Maintain detailed record of Management task.
Assist management in recruiting and training new candidate.
Communicate effectively with management and team members determine strategies that help in
promoting team members accomplishing their desired goal
Supply quality Customer services
Arrange Team meeting for evaluating overall performance of employee.
Generate and share employee performance report on the basis of their task.
Skills and Qualification:
Good leadership skill prior work experience on team leadership skills
Strong oral and written communication skill
Effectiveness in maintaining strong relationship with employees attractive personality
self-motivation
Person specification for a team leader in ASDA are defined as follows:
Knowledge of:
 Deep understanding regarding company’s policies and practices including HRM and Legislative
perspective.
 An insight to work within the group
 Understanding regarding companies existing and desired level of performance.
Experience:
 Minimum experience of 2 years required of working with people of relative group.
 Work Experience on training and recruiting people
 Experience in handling HR policies of the company in an effective manner.
Academic requirement:
 Degree on training and managing workers will be preferable.
 Candidate must possess degree in the field of Human Resource Department from a recognized
university
Curriculum Vitae:
Curriculum Vitae
Name:- ABC
Address:- United Kingdom
Phone No:- 4546353536
Career Objective:-
To build a long term career with a reputed organization that provide ample number of

opportunities where I can show my skills, efficiency and potential at fullest.
Educational Qualification:-
 Bachelor's of Commerce in Business Studies
 Master in Business Administration in Marketing and Supply Chain Operations
Specialisation:
 Recruitment & training programme
 Proper management of disputes & conflicts
Declaration:
I hereby declare that all the above information provided is true and accurate in my knowledge.
Date:
Place:
CONCLUSION
From the above mentioned report, it can be concluded that human resource management
is one of the main department in all organisation. Role of this division is to recruit and select
knowledgeable candidates from large number of applicants. Company use different tools and
techniques to hire talented persons such as internal and external, systematic and unsystematic
approach. After this process, business tries to maintain employee relation which help them to
maximise their sales and revenues in allotted time period. In this various practices of HRM
which support the manager in order to provide various training, learning, development, rewards
and fair payment to the employees. It turn in the betterment of company growth and success.
Different employment legislation that effects on decision making process and profitability of
firm.

REFERENCES
Books and Journal