Human Resource Management Report: ASDA's HRM Strategies Analysis

This report delves into the realm of Human Resource Management (HRM) within the context of ASDA, a major player in the retail sector. The introduction highlights the pivotal role of HRM in aligning employee relations with organizational goals, emphasizing its function in providing effective plans and policies. The report dissects various facets of HRM, including its purpose, functions, strengths, weaknesses, and practical applications. It explores recruitment and selection processes, training and development initiatives, and the significance of employee relations. The analysis extends to evaluating the effectiveness of HRM practices in the organization, assessing its impact on employee motivation, conflict resolution, and overall organizational development. The report also touches upon the importance of HRM in fostering open communication, participative leadership, and informal relations within the workplace, ultimately contributing to a comprehensive understanding of HRM's role in ASDA's success.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM.........................................................................................1
P2 Strength and weakness of HRM........................................................................................2
P3 HRM practises...................................................................................................................3
P4 Evaluation or effectiveness HRM practise in term of organization.................................4
P5 Importance of HRM in organization................................................................................5
P6 Key elements of employee legislation employment........................................................6
TASK 2............................................................................................................................................7
P7 ) A) Job description for IT faculty....................................................................................7
B) Steps to identify the employee potential...........................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
HR manager provides effective and efficient plans, policies to the employee in a
company. Asda provides the good quality products and food items to the consumers. Based on
the client needs it provides innovative products to the customers. HR manager provides the plans
and policies which help to maintain employee relation in the company. This report includes the
strength and weaknesses of recruitment and selection, HRM practices, factors affects the
employee relation, involvement of employee in decision making process. By involving
employees in decision making system they can easily give their ideas to the management and
they will give more effort to get higher performance in the world. Innovative products and
services also gives higher performance and productivity to a firm in the world.
TASK 1
P1 Purpose and function of HRM
HRM is concern with people to achieve organisation and individual goal. HRM is process
of proper and systematic utilisation of workforce. ASDA is a large company in the retail sector
and they want best and talented employee (Nickson D 2013). HRM help to providing the best
employee in this company. HRM is also managing employee and give the motivation in
employee to doing work. In retail sector competition are increasing day by day HRM helps
ASDA to optimum utilisation of available skilled in workforce.
Purpose of HRM-
Manage the work force - ASDA company is having large space in retail sector they
taking help of HRM to managing employee and proving motivation in employee, if company
need they employee then they do work on selection training, recruitment of employee. (Kehoe
and Wright 2013)
Maintain relation with employee - ASDA company is believing how to employee doing
relation maintenance with each other and company. It is providing link b between company and
employees.
Develop organization - HRM is providing they development in organisation like
motivate to work and competition with same type of industry.
Function of human resource management - HRM consists of multiple functions such as
recruitment and selection training and development, assessment of employee, providing
compensation and benefits, motivation safety relation that are discussed as under:
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 Recruitment and selection- ASDA when need to employee and staff then HRM
arranging interviews and criteria of the selection employee. Staff training -ASDA company is large and use lots of technology to increasing and
maintain competition and growth that's why they providing different type of training like
on the job and of the job for updating employee knowledge then HRM help to making
plan of training according to employee capacity. Staff motivation- ASDA company employee need to motivation then it's providing
motivation through rewards' give in money and gifts, promotion etc.
 Conflict management- HRM is having responsibility to they solve conflict ASDA
company is facing conflict like come employee for different sector and environment then
HRM solve it. (Ehnert and Harry2012)
P2 Strength and weakness of HRM
HRM is having 2 type of approaches
 Internal Recruitment- internal recruitment means full fill vacancies through in
companies. ASDA is having large sector and in this company work in many people so it’s
giving first opportunity full fill vacancies in existing workforce. It is using some way
like-
▪ Transfer- in this company they can shift employee from present job to other
similar jobs. This is doing only for space not rank, responsibility and skills.
▪ Promotions – ASDA is also uses its. It is given they motivation to employee to
improve their performance. An employee is doing well and they having ability to
take more responsibility than this company can give promotion it is not based on
the vacancies and specs it is based on skills (Paillé 2014).
▪ Employees referral-if ASDA company’s employees give them refer their family
member, friend, relatives then give first opportunity to the person. It is the most
effective method of recruiting people in ASDA company.
Advantage of internal sources –
 Company is easily familiar with own employee and knowing the problem.
 They can use better talent of employees.
 It is work like motivation\because employee position increases.
 No error having in selection employee because they know persons.
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Disadvantage of internal sources-
 Company having limed choice because applying limited person.
 It is created they conflict like nature, environment of organization. Create lack of competition in employees.
 External Recruitment- in this ASDA recruitment outside the organisation. This company
use like
 Exchange of employment- this is use in recruiting employee in blue collar,
white collar, technical worker.
 Employment agencies- Asda company can take help of other company who
provide employs.
 Advertisement – they can give advertisement on t.v. Newspaper social sites
etc.
 Recruitment of campus- Asda company can select employee for they any
collage and coaching centre. Advantage
Advantage -
 They having lots of option for selecting employees in external sources.
 Getting more talented employee because more and more person applies.
Disadvantage-
 Doing lots of co-operation like gathering information arrange selection process.
 Wastage of time to finding the best employees.
P3 HRM practises
This is to discuss upon some specific HRM practices and their benefits, as described
below-
 Recruitment and selection- This being a foremost responsibility of the HRM is very
much concerned about potential appointment of candidates at suitable position that
exactly matches their skill sets. Some vital benefits of this HRM practice are-
o Low turnover rate with high morale of employees.
o Accurate screening of candidates that results into the positioning of effective
employees at work.
 Training and development- This is yet another vital responsibility of the HRM in
ASDA where they are required to plan continual sessions of training for their workers
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on regular basis. This in turn assist them in developing the existent skills of their
workers by introducing them with continual changes taking place in the market. Some
of its vital benefits involve-
o Regular sessions of training and development gives a sense of confidence to the
workers by also providing them a chance to improve both their personal and
professional skills.
o It could also lead to an improved level of innovation in the organization where
the employees can assist in designing inventive strategies and products.
 Work life balance- This is to encourage a healthy work environment at the workplace
where the workers can together lead a better lifestyle by managing both their personal
and professional lives. Below are some detailed benefits of this HRM practice-
o It directly leads to a lower the rate of absenteeism at the workplace.
o It also gives a greater sense of commitment to the employees by increasing
their satisfaction level to a great extent.
Benefits of HRM practices-
HRM is having lots of benefits of both employer and employees. That are
discuses below-
Benefits for employers-
 Positive behaviour promoting -ASDA company is providing positive working
environment and favourable benefits for employee through HRM practises. It is help to
keeping employee productive and happing. Employees development- This company is satisfying employees and encourage
contributing IN assets it is help to development in employees personal and professional
skills. Workers motivation - HRM is proving help to Asda to motivation employee then they
can work hard and give they her and him best. It is help people increases feelings of
being competent in their positively impacting the company.
 Building a flexible workplace- ASDA company is providing a flexible workplace
including work environment work assessment work schedule work location and
communication formats (Paill and et.al., 2014.).
Benefits of employees-
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 Resolution of conflict- HRM is providing help solve problem between employees or
management. It is also helped to resolve poor attitude language inappropriate etc.
 Training and development- HRM is doing training and development is another
responsibility complete in Asda company. Asda is regularly providing opportunity of
training for employees they can take responsibility.
 Relationship with employee-
 HRM is help to maintenance relationship with employee its help to Asda company to
what problem they face work with this.
 Information resource – Asda’s employee n direct not ask question to manger related to
the employment then they can from hr department.
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P4 Evaluation or effectiveness HRM practise in term of organization
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HR’s best practice in ASDA Evaluation of the practices
ASDA’s training practices ASDA company is having lots of training
practices like on the job training and off the
job training method (Armstrong and Taylor,
2014). Asda train their workers with the
help of Modern apprenticeships, voluntary,
paid basic skill qualification, etc.
On the job training On the job training is referred to be one of
the most effective measure through which
the employees can be trained at work. This
not only results in the development of an
individual’s skills but also leads to satisfy
them to a great extent. ASDA provides on
the job training to its employees to improve
their basic skills. This is being done with the
help of some specialist courses that are
specifically designed for the improvement of
their literacy as well as numeracy skills.
Off- the -job Off the job training is being provided in
ASDA with assistance of classroom lectures
within a low budget of training. Also, it
helps in arranging the sessions for large
group of trainees. Case studies and role
plays are some other common measures
where case study method is efficient in
terms of making decisions.
ASDA’s reward practices ASDA is known to use both extrinsic and
intrinsic means of rewards where they have
specially introduced an online employee
recognition system. In which, the employee
service the customers in most proficient
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manner is being rewarded. Another effective
measure is to give an option of themselves
choosing their rewards to the employees.
All of these measures are apparent to
increase the satisfaction level of the
employees where they become more
committed and loyal towards the work
allotted to them.
P5 Importance of HRM in organization
Approaches of employee relations- Asda company is maintaining relationship with employee
then they providing facilitates of these are
 Open communication- Asda company is providing open communication system in this
system employee share they ideas and problem with hr each other. They give suggestion
to company what they think and development in the company. Employees decision help
to increase organisation profit and productivity.
 Participative leadership- it is also invites input from employees on all company
decisions. Asda is also given they permission of staff to issue and majority vote
determine the course of action the company will take. In this case company having some
issue with staff having some issue then management can solve it (Buller and McEvoy,
2012). This through management know what is going on between employee and
companies they know about each other.
 In formal relational – in this employee can express they expression, of movement etc. if
company providing better environment and between relation then they work doing hard
and helping to achieve goal. How to treat employee each other they having completion
but lack of competition not good for the hr.
 Diversification of social- in Asda company select their employee for different country
and culture then they having lots of problems related environment, language, food then
HRM is providing help to adjusting in company and they treat with each other. Every
person having different type of nature these type of problem come and management
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should change. In any multinational company were facing this problem but they also
having solution of these problems.
This is to discourse upon some undertaken employee approaches by ASDA where these are
specially incorporated for the development of their workers and are as follows-
 Job enrichment- It is a process of benefiting the present role of workers where such
developmental measures are created that leads to enhance the current skills of the
employees. ASDA thereby uses presentations in team meetings and also tends to join
a diversified committee.
 Mentoring and coaching- This is to provide established benefits around the work
quality with assistance of communication and problem solving skills. For this
purpose, ASDA conducts a formal program of mentoring.
 Job rotation- This is another form of flexible working that is being provided to
ASDA’s employees and where they get a chance of playing distinct job roles that in
turn helps in their development to a great extent.
P6 Key elements of employee legislation employment
LEGISLATION EMPLOYMENT- Asda also follow it- The Employment right act- this act is made for employee’s safety in this. This act is also
followed Asda company this act say they not cut extra payment of employ. Every country
having fix limit of wages this company is also follow they rule and pay thy salary
according its (Alfes, and 2013). This act says to every information about thy company
and apply l they term and condition show in written form Asda company gives they
employee every term and condition in written form. Asda ias also providing protection in
work area. They also believe in employ satisfaction and safety. The disability discrimination act 1975- Asda also follow these act discriminate on the
ground like advert using in job, when company is selection any employ for the job, in
promoting employ, when company is offering they training and career development.
These says no Paillé, P. and et.al., 2014.differences between girls and boys all are they
doing work and every one having all type of opportunities (Kinicki and Kreitner2012)
Asda also protection given employee to against discrimination on the gender. Asda also
give same priorities of the female worker (Beardwell J and Thompson A 2014) They
didn't see female worker are not one work like this.
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 The race relation act 1976- these act says doing difference in people like in India they
people work who live in Indian who related to India other country employ not so work in
country but Asda company is not believ in that in this company recruit all type of people
and work as well. They equal pay of 1970- in this act make for those employs who work in same then
salary is not different. This act is also follows by Asda company they give employees
salary who work on same position and profile.
 The working time directive 1999-these act says all employees 48-hour work maximum to
maximum in working week, and they take four-week holiday. (Brewster and Hegewisch
eds 2017) Every employee also take holiday If he, she wants. Asda company is also
follow the act they give permission to Take holiday and they work only 8 hours in a day
if employee not want to work extra then Asda company not give the force on them to
work extra hour. Its rule makes employees safety any company not give work force on
employee.
 The race relation act,1976- this is also related to the differences between man and
women in this says if male and female employ work in together then they make friend no
restoration between they friendship and they can increase Their relation they can do
friendship female to female and \male to male, Asda company also give they permission
to employing having friendly relationship they also giver same facilities to male and
female. They in whose employ work in Asda company they make relational and increases
it. Asda company is followed these act and try to match with it they having first priority
to employ job satisfaction and then other things.
TASK 2
P7) A) Job description for IT faculty
Job title IT faculty
Duties and responsibilities Technical knowledge
understand the programming knowledge
Application development
web development
database administration
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analytical and logical skills
communication skills
Essential skills Logical skills
Time management skills
intra personal skills
advanced and enhanced knowledge in different
programming languages
Experience needed 3+ years in any area
Job advertisement for the job position of IT faculty
Faculty required
This application is post from the South wood for the job position of IT faculty
Degrees required
MCA, BCA, M.TECHPaillé, P. and et.al., 2014.Paillé, P. and et.al., 2014.
Eligibility criteria
Experienced candidate are preferred for this job Paillé, P. and et.al., 2014.position
Interested candidate can come on this address Rani college, contact no: 4578955620 and please
candidate come with the updated CV, Photograph
Southwood
Paillé, P. and et.al., 2014.Www.southwood.com 45789656320
B) Steps to identify the employee potential
There are different types of methods to identify the potential of the employee in the
company (Paillé and et.al., 2014). Manager has a responsibility to find out the performance and
efficiency of each employee in the firm and then give appropriate work to the employee. In the
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interview process they need to ask some questions based on the analytical and logical skills so
that they can easily know the actual potential of an employee in a firm (Daley 2012). They also
need to take assessment of the candidate and then decides the appropriate position for an
employee (Boella and Goss-Turner2013). They must have the ability to give more contribution
to get higher performance and productivity in the world. There are different types of methods
and strategies which helps to measure the employee performance in a firm and then manager
should decide the work for an employee. Candidate must have good communication and
technical skills that helps to increase overall firm performance in the world.
CONCLUSION
Human resource management must well manage in the company. HR manager has
responsibility to provide appropriate, open environment, plan, effective policies to the employee
in the company. They also need to provide training and development to the employee so that
they can easily work together to get higher performance in the world. Asda provides the good
and effective food and grocery products to the customers. HRM practices helps to maintain
employee relation in the company and also helps to get higher performance in the world.
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REFERENCES
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
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.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Ehnert, I. and Harry, W., 2012. Recent developments and future prospects on sustainable human
resource management: introduction to the special issue. Management revue, pp.221-
238.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
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Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Popaitoon, S. and Siengthai, S., 2014. The moderating effect of human resource management
practices on the relationship between knowledge absorptive capacity and project
performance in project-oriented companies. International Journal of Project
Management. 32(6). pp.908-920.
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