Human Resource Management Report: Asda's HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices within the context of Asda, a retail company in the United Kingdom. It begins by defining HRM and outlining its purpose and functions, including recruitment, selection, training, and development, referencing definitions from various authors. The report then explores the strengths and weaknesses of different recruitment and selection approaches, differentiating between internal and external recruitment methods. It also delves into the benefits of HRM practices for both employees and employers, emphasizing the importance of employee relations, engagement, and flexible working arrangements. Furthermore, the report examines the key elements of employment legislation and the application of HRM practices, offering insights into how these practices influence decision-making within the organization. The report concludes by summarizing the key findings and highlighting the significance of effective HRM in fostering a productive and engaged workforce within Asda.

Unit 3: Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1.Purpose and functions of HRM..............................................................................................3
P2. Strength and Weakness of different approaches in recruitment and selection......................5
LO2..................................................................................................................................................6
P1. Benefits of HRM practices for employees and employers....................................................6
LO3..................................................................................................................................................8
P5. Importance of employees relation and ways in which it influences HRM decision-making.
......................................................................................................................................................8
P6. Key elements of employment legislation..............................................................................9
LO4................................................................................................................................................10
P7. Application of Human Resource Management Practices....................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refer to managing all the humans' resource activity of the
organization. Asda is one of rising retail company in United Kingdom. Report height-light
different type function of HRM and purpose of Human resource management and also describe
various types of strength & weaknesses associated with it. It also explains benefits of HRM
practices for employees and employers. Decision-making also describe in the and also show key
legislation related to it. There are various application of HRM practices as discussed in the
report.
LO1
P1. Purpose and functions of HRM
Define HRM
(Hints: Use two authors definitions with references)
Features of HRM
(Hints: 4-5 points/ characteristics of HRM)
Purpose of HRM
(Hints: Explain the purpose of HRM, Like:
-Internal and external recruitment, Candidate selection, Employee on boarding and training,
Employee performance assessment, Employee compensation, Organization development,
Compliance with labour laws, Labour and employee relations, Employee recognition and
engagement, Career development, etc).
HRM can be referred as a process in which people are recruit, select etc. for the job and
also training & development program conducted in this function. Asda's HRM play important
part in hiring of employees, talent and skill management which help firm in gaining market share
in United Kingdom.
Human resource management can be referred as hiring and managing employees and
developing them by providing proper training as per changing business.
Features of HRM
Human resource plays significant role in hiring talented as well as skilled workforce from
various platform such as Job sites, social media, walk in interview etc. It also frame policy
related to employees work and contract. HR also focuses on building employees relation which
is necessary for changing business. Performance assessment by them again help firm in giving
opportunities and rewards to right candidate.

Purpose of HR function
There are multiple purpose of Human Resource Management Function of Asda as
mentioned below.
Employee relation maintaining
HRM plays significant role in maintaining employees’ relation. They include employees
in decision making and policy forming of Asda. HR also supports personal growth of workers by
performance assessment. HRM remain connected with other department and analyse types of
training as well as development programs required for changing business.
Resolving Conflict
It is responsibility of HR to maintain disciple as well as decorum of Asda. Number of
difference between employees creates bad politics and their issue quickly resolved by Human
resource department by meeting as well as taking feedback. Organisation emphasizes on
diversified culture and it can only possible when employees respect as well as support each other
at work station and hence contribute in growth of firm.
Cultural Adaption Support
HR team of organisation select employees for work in Asda which belongs to different,
race, religion, background etc. and hence able to build diversify culture in firm. Training relation
to it also provided by HRM so that people can easily understand and jointly contribute in
achieving higher goals of firm in changing business.
Workforce Development
Organisation Human resource management team emphasizes on employees development
using different programs and hence support growth of firm. They hire and train workforce which
can ready for changes and learning and hence professionally become strong in time of
globalization.
Functions of Human Resource Management
HR manager has multiple function in employees growth and selection (Guerci, and et.al.,
2019. ). Asda HRM department evaluate quality that workers have and also where they lack,
according to it gives proper training and development programs.

Job design and job analysis:
It is one of important part of HRM and in these roles and responsibilities related to work
is framed and according to people are chosen from different sites. HR manager has to understand
need of different department and according to job is designed which decrease chances of hiring
wrong candidate at workplace.
Employee hiring and selection:
In this HR team shortlisted different candidates from various sites skills and qualification
is analysed. After evaluation of quality of a person, they take a interview and according to it hire
for the job. Asda's Human resource management gives more chances to the candidate which has
r5efrence of company's employees.
Employee training & development:
After recruitment of workers, HRM of the company gives various training related to
work. It also provides various program for old employees' growth for example giving training for
new technology at workplace and hence improve their skill and talent.
Employee performance management:
Human resource management of the firm tackle performance analysis and management
of the employees using various tools such as KPI, 360 degree feedback etc. It increases quality,
efficiency and productivity of the employees.
Best Practice VS Best Fist Approach
Best practice can be referred as general work for example inventory control which cannot
be changed(Gao, and et.al., 2019) . Bes fit refer to the practices that can easily be change in the
firm such employees' policy, recruitment process etc. whenever company feels it need.
Hard and Soft HRM Model
In Hard HRM need of workers has more focused and hence HR can hire and select as per
the need. In this numbers of employees in the firm keep changes and very little transparency and
also they will get lower wages.
Soft HRM more focused on personal growth of the employees and hence they contribute
in various practices of Human resource management such as reference recruitment and selection
process(Aguinis, and et.al., 2019) .
Workforce Planning

It is the process in which workers work distribution according to skill and talent is done
by HRM. Asda HR manager emphasizes on analysing, forecasting, supply and demand for
particular project work and hence it helps to select right person, right time on right place.
Types of labour market and Labour market trends
Asda's HRM support internal employees growth and hence most of the workers promote
from within the firm. However, many of employees are recruited from job portals, company sites
etc. which also help in gaining skilled and talented workforce. Most of the workers remain in the
firm for long time but because of greater opportunities, some of migrate to other firms. There are
multiple policy added by the firm for employees such as employment rights act 1996. Modern
technology help HRM in hiring right candidate from large number of applied candidates.
P2. Strength and Weakness of different approaches in recruitment and selection
Human resource management of the firm use various method in selection and recruitment
of the company. There are two types of recruitment in the firm, namely internal and external.
Internal Sources of recruitment
Existing employees of the company more give chances in this type of recruitment and
hence loyalty of other can easily be gain through it.
Promotions:
Human resource management of the firm gives opportunity to the employees which are
already working in the firm (Marks, 2019). It helps in gaining loyalty and employees already
aware about the process of work.
Retirements:
In this retired employees of the firm give opportunities on vacant position when right
candidate not available.
Former employees:
In this old workers of the firm will be again recruited by giving higher wages incentives
etc.
Strength of internal recruitments
It increase loyalty of employees that are working for the firm from long time. Training
and development programs cost will be reduced and on the contrary company can be sure that

the hired person achieve goals on time. It also motivates other workers in the firm to work hard
and in return they will be promoted on senior position.
Weaknesses of internal recruitment:
Company might be faced various challenges because of new workforce or talent is not
hired for the position. Performance of old workers might be not efficient in handling and
running the project which decrease expected output. Favouritism and lobby can be formed in the
firm which decrease chances of growth of the company.
External Recruitment
HRM of the hire employees from outside the company and it helps in gaining efficient
workers at workplace and hence more exposure contribute in growth of the firm.
Job Portals:
In this HRM of the firm recruit employees from online portals such LinkedIn, Monster
etc. and hence large number of profile can be shortlisted and best workers can be hired.
Walk in interviews:
Company also hire employees which directly contact but for that company advertise in
newspaper and media and in this interested candidate can be selected and shortlisted easily.
Placement agencies:
Organisation give chances to external firm to hire and shortlist workers and it decreases
time and cost of the company.
Strength of External recruitment:
Company able to gain large number of workers which are highly trained & skilled and
hence increase quality, efficiency and productivity of the work. Also company able to decrease
break group, lobby etc. which effect on firm's performance. Young and technological advance
hired youth takes firm to next level and hence company can gain competitive advantage.
Weaknesses of Internal recruitment:
There are large number of challenges company can face because of it for example old
employees feel isolated and it decrease their productivity (Koval, and et.al., 2019). Recruited
person might be not fit for the position and hence decrease efficiency, quality and productivity of
the work. Also company not able to identify that hire candidate retention period or when he can
leave the firm.

P3. Benefits of HRM practices for employees and employers.
Company gain multiple benefits from different kind of Human resource practices such as
employees in the firm benefited by training and development program and on the other side
employers gain higher profit from skilled and talented workforce.
Difference between training and Development
Training is given to employees for achieving short term goals and more concentrated on
role. It will be given for specific job and more focused on present need of the firm. It also
increases knowledge and skills of the employees which benefit firm in gaining higher output.
Programs related to it are-taken in group rather than as individual (Al Ahbabi, and et.al., 2019).
Employees in the firm able to achieve higher goals with proper training by HR and hence
increase quality, efficiency & productivity. Profit of the increases with it which increase
financial stability of the firm and impact directly on owner position among competitors.
Changing time need training and hence it becomes important for the firm to starts various
associated programs for example: new adoption of technology need trained workers. HRM uses
various method to analyse impact of training such as KPI use to indicate how efficiently they are
Working.
Development is more concentrated on long term activity and its goals are either open-
ended or continue. It emphasizes on particular person rather than a group. In this individual
overall growth is more focused and hence emphasizes on career building and progression.
Development programs of Asda focused on employees personal growth such as giving
incentives, promotion etc. and it increases loyalty of them which decrease chance of talent
migration. Employer of the firm in return able to manage talented and skilled workforce which
increase revenue of the company.
Explain
Benefits of HRM for employees and organisations
Style: 1
(Hints: Main points:
(1) employee relations
(2) employee engagement,

(3) adoption of flexible organisation and
(4) flexible working practice
(5) employer of your choice
Benefits of HRM
 Human resource management builds strong employees relation by involving workers in
decision making and focus on person growth which increase efficiency, quality and
productivity of work.
 HRM takes feedback, suggestion, opinion of workers in framing policies and hence
organization able to implement right strategy which can be accepted by all.
 Workers loyalty and dedication because of effective HRM policies makes flexible
organization and hence firm will ready for any upcoming challenges.
 HRM can introduce flexible working practices with the support of leaders of firm and
workers feel part of association when organization gives liberty in working. It improves
productivity of work and hence supports growth of firm.
 HR gives suggestion for transformative leadership and hence workers will get higher
autonomy at workplace which increases innovation and creativity. It helps organization in
gaining competitive advantage in changing business.
Job and workplace design
Human resource management of the firm design job and it describes need and
requirement of the work then advertise on different platform for selection of the candidates.
Work is also categorized by the HRM by taking help from different managers and team leaders
and hence a proper procedure can be followed at workplace. It helps employees to work in
systematic and achieve target on time while employers time decrease in monitoring and
controlling work and workers. Reward management in the firm is intrinsic as well as extrinsic. In
former company gives monetary as well as opportunities reward while later emphasizes on
recognition by employers. This reward contribute in personal growth of the workers and on the
other hand employers able to gain loyalty of them. Motivation theory explain that higher
motivated employees can only be possible when they are properly rewarded and recognized in
the firm. There are various job design technique use by Asda HR team such as job rotation,
enlargement, enrichment and simplification.
Flexible Organization

There are three types of flexibility, namely numerical, structural and functional
flexibility. In first one employee rotate around the work and task whenever company feels right.
Second one it focuses on short terms contracts, part-time employment, job sharing, self
employment etc. In the last one focuses on prices that employed get. Asda use more of flexible
work structure and act upon in the same way.
Handy's Model describe that there are four elements of organization culture, namely
power, role, task and person. HRM of the Asda adopted any of it whenever need for example
when a project is needs teams then it emphasizes on task culture. It helps Owner in gaining
benefits from employees and framing strategy and on the other hand employees develop skills of
adopting in another culture.
There are multiple benefits of working in flexible firm. Employees can work according to
their time and it more concentrated towards achieving goals & performance. Worker can work
from anywhere and hence freedom increases. Working hours also flexible in it and hence firm
can manage it. Employees able to work from anywhere on anytime while employer take firm to
modern working culture which is necessary for gaining competitive advantage (Ybema, van
Vuuren, and van Dam, 2020).
Performance and rewards
Asda's HRM use various technique in performance measurement for example using KPI,
360 degree feedback etc. help in evaluation how well employees working after training and
development programs. According to employees gain award, reward, incentives, increment and
promotion and hence positively impact on their growth. Owner of the firm benefited by increase
quality, efficiency and productivity of the workers.
P4 - Evaluate the effectiveness of different HRM practices
Suggest how to develop your (Organisational) HRM
practices
Organisation can develop Human resource management practices in number of ways as explain
below.

1. Organisation HRM department has to frame policies which align to aims and objectives and
hence increase efficiency, quality and productivity of work.
2. Organisation has to involve workers in frame policies and procedure so that little resistance
face at work place.
3. Training and development must be organisation by consulting with heads of different
departments in organisation.
4. Modern software introduce in firm so that efficiency of HR can be increased and hence firm
able to achieve higher goals on time.
(Hints: Explain and evaluate the points based on your company.)

P5. Importance of employees relation and ways in which it influences HRM decision-making.
Maintaining good employees' relation:
Employees relation are very important for the growth of the firm. Human resource
management of Asda take suggestion and feedback of employers while taking important decision
for example any policy changed related to employees in the company can only be possible when
workers are in favour of it otherwise they will boycott or nor adjusted which ultimately impact
on performance. Training and development programs are only be meaningful when it is covering
all quality improvement in the person. HR managers take opinion of workers in it and hence able
to get support for such programs (Yu, and et.al., 2019). It maintains relation of employees with
firm as they are acknowledging need of employees and also increase quality, efficiency and
productivity. In recruitment and selection firm take suggestion of workers or hired candidates as
per reference of employees and in return they will get some money which improves financial
stability of them.
Workers relation can be maintained by giving more autonomy which increase innovation
and creativity of them. Strong relation can also be build by emphasizing personal growth with
the of HRM in Asda. Improving their team spirit participation and hearing them can also help
Asda in gaining confidence of workers(Dau-Schmidt, Finkin and Covington, 2016).
Analysis the importance of employee relations (Internal and external factors) in
respect to influencing HRM decision-making.
(Hints: Reduced Absenteeism, Improved Morale & Motivation, Harmony in the Organization
Lesser attrition - reduced cost on training, less cost of retention, Attract good talent
increase in productivity. Open to organizational / hierarchical changes (flexibility), Shared
learning and Continuous improvement).
Employees relation Human Resource Management in Decision-Making
 Asda’s HRM take suggestion, Feedback and opinion before framing any guidelines for
work so that workers inclusion makes it effective and hence employee relation in gaining
competitive advantage in changing business.
 Training and development programs organised according to need of workforce and hence
improve their skills which increase quality, efficiency and productivity of work.
 Workers remain motivated when HRM policies are properly implemented and hence
support firm in achieving goals.