Analysis of HRM Practices and Their Impact on ASDA

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HUMAN RESOURCE MANAGEMENT
TASK 1, 2, & 3

Table of Contents
INTRODUCTION........................................................................................................................2
TASK 1...................................................................................................................................... 3
INTRODUCTION....................................................................................................................3
OVERVIEW OF THE ORGANISATION.....................................................................................3
PURPOSE AND THE FUNCTIONS OF HUMAN RESOURCE MANAGEMENT APPLICABLE TO
WORKFORCE PLANNING AND RESOURCING........................................................................3
STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION............................................................................................................................4
ROLE OF HRM IN PROVIDING TALENT AND SKILLS APPROPRIATE TO FULFIL BUSINESS
OBJECTIVES AND EVALUATION OF THE STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO RECRUITMENT AND SELECTION...............................................................6
TASK 2...................................................................................................................................... 7
BENEFITS OF DIFFERENT HRM PRACTICES FOR BOTH THE EMPLOYER AND THE EMPLOYEE
............................................................................................................................................. 7
EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS OF RAISING ORGANISATIONAL
PROFIT AND PRODUCTIVITY.................................................................................................8
DIFFERENT METHODS USED IN HRM PRACTICES..................................................................9
TASK 3.................................................................................................................................... 11
IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO INFLUENCING HRM DECISION-
MAKING..............................................................................................................................11
KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS UPON HRM
DECISION-MAKING............................................................................................................. 12
CONCLUSION.......................................................................................................................... 14
REFERENCES........................................................................................................................... 15

INTRODUCTION
The competitiveness of the market has been growing significantly which influence the
functioning of the organizations to a huge level. It becomes vital for the organizations that
they attain enhancement in their operations so that they could work exceptionally well in
the market. An organization is comprised of various departments who are influenced by the
market forces such that it becomes vital for them to manage and handle the situation
effectively. The Human Resource Department (HRD) play a vital role in ensuring substantial
support to the organization as it helps in recruiting potential candidates, providing required
training according to the market requirement, and ensuring effective functioning at the
workplace. A report has been developed which focuses on understanding different aspects
of Human Resource Management (HRM) in the organization. The insights of HRM have been
attained by considering the organization name ASDA so that a substantial level of
understanding could be achieved (Armstrong and Taylor, 2014). The HRM has been followed
in the organization for a certain purpose and it possesses a significant scope which assists
the organization in accomplishing certain goals. Moreover, the HRM works on different
areas to ensure high efficiency and productivity of the organization.

TASK 1
INTRODUCTION
The implications of HRM practices in the organization have been significant as it assists the
organization in accomplishing their respective objectives and gaining desired benefits. A
report has been developed for ASDA so that substantial understanding of HRM purpose and
scope could be demonstrated. In addition to this, the role of HRM in resourcing and talent
development is discussed which helps the organization in achieving their respective
objectives. ASDA has been utilizing a wide range of HRM practices in their business
operations which assist them in availing various benefits. Currently, the organization has
been going for an organizational change such that they need to apply the HRM practices in a
significant manner (Guest, 2011).
OVERVIEW OF THE ORGANISATION
ASDA is known as a British supermarket retailer which has been in operations from 1949. It
is founded by Asquith family in a merger with Associated Dairies Company of Yorkshire and
headquartered in Leeds, West Yorkshire. Further, the organization has been expanded in
different regions of the UK. There are near 165000 employees working in the 633 stores of
the organization. The business operations of ASDA have been experiencing substantial
development but the market competitiveness has been impacting their effectiveness which
leads to certain organizational changes. The suitable HRM practices have been applied for
ASDA for their development and growth.
PURPOSE AND THE FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
APPLICABLE TO WORKFORCE PLANNING AND RESOURCING
The concept of HRM has been evolved in the business environment which focuses on
improving the conditions of the employees. In addition to this, HRM could be stated as the
process which is resource centred in nature whose focus is on providing and deploying the
resources. Moreover, it could be stated that the HRM acts to plan and control the
functioning such that the practice is strategic and long term in nature which assists the
employees to work effectively (Huselid and Becker, 2011).

The HRM plays a wide range of functions in the organization to ensure high efficiency. It
effectively understood the requirement of the employees and assists them in attaining
career goals. A healthy environment is ensured among the employees that lead a
constructive and positive interaction that result in high productivity. Suitable training and
development programs are also conducted under the HRM for ensuring enhancement in the
existing skills and abilities. The employees are also provided with significant opportunities so
that they could share their goals such that suitable resources are provided to them for their
accomplishment. The HRM ensure deployment of innovative practices for minimizing risks
and building accountability among the employees.
The recruitment and selection process is also carried through the HRM which assist the
organization in attaining potential employees. It could be also be known as workforce
planning and resources where they evaluate the requirement of the workforce and apply
suitable practice for recruiting potential candidates (Huselid and Becker, 2011). The HR
manager of ASDA should effectively implement the HRM practices for gaining substantial
enhancement in the organization.
STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION
The recruitment and selection are considered as a core practice of HRM because it assists
the organization in hiring potential candidates which further assist the organization in
gaining substantial development in the business (Jiang et al., 2012). There are various
recruitment approaches which could be applied by organizations such as:
Internal Recruitment
The internal recruitment is carried within the organization where the management hires the
existing employee to a new post. The strength of the approach is that the organization faces
low expenditure in hiring a candidate while the weakness of this approach is that the limited
candidates are available which state limited talent and potential.
External Recruitment
The external recruitment is the process where the organization recruits candidates from a
large pool other than their existing staff to recruit highly qualified and skilled candidates.

The strength of the approach is that highly potent candidates are recruited in the
organization but the major weakness of the approach is that it takes longer time and cost as
compared to other processes.
E-Recruitment
The recruitment is carried through an online process where the potent candidates could
apply for the vacant position in the organization (Jiang et al., 2012). The strengths of this
approach are the huge number of applicants would be available for the organization but the
weakness is it results in huge cost and inefficiency in the communication process.
Further, the selection is done by the organization through the application of approaches
like:
Competency-based Interviews
The process helps in assessing the competency of the candidate effectively. The strength of
this process is that key attributes of the candidate would be determined but the weakness is
that it incurs huge time.
Structured Interview
The structured interview is carried through a panel which assesses the candidate through
different perspectives. The strength of this process is the potency of the candidate regarding
the job is determined but the weakness is that the cost and time incurred is huge.
Tests for specific job-related skills
Certain tests are carried by them to assess the proficiency of candidates. The strength is that
the skill level of candidates could be determined but the weakness is that the tests are not
reliable.

ROLE OF HRM IN PROVIDING TALENT AND SKILLS APPROPRIATE TO
FULFIL BUSINESS OBJECTIVES AND EVALUATION OF THE STRENGTHS AND
WEAKNESSES OF DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION
In ASDA, the HRM practices would be playing a major role in the success and growth of the
organization. The HRM practices would assist the organization in enhancing the talent and
skills of the employees effectively which further assist in accomplishing the business
objectives (Noe et al., 2017). The approaches through which the talent and skills could be
developed in ASDA are:
 Recruitment and Selection
The recruitment and section process assist ASDA in selecting potential candidates for
the job which further assist the organization in fulfilling their goals effectively. It
ensured stability in the functioning of the organization.
 Training and Development Programs
The role of training and development programs in ASDA is substantial as it enhances
the existing skills of the employees and enriches their talent which is fruitful for the
organization.
Moreover, ASDA has been working with the internal and external recruitment approach
along with the interview process to conduct the recruitment and selection in the
organization. The internal recruitment provides trusted employees to a certain position but
it limits the vision of the organization. External recruitment is effective in managing the
challenge of internal recruitment effectively but it incurred a certain cost (Noe et al., 2017).
The interview process is vital in selecting a candidate in ASDA as it selects the most potent
for the job. Overall, it could be stated that the organization needs to work on effective
implementation of HRM practices for development and growth in the business.

TASK 2
BENEFITS OF DIFFERENT HRM PRACTICES FOR BOTH THE EMPLOYER AND
THE EMPLOYEE
There are many different benefits of the various HRM practices for both the employer and
employee:
 CONFLICT RESOLUTION
Human resource managers of the ASDA are the individual who plays a very important role
between the top level of management and employees in the organization (Anderson, 2013).
With the help of them, all the problem of the organisation will be solved in a very quick
manner. This is will also help to the similarity between the individual or working employee
of the organization.
 TRAINING AND DEVELOPMENT
This is one of the most important activities for new employees. Training and development
problem will generate more awareness about the new information and using new tools and
technology in an organization (Anderson, 2013). The organization must have to provide a
proper training and development program regularly to their employee and for their labour
also.
 INFORMATION RESOURCE
With the help of human resource practice most of the employee will get them lots of
benefits that they will get all the relevant information from the manager of the company,
for example, some employee will directly ask some questions that were based on the work
to his manager, and the manager of the company has the main responsibility to provide
them with a proper solution and information to their employee (Armstrong, and Taylor,
2014).
BENEFITS TO THE EMPLOYER
 PROMOTING POSITIVE BEHAVIOR

Most of the time the organization tries to make a positive environment for their employee
and their employer so that they will do their work with full of dedication and try to finish it
on time. On the other hand, if the employee is happy that it will affect the positive
environment in the organization and this will also affect the motivation level of employee
(Armstrong, and Taylor, 2014).
 DEVELOPMENT OF SKILLS
Learning is one of the most important processes. This is applied to a manager of the
company as well as for employee of the organization. On the other hand, this is also
important because with the help of this they will learn many different things at that stage
where they the guides (Berman et al., 2012).
 BUILDING A FLEXIBLE WORKPLACE
Because of the requirement process, most of the companies are facing a different type of
candidates which will generate different type of environment for the older employee. The
workplace environment changes because of this kind of changes held in the organization
(Berman et al., 2012). On the other hand, some new employee carries a new idea in the
organization due to this the older generation learns all these innovative techniques and skill
in their organization.
EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS OF RAISING
ORGANISATIONAL PROFIT AND PRODUCTIVITY
With the help of consistency and exactness of the workplace environmental conditions, the
organization profit and productivity will meet very easily (Hassan, 2016). This will help to
gain high profit and productivity by directing some of the different viewpoints. They are:
EFFECTIVE EXECUTION AND SETTING OF THE SERVICES
In this, the leader and the manager of the ASDA are main responsible for hiring the exact
workforce in their organization. With the help of this, the organization will set a different
direction for the different purpose, objective and different role within the organization
(Hassan, 2016).
EFFECTIVE REWARDS DRIVING PERFORMANCE

For every different department, ASDA set the individual goal which will help most of the
employee so that they will finish their task on time. With the help of this, some of the
rewards were given to their employees (Hassan, 2016). Due to this most of the performance
of the employee was raised which was very beneficial to the company and the process of
the company will also be controlled by this.
SHARING AND COLLABORATING
The productivity and profitability of the ASDA will develop with the help of making the team
to exchange the best idea and officially co-operate them so that due to this the procedure of
exchange the best idea and co-operate can be carried out (Katou, and Budhwar, 2010).
UPDATING SKILLS OF EMPLOYEES to MAINTAIN PRODUCTIVITY
The manager of the company has to give the proper training to their employee so that they
are up to date with all the new techniques used in the organization. Some of the massive
paces of change were generated by the ASDA because of tough competition in the market
(Katou, and Budhwar, 2010).
DIFFERENT METHODS USED IN HRM PRACTICES
There is various type of method which is used in HRM practices of the ASDA. Some of the
major components are:
 Performance Appraisal and Feedback
 Employee Reward Management
 Self-Evaluation
 360 Degree
 Peer Appraisal
 Pay and Benefit
Performance appraisal and feedback deliver the manager of the ASDA with some of the
relevant information to conduct good decision making (Katou, and Budhwar, 2010). They
will also use many different types of tools and techniques in the organization for achieving
the organizational goal. With the help of performance appraisal and feedback, the
organization will easily identify the performance of the job and try that maintain that there
junior will plan for the future (Katou, and Budhwar, 2010).

EMPLOYEE REWARD MANAGEMENT
The ASDA can deliver the organization to take interest and motivate the aptitude at a time.
However, increasing the salary is not always a practical option. The manager of the company
has to provide some rewards for their employee so that they will do their work with full of
sincerity and with full of dedication (Sheehan et al., 2016).
SELF-EVALUATION
With the help of self-appraisals, the manager will get some direction to identify the working
performance of the employee. This is one of the procedures which were systematically
observed; analyse to improve the result of the organization.
PEER APPRAISAL
The Co-worker will give some of the judgment to the similar team and guide on the
judgement from the peers. This refers to the performance of the employee while
completing the task in the organization.
360 DEGREE
360 degree is mentioned to the data care in the form of salary packages and they try to
provide some of the structure of the people working in the ASDA (Sheehan et al., 2016). For
future improvement, this will help to deliver the interest of the employee and also give
some feedback for future development. On the other hand with the help of this, some of
the training programs were held for the promotion of the employee.
PAY AND BENEFIT
To identify the market position of the ASDA some of the reward strategies was applied
which ranks as k top most lists of the outreaching provisional goods to the consumer. In the
competitive market, this will raise the level of the working performance of the employee
and returns the output and the organizational capacity (Sheehan et al., 2016). The
performance appraisal and feedback the organization will easily identify the performance of
the job and try that maintain that there junior will plan for the future.