HRM Report: Analysis of HRM Practices and Effectiveness at ASDA

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ASDA, a British supermarket retailer. The report begins with an introduction to HRM, defining its purpose and functions, and then delves into an examination of HRM's scope and evolution, contrasting personal management with HRM principles. The main body of the report explores the roles and responsibilities of the HRM department in recruitment, detailing models of HRM such as hard and soft approaches, and highlighting the importance of both hard and soft skills for HRM professionals. It also examines the functions and roles of HRM, particularly in managing employee relations, training, and development. The report further assesses the strengths and weaknesses of HR planning. Task 2 focuses on various HRM practices, including learning, development, and training, and payment and reward management, and the benefits of HRM practices for both employees and employers. The conclusion summarizes the key findings and implications of the analysis.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................5
TASK 3..........................................................................................................................................13
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................21

INTRODUCTION
Human resource is a process of managing employees in a company and it can involve
hiring, firing, selecting, training and motivating employees. It is the business practice of
overseeing an organisation's employees. It is a strategic approach to an effective management of
people in an company so that they can help the organisation to achieve its goals and objectives.
This assignment is based on ASDA , it is a British supermarket retailer which is founded in 1949
by Peter and Fred Asquith or Sir Noel Stockdale. It has approximately 259 stores and provide
various products such as grocery, merchandise and financial services etc. This report discussed
about the purpose and the functions of HRM, strength and weakness of different approaches,
benefits of different HRM practices with an organisation for both employees and employer are
explained. Effectiveness of different HRM practices and importance of employees relation are
defined.
MAIN BODY
TASK 1
Definition of the HRM concept-Human resource management is the process of managing
employees within an organisation. HRM is a function that performed in organisations to facilitate
the most effective use of people to achieve organisational and individual use.
Scope of HRM- In ASDA, scope of HRM is very wide for all such as personal, welfare and
industrial aspect. For personal, it is deals with recruitment, selection, promotion, transfer,
training and development, incentives and productivity etc. and provide benefits to employees of
the organisation. For welfare aspect, it can be related toe the rest and lunch rooms, housing,
transport, medical services, education, health & safety and recreation activities etc. It covers
union management, joint consultation, grievance and other in industrial relation aspects. There
are large scope for the development of the company and their employees. With analyse all
aspects company can provide various benefits and securing the highest level of understanding of
employees that does not leave a negative impact on organisation.
Evolution of HRM- In past time, the organisation was not well managed and the employees are
get benefits for their work (Alfes and et. al., 2013). In early stages, employees working in
factories were treated harsh condition with minimum wages or without wages in poor working
conditions. So, during 1980's new theories and strategies are implemented for change
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management, motivation and team building. In the form of its result, factory owners agreed and
the concern person looks in to employees welfare and wages. The main reason of evolution of
HRM is that the workers are faced problems of long hour working, unfair wages and pay and
they are make work force planning or others.
Source: Evolution of HRM,(2019).
Difference between personal management and HRM principles
Personal management Human resource management
It is an administrative specialization that
focuses on hiring and developing employees to
become more valuable to the company.
The scope of personal management is limited
and it has an inverted approach where workers
and employees viewed as tool (Difference
between Personnel Management and Human
Resource Management, 2019).
It is the branch of management that focuses on
the most effective use of the manpower of an
entity to achieving the goals of the company.
HRM has a wider scope and consider
employees as the asset to the company. It helps
in promoting mutuality in terms of goals,
responsibility rewards etc.
2
Illustration: Evolution of HRM

Diagram to compare Personal management and HRM
Source: Comparison Between Personnel Management and Human Resource Management,
(2019).
Basis Personal management Human Resource
management
Meaning It is a process of obtaining,
using and maintaining a
satisfied workforce.
It is the strategic approach to
the effective management of
employees in an organisation.
Approach It is a traditional approach. It is a modern approach.
Communication There is indirect
communication.
There is direct communication
(Comparison Between
Personnel Management and
Human Resource
Management, 2019).
Roles and responsibilities of HRM department in recruitment
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Illustration: Comparison Between Personnel Management and Human Resource
Management

The HRM department is responsible to hire, choose, select and recruit employees for the
vacant position within the company. In ASDA, the HR manger play an important role in
recruitment because they analyse vacant positions and provide notification regarding vacant
posts by using different modes and channels of advertising. After its they shortlist candidates
and conduct selection process or select skilled an talented employees for the company who help
in achieving organisational objectives and aims. HRM departmnet is responsible to provide a
good, healthy and friendly environment to them so that they can do their work properly and
achieve their target in given period of time. By developing good policies and regulations, it can
provide various benefits which can motivate them and do their work all their efforts. This will
help in the organisational growth and enhance the productivity and profit.
Models of HRM
Hard HRM- It is a staff a business environment system in which workers are treated as a
resource that needs to be controlled to achieve the business objective of ASDA and best possible
profit and competitive advantage. In this model the management of the company focus on
performance management, cost control, hiring & firing and strategies that are used by the
company to achieve organisational goals.
Soft HRM- Under this mode, the management of ASDA treats employees as the most
important resource in the business and a sour e of competitive advantage. The focus of
management to concentrate on the needs of employees, their roles, motivation, rewards and
others. In ASDA, the management department of the company focus on the long term planning,
competitive pay structure and strong or regular two way communication.
Hard and soft skills of HRM
Hard skills are the teachable sets of abilities and skills that are easy to quantify. These
skills are time taking, the example of hard skills are typing speed, machine operation, computer
programming, a degree and certificate etc.
Soft skills are subjective skills that are much harder to quantify. These skills are also
known as people or interpersonal skills. Example of soft skills are communication, flexibility.
Motivation, leadership etc.
Functions and roles of HRM- There are various functions of HRM in ASDA which are
associated with different purposes and roles & responsibilities.
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Managing employees relation- It is an another function of HRM. Employees are the
pillars of any organisation so management of employees relation is very important within
organisation. It play an important role in the success of the company when the employees are
working in a group work or achieve a common goal. The main purpose of this function is, to
make the healthy environment of the organisation so that the company can run properly and
achieve its objectives (Bakker and Demerouti, 2014).
Development and training- It is an another function or program that are organised by the
company for the development of the employees. ASDA organise various training and
development sessions and programs for improving or enhancing the skills and knowledge of the
employees so that they can contribute in the success or growth of the company.
Skills of Humane Resource managers- In ASDA, there are various skills of HR manager such
as communication, leadership, organisational, decision making, training & development and
others that are necessary to have, they are as following:
Communication skill- It is a most important skill which is necessary to have as manager
because human resource field requires a lot of talking and the HR manager deals with a lot of
people, listening to the employees views related to work so it is necessary to have good
communication both oral and written skill because they designs policies and releases memos to
the employees which cal for the need of good writing skill.
Decision making skills- It is an another skills which is necessary to have as HR manager
because in ASDA, the manager need this skill to design and develop policies according to the
organisation. When the Manger face dilemma they use this skill to solve the issues and crisis.
Work force management- It is a continual process that is used by organisations to align the
needs and priorities of the company. In ASDA, it is related to its workforce to ensure that it can
meet its legislative, regulatory, service and production requirements and organisational goals and
objectives. Workforce planning can be a strategy that is used by employers to anticipate labour
needs and deploy workers to most effectively with advanced human resource technology.
Strengths and weaknesses of HR planning
Strengths Weaknesses
HR planning help to make strategic decisions
related to the hiring and training of the
candidates.
HR planning is a time consuming process and
need suitable resources when the management
department collect the complete information
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In ASDA, it help the company to effectively
manage the current and future requirements of
the employees and worker.
It is cost effective, with the help of it ASDA
can anticipate the shortage and surplus of
employees and can control the imbalance.
regarding the personal requirements of each
department.
In ASDA, It is as expensive process and all the
activities carried out from the time, related to
final placement of employees (Strengths &
Weaknesses of Human Resource Planning,
2017).
TASK 2
Different HRM practices
Learning, development and training- This practice is an effective and important for
ASDA. It is important for the company because it help in improving and enhancing the skills
and knowledge of the employees so that they can help in the development and growth of the
organisation. For example, if there are any new technology manufacture and launched in the
market and ASDA do not have knowledge about it. The customers are demand for the product
according to this new technology and for this company organise training and learning program to
get knowledge and learning towards this new the technology. So that the organisation can
provide products and services according consumers needs and demands or provide satisfaction to
them. It create effectiveness on the performance of the organisation because it increase the sales
and profit of the organisation.
Payment and reward management- It is an another effective HRM practise which help
ASDA in increasing the profit and productivity of the company. Basically it is related to the
work performance of the employees because they perform better, organisation rewarded them for
their good work which generate motivation within them. For example, if company rewarded an
employee by extra pay that create motivation within the employees and he do his work with
more effectiveness and efficiency. So reward system help the company to increase the profit and
productivity (Kim, 2012P).
Benefits of HRM practices
HRM practices is a planned approach that is used by the companies to managing
employees effectively for performance and enhance workforce ability, motivation and
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opportunities lead to higher organisational performance. These practices are beneficial for the
employees and employer both within the company. The benefits of HRM practices for
employees and employer are as following:
HRM Practices Benefits to Employees Benefits to Employers
Flexible working options It is beneficial and important for
the employees because if ASDA
provide flexible working option
to the employees they can feel
motivation. In this HRM practice
company can provide work from
home, flexible hour etc. For
example, if company provide the
option of work from home, the
employees can do their work
from and spend their time with
family. This provide benefit to
those employees that are not able
to come office cause of various
reasons such as illness other
problems (Gatewood and
Barrick, 2015J).
This HRM practice is
beneficial for employer
because if they provide
flexible working option to
employees the employees do
their work according to them
and they will not face
workload. If the employees
complete their work at
home, the employer will not
have tension for that work
and complete the
organisations work at time
that provide benefit to
employer for more work.
Learning, development and
training practices
It is an important and beneficial
HRM practice of the employees
because it provide improvement
in the skills and knowledge of
the employees with in a
company. In ASDA, this HRM
practice provide benefits to the
employees because when
company organisation organise
This practice is also
beneficial for the employer
also because if they organise
training & development
sessions or programs for
their employees, they will
not waste their time for
providing training to them
and they can save their time
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learning, training and
development sessions or
programs, they can improve their
interpersonal skills in which they
feel lack of improvement. With
the help of improvement they can
make improvement their work
performance that help them to
achieve their task or work
objectives.
which they invest their
personal growth (Jackson,
Schuler and Jiang, 2014).
Payment and reward
management
It is beneficial for the employees
of ASDA because if the company
reward their employees for their
good work or performance, they
feel motivated and do their work
with using their abilities and
skills. Companies can provide
different types of reward such as
gifts, promotion, vacations,
training, gifts etc. For example,
If the company rewarded a
employees by providing extra
vacations. With the reward, the
employees can feel motivated
and invest their time with the
family. Another reward can be
training, the company can send
the employees for training to
outside of the company by which
the person can improve their
skills and improve their
This HRM practice is also
beneficial for the employer
because when they organise
hiring process for the
company and they chose
skilled candidate for the
company (Jiang and et. al.,
2012). If cause of the work
of these employees,
company achieve growth
and success. The
management department of
the company rewarded the
employer for their good
work and sometimes
rewarded them by promotion
and by doing increment in
their salary.
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performance by using their
knowledge (Jiang, Lepak and
Baer, 2012).
Employee relation- It refers to an organisation's efforts which used by it for managing the
relationship between employers and employees. In ASDA, it is related to the employees relation,
if there are good relation between the workers of the company than it create positive impact in
the HRM decision making of the company. An organisation with a good employee relations
program provides fair and consistent treatment to all employee so they will be committed to their
jobs and loyal to the firm.
Importance of employees relation on HRM decision making- Employees relation is very
important for HRM decision making of the organisation. In ASDA, it is basically related to the
relationship of the all worker of the company such as employees and employer. If the relation of
employees and employer are good, the organisation create a healthy environment which is
beneficial for the working condition of the workers. In ASDA, employees relation is most
important because if the employees relation are good they both can equally participate inn the
decision making process of the company. It is important for the company because if the
organisation provide participation of their employees in decision making process. It create
positive impact on the firm because the employees can share their own views and ideas in
decision making process that can be beneficial for the growth of the organisation. Good
employees relation can reduce the chance of raising conflicts with in the firm. For example, if
there are some member of the company are working in a team or group work, there are high
chances of raising conflicts between the employees of the group and employer also (Purce, J.,
2014). If the employer provide them open communication and they can share their problems than
there are less chance for arising conflicts and the work will be easily complete. By using open
communication strategy, the company can provide a platform to employees for sharing their
ideas that are important for the company's growth and productivity. By providing training and
development sessions ASDA can improve the skills and knowledge of the employees so that they
can participate in decision making and provide better suggestion to the company that create
positive impact on the firm (Renwick, Redman and Maguire, 2013).
Recruitment and selection process
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Recruitment- It is a process of identifying, screen8ing, short-listing and hiring skilled and
potential resources fro filling up the vacant positions and seats in an organisation. In ASDA, it is
related to the process of attracting, short-listing, choosing and appointing a suitable and skilled
candidate for job within company. There are two types of recruitment, internal and external
recruitment.
Internal recruitment-it is an activity of organising hiring process within the company.
For example, in ASDA if there are any vacancy within the firm and it is select an employee who
is already on the pay roll and working in the company. There are various sources of internal
hiring such as transfer, promotions, references etc. Internal recruitment is very easy process but
there are various weaknesses and strengths of it.
Strengths and weaknesses
Strengths Weaknesses
It is simple, easy, quick and cost effective
process and there are no need to organise
induction and training program because
employees already have knowledge about the
company and its polices, rules and regulations.
Weakness of this process is that it stop the
external skills and talent that can be beneficial
for ASDA and generate the feeling of
demotivation to other employees that are not
promoted.
External recruitment- It is a process of hiring the candidate from outside of the
organisation for the vacant position (Berman and et. al., 2012). In ASDA, there are various
sources for hiring the employees from outside the company such as, advertisement, placement in
colleges & universities, job portals, job fairs, job consultancies and others. There are various
weakness and strengths of this process.
Strengths and weaknesses
Strengths Weaknesses
Strength of this process is that it provide new
talent and skills to the organisation and
encourages new opportunities for job seekers
(Bratton and Gold, 2017).
There are various weaknesses of this activity
such as, it consumes more time because it is a
lengthy process and more cost incurred when
company organise this process. Demand of
external candidate are high related to training
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