Human Resource Management Report: ASDA and Google Analysis

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on the strategies and practices of ASDA and Google. It begins with an introduction to HRM, differentiating it from personnel management and highlighting its strategic importance. The report delves into the reasons for human resource planning, the impact of legal and regulatory frameworks on HRM, and the roles and responsibilities of line managers. Key functions of HRM, such as equal employment opportunity, staffing, and human resource planning, are explored. A detailed comparison of the recruitment and selection processes of ASDA and Google is presented, including internal versus external recruitment and selection techniques. The effectiveness of these techniques is evaluated, along with methods for measuring employee performance, including behavior, outcomes, and traits. The stages involved in planning resource requirements are also discussed. Furthermore, the report examines reasons for employment cessation, exit procedures used by ASDA and Google, and the impact of legal and regulatory frameworks on employment termination arrangements. The report concludes with a summary of the key findings and insights gained from the analysis.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A.) Difference Between personnel and human resource management (1.1)...............................1
B.) Reasons for human resource planning in organisation (2.1).................................................2
C.) Impact of legal and regulatory framework on HRM (1.4)....................................................2
D.) Roles and responsibilities of line mangers in HRM (1.3).....................................................3
E.) Functions of human resource management (1.2)..................................................................3
F.) Comparison of Recruitment and selection process of two organisations (2.3).....................4
G.) Effectiveness of recruitment and selection techniques (2.4)................................................5
H.) Methods to measure employee performance (3.4)................................................................5
I.) Stages involved in planning resource requirements (2.2)......................................................6
J.) Reasons for cessation of employment (4.1)...........................................................................6
K.) Employment exit procedures used by ASDA and google (4.2)............................................7
L.) Impact of legal and regulatory framework on employment cessation arrangements for
ASDA plan (4.3).........................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is a systematic approach which helps in managing work
force within workplace. Its strategies and policies are designed by HR section so that
performance of employees can be maximised. This helps organisation in accomplishing its goals
and objectives. The core responsibilities of human resource manager are staffing, worker
compensation, employee welfare, designing and defining work. This project report is based on
ASDA which is a British supermarket retailer brand (Hendry, 2012). It has strength of approx.
180,000 employees. In this report, this company wants to change its mission from organisational
profitability to workforce productivity. For this, it requires to invest in talent acquisition,
development and implementation of management policies and procedures so that it can enhance
performance of its line managers. This company can follow strategies and policies of Google or
Apple to get better results.
TASK 1
A.) Difference Between personnel and human resource management (1.1)
There are various differences between personnel and human resource
management, which are following as under:
Personnel Management Human Resource Management
 This a traditional approach which gives
importance to work force and facilitates
their healthy relationship with another
member of organisation.
 It is a routine function of business
enterprise.
 Personnel management is highly
focused on everyday activities such as
hiring, training, motivating and
performance appraisal (Fine, 2012).
 According to this approach job is
designed as per the division of labour.
 This is a modern approach which utilise
human resource in effective and
systematic manner so that
organisational goals and objectives can
be achieved.
 On the other side, HRM is a strategic
function of company.
 This approach gives its complete focus
towards employees growth and their
well-being and consider them as most
important asset for the organisation.
 In human resource management
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 Under this management function,
employees get less opportunities of
growth.
function of job design is done on the
basis of team or group activities.
 In HRM, workers get high
opportunities of growth and
development.
B.) Reasons for human resource planning in organisation (2.1)
Human resource planning is a systematic approach which helps in, analysing HR needs to
make sure that organisation have required number of employees with necessary skills to
accomplish organisational goals and objectives. Human resource department of ASDA
completes their various tasks which are related to employees like recruiting, career development,
training, retirement services and so on. The most important function of this section is HR
planning as it helps in recruitment and selection of best candidates. Human resource planning
helps in gathering information required for decision making, setting goals and cresting
conclusion so that company can accomplish its motives (Daley, 2012).
The main reasons of following HR planning is to know that how many human resources
enterprise have, what are their key skills, how company can utilise its available resources and
through which ways organisation can manage performance of its workforce. With the help of HR
planning, ASDA can improve its overall performance. In simple words, this make company
aware about various uncertainties. It also helps in improving employee’s skills and abilities.
Hence, it can be said that Human Resource planning helps ASDA in enhancing its productivity,
income and sales.
C.) Impact of legal and regulatory framework on HRM (1.4)
In recent time, government authorities are also giving their core attention towards
employment legislations so that interests of employees can be promoted and protected. It is very
much important for business organisation to consider labour laws otherwise they cannot survive
in market place. ASDA follows employee legislations so that it can provide safe and healthy
work environment to its workers. There are various employment laws which are following as
under:
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 Health and safety act: It is the main function of human resource department to deal with
employee related accidents and injuries. It is right of labours to have healthy and safe
working environment.
 Data protection act: It is right of every worker to have accurate information about the
work which have been assigned to them. This should be not be kept confidential from
them (Williams, Abbott and Heer, 2011).
 Equal opportunity and Equal pay act: This act impact on human resource management
and also help organisation in facilitating effective working environment. According to
this act company should give equal opportunities to its employees at the time of enlisting,
selection, participation and pay scale.
D.) Roles and responsibilities of line mangers in HRM (1.3)
Success of ASDA depends upon the high skills of its line managers. They are very much
responsible for daily activities and operations of business organisation. The main roles and
responsibilities of line mangers are following as under:
Management work: It is responsibility of mangers to assign and manage daily business
activities and tasks among all employees. They have to control workers, inventory and also have
to keep daily records which can be required in future.
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Illustration 1: Functions of Line mangers.2017

Planning: Line mangers of ASDA make various plans to operate different activities and
practices of business. So, it can be said that mangers are responsible for organisational planning
so that different operation of company can be operated (Gilbert, De Winne and Sels, 2011).
Directing: It is a huge responsibility of business leaders to motivate and direct
employees so that they can help organisation in accomplishing its goals and objectives. Workers
of ASDA are directed by their line managers.
Evaluation: This is the most important task of line mangers. Organisation can get better
results if its operations are operating in proper manner. For that leaders have to evaluate each and
every practice of work place.
E.) Functions of human resource management (1.2)
ASDA is one of the leading Supermarket chain which is located in united Kingdom. It is
a well developed company due to its effective human resource management. The main functions
of this department are following as under:
 Equal employment opportunity: It is the most important legal responsibility of HR
department. Through making various policies and procedures human resource
management can provide equal employment opportunity to its employees.
 Staffing (recruitment and selection): It is main function of Human resource managers
to find and select right people, at right time and at right place. HR department use
various recruitment and selection procedures so that they can select best candidate for
vacant position of organisation (Meredith Belbin, 2011).
 Human resource planning: In this, HR section have to keep control on supply and
demand of human resources, Because they are the main assets of organisation. Most of
organisational activities are performed by this section, so it have to make various plans
so that it can manage each and every activity in effective and systematic manner.
Hence, these are some most important functions of human resource management. Apart
form this, training/development, performance and reward management are also some other
essential functions of HRM.
F.) Comparison of Recruitment and selection process of two organisations (2.3)
Enlisting can be defined as procedure which finds various people who ant to be a part of
organisation, in this individuals fill a specific job application and sent it to that organisation in
which they want to work. On the other side, selection is a process of choosing best candidate
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out of others. Mainly there are two methods of recruitment and s election which are internal and
external. When employees are selected within company, then it is known as internal recruitment.
When people are recruited from outside the organisation then it is called as external recruitment.
ASDA and Google recruitment
Recruitment provides various employment opportunity to unemployed people. Every
organisation use different method of enlisting. ASDA company provides profession chances
through online recruitment. On the other hand Google use inner talent strategy approach. In
simple words, this company gives priority to its existing employees to vacant a position (Kenny,
2011).
ASDA and Google selection:
After getting appropriate candidates, ASDA select best one by Interviewing them. Once
final selection is done, this company provides required training selected one which is most
important part of employment procedure. On the other hand, Google use screening process to
select best applicant. For this, they carefully examine CV of each applicant. The person who get
selected in screening process, called for an appraisal centre.
G.) Effectiveness of recruitment and selection techniques (2.4)
Recruitment and selection plays a significant role in business industry. Through this,
company can enhance its effectiveness and performance. Human resource department recruit and
select that people who have high knowledge, talent and skills to accomplish organisational goals
and objectives. Inappropriate recruitment and selection procedure can decrease efficiency and
effectiveness of company (Faliagka, Tsakalidis and Tzimas, 2012).
Moreover, it is very much important for business enterprise to have best talent so that it
can compete in competitive market place. ASDA and Google take help of recruitment and
selection process when their worker leave workplace or they opens an position. Through this
process, both organisation can improve their decision making procedure and also can achieve
their predetermined goals. It also helps in recruiting best candidate who have extraordinary skills
and abilities.
H.) Methods to measure employee performance (3.4)
Human resources are the main assets of every organisation. It is very much important for
business enterprise to measure their employees performance. This can help in accomplishing
organisational goals and objectives in effective manner. ASDA use 360 degree performance
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appraisal method to measure actions of its workers. There are three important techniques which
are key recommendation to evaluate employee performance:
 Behaviour: Through determining employee behaviour, ASDA can evaluate performance
of its workforce. Behaviour of workers can be determine by their absenteeism, poor time
keeping and leaving service.
 Outcomes: With the help of performance measurement technique, company can identify
worker's outcome by his total actions which have been he performed in a given time
frame. Also, complains of customers helps in evaluating employee's outcome
(Valmohammadi, 2011).
 Traits: This is the most important task of human resource management to evaluate
personal traits of every employee. Through this, ASDA can measure commitment and
loyalty of its work force towards it. This process is executed by line mangers.
I.) Stages involved in planning resource requirements (2.2)
There are various steps of which are involved in planning human resource requirements,
which are following as under:
Determining human resources: To assess existing HR inventory level, it is very much
important for organisation to analysis internal and external environmental factors. Through this
manger of HR department can evaluate organisational strengths, weaknesses, opportunities and
threats.
Demand forecasting: It is a procedure of evaluating demand and supply of human
resources within business enterprise. Through this, HR mangers can identify future needs of
employees in terms of quality and quantity (Al-Turki, 2011).
Supply forecasting: Through this current resource and future availability of employees
can be determine within organisation.
Corresponding demand and supply: It helps in matching Demand and supply of human
resources. By corresponding demand and supply company can solve problem of deficit and over
staffing position.
Action plan: In is known as last stage of human resource planning. In this, human
resource manger performs various HR activities such as enlisting, selection, placement,
socialization, training and development. Then control these activities by effective controlling
methods.
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J.) Reasons for cessation of employment (4.1)
There are many reasons for cessation of employment within ASDA and these are
following as under:
Resignation: It is that part of company where employee wants to left work place due to
some personal reasons. In this, worker submits a resignation letter to his manager and his
superior accepts that letter by marking on it.
Death: Whenever, employee of organisation get passed away, Then it became a reason of
cessation of employment (Bond and Kukla, 2011).
Retirement: It is that stage when employee get over aged and can not perform business
activities and tasks. Then he stop serving company.
Hence, these are some reasons of cessation of employment. Apart from this, discharge
and reduction of force also surcease employment.
K.) Employment exit procedures used by ASDA and google (4.2)
It is very much important for ASDA and Goggle to consider their staff turnover rates.
Both companies use various methods and approaches to decrease turnover of their human
resources. These organisation can terminate their employee at any time. There are various
methods through which company can terminate their staff members such as dismissal,
retirement, fire, redundancy and so on. For termination, both superior and subordinate needs a
notice period of termination (Ettouzani, Yates and Mena, 2012).
At the time of resignation, employee have to provide his written statement to his
employer. During notice period, ASDA and Google provides regular working time and payment
to their workers. There should be letter with terms and conditions, and reason of employee that
why he is leaving his position. Both company execute this process with high sincerity. Also, gets
feedback from their leaving worker so that they can bring new changes which are required.
L.) Impact of legal and regulatory framework on employment cessation arrangements for ASDA
plan (4.3)
As per cessation arrangement, ASDA should improve its performance so that it can not
terminate employees on unfair grounds. When workers are get forced to resign their job than it
influence a negative impact on company. Different regulatory framework ensures that
terminations of employees has done on the basis of fair grounds like mistake, cheating, violence
and so on. Before dismissal, mangers are required to evaluate that factor or situation on which
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employee is getting terminate (Kountouris, 2012). Sometimes, problems can be solves by
training or counselling. If it is not enough company use employment court processes.
CONCLUSION
Through concluding this project report, it can be determined that human resource
management plays an important role in enhancing workforce productivity. In simple words, it is
management function which recruits and selects best candidates for organisation and also control
them so that they can contribute more in achieving different goals and objectives of company.
As this project report is focused on ASDA, which is a multinational retailer brand. In this report,
various roles and responsibilities of its line managers have been evaluated. Also, changes in its
human resource planning has been made so that company can accomplish its desired results. At
last, various policies and procedures has been introduced for talent acquisition, development and
performance management.
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REFERENCES
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employment programs?. Psychiatric Services, 62(8), pp.950-953.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
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impact and a call for research. International Journal of Physical Distribution & Logistics
Management, 42(3), pp.213-243.
Faliagka, E., Tsakalidis, A. and Tzimas, G., 2012. An integrated e-recruitment system for
automated personality mining and applicant ranking. Internet research, 22(5), pp.551-
568.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters, 1(4), pp.1-9.
Gilbert, C., De Winne, S. and Sels, L., 2011. The influence of line managers and HR department
on employees' affective commitment. The International Journal of Human Resource
Management, 22(8), pp.1618-1637.
Hendry, C., 2012. Human resource management. Routledge.
Kenny, M., 2011. Gender and institutions of political recruitment: candidate selection in post-
devolution Scotland. In Gender, Politics and Institutions (pp. 21-41). Palgrave
Macmillan UK.
Kountouris, N., 2012. The legal determinants of precariousness in personal work relations: A
European perspective. Comp. Lab. L. & Pol'y J., 34, p.21.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Valmohammadi, C., 2011. The impact of TQM implementation on the organizational
performance of Iranian manufacturing SMEs. The TQM Journal, 23(5), pp.496-509.
Williams, S., Abbott, B. and Heery, E., 2011. Civil regulation and HRM: the impact of civil
society organisations on the policies and practices of employers. Human Resource
Management Journal, 21(1), pp.45-59.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [online]. Available
through<http://www.managementstudyguide.com/human-resource-management.htm>.
[Accessed on 18th August 2017].
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