ASDA HRM: Recruitment, Employee Relations, and Performance Evaluation

This report examines the human resource management (HRM) practices at ASDA, a major retail company in the United Kingdom. It begins with an introduction to the role of an HR manager, emphasizing workforce planning and resourcing. The report analyzes ASDA's HRM functions, including planning, organization, and directing, as well as operational functions like employment, development, and compensation. It evaluates the strengths and weaknesses of various recruitment and selection approaches, such as job advertisements and employee referrals, and the selection processes including preliminary screening, interviews, and tests. The report further discusses the benefits of different HRM practices, such as organizational culture, training and development, and recruitment and retention, for both employees and the employer. It also assesses the effectiveness of these practices in raising organizational profit and productivity. Finally, the report highlights the importance of employee relationships in influencing HRM decision-making and explores key elements of employment legislation and its impact on HRM. The conclusion summarizes the key findings and the overall impact of HRM practices on ASDA's success.

Human Resources
employee induction manual
and The job application

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose and function of HRM in context of workforce planning and resourcing of
organization............................................................................................................................1
P2 Strength and weaknesses of different approaches for recruitment and selection .............2
.........................................................................................................................................................3
LO2..................................................................................................................................................4
P3 Benefits of different HRM practices for both employees as well as employer.................4
P4 Evaluation of effectiveness of HRM practices in terms of raising organization profit and
productivity.............................................................................................................................5
LO3..................................................................................................................................................5
P5 Importance of employee's relationship in respect of influencing HRM decision-making5
Various approaches of employee's relationship and engagement..........................................6
P6 Key elements of employment legislation and its impact upon HRM decision-making...6
LO4..................................................................................................................................................7
P7 Application of HRM practices in a work-related context ................................................7
CONCLUSION ..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resources manager is responsible for hiring and retaining right individual at right
place so that several task can be completed smoothly and end goals can be achieved in best
possible manner. There are various function which needs to be performed by human resources
manager of company in order to retained talented employees for longer time frame. This report
is about ASDA which is operating its function in retail industry of United Kingdom having
165000 employees that are working hard for growth and development of organization. ASDA
mission and vision statement is to be most trusted retailer and to helps people in “ saving money
and life better”. Moreover, it has consists of two parts, the first parts is about Hr function, its key
roles and responsibilities, approaches that HR used for recruitment and selection of employee’s.
LO1
P1 Purpose and function of HRM in context of workforce planning and resourcing of
organization
The main purpose of human resource manager of Asda to handle diverse range of people
so that they company can attained its end objectives. Moreover, HR manager is responsible for
deciding appropriate compensation, training and development program and many more benefits
provided to employee's so that they are ready to give their best for expansion of firm. The
various functions performed by HR manager of ASDA in relation to workforce planning and
resourcing can be illustrated as follows:
Planning: It is the first and foremost function performed by HR manager to recruit talented
employee's in the firm. HR manager plan in advance about number of employee's required with
specific skills and capabilities so that numerous task within organization can be easily completed
(Rayburn and Patel, 2020). Thus, manager of ASDA by planning in advance total human
resources required is able to fulfilled vacancy and delivered best services to customer’s in
limited time frame.
Organization: It is another function of ASDA HR manager as it organized or segment people
on basis of their skills, capabilities and experience in order to decide actual task that they need to
perform. Moreover, it delegates and clearly states each employee's regarding activities or task
which they need to be performed thereby it contributes in reducing confusion and contradiction.
Directing: HR manager of ASDA also perform function related to directing employee's about
the way particular task can be completed which contribute in enhancing their confidence level.
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Furthermore, it can be stated that directing helps in promoting more clarity among employee's,
reduce amount of associated wastage of time and money thereby company is able to enjoy
maximum market share (Lai, Saridakis and Johnstone, 2017).
Operations functions of HR are task or duties that are related to employment,
compensation, integration and maintenance of personnel of organization. Likewise:
Employment: It is the first and foremost function of HR to employee's right individual at right
place so that various function of company can easily complete. Induction and placement are two
operations function that has been completed by Human resources manager of ASDA.
Development: HR manager of ASDA is also responsible for planning strategies related to
growth and development of employees by providing them appropriate training so that they can
easily complete the task in best possible manner.
Compensation: It is also one of the operational function that has been performed by the
company in it HR manager plan adequate as well as equitable compensation needs to be
provided to employee's so that they are motivated to work for growth and success of
organization.
Analysis of the way function of HR contributed in having talented and skills employee’s in
the organization
HR of ASDA has played significant role within organization by recruiting employees
that have more talent, skills, experienced and capabilities to complete the task in the best
possible manner. It tried to understand needs of several individual thereby find alternative
method which could be fruitful in meeting the same. Moreover, manager also organized training
and development program so that they can learn new skills to complete the task thereby
contribute in growth and development of company (Piwowar-Sulej, 2021). Appropriate
compensation and better working environment provided to employee's has also helped ASDA in
having highly talented and skilled individuals in the firm for more time frame.
P2 Strength and weaknesses of different approaches for recruitment and selection
Recruitment is an positive process performed by HR manager to attract diverse range of
highly skilled and qualified employees for benefits of organization. On contrary, selection is
negative as it involves scrutinize of various individual to select right individual at right places so
that several tasks can be performed simultaneously. Therefore, different approaches that are used
by HR manager of ASDA for recruitment and selection process can be illustrated as follows:
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Job advertisement: It is one of the most common approached used by HR manager of ASDA in
order to recruit talented employees as it has advertised through its official website about the
vacancy. HR manager has provided complete information on its website about type of
candidates company wants to hire in near future (Boudreau and Cascio, 2017).
Strength Weakness
 Helps in attracting maximum number
of people
 Bringing talented or more innovative,
creative candidates
 Reduce time to hire.
 Include more cost.
 Sometime not fruitful to attract right
pool of candidates.
Employees referral: It is also method of recruitment used by manager of company to have
skilled and qualified employee's within organization. ASDA hr manager encourage existing
employee's to refer new and prospect candidates so that company have various individual that
are ready to contribute in effectively growth and success of enterprise.
Strength Weakness
 The Best method for recruitment
 Better quality of candidates hired
 Enhance morale of existing employee's
 Improve retention rate
 It may also result in discrimination
 Higher risk of alienated from staff
On the other hand, there are various method which has been used by human resources
manager of ASDA to selected right candidates within organization so that company can retained
its market share. The process that is used by company in order to have talented employee's at
right position can be stated as follows:
Preliminary screening: In this, the manager has scrutinize limited number of candidates from
pool that have more skills and capabilities to perform respective task within organization. HR
manager devote time to scrutinize candidates on the basis of skills, experience and knowledge
present in individual (Brewster, Mayrhofer and Farndale, 2018).
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Interview: It is second step which has been used by manager of ASDA to select appropriate
candidates in the firm. Such as it has conducted interview of people in order to know about their
respective knowledge, education and personal background information so that HR can take right
decision to select.
Test: The third process of selection is test as HR manager of ASDA take attitude, personality
test to gathered information related to employees and make right decision. So, on the basis of
test manager decided to whether to select or not the candidates for effective achievement of end
goals of organization in better manner.
Strength Weakness
 Helps in selecting right candidates
 Avoid bias among people as all are
selected on right basis.
 Contribute in eliminating employee's
that does not sufficient skills and
capabilities to complete the task.
 It is more time consuming
 Manager may reject unqualified
employee's that may effectively
contribute in growth and success of
organization.
LO2
P3 Benefits of different HRM practices for both employees as well as employer
HR manager of company make use of numerous practices in order to attract and retained
talent employee's in the firm so that it can enjoy high market share and profitability. Provide
security, safe environment, training and development to employees are different practices which
has been used by manager in order to enhance overall company profitability and market share.
The way different practices of human resource manager has benefited both employees and
employer of ASDA can be stated as follows:
Organization culture: Like HR manager in its practices ensure that employees are provided
with healthy and safe environment so that they are motivated to give their best for achievement
of ASDA objectives. Well organization structure, set of procedures and rules and regulation
contribute in clarifying employees about the task that they need to be performed thereby helping
s them working effectively for benefits of organization (Holland, Cooper and Sheehan, 2017).
So it can be stated that practices of improving organization culture benefits employees as they
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are provided safe and healthy environment while employers as contribute in yielding maximum
productivity.
Training and development: ASDA HR manager also focused on providing training and
development to new employee's so that they can learn new skills and capabilities to complete the
task in the best possible manner. Through organizing training and development it benefits
employees as enhance their confidence level and motivation to make optimum utilization of
their existing skills and capabilities. On contrary, it also benefits employers as through training
and development employees are able to complete the task in better manner thereby reduce
wastage and increase profitability of company.
Recruitment and retention: It is another practices adopted by Human resources manager of
ASDA in order to promote growth and development of organization in external environment.
The manager has continuously hire new candidates that are suitable to perform several tasks
within organization so that company can enjoy maximum profitability in longer run. In order to
retain more number of employee's in the firm manager tries to resolve key issue faced by them,
identified method that could motivate them to give their best etc (Greer, Lusch and Hitt, 2017).
Thus, it contribute in satisfying needs of employee's at the same time retention of highly talented
employee's in ASDA lead in better customer’s services and expansion of business in retail
industry of United Kingdom.
Therefore, it can be understood from above analysis that both employers as well as
employees get maximum benefits through different HR practices of ASDA.
P4 Evaluation of effectiveness of HRM practices in terms of raising organization profit and
productivity
From the above analysis it can be evaluated that different practices used by manager of
ASDA has lead in raising overall profitability and productivity of company. Such as Human
resources manager by focusing on provide better working environment is able to motivate them
to produce more output so that maximum value can be delivered to end customer’s. Recruitment
of talent employee's has also contributed in increasing productivity of company as they are able
to produce more products in limited cost and time frame (Di Fabio and Peiró, 2018).
Furthermore, Hr manager of ASDA by providing better compensation to employee's is able to
motivate them to give their best so that company can gained competitive advantages. So, overall
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retention and recruitment practices used by manager has helped in yielding maximum
productivity and profitability.
LO3
P5 Importance of employee's relationship in respect of influencing HRM decision-making
Strong Employees relationship is important for organization as it contribute in effective
coordination among diverse range of people to work together as team rather than individual for
achievement of company objectives. HR manager of ASDA has effectively work on build strong
relationship among employee's so that company can retained its market share for many years.
Importance of strong employee's in context of influencing HRM decision-making process can be
illustrated as follows:
Retained loyal employee's: It can be stated that strong interrelationship between various
employees of ASDA has contributed in retaining loyal individual within company thereby
meeting needs of customer’s beyond their needs and preference. Thus, it has influence decision
making of HR as it does not need to put much efforts and time to retained talented employee's as
they are ready to work with organization for many years (Wehrmeyer, 2017).
Increase Productivity: Another importance of employee's relationship for ASDA is that it lead
in increasing overall productivity of company as highly satisfied employees are ready to give
their best. Thereby it can be stated that increase in overall productivity has also influenced Hr
decision as it focused on more building of relationship so that company objectives can be
attained in minimum time frame.
Reduce work force conflict: One of the importance of strong employee's relationship for
company is that it leads in reducing conflict and confusion among individual related to
respective task that need to be performed by specific individual (Crane and Hartwell, 2019).
Therefore, it can be illustrated that HR manager in order to promote smooth operations of
business and reduce chance of conflict has focused on developing relationship.
Various approaches of employee's relationship and engagement
There are various approach which has been used by HRM in order to develop and
maintained long term relationship with diverse range of individual so that company can retained
its competitive advantages in retail industry of United Kingdom. There are three common
approaches that are used by manager of company in order to enhance employee's relationship
and engagement which can be explained as follows:
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Flexible organization: ASDA is flexible organization as manager always emphasis on adapting
to recent development and changes happening in external environment so that it can fulfill
requirements of people in better manner. Hr manager through providing friendly and healthy
environment to employees is able to motivate them to accept changes and contribute in
expansion of business.
Flexible working practices: Another approach used by HR manager of ASDA is provide
flexible working hours to employee's in order to enhance their relationship and engagement for
benefit of firm. So, ASDA has provided opportunities to individual to work in different shifts or
part-time that helps in motivating them to make the best use of their existing skills and
capabilities for organization (De Menezes and Kelliher, 2017).
Employer of choice: HR manager has ensured that it make work place more healthy and
friendly so that maximum number of individual are motivated to work with ASDA rather than
other firm operating in external environment. Therefore, HR by working towards benefits of
employee's is able to helps in increasing overall profitability of company.
P6 Key elements of employment legislation and its impact upon HRM decision-making
Government of United Kingdom has make various rules and regulation which needs to
be abided by employers for growth and expansion of business. Employment laws can be defined
as some legislation that are used to govern relationship between employee's as well as employer
of the company. It helps in find right as well as responsibilities of both employee's and
employers so that they can coordinately work for achievement of end goals. Key elements of
employment legislation and its impact upon HRM decision-making process is stated as follows:
Employment right act 1996: It is the legislation of United Kingdom that specify about
relationship between employee's and employer of company. Such as the basis on which
employee can be dismissal, for which time frame it is recruited and task that it need to be
performed (What is employment law, 2019). Therefore, it contained several detailed related to
right of employee's within organization which contribute in better relationship so HR manager of
ASDA needs to considered this law while taking decision related to hiring and managing
employee's in the firm.
Maternity and parental leave regulation 1999: It is another employment legislation that
impact on human resources decision-making as it clearly state about access of number of leave
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by employee's of company. So as per the law, HR manager of ASDA decided number of leave it
can provide to each individual working in the organization for achievement of end goals.
National minimum wages act 1998: This is law which state about minimum wages which
needs to be paid to employee's for devoting their hard efforts and time. All employee's have a
right to get at least minimum wages so that they can live better lifestyles in United Kingdom.
Therefore, ASDA HR manager while taking decision related to wages or compensation need to
be provided to employee's has to consider the law.
LO4
P7 Application of HRM practices in a work-related context
HRM manager of ASDA is planning to recruit marketing manager in order to promote its
business to maximum number of individuals so that company can enjoy higher sales volume and
profitability. Such as:
1 Job description
Job Title: Marketing manager in ASDA
Job Location: Leeds, United Kingdom
Job Summary: This is an advertisement for position of marketing manager in ASDA that has
to develop awareness of organization among maximum number of individual. It needs to
undertake several activities related to promotion of products and services or brand image of
company so that it can enjoy maximum market share and profitability in retail sectors of United
Kingdom.
Reporting to: Marketing head of ASDA
Working condition: Safe, secure and friendly environment will be provided to marketing
manager of ASDA.
Job duties: There are several duties which needs to be performed by marketing manager such
as:
 Needs to work with executives team in order to design marketing strategy.
 Researching marketing trends and competitors.
 Deciding budget for marketing.
 Tracking effectiveness of marketing campaign.
 Deciding digital channel for promotion of products and services.
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Machine to be used: Digital technology
2 Person specification
Personal summary: I have done MBA in marketing manager and has job experience in well
known organization for 2 years thereby interested in applying to your firm. In order to make
best use of my existing skills and capabilities for growth and development of organization as
well as of me.
Qualifications: MBA in marketing
Experience: Minimum 2-3 years experience is required.
Skills
 Communication Skills
 Strong organization and planning skills
 Decision making skill
 Creativity skills
 Good teamwork skills
Responsibilities
 Building and managing brand of company
 Attracting maximum number of employee's
 Ensure customer’s satisfaction
 Delegating employee's about respective task and responsibilities that needs to be
complete by specific individual.
Emotional characteristics
 Passion
 Positive attitude
3 Job offer letter
Dear Sir,
This letter is to inform you that our company has selected you as marketing manager in ASDA
starting from 12 February 2021. You are most welcome to our organization with lot of best
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luck for greater success and growth in near future.
At the same time please bring all necessary document with you so that various formulaties can
be made. For further queries you are free to contact HR manager of our department at any time.
Thank you,
Sincerely
4 Evaluation of process and rationale for conducting appropriate HR practices
It can be evaluated that all these process used by HR manager of ASDA are crucial as
first it has make job description regarding the type of employee's company will require, them it
have attracted various application, then conducted interview, test in order to know skill and
capabilities present in individuals. Finally, on basis of all process has taken accurate decision
related to selection by providing it an offer letter so all these steps has contributed in appropriate
selection of candidates in the organization.
CONCLUSION
From the above report it can be concluded that HR manager of ASDA has make use of
several practices and approached to recruited and retained talented employee's in the firm.
Moreover, HR has helped in building strong relationship among employee's thereby enhancing
overall profitability and performance of company. At last, it can be interpreted that various
legislation impact on HR decision-making, so they are considered by manager of ASDA while
handling diverse individual in the firm.
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REFERENCES
Books and Journals
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Organizational Effectiveness: People and Performance.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Crane, B. and Hartwell, C .J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business, 54(2). pp.82-
92.
De Menezes, L. M. and Kelliher, C., 2017. Flexible working, individual performance, and
employee attitudes: Comparing formal and informal arrangements. Human Resource
Management, 56(6). pp.1051-1070.
Di Fabio, A. and Peiró, J. M., 2018. Human Capital Sustainability Leadership to promote
sustainable development and healthy organizations: A new scale. Sustainability, 10(7).
p.2413.
Greer, C. R., Lusch, R. F. and Hitt, M. A., 2017. A service perspective for human capital
resources: A critical base for strategy implementation. Academy of Management
Perspectives, 31(2). pp.137-158.
Holland, P., Cooper, B. and Sheehan, C., 2017. Employee voice, supervisor support, and
engagement: The mediating role of trust. Human Resource Management, 56(6). pp.915-
929.
Kooij, D.T. and Boon, C., 2018. Perceptions of HR practices, person–organisation fit, and
affective commitment: The moderating role of career stage. Human Resource
management journal, 28(1), pp.61-75.
Lai, Y., Saridakis, G. and Johnstone, S., 2017. Human resource practices, employee attitudes
and small firm performance. International Small Business Journal, 35(4). pp.470-494.
Piwowar-Sulej, K., 2021. Human resources development as an element of sustainable HRM–
with the focus on production engineers. Journal of Cleaner Production, 278. p.124008.
Rayburn, S. and Patel, J., 2020. THE ROLE OF THE MANAGER IN DEVELOPING AND
DERIVING VALUE FROM BIG DATA ANALYTICS CAPABILITIES.
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Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Online
What is employment law, 2019, [Online]. Available Through:
<https://croner.co.uk/resources/employment-law/legislation-list/>.
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