ASDA HRM Report: Workforce Planning, Practices, and Benefits

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ASDA, a global retail supermarket chain. It begins by outlining the purpose and functions of HRM, specifically focusing on workforce planning and resourcing, including recruitment and selection strategies. The report then delves into the strengths and weaknesses of different recruitment approaches, contrasting internal and external methods. Furthermore, it explores the benefits of HRM practices for both employers and employees, examining how these practices enhance organizational profit and productivity. The role of employee relations in influencing HRM decision-making and the impact of key elements of employee legislation are also discussed. The report concludes by applying these HRM practices to work-related contexts within ASDA, offering insights into how the company manages its workforce to achieve its business objectives. The report covers topics such as recruitment, selection, training and development, performance and reward management, and labor relations, providing a holistic view of HRM in a practical setting.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing................1
P2 Strengths and weaknesses of different approaches to recruitment and selection...................4
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices within an organisation for both the employer and employee.....6
P4 Effectiveness of different HRM practices in raising organisational profit and productivity. 7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision making.............8
P6 Key elements of employee legislation and its impact on HRM decision making..................9
TASK 4..........................................................................................................................................11
P7 Application of HRM practices in work related context........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................15

INTRODUCTION
Human resource management is a strategic tactic through which administration of
employees is conducted in an organisation. This helps firm to establish competitive advantage in
respect to rivals. HR manages staff members for making them perform tasks effectively for
accomplishment of business goals and objectives. Staffing, training, labour relations,
compensation are various activities which are carried by human resource. This helps them to
have skilled and talented people in firm for sustaining image and position of firm in market
(Abdullah and Zulkifli, 2015). Present report is based on ASDA, parent company of Walmart is
supermarket which have retail store globally. Company provides grocery items, general
merchandise and financial services to people. This assignment specifies purpose and functions of
HR in respect to workforce planning and resourcing. Discussion of HRM practices benefits of
both employer and employee in enhancing productivity and profit of firm will be done. In
addition to this, employee relations and employment legislations require to be considered by
management in decision making is mentioned. Furthermore, application of HRM practices in
work related contexts of company is described in the report.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing
Human resource manager's responsibility is to have adequate manpower in an
organisation for achievement of goals and objectives. Away with this, Workforce planning can
be defined as a continual process which is majorly being used to align needs and priorities of the
organization with those of its workforce to ensure it can meet its legislative, regulatory, service
and production requirements and organizational objectives. They conduct activities that are
staffing, training, compensation, labour relations etc. to thrive organisation. This helps them to
have sufficient staff members for execution of business operations effectively. ASDA is retail
store which provide products and services to people. For this, HR role is workforce planning and
resourcing for attainment of organisational goals and objectives. These activities help them to
have knowledge about number of employees present in firm, thereby conduct staffing to employ
new candidates (Albrecht and et. al., 2015). Besides this, training aid management to enhance
skills of subordinates. Thus, company have skilled and competent people for improving brand
image and market share.
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Functions of HRM: These are activities which are conducted by human resource of
ASDA are stated below:
 Recruitment and selection: Human resource conducts recruitment to fill vacant positions
from internal and external sources. This helps them to have sufficient staff members for
execution of business operations effectively. Selection is activity through which HR
assesses skills and abilities of employees to choose best candidate fit for job. ASDA
which is a chain of supermarket and consists with ample number of stores in different
nation. HR manager of this company tries to use different techniques of staffing so that
they may easily provide effective services along with products to customers. Internal and
external recruitment tools are used by them to employ existing or new individuals in firm.
With selection, interview is conducted by HR to analyse capabilities of people. Thus,
recruit candidates in respect to skills required for vacant post.
Figure 1: Functions of HRM
(Source: Functions of HRM, 2016) Personal administration: Job analysis is conducted by human resource manager which
help them to have knowledge about present manpower in an organisation. This aid them
to conduct staffing process for either utilise current workers or employ new candidates.
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ASDA which is retail store require to have people in outlet for providing financial
services and products to buyers (Bratton and Gold, 2017). Training and Development: This function performed by human resource is to enhance
performance of individuals and team in firm. Training and development programmes are
conducted by HR of ASDA to enhance skills of employees. Staff members’ capabilities
are improved for enhancing productivity of firm. They are trained to work with software
and technology implemented in system. Thus, quality products and services are delivered
to customers. Performance and reward management: Performance assessment helps human resource
to analyse capabilities of staff members. In ASDA, HR manager provide rewards and
incentives to subordinates in respect to their outcomes. This benefits them to encourage
and motivate employees to conduct tasks effectively.
 Labour relations: This is another function of human resource for retaining staff members
for longer time. They provide responsibilities to workers to attain goals of organisation.
For this, HR of ASDA maintains friendly relations with employees for keeping them
dedicated towards job (Baum, 2015). This also benefits them to ascertain issues and
conflicts faced by team members. Henceforth, provide them solutions for sustaining
competent and talented people in firm.
Purpose of HRM: Human resource manager conduct activities for following aims which
are described below:
 To formulate policies and design system in respect to legislations and act of
government.
 Execute recruitment and selection activity to have sufficient workforce in
organisation by employing appropriate individuals in firm.
 Construct and maintain healthy and friendly relations with employees to sustain them
dedicated and motivated towards job (Brewster and Hegewisch, 2017).
 Determine compensation for staff members in respect to their responsibilities and
their performance and outcomes.
 Conduct performance assessment to analyse abilities of employees by comparing
benchmarks by actual results made by them.
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P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is process through which people are informed about positions that are vacant
in an organisation. This helps human resource manager to invite individuals to apply for job in
according to their capabilities. Apart from this, both internal and external are different
recruitment techniques which HR manager of ASDA uses to manage workforce in company.
Henceforth, these are two types of recruitment approaches which are described beneath:
Internal Approach: This recruitment method is used by human resource manager to fill
vacant posts with existing staff members. Promotion, transfer, demotion, former workers and
employee referral are various techniques of internal approach. These tactics have certain pros
and cons which are stated below (Advantage and disadvantage of internal recruitment approach,
2016):
Strengths Weaknesses
Internal recruitment of ASDA is being
considered as a technique which is less costly,
as HR do not require to invite candidates from
outside world but promote existing ones.
Human resource recruit employee from
existing members, so they have limited choices
for filling vacant positions.
Staff members have knowledge about
organisation and its working environment. This
helps human resource to motivate workers to
conduct tasks effectively for getting promotion
and higher position in company.
Competition in team members result into
conflict and issues between employees. This
impact on their morale and dedication. Thus,
reduction in performance of staff that lowers
productivity and profitability.
External Approach: It is another recruitment method by which HR employ new
candidates in an organisation. This helps management to increase workforce that is add new
talent to conduct business efficiently. Campus placement, employment agencies and professional
associations are different external techniques (Cascio, 2018). These methods have some
advantages and disadvantages that are described beneath:
Strengths Weaknesses
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Management have large number of applicants
to recruit them in according to demands for
post remaining vacant.
It is lengthy process in which human resource
require to invite people and then conduct
selection activities for choosing best candidate.
New candidate brings innovative and creative
ideas which benefits firm to enhance their
production and revenue. This helps human
resource to establish competitive advantage in
against to rival brands.
Training and development sessions of this
company do not stays much effective in nature
which majorly impacts upon performance level
of employees of ASDA.
Thus from above approaches, external techniques are used by human resource of ASDA.
This helps them to employ new candidates for enhancing performance and profitability of
company. (Chelladurai and Kerwin, 2017).
Selection: It is process which is conducted by human resource to select and employ
candidate in company. Interview, group discussion, test and physical examination are various
activities which are conducted by HR. These help them to ascertain capabilities and skills of
knowledge for choosing best person which have capability to work in vacant position.
Management of ASDA uses interview technique to select individuals and recruit new candidates
in firm.
Interview: Personal interview is conducted by human resource to interact with applicant
for acknowledging their skills and capabilities. Management of ASDA mainly follows a strategy
where questions are being asked from candidate depending on their abilities and knowledge.
Henceforth, they are able to select applicant which have capability in respect to vacant post
(Delery and Roumpi, 2017). This method has some pros and cons which are stated below: Strengths: Interview helps human resource to communicate with candidate for analysing
their skills and capabilities. This aids them to select best applicant which will be able to
perform tasks in effective manner.
 Weakness: Human resource capabilities and willingness determine efficiency of interview
process. They interact with applicant so they might not make appropriate judgement in
respect to technical and physical capabilities of a person.
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TASK 2
P3 Benefits of HRM practices within an organisation for both the employer and employee
Human resource conducts HRM practices to have sufficient workforce in an organisation.
Staffing, training, labour relation, compensation are activities which are executed by HR of
ASDA to have skilled and competent people along with managing workforce. These practices
help management to have talented and skilled staff members for providing quality items and
financial services to customers. Thus, HRM practices have advantage on both employer and
employee performance within firm which are described beneath:
Benefits that human resource management practices on employees and their working are
stated below: Training and Development: Human resource requires talented people which possess
capability to conduct operations in effective manner. For this, management of ASDA
organises training and development programmes for enhancing skills and knowledge of
staff members. Sessions, conference, seminars and other exercises are conducted from
which employees are made competent to work with software and technologies
implemented in system (How Do Human Resources Managers Benefit Employees in an
Organization?, 2018). This help management to give quality service and products to
buyers for enhancing sales and profitability. Besides this, staff capabilities are improved
for making them competent to utilise future opportunities. Conflict Resolution: HR manager helps seniors to overcome disputes and problems
which exist in an organisation. Issues and conflicts of staff with management and their
team members are analysed by human resource of ASDA for providing them solutions.
Poor attitude, insubordination, disrespectful workplace behaviour and inappropriate
language are various aspects which result into issue and problem of workers with seniors
or team mates. For this, policies and procedures interpretation and giving suitable
workplace behaviour to subordinates aid management to reduce conflicts.
 Employee Relations: Human resource establishes friendly connection with staff members
for maintaining them dedicated for company. They interact and communicate with
employees to acknowledge issues and conflicts faced by them. This helps management of
ASDA to give appropriate treatment to subordinates for retaining long time. They
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interpret employment legislations that are anti- discrimination, harassment and other to
support team members in legal matters (Donate and de Pablo, 2015).
Benefits that human resource practices have on functionality of employer are mentioned
below: Special Treatment: Human resource conduct HRM practices for which top personnel
give them distinct facilities and position in company. Their role and responsibility is to
manage workforce for having sufficient people in ASDA. This encourages and motivates
to perform activities effectively. Promoting positive behaviour: In an organisation, HR provides positive working
environment and facilities to staff members. Through this, management keep workers
happy to enhance productivity of firm. In ASDA, human resource provides reward and
encourage employee to behave properly. They also get appropriate treatment and benefits
from seniors which increase their morale to complete tasks timely (Grobelna and
Marciszewska, 2016).
 Retaining qualified employees: Human resource manager of ASDA gives subordinates
flexibility and easy access to get remunerations and other facilities. This helps
management to retain skilled and competent people which provide quality products and
services to buyers. Talented staff aid HR to manage challenges and risks for sustaining
performance of company.
P4 Effectiveness of different HRM practices in raising organisational profit and productivity
HRM practices are conducted by human resource to make organisation successful. It is
required for providing positive working environment and facilities to staff members for keeping
them dedicated and inspired towards duties. This helps management to enhance productivity of
company by having talented and skilled employees. Staffing, training, compensation, employee
relations are various HRM practices which are carried by human resource of ASDA. This
benefits them to have talented staffs which conduct tasks effectively. Henceforth, performance
and revenue of company enhances with aid of following practices: Staffing: Human resource of ASDA conduct recruitment and selection process which
help them to fill vacant positions for having adequate manpower in company.
Management is able to provide financial services and products to buyers for sustaining
firm’s position and reputation in market (Guest, 2017).
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 Training & Development: Performance assessment helps HR of ASDA to have
knowledge about skills and capabilities of staff members. From this, training and
development programmes are organised for enhancing abilities of employees. Thus,
business activities are conducted in efficient way through which quality items and
services are provided to buyers.
 Labour relations: HR of ASDA maintains friendly connection with employees which
help them to keep them dedicated to perform tasks effectively. With this, management is
able to make staff work in team for accomplishing goals and objectives timely. Human
resource makes subordinates understand benefits of team working in timely completion
of targets.
Therefore, from these practices, human resource manager of ASDA promotes creative
environment in company. On the other hand, employees mainly tries to stay encouraged and
motivated as well so that to get incentives along with it can create better facilities as well so that
enhancement can be done of productivity and revenue of ASDA. Management recruit employee
in respect to their capabilities which help them to direct for performing tasks effectively. They
give them direction to execute activities for attainment of individual and team goals. Besides
this, training and development sessions are conducted by management to improve their
knowledge and skills. This aid them to enhance skills and abilities of subordinates to deliver
quality services and products to clients (Oke, 2016).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
An employee relation is process which is carried out in an organisation for maintaining
connections of human resource manager with staff members. Management involve team
members in meeting and conference to make appropriate judgements which are beneficial for
firm. This helps them to give value and make subordinates feel valuable part of company
(Sheehan, 2014). Employees are encouraged and motivated to carry out tasks effectively for
accomplishing targets specified by seniors. Human resource takes opinions and suggestions to
employees in respect to changes that require to be made in system in according to market
situation. Henceforth, management make decisions which aid them to enhance productivity and
revenue. These are benefits of employee relations which are mentioned below:
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Early Achievement of Set Targets: Human resource manager maintain healthy and
friendly relations with staff members. This helps them to encourage and dedicate employees to
perform tasks effectively. In ASDA, management make subordinates work in team which aid
them to divide work load. This benefits them to enhance performance of company by execution
of business operations properly. HR maintains good connection with staff which helps them to
inspire and direct them to complete targets within specified deadline (Paillé and et. al., 2014).
Besides this, they also provide them motivation in respect to incentives and reward for attaining
work and outcomes timely.
Ability to Reduce Risk: HR take care that they have skilled and competent people which
aid them to accept challenges and overcome problems in an organisation. They establish friendly
relations with subordinates who help management of ASDA to lower chance of issues and
conflicts. This aids them to have dedicated staffs which conduct tasks in innovative manner for
enhancing functionality of company. Thus, risk in respect to complex market conditions are
handled easily.
Loyalty Of Employees: Human resource provide positive and interactive working
environment to staff members. This helps them to make subordinates dedicated and inspired
towards company. ASDA is famous company in which management promote positive behaviour
aid them to make workers loyal. They willingly conduct activities for gaining incentives and
rewards in against of their performance and outcomes. This also benefits HR to reduce labour
turnover and absenteeism rate which help them to prevent expenses of recruiting new people
(Kramar, 2014).
Increase In Sales And Profit Maximization: HR maintain relations with team members
which help them to increase their morale to perform tasks effectively. In ASDA, management
communicate information to employees about products and services. They conduct training
sessions to enhance their skills to convince and influence customers to purchase items. Thus,
company sales volume and revenue are enhanced which result into improvement in brand image
and market position.
P6 Key elements of employee legislation and its impact on HRM decision making
Government frame laws and act for securing rights and safety of people in an organisation.
It is necessary that human resource manager have knowledge about employment legislations for
providing appropriate facilities to staff members. Management of ASDA frame policies and
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provide duties to employees to accomplish objectives. On the other hand, it is required for
business firms to focus on employment legislations that can easily help firms in raising interests
of them towards their tasks and jobs. It is essential that human resource frame policies and
decisions in respect to distribution of work to staff (Shen and Benson, 2016). Henceforth, these
are employment legislations which management consider while making decisions are stated
below:
Data protection Act, 1988: This law was formulated by government of United Kingdom to
safeguard personal information of buyer. It is essential that important data of customers which is
stored by management is control and prevented from misuse or altered by another people. For
this, it is required for business organisations for establishing the authorities to protect data of
staff and clients. ASDA a retail store that consists with a database of both employees and
customers. It is human resource management's duty that subordinates data is protected from
being altered by other people.
Health and Safety Act, 1970: This law was framed by government of UK to ensure that
employees get appropriate working environment and facilities in a company. In this act,
authorities define policies and rules in respect to safety, health and welfare of staff members. It is
HR manager of ASDA responsibility who design system and infrastructure which is risk and
hazards free. Thus, health and life of employees are secure which help them to easily attract large
number of candidates to apply for job (Jennings and Stadler, 2015).
Equality Act, 2010: This law is constituted by government of UK to take care that all
people get equality in an organisation. It is human resource manager duty that they provide work
to candidates in according to their skills and capabilities. Equal pay, sex discrimination, race
relations and disability discrimination laws are constituents of this act. HR of ASDA requires
giving equal treatment, work and monetary benefits to employees. They need to frame policies
and protect staff members from discrimination by seniors and team (Ones, Viswesvaran and
Schmidt, 2017).
Thus, these are different employment legislations which HR manager of ASDA requires
to consider while making decisions in respect to formulating policies. They even need to provide
appropriate working environment for safety of health of employees. Apart from this, it is
required to deliver right treatment or facilities to employees so that they may start performing
well within the organisation and this may easily help business firms in easily attaining specific
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