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Contents
Introduction................................................................................................................................3

LO1............................................................................................................................................4

P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................4

P2 Explain the strengths and weaknesses of different approaches to recruitment and

selection..................................................................................................................................5

LO2............................................................................................................................................6

P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................6

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational

profit and productivity............................................................................................................7

LO3............................................................................................................................................8

P5 Analyse the importance of employee relations concerning influencing HRM

decisionmaking......................................................................................................................8

P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.....................................................................................................................9

LO4..........................................................................................................................................10

P7 Illustrate the application of HRM practices in a work-related context, using specific

examples...............................................................................................................................10

Conclusion................................................................................................................................11

Reference..................................................................................................................................12
Introduction
Human resources management is the strategic approaches to managing human resources in
the organization. Effective management of people helps the organization to achieve the
organization goals. Most of the work has been accomplished by the employees. As a junior
Human resource manager, this report is prepared in the context of the ASDA PLC and
submitted to the Human resource manager. The human resource department of the ASDA
require change for the reason it is essential to reconstruct the human resource. This report
evaluates purposes of HRM, functions, key elements etc. The recruitment and selection
process is also important. The success of the organization depends on the skilled employee.
Without an effective recruitment program, it will be difficult to get a skilled employee.
However, the details about the HRM is illustrated below.

ASDA is a British retail company. Almost all kinds of the product have sold by this retail
shop. From 1949 since today it operates its business with good efforts. It has business in 600
locations of the world. They have over 165000 employees.
LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organization.
HR is one of the significant functions of any organization. It works as the hub among the
functions. HR is responsible for recruiting, selecting, training of the employees. The staffing
activity of ASDA includes recruiting, selecting, managing and provide training to right
employees for the right place. The HR department prepares guideline in the workplace
accruing to the law of the country. The government of the country impose law regarding job
and employee right. HR must maintain these laws in the workplace. The HR at first find the
need for employees in the organization and then start the staffing activity. The HR was also
responsible for terminating any employees for the breach of the employment contract. In
staffing, the HR is also responsible for arranging training and development program for the
employees. It encourages employees and increases the efficiency of the work.

The HR of ASDA is also responsible for developing new human resource in the organization.
The training and development program develop good attachment among the employees with
the workplace (Ivancevich and Konopaske, 2015). It will reduce the employee's turnover. The
employees become more efficient and the service and product quality of the organization will
increase in the market. The manager must provide feedback, feedback helps the employees to
identify their weakens and in which part they have to develop to improve the work.

HR motivates the employees in the workplace. Sometimes employees feel demotivated to

work. The selected employees are talented but the HR has to motivate the employees for
doing work. Motivation reduces the negative impression of the employees and drives them to
work for achieving the organizational goals. It increases the productivity of the employees
and reduces the turnover rate. The HR of ASDA plc motivates the employees for increasing
productivity.

The HR of ASDA should provide proper remuneration and compensation to the employees.
It is the main motivating force that drives the employees for work. The HR must maintain
tech-based and effective payroll system in the workplace so that employees get their proper
compensation in time. The employees need both financial and non-financial reward. It also
motivates them to work. So, the HR must prepare an effective compensation system
including both financial and non-financial reward.
Another important function of HRM is to job analysis and job evaluation (Andresen, 2016).
HR must pale the right person in the right place of the organization. The HR of ASDA must
prepare workforce planning before recruitment, risk management, compensation planning
and performance management system along with the health and safety system in the
workplace. The HR must ensure these facilities in the organization otherwise the employees
may not stay in the workplace.

The HR of ASDA monitor the employee's behaviour and their work progress. The effective
and talented employees get promotion and the ineffective and lazy employees are terminated
form the organization. The evaluation process is done by the HR of the organization.
P2 Explain the strengths and weaknesses of different approaches to
recruitment and selection
Recruitment and selection refer to the identifying the need, define the requirement of the
position, advertise the position and them choose the most important employee for the post.
This is the actual process of recruitment and selection. This recruitment and selection have
done in two ways. Internal and external recruitment approaches. The strength and weakness
of these approaches are elucidated below:

In the internal recruitment process, the post is filing from the existing workforce. Sometimes
in the company, there may arise vacancies in the crucial post where the trusted and skilled
employees are essential (Sparrow, 2019). In that Company used to recruit an employee from
the internal sources. Internal recruitment allows the employee to transfer from the one
position to the other. It may be a promotion or it may be transferred from one department to
the other department. ASDA PLC recruits employees from internal sources. ASDA maintain
employee performance sheet. By observing the employee performance, they select the
employee for internal recruitment. However, this recruitment process has some strength and
weakness. The most important strength of this process is cost-effective. Within very low
budget organization can recruit employee. This recruitment process encourages the employee
to work more effectively and it also boosts the morale of the employee. The weakness of this
process is the organization doesn't get any fresh blood. Sometimes promotion and transfer
create conflict among the employee.

The external recruitment process refers to when the organization thinks to fill the vacancy
from the outside candidate (Chen, 2018). The external recruitment creates competition in the
organization. This process also has some pros and cons. The external recruitment process is
very costly. After recruit, the employee ASDA PLC require to arrange a training session.
Without training, it will be difficult for the employee to understand the objectives of the
organization. This process has some weakness also. Sometimes the organization may not find
any suitable employee for the organization. Even after the recruitment employee must need
training. So, it cost a lot.

There is another way of recruitment. Which is online recruitment? This recruitment takes
place virtually. Employees have submitted their CV and other papers through the website or
apps. After getting all the CVs the recruitment Board of the organization screen the CVs. The
applicable candidate proceeds for the next stage. In the next stage, candidates are called for
Viva-voce. This Viva Voce may take place in Skype or any other virtual platforms. Through
this way ASDA PLC also recruits employee. This process has both strength and weakness.
The organization can accomplish the recruitment process without any hassle. Moreover, an
employee from a different region can also take place in the recruitment process. This is one
of the cost-effective ways of recruitment. The weakness of this process is this online process
lack accuracy and reliability. Organization need a huge investment to develop this process.
However, a small organization cannot use this process so easy. It may require skilled
operated. Sometimes technical problems arise.
LO2
P3 Explain the benefits of different HRM practices within an organization
for both the employer and employee.
Both the employer and employee get benefited from the practice of different practice in the
organization. The HR team of the ASDA provide some benefits to its employer and employee
and these are illustrated below:

Training and development program are both significant for the employer and employee. This
cross-training program increase employees and employer skills and effectivity. Sometimes
training increases the confidence of the employee. Both of these parties feel motivated after
getting proper training (Brewster, Mayrhofer and Morley, 2017). Training keeps employees
up to date. Recent knowledge and skills are very important for the employee. Employer
training makes them more knowledge to guide the employee in the organization. sometimes
organization takes initiative the change. Without proper training, it will be difficult for the
employee to adopt it. As a result, the employee started to resist to change. The only training
program can help them to understand the consequence of change. The employer also needs to
understand the change. If they cannot get enough knowledge about change, they cannot
control the employee and implement the change in the organization. Without inventing on the
employee ASDA PLC can never build and effective talent force in the organization.
Retaining employee is also important in the organization. Employer training helps them to
learn about these tactics. Moreover, training increase the job satisfaction of both employer
and employee. This satisfaction leads them to work more effectively in the organization.

Performance appraisal program is another crucial practise of HR in the organization. This

practice benefited both the employer and employee (Schneier, 2019). By this program, the
organization gives value to the contribution of the employee. In increases the morale of the
employee and the employer. ASDA PLC maintains the employee performance sheet. By
observing the performances, they awarded the employee. Both the employee and employer
may get awarded in the performance appraisal program. Its enthusiasm for the employee to
work more effectively and efficiently. The job satisfaction of employer and employee get
increased. They become more dedicated to the organization. Employees also receive
incentives and bonus based on their performance. It increases the working environment of the
ASDA PLC. The overall workforce of the company become effective.
Effective HR practice in the organization work with the motivational factors of the employee.
Employee motivation is very important for getting an effective outcome from the employee.
Like employee require proper remuneration, good working environment, well-organized
culture etc. proper HR practice work with these issues. Like working environment.
Employees always want a good environment where they can work well. All the employee
wants a good relationship among themselves. They want equality and diversity in the
workplace. If HR fails to ensure these factors, they cannot motivate the employee. ASDA
PLC successfully manages these factors. They build a good working environment for the
employee, good remuneration, appraisal program etc. However, all these factors increase the
skills of both employer and employee and lead the organization to success.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity.
The HRM practices of ASDA include employee's security, training and development of the
employees, performance-based compensation, employee voice etc. All employees need job
security in the organization. Otherwise, the employees will leave the organization and it
reduces their productivity also. So, ASDA must provide job security to the employees for
raising organizational productivity. If employees leave the organization very frequently it will
increase the cost of the organization and it reduces the profit of the organization. SO, HR
must prepare an integrated employee management system in the organization. The job
security retains the talented employees in the organization.

The HR of ASDA must need fair recruitment and selection system in the organization. It will
encourage talented employees to work for the organization. It will aid the organization to get
talented and skilled employees from the market. Talented employees increase the
productivity of the organization. Talented employees come with innovation and strategy
which may bring new changes in the organization.

ASDA provide fair remuneration to the employees (Asda.com, 2020). The talented
employees will leave the organization if the work environment gets biased. The management
should give promotion based on work quality and efficiency. It will encourage the employees
to stay in the organization. If any talented employees leave the organization it will reduce
productivity and increase the cost. HR must give reward based on the performance of the
employees. It will encourage the employees to improve their work and it creates competition-
based work in the workplace (Dessler, 2020).

The ASDA HR must provide tarring and development program in the workplace. It makes
good relation with the employees and employees feels they are valued in the organization. It
reduces the employees to turn over and increase the productivity of the employees. All these
investments in the employees increase the productivity and work quality of the employees.
Ultimately the organization get efficient employees who will stay in the organization. In the
end, great productivity increases the profit if the organization. The training to the employees
helps the organization to reduce the cost in time of production. The skilled employees do not
waste any assets of the organization. It saves money and increases the profit of the
organization.
The HR of ASDA must provide an opportunity for the employees to balance their work life.
Most of the employees leave because of excessive pressure in the work and very less time for
the family. So, HR must help the employees for work-life balance.

All these activities of ASDA HRM will increase the productivity of the employees and
ultimately increase the profitability of the organization in the long run.
LO3
P5 Analyze the importance of employee relations concerning influencing
HRM decision-making.
Employee relationship refers to the relationship between the employer and the employee.
This relationship makes the task easier for both parties. Co-operation among the employer
and employee is very essential. This harmony in the organization can build a good working
environment where both parties work for attaining organizational objectives (Connell and
Teo, 2018). This relationship has some bases upon which it is built. Like the employer should
concern about the employee's rights and obligation. This commitment of the employer
towards the employee builds a good relationship. ASDA has so many functions. These
functions need to operates well to attain the goals. Without a good employee relation, the
interrelationship among the function cannot be established. So, the ASDA PLC try to
maintain good employee relations in the workplace.

Most of the job has performed by the employee in the organization. The employer always set
the direction. If these parties have a good relationship than an effective result can be
generated. The employer set the performable task for the employee and employers are easily
accomplished the task. So, for achieving organization objectives the importance of employee
relationship is countless. Retailing talent in the organization is very important. For the
recruitment of the employee, the organization has to invest a lot. If the employee left the job
for any reason the organization face so many difficulties. So, retaining talent in the
organization is very significant. For the retaining employee, good employee relationship is
important. Reducing work conflict is another task of the employee relations team. Managers
have to spend a large portion of time to alleviate the conflict between the employee and
employer. If a good relationship exists between the employer and employee that they may
arise very tittle conflict. For conflict management, good employee relationship is important.

Decision making in the ASDA company is a very crucial part. In this decision-making talent
employees takes place. If the top executive finds that they have talent employee in the
hierarchy it will be very easy for them to undertake large activities and operation for the
organization. This leads the organization to earn huge profit. Without a skilled employee,
they cannot accomplish objectives (Connell and Teo, 2018). So good relationship between
the employee and employer affect the decision making in the ASDA PLC. In the UK retail
industry, intensive competition is found. Talent employee and harmony of the employee help
the ASDA PLC to face competition. Employee empowerment, teamwork is an effective way
to achieve organizational goals. All these can happen if good employee relationship exists in
the organization.
P6 Identify the key elements of employment legislation and the impact it
has upon HRM decision-making.
Every country has some employee legislation law which must be followed by the
organizations of the country. The HR of the ASDA must follow the employment legislation
in all the HRM activity. Otherwise, if the company breach any law, it has to face many
financial penalties from the government. There is some employment legislation like equality
in the workplace, fair remuneration system, working environment, disability discrimination
act, data protection act, race relation act and health and safety act. The ASDA HR department
must follow these laws while conducting operational activity in the UK. This regulation helps
ASDA to keep good relation with the employees and trade unions.

ASDA should provide a good working environment for the employees. The workplace should
consist of proper health and safety equipment. The company will be responsible for
maintaining hazardous and harmful chemicals and equipment. The company must provide
PPE for any hazardous task.

The company must provide equal remuneration to the same employees. The HR cannot
discriminate the remuneration based on race, age, sex (Skedinger, 2018). All the employees
with the same position should get equal payments. According to the age discrimination Act,
the ASDA cannot terminate any employee forcefully who are age more than 40 years. The
HR of the company should give family leave with pay to the employees. It helps the
employees to balance the work and life. The HR of ASDA must maintain these laws
otherwise they will lose the talented employees and also get a penalty from the government.

All these legislations have an impact on the decision and activity of HR. The practices of HR
must consist of these laws. For example, the management of ASDA should provide strict
commands to HR about equal payments and remunerations. The company must follow the
guideline in the recruiting and selection process. The company should obey the disability act
and cannot terminate any employees only for his or her disability.

The company should protect the women act in the workplace and safe the women employees
from bullying and sexual harassment (Lightle and Doucet, 2014). It should strictly provide by
the HR department to all the employees. Any misconduct from employees should get strict
punishment. All these laws encourage employees from another country to join and it makes
the workplace heterogenous. The new employees will come with new talent and strategy. HR
should provide a warm welcome to the fresh blood in the workplace.
All these legislation and Act has an impact on the decision making and practice of HRM of
ASDA. So for proper operation and employee relation, the HR must obey all the law in the
workplace.
LO4
P7 Illustrate the application of HRM practices in a work-related context,
using specific examples

Job Description

Job Title: HR Executive

Location: London

Submission: Senior HR Manager

Department: Human Resource Management

Job responsibility:

 Prepare HR planning for the Organization.

 Require understanding of employment legislation and laws.
 Operate the recruitment and selection process.
 Prepare the employee performance sheet and evaluation report.
 Maintain the employee’s payroll application
 Arrange a training program for the employees.

Job description:

 Any post-graduate from the Human Resource Background can apply for the job.
 Good communication, managerial, and decision-making skills are preferable.
 Maintaining secrecy in the workplace
 Conflict resolution and employee motivation ability
 Teamwork and leading skills for getting the highest outcome from the employee.
 Have the ability to work in any location and situation.
 Have expertise in the MS office and other HR-related applications.
 Curriculum vitae
of
Samantha Lewis

Personal information:

Name: Samantha Lewis

Nationality: England
Residence: London
Employment and work experience:

September 2012- October 2017

Junior HR Executive- Unilever UK

January 2018- March 2020

The HR manager of Tesco PLC

Educational Experience:

Completing BBA and MBA on HRM from the University of Oxford.

Interest and achievement:

Get an award from Unilever Company for best employee of the Month.
Documentation of preparatory notes for interviews

Essential Criteria Notes

Master`s Degree in Human Resource
Management
Managerial experience in executive level

Ability to manage individual employees

Ability in numerical skills

Ability to build teams and lead teams

Creativity and Analytical skills

Assessing organizational skills

Ability in oral and written communication

Strong and advanced knowledge of research

and awareness of HR developments
 A job letter to the Selected Candidate
05-09-2020

Samantha Lewis

125, Street Road, London

Dear Samantha,

ASDA selected you as the Junior HR executive for the HR department. Heartfelt
congratulation and a warm welcome to the company. You have passed all the stages of the
recruitment process.

Your salary will be 10000 euro per month with all the insurance facility. So, the HR team
requested you to join the ASDA company form the 1st October 2020.

Sincerely

Andrew Voges

HR manager

ASDA
Conclusion
This report highlights all the core practices and function of HRM in ASDA company. The
students get a good knowledge of HRM after doing this report. HRM is one of the significant
functions of any organization. As an organization have to maintain their human resource at
first. Any mistake in human resource management can create a big problem for the
organization. Good employee relation with the employees gives a competitive advantage in
the market. The employer must give proper working place to the employees otherwise the
company will fail to retain the talented employees. The HRM must follow all the
employment legislation in all of the HRM practices and activity.
Reference
Andresen, m., 2016. human resource management practices. [place of publication not
identified]: springer international pu.

Asda.com. 2020. Asda.Com - Online Food Shopping, George, & More. [online] Available at:
<https://www.asda.com/> [Accessed 6 September 2020].

Brewster, C., Mayrhofer, W. and Morley, M., 2017. Human Resource Management In

Europe. Amsterdam: Elsevier/Butterworth-Heinemann.

Chen, K., 2018. External Recruitment As Incentive Device. Hong Kong: School of

Economics & Finance, University of Hong Kong.

Connell, J. and Teo, S., 2018. Strategic HRM. Prahran, Vic: Tilde University Press.

Dessler, G., 2020. Fundamentals Of Human Resource Management.

Ivancevich, J. and Konopaske, R., 2015. Human Resource Management. New York:

McGraw-Hill Irwin.

Lightle, J. and Doucet, E., 2014. Sexual Harassment In The Workplace. [United States]: Axzo
Press.

Schneier, C., 2019. Performance Appraisal In Organizations. Univ. of Colorado.

Skedinger, P., 2018. Employment Protection Legislation. Cheltenham, UK: Edward Elgar.

Sparrow, P., 2019. International Recruitment Selection And Assessment. London: Chartered

Institute of Personnel and Development.