P1.

Purpose and Function of HRM applicable to workforce Planning and Resourcing an

Organisation Human resource management refers to the formal system of a company which
are structured to increase the efficiency of company. It is responsible for managing the
human resources of enterprise and align their skills or ability toward the accomplishment of
organisational objective. Main purpose of human resource manager is to hire eligible
candidate with required skills or ability at right place that support in enhancing the
productivity of company.This support in achieving the goals or objectives that are decided by
a company as it help in developing an effective team. Being a human resource manager of
ASDA, it is very essential for them to effectively plan and manage the workforce as it is a
heart of organisation which is responsible for its success.

Workforce Planning: It refers to the process of determining the current as well as future
personnel need and then plan the cost effective methods for recruiting or retaining those
individual for performing business operations in an effective and efficient manner.

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Above given image depict about the workforce planning cycle which consist of six steps that
support a company to implement its workforce planning in an effective manner. These steps
are as given below:

Set Strategic Direction:-This step focuses on collecting information related to annual business
plan, projected need relate to ways for carrying out goals and employees required. ASDA
must determine the ways to achieve objectives and resources that are required.

Analyse workforce:-This step allows to perform deep analyses over current employees in
order to determine the employees and skills that are required to achieve organisational
objectives. By performing this analyses ASDA will be able to determine the reason behind
turnover and requirement of recruitment within organisation.

Develop an Action plan:-This step help in formulating strategies that support in removing the
gap that are found in above two step. Under this step ASDA have to formulate an action plan
as the information collected from above steps by formulating all the strategies related to
employment of people and arrangement of other resources,
Implement Action Plan:-This step include the implement of action plan in operations which
was formulated by higher management. While implementing plan ASDA must include all its
functional department by communication information regarding the plan. This help in
implement plan effectively which ensures smooth running of operations.

Monitor, Evaluate and revise plan:-After implementing plan it is very essential for
management to keep on check the plan to determining its progress. Under this step ASDA
will be able to determine the weakness within project and areas that require improvement in
order to achieve objective of workforce plan.

Functions of Human Resource Manager for Workforce Planning:

Recruitment:- It refers to the process of screening and selecting the right candidate with
required skill and ability based on the objective of particular job (Major Functions of Human
Resource Management, 2017). Recruitment is a main function that support HR manager of
ASDA to develop a skilled and talented workforce that support them in achieving the
organisational goals.

Training & Development:- It is an another function performed by HR manager under which

they attempt to improve current as well as future performance of employees by guiding and
sharing their skills using various activities (Armstrong, 2014). By conducting training
programs HR manager of ASDA will be able to improve the current performance of it
workforce that will help them in enhancing the future productivity as well as capabilities of
employees.

Employee compensation & benefit:- Main function of HR manager is to ensure that each
employee must get fair remuneration for the work performed by them. HR manager of ASDA
must provide fair remuneration to its employees which is very crucial for keeping them
satisfied with their job. As happy employees will contribute more and perform productively
that support ASDA to maintain a workforce which support them in achieving success and
competitive advantage at workplace.

Maintaining good working condition:- It is very essential for HR manger to provide a health
environment at workplace where employee feels free and comfortable to work in order to
maintain workforce effectively (Wilton, 2016). HR manager of ASDA must develop a
working environment which is supportive and where workers are free to communicate. Apart
from this HR manager must motivate its employees either by guiding them or with some
monetary benefits for fostering them to work harder.

P2. Strength and Weakness of Different Approaches to Recruitment and Selection A human
resources manager is responsible for creating and managing an effective team of employees
that are highly productive and contributed toward the success of an organisation. Therefore,
recruitment and selection is consider as one of the crucial function of human resource
manager (Bakker and Demerouti, 2014). So, in order to hire right candidate there are certain
approaches to recruitment and selection process that can be used by HR manger of ASDA.
These approaches are explained below:

Recruitment:- It refers to the overall process of attracting, screening, selecting and hiring
suitable candidate with required skills and ability as per the requirement of a company.
Recruitment includes two type of approaches which are as explained below:

Internal recruitment:- It is a type of recruitment process where an organisation try to fill its
vacant position by promoting existing employees working within a company. ASDA
generally uses appraisal process for recruiting employees from within the organisation. Under
this employees are get promoted as per their quality of performance.

Strength:- Internal recruitment may help in motivating employees as by seeing others,

workers get motivated to work harder in order to achieve the same.

Weakness:- It may create conflicts among employee as when two employees belong to same
designation but only one out of them get promoted.

External recruitment:- Under this type of recruitment company generally invite people from
outside with required skills to fill up vacant position (Baum, 2016). ASDA uses online
platform such as LinkedIn and its dedicated career websites for placing advertisement about
job vacancy in order to attract candidates to apply. This help them in getting large number of
candidates with different skills to select best among them.

Strength:- External recruitment provides an opportunity to assess fresh talent from outside
that may help company to stay competitive.

Weakness:- It may damage the morale of current employees as they may feel lessens their
chance for promotion.
Selection:- It is defined as picking up of right candidate with pre specified qualification and
capabilities to fill up the vacant position within an organisation. Selection includes two type
of approaches which are as explained below:

Systematic:- This process focuses on reducing the personal bias in selection process by
including series of laid down procedure which focuses on selecting the best candidate. HR
managers of ASDA shortlist appropriate candidate from the applications that are registered
over its online recruitment system for interview or assessment centre. After conducting the
interview candidates get their job as per the required skills.

Strength:- It assist ASDA in testing the skill and ability of employees through following
number of step which always results in selecting appropriate candidate for job.

Weakness:- It is a length and time consuming process which also incurred high cost of
company.

Unsystematic:- It refers to a selection approach where recruiter select candidates randomly

and compare their skills with required criteria for job in order to select a candidate for a
vacant position (Brunstein, 2016). This approach can be used by ASDA when there is an
urgency to recruit employees as systematic recruitment is a time consuming process.

Strength:- This approach is easy to perform, less time consuming and help in selecting right
candidates.

Weakness:- The decision taken under this approach is not always reliable.

TASK 2

P3. Benefits of Different HRM practices for Both Employer and Employee

Human resource department is consider as a most essential part of an organisation as it is

responsible for handling the personnel of a company (Clark and et. al., 2016).This help them
in aligning the work done by employees toward the accomplishment of objectives. HRM
activities are beneficial for both employer as well as employees. These benefits can be better
understand using following:-

HRM practices Employer Employee

Training & Training programs help employer to Training and development

development develop a team with required skills programs will support employees
and ability that support in achieving in sharpening up their skills. This
 the desire result. By arranging will help employees of ASDA to
regular training program ASDA will improve their performance that
be able to enhance the productivity further benefit them in getting
of its workforce. promotion.

Employee By maintaining better relation with When employer or employees

relations employees, ASDA will be able to get shares healthy relation within an
support from its workforce while organisation then it help
implementing changes within the employees to communicate their
organisation (Farndale, Brewster and views or opinion with HR
Poutsma, 2014). manager.

Maintaining a By maintaining a healthy working A healthy environment will

positive environment at workplace, ASDA provide several benefits to its
working will be able to achieve higher employees. As they will be able
environment employees retention which support to work effectively and can
in achieving success. It also help in enhance their performance that
keeping employees motivated will provide long term benefit to
toward work that in turn will them such as incentives,
increase the productivity. promotion etc.

P4. Effectiveness of Different HRM Practices for Raising Organizational Profit &
Productivity

HR manager is responsible for the management of employees working within an

organisation in order to keep them satisfied and more dedicated toward their work. For
managing workforce several practices are performed by HR manager of ASDA in order to
keep its employees motivated (Gupta and Shaw, 2014). As it help them in increasing the
productivity of organisation that further support in maximizing the profitability of company.
Following are the HR practices that are performed by managers of ASDA:

HRM Profit Productivity

practices
Training & By providing training on regular Training is organised with an aim to
development bases ASDA will be able to remove the weaknesses of
develop an skilled and competent employees at workplace. This help
workforce as it focuses over ASDA in enhancing the
sharpening up skills of employees. performance of employees which in
This help ASDA in achieving the turn will increase productivity.
competitive advantage at
marketplace which in turn will
support company to earn maximum
benefit.

Employee By maintaining good relation with

 relations employees ASDA will be able to
get support from their employees
in various practices, as employees
will easily accept the changes bring
by management. This help ASDA
in altering its operations effectively
as per the changes in external
environment which in turn will
support in achieving the positive
outcome from efforts and company
will be able to achieve maximum
benefit.
Good relation between employer
and employee is a key to
organisational success. By sharing a
healthy relation ASDA will be able
to influence and motive its
employees more effectively that in
turn will help them in increasing
productivity.

Maintaining ASDA must try to maintain a A positive working environment

positive positive environment at workplace
working which foster employees to work
environment harder and in qualitative manner
that further support in achieving
higher profit at marketplace.
support ASDA to keep its
employees motivated toward their
operations and goal they have to
achieve this support them in
enhancing the productivity of
company. Because positive and safe
environment keep the employees
feel energetic and dedicated toward
work which improve performance.

TASK 3

P5. Importance of Employee Relations in Respect of Influencing HRM Decision Making

HR manager is responsible for formulating plan or policies related to the work performed
within an organisation in order to ensure smooth and systematic flow of work (Helmreich and
Merritt, 2017). Decision taken at senior management level always influence the employees to
a large extent. Apart from this employees also affect the decision taken by management in
several ways such as by raising grievances, not accepting changes etc. For instance
employees can raise their voice against the decision taken by management if they are not
agrees with that which creates conflicts within the working environment. So in order to avoid
these, HR manager must try to develop a good relation with employees in order to achieve
their trust. A healthy relation will help manager in getting support from their employees at the
time of anticipating changes within organisation or taking decision (Marchington, 2016). For
instance, when an HR manager of ASDA want to bring any new technology in their
businesses then they will get support from employees if they shares a healthy relation. As
employees will easily accept and try to implement them in their operation which benefit
company to achieve higher success.

Apart from this good relation will help HR manager of ASDA in getting accurate information
about the internal performance of employees (Snell, Morris and Bohlander, 2015). That
support manager in taking effective and informative decision which support in improving the
culture of organisation. So in order to improve the relation with employees following are
action that can be taken by HR manager of ASDA:

By involving employees in decision making process which help in developing a sense of

belongingness among employees and they further support management in future decision
taken by them.

By providing equal opportunity to employees and fairly remunerating them, as it help in

building trust of employees toward company.

Through maintaining continuous interaction with employees and keeping them updated with
company's policies and procedures.

By developing a transparent communicational system where employees have a freedom to

share their views.

P6. Key Elements of Employment Legislation and its Impact over Decision-Making Process

For managing an organisation effectively without any legal compliances, it is very essential
for an employer to ensure that all the laws and legislations must be followed in respective
manner (Nel and et. al., 2014). As ASDA is the second largest supermarket in the UK, hence
in order to maintain its position in the market it must follow all the legislations. The role of
HR manager is to consider all legislations in regards to employee while formulating policies.
Through, this ASDA will be able to creates good competition for other players working
within same sector. Their are certain rules that must be followed by HR of ASDA while
making decisions:-

Data Protection Act:- According to this act, manager should be loyal with employees and
must not share or misuse their personal information. HR manager of ASDA act as safeguard
protection for workers in an organisation ( Nyberg and et. al., 2014). Therefore, HR manager
of ASDA must consider this law while formulating policies related to employees . As
breaching of this may result in penalisation through government which also affects the
reputation of ASDA.

Health and safety Act:- This law state that employer is responsible for providing the healthy
and safe environment for employees to work. Therefore, HR manager of ASDA must
formulate policies related to working condition of employees on the basis of guidelines
provided under the Health And Safety Act.

Sex discrimination Act:- According to this law an employer must not discriminate its
employees on the basis of gender, they must be treated equally (Taylor, Doherty and
McGraw, 2015). HR manager of ASDA must provide equal opportunity to its employees and
should not discriminate among them. They must formulate policies which provides equal
benefit to employees despite of their gender.

TASK 4

P7. Application of HRM practices in a work-related context Innovative HRM Practices:-

Management Meet:- HR manager of Fed Ex Corporation follows an innovative practice

where they track the employees relation by taking feedback and management meet for
discussing the result and determining new ways of improvement. This help them in keeping
their employees satisfied which leads to performance enhancement.

Training:- Oxfam believes that people development is an important tool for retaining the
employees.They train their employees on regular basis for their as well as organisational
development and also reward them over their improved performance. This help in keeping
employees motivated and satisfied with their jobs by performing better which turn will help
company to achieve greater success at marketplace.

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Job Specification

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CV

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Conclusion

From the above given information it can be concluded that a Human resource manager is
responsible for managing the employees working within an organisation by providing them a
healthy working environment. As employees are consider as a most productive assets of
company on which the performance of whole organisation depends. Therefore, it is very
essential for a manger to share a good relation with employees. Apart from this HR manager
is also responsible for ensuring that all the employment related legislation must be consider
while performing any within organisational practices References

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References

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Armstrong, P., 2014. Limits and possibilities for HRM in an age of management
accountancy. New Perspectives On Human Resource Management op. cit. at, pp.154-166.

Bakker, A. B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A

complete reference guide. pp.1-28.
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Brunstein, I. ed., 2016. Human resource management in Western Europe (Vol. 68). Walter de
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Clark, W. C. and et. al., 2016. Boundary work for sustainable development: Natural resource
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Farndale, E., Brewster, C. and Poutsma, E., 2014. Coordinated vs. liberal market HRM: the
impact of institutionalization on multinational firms. In International human resource
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Gupta, N. and Shaw, J. D., 2014. Employee compensation: The neglected area of HRM
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Helmreich, R. L. and Merritt, A. C., 2017, November. 11 Safety and error management: The
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Marchington, M., 2016. Employee involvement. In Encyclopedia of Human Resource

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Nyberg, A. J. and et. al., 2014. Resource-based perspectives on unit-level human capital: A
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Snell, S., Morris, S. and Bohlander, G. W., 2015. Managing human resources. Nelson
Education.

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Wilton, N., 2016. An introduction to human resource management. Sage.

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