An Assignment

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Human Resource Management

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Table of Content:

Contents
Introduction: ................................................................................................................................................. 3
Comparisons between Human Resource Management and Personnel Management: ............................... 3
The Functions of Human Resource Management: ....................................................................................... 4
The Role and Responsibilities of HRM in Asda: ............................................................................................ 5
The Impact of the Legal and Regulatory Framework on HRM:..................................................................... 5
Reasons for Workforce Planning: ................................................................................................................. 6
The Stages of planning and Human Resource Requirement: ....................................................................... 6
Comparison of the Recruitment and Selection of Asda and Microsoft: ....................................................... 7
Effectiveness of the Recruitment and Selection Techniques in Asda and Microsoft: .................................. 8
Link between Motivational Theory and Reward System: ............................................................................. 8
The Process of Job Evaluation and Other Factors for determining pay: ...................................................... 9
Effectiveness of Reward systems in Asda: .................................................................................................... 9
The Methods to Monitor the Employee Performance: .............................................................................. 10
Explanation of the Reason for the Cessation of the Employment:............................................................. 10
The Procedures of Employment Exit:.......................................................................................................... 10
The Impact of Legal and Regulatory Framework on Employment Cessation Arrangements: .................... 11
Conclusion: .................................................................................................................................................. 11
Reference: ................................................................................................................................................... 12

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Introduction:
Human resource is the valuable and the best element of an organization for achieving the
ultimate goal. Human resource is the heart of an organization. Standard recruitment and selection
process help to find out the skilled and qualified people for the job. Human manager of
organization plays a great role to recruit and select the valuable human and appoint them in the
work place. Training and development process helps to increase the potentiality of the workers in
the work place. Manager should motivate the employee in various effective ways. Organization
generally uses reward system to encourage the employee to do the work by providing their level
best efforts.

Comparisons between Human Resource Management and Personnel

Management:
Human resource management (HRM): HRM is a strategic approach to the employment
management that concerned with the most valuable assets in the organization-people and leads
employee for using their efforts and skills to achieve organizational goal.
Personnel management (PM): Personnel management is an important part of management that
concerned the employee and their relationship within a firm.
The basic difference between HRM and PM:
1. HRM is an updated technique to organize people and PM is a traditional approach to
manage employee within an organization.
2. HRM involves recruiting, selecting, development of employee, motivating, and maintain
human resource but personnel management involves employee administration, labor
relation, their welfare etc.
3.

HRM is goal-oriented approach on the other hand personnel management is employee

oriented that works for employee satisfaction.

4. HRM provides more training and development opportunities to the employee but
personnel management provides less training and development.
5. HRM provides opportunity to the employee to participate in decision-making but in PM,
decision comes from top-level management according to the organizations rules and
regulation.
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6. HRM is a strategic function relates with top to bottom human resource manager but
personnel management is a routine function that connects with the personnel manager.

In spite of having these differences between HRM and PM, HRM and PM have basic similarities
that both are employee related.

The Functions of Human Resource Management:

HRM consists of a set of function, which is human resource planning, job analysis, staffing,
training and development, motivating employee, performance appraisal, career planning, labor
relations, record keeping etc. These functions lead to achieve the goal of organization.
1. Human resource planning: Human resource planning is initial function of HRM that
researches and determines the vacancy and number of employee needed to accomplish
the organizational goal.
2. Job analysis: Job analysis relates with the description of the nature of job and identify
the skills and qualification that needed to perform.
3. Staffing: It includes recruitment and selection of people for the job. Recruitment a way
to gather people for filling up the organization vacancy and selection is to identify the
skilled and qualified people and ensure their appointment in the organization.
4. Training and development: Training and development helps to increase knowledge and
develop skills for accomplishing the job effectively.
5. Performance appraisal: Human resource professionals develop performance appraisal
to monitor the all function and ensure that it is at acceptable level.
6. Career planning: Career-planning activities indicate and measure individuals potential
effort in the organization.
7. Record keeping: Record keeping is a basic and fundamental function of HRM. It
consists of recording, maintain, and updating personnel information for future purpose.

All these functions help to develop a proper human resource management and achieve
organization goal.
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The Role and Responsibilities of HRM in Asda:

Human resource management plays a great role in Asda by preparing best personnel planning,
strategic human resource planning and practices concentrated on better employee performance,
employee satisfaction and maintains excellent corporate culture and environment. The
responsibilities of HRM in Asda include strategic human resource planning, setting performance
level based on employee capacity, identifying best employee force and exploring the potential of
the recruitment, establishing a favorable work environment in the work place, build up a good
network among the employee within the organization, provide authentic and fast information to
the all department when necessary, ensure best efforts of the employee in the work and ensure
greater personnel satisfaction of the employee in the organization. The key responsibility of
HRM in Asda is to ensure the involvement of all workers in the work place and assists to
develop a strong and favorable corporate culture in the organization. The HRM in Asda plays a
great role to manage welcome induction program and star program to acknowledge the best
customer service.HRM ensures the better training and development program for the employee to
enhance their skills and ability to the work within the organization. The high-level loyalty and
goodwill is the strength point of Asda HRM family work environment and the engagement of all
workers in the work place. The recruitment and selection process of Asda ensures the best-fit
human resource for the job. The quick changes of world that means globalization and the
diversification of job is a little threat for Asda HRM.

The Impact of the Legal and Regulatory Framework on HRM:

The legal and regulatory framework is concerned with the ethical issues and the laws of the
authority that ensures the good relationship between the employees and the employers and keep
favorable work environment in the organization, maintain the discrimination of the employee,
legal working ages and ensure the security and healthy work environment for the employee. In
sex discrimination, Act 1995/97 says that men and women are equal in the work place. They
should paid same salary and they should not be discriminated because of their marital status and
sexual fact. Disability Discrimination Act 1995 and 2005 provides the same opportunities for the
disable person and they must not be discriminated and it considered as an unlawful task.
Employment Relation Act 2004 provides the explanation to build up a good relationship between
management and labor union. The last source of legal and regulatory framework on HRM is
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employment tribunal. Therefore, we can make sure that legal and regulatory framework establish
an ethical and favorable work environment in the organization.

Reasons for Workforce Planning:

An effective workforce planning is an essential task of a successful human resource
management. An effective workforce planning helps to appoint exact people in the right place.
Workforce planning is set of process and procedure that helps to determine the exact number of
employee needed to fill up the vacancies and ensure skilled people joining in the workplace.
Workforce planning ensures to achieve the goal by leading employee effectively and efficiency
in the organization. Asda develops such workforce planning that helps to bring such people who
are familiar with the present product and know how to behave with the customer for their
satisfaction. Asda uses an exclusive recruitment and selection process. Asda fill up 70% of its
vacancies for the leadership team and the previous year it filled up 80% of their vacancies by
internal promotion. Asda find out best skilled and qualified people for the organization because it
maintains a great workforce planning. It serves training and development for enhancing the work
capacity to the workers.

The Stages of planning and Human Resource Requirement:

Human capital is a vital asset of an organization. Human resource planning helps to determine
the job vacancy and find out the way to fill up the gap to achieve the goal. The stages involved in
planning and human resource requirements given in below:
Research of human resource: Human resource planning needs to internal and external analysis
of the organization to determine the contemporary available human capital stock level. It
facilitates the SWOT analysis of the organization including job analysis.
Determine the vacancy: To indentify the demand for future situation of sufficient and skilled
human resource is an essential task of planning and human resource requirements.
Supply forecasting: Supply-forecasting deals with the anticipating supply of the work force in
the context of current and future adequacy of human resource in the organization.

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Compare of demand and supply: Comparison way helps to find out the equilibrium point
between demand and supply to solve the gap position of the job in the organization. It helps to
hire more work forces in case of demand and assists to reduce the overstaffing at a moderate
level in the organization.
Action plan: The last stage of planning and human resource requirement is action plan. It works
for fill up the gap and reduce the overflow of the human resource in the organization. Action
plan includes recruitment, selection, placement, promotion, training and development,
motivation etc.

Comparison of the Recruitment and Selection of Asda and Microsoft:

Recruitment and selection process helps to choice skilled and qualified personnel and appoints
the in the job. Recruitment process is the first steps to fill up the gap by advertising, job analysis,
job description, attracts applicants, and ensures their presence in the selection exam.
Selection is the process by which the top-level manager selects the applicant by interviewing
them depend on their skills and qualification in the organization.
Asda provides online application to the applicants by requiring their essential information. After
online application, company calls all candidates for face-to-face exam, and then selects them for
the job and assign to the work place.
Microsoft offers job opportunity for the qualified people in online. Applicants should provide
required information and needs a test exam in online. After online exam, the passed applicants
should call for interview and face-to-face communication in the organization. At last, the finally
qualified people are selected for the job in the organization.
The recruitment and selection process of Asda and Microsoft are similar. But Microsoft
emphasis more in recruitment and selection than Asda.

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Effectiveness of the Recruitment and Selection Techniques in Asda and

Microsoft:
Both Asda and Microsoft use online recruitment and selection process for filling up the gap by
skilled and qualified people to achieve the organization goal. The online opportunity of
application provides flexible and easier application process to the candidates. The online
recruitment process enhances the speed of the whole process, increase the effectiveness and
efficiency by providing easier and flexible application opportunity. Asda and Microsoft also use
social media, other electronic media and channel and access to the private firm to manage the
qualified and skilled people for the job in the organization. These recruitment and selection
techniques ensure the qualified personnel who shares culture, belief, and experience with his
colleagues. The job analysis and job description of Microsoft is more effective than the Asda, so
Asda should also use the system of Microsoft.

Link between Motivational Theory and Reward System:

Motivation and reward are same approach to influence the workers for performing the best
performance in the organization. Motivation is a set of functions for convincing the personnel in
the organization. On the other hand, reward system is the same approach to influence the
employees to attain at the time of finishing the job. Reward system may be financial or nonfinancial in the organization. Financial rewards include the cash payment for the job and nonfinancial reward includes employee promotion, achievement, praise, employee congratulations
etc.
Maslow says on his motivation theory that employee needs five basic need to fulfill their
satisfaction. According to Maslow,s theory manager focus on balancing satisfactory
relationship, opportunities for self-satisfaction and monitoring.
According to the Herzbergs two-factor theory, there are two basic needs, one is hygienic factor
and other is motivation factor. This theory tells that manager pays more attention on job
enrichment than money as motivation factors.
There are positive and negative enhancements suggested by McGregors X and Y theories. X
theory says that people does not like to do the work but Y theory says that people are generally
interested to do the work.
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Companies use both of negative and positive approaches to achieve the expected performance
from the employee. Therefore, motivational theory and reward system is the same approaches in
the organization.

The Process of Job Evaluation and Other Factors for determining pay:
Job evaluation is exclusive process that potential for the organization and must do as orderly one
by one step for the betterment of the organization. At first, manager should clear job evaluation
its significance. Then manager should inform all department and human resource to work as a
team. Teamwork needs to perform in a stage and share ideas, belief, and build a relationship.
After this manager should select jobs from all departments for evaluation. An investigator
committee investigates all selected job in details. The committee uses analytical and nonanalytical methods to evaluate the job. Analytical method includes factors comparison, points
rating, and proprietary brands. Non-analytical method includes job-ranking, classification of job,
paired comparison. Investigator analyzes these factors to evaluate the job. Job evaluation is
essential for determining the payment of the employee.
There are some valuable and influencing factors to pay the workers in the organization. These
factors include organization size, seniority, skills and qualification of the employee, industry
sector, and environment, employee performance that is the primary and basic reward for the
employee.

Effectiveness of Reward systems in Asda:

A reward system of a company is influencing the workers to do the work by providing best
efforts by giving them monetary and non-monetary rewards. According to the Bratton and Gold,
reward system is a combination of extrinsic and intrinsic reward for the employee. The extrinsic
reward consists of bonuses, commissions, salary raise, promotion etc and intrinsic rewards
include feedback, trust, recognition, relationship etc.
Effectiveness of reward systems in Asda depend on the best evaluation of job and maintain a
standard reward system. Asda always inspires and welcome the employee all times for new idea
and innovative idea in the organization. Asda always recognized the individuals and team for the

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best performance and celebrated the employees best work. Asda provides discount card for the
personnel. Asda provides bonus scheme annually for the employee. .

The Methods to Monitor the Employee Performance:

Monitor is a system to investigate the performance of the employee works within the
organization. There are some popular monitoring methods to determine the performance of the
worker. One of the most popular methods of monitoring is observation. Observation method is a
system to monitor the performance when the workers perform in the work place. It is a system to
see in own eye. Many company hire specialist to observe the whole work system. Another
method of monitoring is feedback. Feedback system enhances the work capability and helps to
fill up the gap point in the organization. Comparison of the performance against the standard
determine in the planning is another system to monitor the performance. Company sometimes
uses 360-degree appraisal to monitor the employee performance in the organization.

Explanation of the Reason for the Cessation of the Employment:

Cessation of employment is the break of work by employee in many cases. There are many
reasons for cessation of employment such as retirement, expired the duration of employee age,
dismissal, resignation, job redundancy, finishing of the contract time etc. An employer can cease
an employee if the employee would break the rule and regulation, companys law, and if he
would do anti-social works or anti-law work. There is an age limit in companys law after this
age an employer can cease an employee, this is called retirement. Voluntary termination is
another cause for employee cessation. An employee can take cessation if he does not like the job
or if he gets attractive offer from the other company or his personal reason.

The Procedures of Employment Exit:

The procedures of employment exit refer the system by which an employee can take leave the
present job or am employer can give the leave to the employer. There is companys own rule and
regulation to exit or terminate job of Asda and Microsoft. Microsoft and Asda use termination
procedure to reduce employee turnover in the work place. When an employee wants to leave the
job, company undertakes an interview to justify the reasons for termination. If the causes are
relevant and individual shows the appropriate reasons for leave, then company takes step to exit
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the job and give permission to the employee. If the employee is more skilled and qualified who
wants to leave, company try to keep him by providing more facilities.

The Impact of Legal and Regulatory Framework on Employment

Cessation Arrangements:
There are many impacts of legal and regulatory framework on employment cessation
arrangements such as job security, decrease the discrimination in work place, decrease the
unexpected dismissal, unlawful termination of employment, minimize unfair dismissal, financial
security for employee etc. Employee gets opportunities for job security by cessation law.
Company cannot give leave the employee in case of discrimination such as age, beliefs, cast,
race, religion, sexual orientation etc. The legal and regulatory framework helps to minimize
unfair dismissal. Unfair dismissal is the sacked from the job illegally. On the contrary, wrongful
dismissal refers to dismissal of someone without notice. In the above cases, the framework offers
proper support to the employee. In case of the cessation of employment because of redundancy,
retirement, capability or resignation, employee must entitle to catch the outstanding money from
the employer. Therefore, it is clear that legal and regulatory framework on employment cessation
arrangements is very essential for the employee and helps maintain healthy environment in the
work place.

Conclusion:
Therefore, skilled and qualified workforce is needed for the betterment of organization and helps
to achieve the goal in a certain time. Standard recruitment and selection process helps to gather
skilled and qualified people and they support to gain the certain goal. Proper training and
development helps to enhance the skilled and increase effort in the work place. Organization
must maintain a proper and fair reward system and manager should use attractive motivational
theory to satisfy the employee and helps to do the work by giving best effort.

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Reference:
Boxall, P., Purcell, J. and Wright, P. (eds) (2007). The Oxford Handbook of Human
Resource Management. Oxford: Oxford University Press.
Storey, J. (ed.) (2007) Human Resource Management: A critical text, 3rd edition.
Boxall, P. and Purcell, J. (2006) Strategy and Human Resource Management.
Basingstoke: Palgrave Macmillan.
Bartton,J and Gold,J (2007). Human resource management,4th Ed.Palgrave.China
Colling,T (1995).Experiencing turbulence: Competition, Strategic choice and the
management human resource in BA.Vol.5.pages.18-35
Guest,D.E(1987). Human resource management and industrial relations: Journal of
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Caldwell,R(2003).The change roles of personnel managers:Old ambiguities,New
uncertainties

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