TABLE OF CONTENT

Task 1: Understand the difference between personnel management and human

resource management.
2
A. Differences between personnel management and human resource management...2
B. The function of human resource management department.3
C. Role and responsibility of line manager.5
D. The impact of UK legal and regulatory framework on managing human resource...6

Task 2: Understand how to recruit employees...7

A. Reasons for human resource planning....7
B. Stages involved in human resource planning..................................................................8
C. Recruitment and selection process.....9
D. Effectiveness of recruitment and selection process..10

Task 3: Understand how to reward employees in order to motivate and retain them11
A. Link between motivational theory and reward..11

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B.

The

process

of

job

evaluation........................................................................................12
C. Effectiveness of reward systems....................................................................................13
D.

Method

used

to

monitor

employee

performance...........................................................14

Task 4: Know the mechanism for the cessation of employment.14

A. Reasons for cessation employment
14
B. Employment exit procedures.15
C. Regulatory framework on employment cessation arrangements..................................16

REFERENCES18

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Task 1: Understand the difference between personnel management and

human resource management
A. Differences between personnel management and human resource management
The organization function that focuses on the effective management, direction, and
utilization of people; both the people who manage produce and market and sell the
products and services of an organization and those who support organizational activities.
It deals with the human element in the organization, people as individuals and groups,
their recruitment, selection, assignment, motivation, empowerment, compensation,
utilization, services, training, development, promotion, termination and retirement.

(Tracey, 1994)
ASDA has a human resource department which helps the company to achieve its goals
and objectives. The companys managers use HRM plans and strategy to resolve its
issues around training and development of his employees, communication, rewards and
benefits.
Between human resource management and personnel management some experts say that
are some basic differences but others says that are no difference in their meaning but can
be used interchangeably.
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B. The function of human resource management department

SORUCE:

https://www.google.co.uk/search?

q=HRM&biw=1280&bih=671&source=lnms&tbm=isch&sa=X&ei=5Kx0VO7yF5L67
QappoGoBA&ved=0CAYQ_AUoAQ#facrc=_&imgdii=_&imgrc=xLqUmPueszIZjM
%253A%3Bao6qXH8yuGQGhM%3Bhttp%253A%252F%252Fwww.deokin.com
%252Fimages%252FCRM.jpg%3Bhttp%253A%252F%252Fwww.deo-kin.com
%252FHRM.aspx%3B610%3B342

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HRM is one of the four key functions of any organisation, the others being FINANCE,
operations and marketing. HRM involves consideration of:

workforce planning

RECRUITMENT and selection

training

appraisal

motivation and EMPLOYEE RECOGNITION

At the heart of HRM is the need for effective workforce planning. This involves
conducting audits to establish the organisations workforce requirements both now and in
the future. This information allows the HR department to plan to ensure they recruit
appropriate numbers of workers with the required skills. The diagram illustrates an
overview of the main stages involved in RECRUITMENT and selection.
Recruitment
Tthe success of recruitment of employees is measured by the number of position they fill
and the time take to fill them. The human resource management conducts interviews and
coordinates the hiring efforts with managers responsible for the final selection of
candidates.

Safety
Is an important function because the company must provide a safe working environment
for his employees. The function of HR is to support training about safety and maintain
federally mandated logs for injury
Employee relation
In HRM the employee and labor relation may be combined and handled by a specialist or
by separate function. Employee relations concerned with measuring job satisfaction,
resolving conflict and employee engagement

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Compensation and Benefiti

Include evaluating competitive pay practice and setting compensation structures
coordinate activities of retirement and insures.
Compliance
Is a critical HR function. The company must be aware of federal and state employment
laws.
Training and Development
The company must provide employees with all the tools necessary for their success
which means gives training and professional development
All of these functions influence the companys performance. Managers utilize HRM
function to fulfill the companys objectives, irrespective of their department.

C. Role and responsibility of line manager

Managers are responsible for the smooth running of their department and where
necessary they work beyond their shifts to ensure the department remains in good order.
Managers also have a more difficult time changing their rotas, adjusting their
working hours to suit their domestic situations , or taking off time for personal events,
even though the policies allowing time-off do apply across the board.
In human resource management a central role plays the line manager because they are
charged with HR-related tasks such as interviewing people for employment, filling out
the appraisal forms of performance. In ASDA, line managers work behalf of human

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resource management by giving training to employees and dealing with complaints on

behalf of them and the customers.
The line managers of the company are responsible for many aspects like:

they are working with employees in order to identify the measurement that could
be used to improve the business performance and ensuring that the staff
experiencing performance are appropriately managed

ensuring the employees understand the consequences of not improving

setting standards of performance which are realistic and measurable by

incorporating targets, deadlines and further support.

Proving adequate supervision, reasonable support and encouragement so

employees can meet their objectives

Identifying problems or reasons for under performance.

D. The impact of UK legal and regulatory framework on managing human resource

The legal and regulatory framework represents the law and regulation that summaries all
the legal requirements that should be meet. These laws make sure that the company is
aware of any legislation and make sure that all employees are safe on workplace.
The main legal and regulatory frameworks which have an impact on HRM are:

Data protection Act-this act control the way information is handled in the
company and gives employees the right to know what information the company
holds about them.

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 Health and safety Act-is an important act in HRM for the safety of employees but
also for the company. With these act the company must fulfill with health and
safety regulations and acts.

Equal employment opportunities and Pay Act: has a good impact on HRM by
providing an effectual work environment. This act makes fair results in the
employment area.

Employment protection-has a positive impact because the role of HRM is to

protect the company and Employees.The Company has an income insurance
policy that covered the employees if they are unable to work due to an illness or
injury.

Task 2: Understand how to recruit employees

A. Reasons for human resource planning
HR planning is basically developing strategies in order to match the size and skills of theemployees to
meet the companys needs. The HR planning processes assists companies torecruit, keep and optimize
the employment of the personnel needed to match the organizationsobjectives and to meet the changes in
the external environment.This process include carrying out a skills analysis of existing staff, also carrying
out a forecast of the manpower, and finally taking actions to make sure that the supply meets the demand.
Andalso we may incorporate the development and the training and retaining strategies thatcompanies
have to use.
Evaluate future recruitment needed because ASDA needs staff that know the productsthat
the company is selling and know how to put those products and make great offers inorder
to catch the customers attention and interest so they can buy them despite theactual
economic situation

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Creating training programs for the employees as for example the store staff needs
to have good communication skills, they need to put the products in the right
place and always be updated

Building up promotion and careers development to motivate the staff and offer
them a better place to work so they can perform well.

Avoid redundancy as it can have a bad effect on the other employees

Evaluating future needed equipments, technology and premises.

Controlling the staff wages and salaries while keeping the competitiveness of the
salaries

B. Stages involved in human resource planning

Strategic HR planning is an important component of strategic HR management . It links
HR management directly to the strategic plan of your organization. Most mid- to large
sized organizations have a strategic plan that guides them in successfully meeting their
missions. Organizations routinely complete financial plans

to ensure they achieve

organizational goals and while workforce plans are not as common, they are just as
important.
Assessing current HR capacity

Based on the organization's strategic plan, the first step in the strategic HR planning
process is to assess the current HR capacity of the organization. The knowledge, skills

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and abilities of your current staff need to be identified. This can be done by developing a
skills inventory for each employee.
Forecasting HR requirements
When forecasting demands for HR, you must also assess the challenges that you will
have in meeting your staffing need based on the external environment.
Gap analysis
The next step is to determine the gap between where your organization wants to be in the
future and where you are now. The gap analysis includes identifying the number of staff
and the skills and abilities required in the future in comparison to the current situation.

C. Recruitment and selection process

Applications are registered through Asdas online recruitment system, Asdas HR team
then shortlist appropriate candidates for interview or an assessment centre. Two
documents are vital here: a job description and a personal specification. A job description
indicates what the job entails, specifying what tasks will be undertaken by the appointed
colleague. The personal specification outlines the essential and desirable personal
qualities and skills required for the role. These inform applicants and help managers
select the candidates that best match the requirements for the position. The assessment
centre known as either Asda Reality or Asda Magic provides an opportunity for
candidates to demonstrate their strengths which align to Asdas culture, beliefs and way
of working. When recruiting internally, an appraisal is used to help inform the selection

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process. An appraisal is where a colleague discusses their performance, skills and

development opportunities with their manager.
Once selected, the final part of the recruitment process involves providing appropriate
training. At Asda, each new colleague is put into a specific training plan designed for
their role. This is based around the companys Colleague Steps process which has three
key stages Step In, Step On, Step Up. This training varies from attending training
workshops to taking formal qualifications relevant to their role.

D. Effectiveness of recruitment and selection process

Asda promotes career opportunities on its dedicated careers website. When recruiting, it
aims to attract and retain talented colleagues with the best fit for the job. Part of the
attraction comes from offering competitive salaries and benefits such as its Sharesave
scheme and colleague discounts. In 2013 Asdas Sharesave scheme had record payouts
where 19,040 colleagues shared 61.7 million.
Asdas online recruitment process has improved the speed and efficiency of recruitment,
making applications easier for candidates and selection faster for management. Asda
advertised 27,000 jobs last year and its dedicated careers site handled over 1.5 million
applications. Asda also uses social media channels such as LinkedIn, as well as
recruitment firms such as Remploy, to access the widest range of potential recruits when
advertising job vacancies.

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Task 3: Understand how to reward employees in order to motivate and

retain them
A. Link between motivational theory and reward
Employee motivation is defined as the willingness or effort exerted by the employee in
order to achieve goals of the organization and this phenomenon of motivation is universal
and results because of certain unsatisfied desires of the employee. The basic motivation
process has four steps; an individual has certain preferences and likes and dislikes that
he/she wants to fulfill. When these wants and desires are not satisfied, a drive or
motivation is created in that person to achieve that goal (Gunkel, 2006).
Asda understands the importance of staff in the success of the business, and makes every
effort to keep them happy and motivated ensuring it remains flexible and creative in its
employment practices. Asda believes in open communication and takes pride in
delivering reward and recognition strategies.
For ASDA is important to keep his employees motivated. In order to increase the
employees involvement in work the company use different motivational theory like
Maslows higher order skills and also follow elements from McGregors theory Y view of
workers.
Maslows theory shows that human beings are controlled by some internal forces,
and reject the idea that their behaviour is controlled only by internal or external factors.
Maslow's motivation theory is based on the idea that human behaviour is influenced by
the both internal and external forces. He emphasizes that people has the ability to make
their own choices and exercise free-will.
McGregor in theory Y recommends that the organization should reorient based on the
human behavioural change. More co-operations, maximum output with minimum control
and self-direction is predominant among workers. It is also seen that there is no conflict
between individual and organizational goals. The emphasis is on very smooth running of
organization with greater participation of individuals. In comparison with Theory X
where McGregor recommends managers to have a close supervision, to exert energy in
order to achieve the companys objectives and to have a tight control.
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B. The process of job evaluation

Job evaluation is the rating of jobs according to a specifically planned procedure in order
to determine the relative size and worth of each job. It examines the contents and
requirements of jobs and measures these against a standard scale. This result in job
grades, scores, levels or ratings whereby jobs can be compared with other jobs
to determine their relative worth.
The process of job evaluation involves certain number of steps:
1. Job Analysis-this is the first step in job evaluation which involves a study of the jobs
the company has in her organisation. Through this analysis the company obtained
information of the job content.
2.

Compensable Factors-represent the next step in job evaluation in which the

company decide what is paying for.

3.

Developing the Method-the third step is to select the method use to evaluate the job.

4.

Job Structure-in this step the company compare the jobs in order to develop a job
structure.

5.

Wage Structure-the final step is pricing the job structure to arrive at a wage
structure.

C. Effectiveness of reward systems

Reward Systems are a critical part of any organization's design. How well they fit with
the rest of the systems in an organization has an important impact on how effective the
organization is and on the quality of life that people experience in the organization. Over
the past decade, some new reward systems practices have become popular in order to
align reward systems with the important changes that are occurring in the way
organizations are designed and managed (Lawler, 1990; Schuster and Zingheim, 1992).
This chapter begins by considering the role of reward systems in an organization and how

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reward systems in organizations can be designed. It then it focuses on the fit between
reward systems and the high-involvement approaches to organization design which are
becoming increasingly popular. Finally, it considers the role of pay system change in
large scale organization change efforts.
In order to monitor the employees performance ASDA use certain methods such us
observation and feedback and certain performance standards. ASDA give the accurate
shape to the employees and what the company expected from them by observing and
providing feedback. The performance standards of the company are realistic, measurable
and are expressed in term of time, cost, quality and performance is compared with a
criterion that must be accomplished by employees. Employees are interviewed about
their performance in order to identify the strengths and weaknesses and to create a plan to
improve them.

D. Method used to monitor employee performance

In order to monitor the employees performance ASDA use certain methods such us
observation and feedback and certain performance standards. Sainsbury give the accurate
shape to the employees and what the company expected from them by observing and
providing feedback. The performance standards of the company are realistic, measurable
and are expressed in term of time, cost, quality and performance is compared with a
criterion that must be accomplished by employees. Employees are interviewed about
their performance in order to identify the strengths and weaknesses and to create a plan to
improve them.
The supervisor can then determine whether recognition or coaching is needed for the
employee.
The form should contain enough space for the observer to take note of different
occurrences or ideas he or she may encounter through out the process. This way the
observer can give examples when noting a discrepancy.

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Task 4: Know the mechanism for the cessation of employment

A. Reasons for cessation employment
The Human Resources Department of an organisation typically oversees the transfer of
employees within an organisation, as well as the end (termination) of their contract of
employment with that company.
Good human resource practice involves looking after employees at every stage of their
working life. In the modern age people frequently change their jobs within the same
company - perhaps being transferred to another department or location. Human
Resources are responsible for making sure that all of the appropriate paper work is
handled effectively (e.g. recruitment/selection/pay etc).
Termination of employment may be as a result of a number of factors including
retirement, dismissal and redundancy. When employees retire after a long period of
service to a business, they will need some form of recognition for their service.
There are two type of termination, voluntary termination where an employee is resigned
from his job for reasons like finding a new job or retirement, and involuntary termination
where an employer is fairing or removing an employee from his job usually because the
employee has a poor performance.
While employers understand that employees may need to take occasional time off for
sickness, deaths in their families, vacation and even personal days, employees who are
consistently absent from work may be subject to termination. Frequent absenteeism and
lateness can have a negative impact on productivity, profits and company morale. This is
especially true when managers, directors, vice presidents and other company heads miss
a substantial amount of time. Employees who frequently come to their workplace late, or
leave the office before their assigned shift is up, may also be subject to termination
depending on their companies' work schedules.
(Miranda Brookins, Demand Media)

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B. Employment exit procedures

The most important reasons for ASDA to faire his employees are:

The employee violated a well known company rule-is a legal reason that ASDA
can use to justify the employee termination. In order for this reason to be upheld
in a court law the company must prove the existence of that rule, the employee
knowledge, the violation of the rule and other things.

The employee doesnt perform-is a second reason and one of the most important
reasons for an employee termination. In order to be able to defend in a court law
the company must prove that the employee is incompetent.

The company has economic problems and wants to reduce workforce-layoffs is

a common reason for termination, especially for a large company like ASDA.

Procedures for terminating employment:

Resignation or retirement-the notice must be submitted to the human resource
department. If the employee fails to give his superior the notice the company can take
legal action and may hold his salary.
Death of an employee-Human Resource will give in writing condolences to the family,
will calculate the outstanding salary.
Abandonment of employment-if an employee has an absence more then 10 days from the
work without any reason will be considered employment abandonment.
Termination due to unsatisfactory performance-the company can terminate employment
his employee gives an unsatisfactory performance. The employee will receive a four
weeks notice.

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C. Regulatory framework on employment cessation arrangements

Termination of an employment relationship is one of the most important institutes of

labour law because it closely affects both parties in their contractual relationship.
Therefore, it is necessary for the legal regulation to comply with the fundamental
principles governing labour law and expressed both in international instruments and
national regulation. These fundamental principles can be considered as follows:

the right to work together with the protection of stability of employment

prohibition of discrimination

freedom of work together with the prohibition of forced labour

The termination of an employment contract is a unilateral statement that expresses the

intention terminating an employment contract. After being made clear to the other party,
the employment contract becomes terminated. The possibility of terminating a contract
exists for both contracting parties, for the worker and the employer. Taking into
consideration that a termination of an employment contract is a unilateral legal action, the
dispute arises between the side that wants to terminate the contract (most frequently the
employer) and the side that wants to continue the employment.
(2012 International Conference on Economics Marketing and Management)

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REFERENCES
https://www.google.co.uk/search?
q=HRM&biw=1280&bih=671&source=lnms&tbm=isch&sa=X&ei=5Kx0VO7yF5L67
QappoGoBA&ved=0CAYQ_AUoAQ#facrc=_&imgdii=_&imgrc=xLqUmPueszIZjM
%253A%3Bao6qXH8yuGQGhM%3Bhttp%253A%252F%252Fwww.deokin.com
%252Fimages%252FCRM.jpg%3Bhttp%253A%252F%252Fwww.deo-kin.com
%252FHRM.aspx%3B610%3B342

http://www.scribd.com/doc/28234914/HR-Planning

http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm

file:///C:/Documents%20and%20Settings/X/Desktop/New%20Folder
%20%283%29/Selection%20-%20Effective%20recruitment%20and%20selection%20%20Asda%20%20%20Asda%20case%20studies,%20videos,%20social%20media
%20and%20information%20%20%20Business%20Case%20Studies.html

file:///C:/Documents%20and%20Settings/X/Desktop/New%20Folder
%20%283%29/The%20ASDA%20case.html

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