HRM function Essay Example for Free

HRM social function EssayFlexible working patterns have advantages and disadvantages that impact not unless on individuals notwithstanding in like manner on the business and the economy as a whole. Although flexible working practices and part-time working bear opportunities for pack may otherwise be excluded from the workplace, individuals can feel insecure in such employment, peculiarly if they are constantly working on short-term contracts. There is also evidence that part-time or flexible workers receive less training than their full-time counterparts. In these circumstances individuals can feel their division is undervalued. In turn, insecurities and frustrations experienced by part-time staff may affect their job satisfaction and, ultimately, their performance. This and then impacts on the organisation, as it has to manage higher staff turnover rates. One solution that may subordinate this is that if we think of our lives as inside-out doughnuts, with a core in the middle (the essentials of life) and the bounded space on the outside as our opportunities, workers can achieve satisfaction in other areas of our lives, even if the workers jobs are unfulfilling. APPENDICE 3HRM plays a part in enabling Asda to improve its overall competitiveness in the market place. In the last decade of the twentieth century, we saw a transformation in the way companies like Asda started traffic with the people who were their employees. Instead of seeking to get the trounce out of people just for the sake of the business- i. e. to help oneself it achieve its objectives- the new emphasis termed Human Resource Management (HRM) was that people would only work their best for the company if the company gave priority to identifying and seeking to meet the personal needs and objectives of its employees.This distinction is very subtle- but it is an important distinction to understand. A second important change in people management was a recognition that people work was not just the responsibility of the HR department. It is the responsibility of all managers in Asda- supported by HRM specialists. Increasingly, responsibility for recruitment, selection, appraisal and training is carried out by managers who work on an ongoing basis with employees rather than by a specialist in a centralised HRM function.A tierce key change in people management was that HRM was given a great deal to a greater extent status in Asda. Instead of being something carried on at lower levels of the business, HRM is now recognised as a key strategic area of the business (i. e. one that needs to be given priority in organisational planning involving senior managers). Overall, HRM plays a vital part in Asda and many other businesses alike.If it recruits the pay people with the skills and experience needed for the job, the business forget run smoothly but if it doesnt then they will need to recruit some other people cost a lot of money for advertising, training, etc costing the business a high labour turnover rate. If it is to strive in the market place, not only does it need to meet the needs of the customers, but also of employees. If staff are motivated and incredibly silver in their line of work, they would produce a quality service and production meaning that more people would want to shop at Asda.