The human resource management is the activity which ensures the proper management of employees in an organization for acquiring several goals and objectives of the business. This report will discuss about the case of Sainsbury’s which is the largest supermarket in the UK in which HRM manages the staff members in the UK. In this, discussion of functions and objectives of human resource management will take place for
developing an organization. The skill and talent of the employees for the growth and benefit of the organization will be on the basis of the selection process of the HRM and HR Assignment Help in which weakness and strengths of the employees will also be discussed. In this for developing the organization, the need of the idea and relation of the employees in the organization which is putting impact on the
organization and UK legislation and engagement of employees in an organization will also be discussed.
Get free samples written by our Top-Notch subject experts for taking assignment help services.
P1 Explain the purpose and functions of HRM, applicable to workforce planning and resourcing an organization.
Explanation of HRM:
Bạn Đang Xem: P1 Explain the main areas of HRM in their contribution to creating sustainable performance
The major motive of Human resources management
is to achieve various organizational goals and business objectives. The HR department is responsible for managing the functions of the organization and they are also responsible for hiring, recruiting and the whole selection process. Sainsbury’s is the largest supermarkets in UK. They plan each and everything in the organisation from hiring new individuals to assign various duties and responsibilities to the employees. They also manage disputes among employees and make the use of resources in an
optimum way (Gahlawat and Kundu, 2019).
HRM’s purpose in the organization:
The Human Resources management is responsible for managing the work and skills of employees and they also plan and strategies various ideas and techniques for the effective functioning of the organisation. They also maintain the productivity and profitability ratio of the organization. They also assure positive mindset to the employees by providing healthy and positive environment and
surroundings to the employees. There are two types of HR practices used by the Human Resources management, hard and soft practices in order to provide directions to the employees so that business objectives can be achieved (Aust et al., 2020).
For improving the performance of the organisation and employees; they regulate various theories and concepts so that they can easily make control over certain things in the organisation. And on the other side, they also motivate and encourage the
employees by which the employment engagement towards the organisation can be increased. Soft HRM practices are mainly adopted by the HR department so that they can easily empower employees.
Recruiting and hiring new individuals:
The Human Resource department is responsible for the taking interviews and for the whole selection process. They set various criteria and requirement of skills for making selection of the new
employees. They are responsible for identifying staff shortage in the organization and then conduct the selection process.
Provide trainings and developing skills:
For improving the skills and knowledge of the employees the Human Resources department is responsible and plays a major role in providing proper training and coaching to the employees so that they can easily develop their knowledge according to the organization’s norms and conditions. For providing
training they conduct various training programs and seminars (Karak, S., 2019).
Managerial functions of HRM:
The organization’s management is responsible to direct, organise and control various activities and tasks. They are responsible for planning various strategies and innovative ideas. They need to manage various tactics and strategies in order to maintain the growth and development of the organisation.
Performance appraisal of
The HR department is also responsible for making appraisals according to the performance of the employees. They need to check daily-to-daily feedbacks of the employees; on the basis of that criterion they can easily manage providing rewards and promotions to the employees (Hassan, 2016).
Welfare of employees:
The term welfare of employee’s means to satisfy the employees by providing environment that is healthy and positive. The
Human resources department adopt those rules and regulations which can be easily understood by the employees so that they can adapt them in order to improve their performance and skills.
Maintaining the record of employees:
Sainsbury’s has large numbers of employees working in their organisation, because of this they have to maintain the employee’s record that is their joining date, per annum salary and total working hours in the organisation.
Explain the strengths and weakness of different approaches to recruitment and selection.
Sainsbury’s is the largest supermarket in UK, because of this they need to recruit or hire those individuals that are qualified and have good skills and knowledge so that with help of those employees they can improve the productivity and profitability of the organization. There are two types of recruitment methods, one is external recruitment method and other is internal recruitment method, with the
help of these methods they recruit and select as per the individual’s skills and capabilities. The best fit practice and best practice model are the two types of the approaches that are used by the organization to make a good reputation in the competitive market (Sparrow and Otaye-Ebede, 2017).
The term best fit practice means the proper coordination between the organizational objectives and the needs of the human resource management. And the other term best practice model means to execute
various plans and strategies to achieve organizational goals and business objectives.
Internal recruitment method:
From the term internal recruitment means transfer of existing employees, promotions etc. this type of process is very effective as the employees already know the norms and regulations of the organization (DeVaro, 2020). This internal method of recruitment has its own merits and demerits,
With the help of this recruitment process,
the total timing in recruiting individuals’ decreases as they are already appointed in the organisation and the HR manager already estimated their criteria of performing duties and responsibilities. The employees adapt the culture of the organization as they already know about it. The procedure of internal recruitment is quite easy and affordable because the management don’t need to advertise about vacancies in their organization. By promoting employees and by increasing their incentives the
organization’s like Sainsbury’s can increase the engagement of employees so that employees stay dedicated and committed towards their work which ultimately helps the organization in the growth and development (Farndale et al., 2018).
The procedure of promotion and transfer got hindered as some managers don’t cooperate with their team members. If some employee got promoted then their position remains vacant just because this; the management needs to conduct
the selection process for hiring someone for that position. Due to competition in the organisation because of promoting other employees, conflicts and disputes may occur.
Figure 1: Recruitment method
(Source: Author, 2020)
External recruitment method:
With the help of employment exchange they can easily hire new individuals. The term employment exchange means a kind of organisation that provides jobs to applicants on the basis of their experience and
abilities (DeVaro, 2020). There are various ways by which organizations can recruit new individuals,
This is a procedure of recruiting young individuals from their colleges or universities while practicing internships. This is the procedure of providing employment to them when they are pursuing their degrees (McDonald, 2019).
This is the procedure of conducting online interviews by the HR management
for selecting new individuals; this is a kind of easy process (Ladkin and Buhalis, 2016). On the basis of these online interviews and tests they hire them (Holm and Haahr, 2019).
With the help of social media:
The social media helps in providing job and employment regarding advertisements, through Facebook and Instagram people got to know about new jobs and recruitments (Holm and Haahr, 2019).
With the help of various promotions
and advertisements they can easily provide structure and culture of the organisation so that applicants get an idea about the jobs criteria. In this method they can easily hire applicants on the basis qualification and knowledge (Ahmed and Ahmed, 2019).
Online recruitment is quite costly process of hiring individuals as so much money is required in doing advertisements. Because of this process conflicts may occur in the organisation as the employees are not
aware about the structure and culture of the organisation.
In Sainsbury’s the HR management should adopt those mix approaches and techniques for selecting new individuals according to their skills, knowledge and experience.
P3 Explain the benefits of different HRM practices within the organisation for both the employer and employee.
The Human resources department has a major role in the functioning of the organisation. They are the one who is responsible for the
growth and development of the organization. They need to manage everything in the organisation from planning to assign the work and projects to the employees. They are the one who direct, organise and make control over the tasks and activities of the organisation. The HR department is responsible for implementing various strategies and plans in the organisation. They organise various training programs and seminars for making improvements in the skills and knowledge of the employees that helps
them in their career enhancement. In Sainsbury’s the management’s various practices and approaches help and provide benefit to both employer and employees as well (Hassan, 2016).
Employee motivation and development:
The major and important role of HR management is to motivate and encourage employees towards their business goals and career objectives. For developing and improving their skills they need to conduct various training programs and seminars so that helps
them in their career development. For motivating their employees; Sainsbury’s adopt many motivational theories to provide motivation and encouragement to the employees. The employees are also allowed to choose their shift hours according to their suitability. By providing training and coaching the organisation meant that the employees can make improvements in their personal and professional lives (Hassan, 2016).
Effective relations between employees:
Human resources department initiates working in groups and teams so that the relations of employees can be improved and maintained in the organization. With the help of this initiative the organizations can maintain long term relations with the employees so that the turnover of employees can be decrease (Hassan, 2016).
Positive behaviour of employees:
If the management provide healthy environment and surroundings to the employees, the employees will be able to work with positive
mindset. Sainsbury’s should adopt healthy and positive culture in the organization to that the employees can give their best in accomplishing their duties and responsibilities. If the employees got proper motivation and encouragement then only they can focus on their work in efficient manner, and they got motivated if the management provide proper performance appraisals, promotions and higher incentives to them in this way they got encouraged towards their work and stay committed to the
organization (Hassan, 2016).
All these factors are provide benefits and profits to both employer and employees as by implementing HR approaches in proper manner they can easily achieve the set targets and business objectives. And the employees can make improvements in their personal and professional lives and can enhance their career goals.
P4 Evaluate the effectiveness of different HRM practices in terms of raising the organisational profit and
Sainsbury’s is well known supermarket in UK, their main motive to improve their performance and develop growth in the global market while considering all the negative and positive aspects. Their main aim is to operate a successful business operation in order to achieve good profitability and productivity ratio (Rana and Malik, 2017).
Innovative Ideologies and creative strategies:
For making unique ideologies and creative strategies the organization need to
support the employees and provide them a positive environment so that with the help of their skills and knowledge they can make unique ideas and strategies that help the organization in making improvements in growth and development process. The employees can easily make various innovations and new ideas if they got a proper environment and surroundings to work in efficient manner.
The employee’s engagement is highly interlinked with the employee’s contribution
in the organisation. Sainsbury’s can increase their employee’s engagement by providing rewards to them, rewards like promotions, higher incentives etc. by which they can stay dedicated and committed towards the organization. This will help the organisation in achieving a good productivity and profitability ratio. The employee engagement can be increase if the organization provides facilities according to the employee’s requirements (Osborne and Hammoud, 2017).
Positive and healthy
Any organization’s success and growth is totally depends on the contribution of the employees; employees are the main source of contribution in any organization’s development. For achieving organisational goals and business objectives, the organization needs to provide a proper healthy and positive environment and culture so that the employees can work with an ease and meet those business goals. Plus the management also needs to hire those individuals that have sober
thinking and can easily make adjustments in any kind of culture. The HR management also needs to adopt corporate and diversified culture so that those employees who belong from various cultures and backgrounds can easily manage their work in efficient manner. Sainsbury’s should adopt diversified culture in order to provide healthy and social environment to their employees so that they can enhance and improve their career objectives (Hameed et al., 2020).
Analyze the importance of employees relations in respect to influence HRM decision making
The role of the employees in the organization plays very important role in the organization for increasing the profit and productivity in the Sainsbury’s supermarket in UK. The employees in the organization, plans various techniques and strategies for improving the productivity and profit of the Sainsbury’s supermarket. The employees of the Sainsbury’s market are building strong relationship with the
customers so that they purchase the products from the Sainsbury’s supermarket repeatedly by raising the satisfaction level of the customers by fulfilling the needs and the requirements of the customer (García et al., 2017). The relation of the employees is shown with the various points which are listed below:
Higher productivity and effectiveness in the business: The productivity of the employees in the Sainsbury’s supermarket in UK are increased if the
employees of the organization are actively participating in all the responsibilities and work which is given to them. The employees who are giving their 100 percent efforts in improvising the productivity and profit of the Sainsbury’s supermarket by doing their assigned tasks and work are living happily in the environment of the organization and are satisfied with HR management. Through this the manager of the human resource will make fast decisions if the productivity in the Sainsbury’s
supermarket is increased even if there is high chance of the risks present in the contract and in this way the managers of the human resource are showing their trust on the employees of the organization (García et al., 2017).
Working culture in effective way: The managers of human resource of the Sainsbury’s supermarket is encouraging and motivating the employees of the organization so that the employees feel motivated from the behavior of the HR manager which helps
them to finish their assign tasks and work on time with their efforts. The HR managers are promoting the diverse culture and background of the employees which helps the employees in increasing the productivity and growth of the organization as they feel motivated from the behavior of the HR managers as they are giving their complete efforts by completing their assigned work or tasks on time. Managers of human resource are providing equal opportunities to all the members of the Sainsbury’s
supermarket and they feel encouraged from this free diversity.
Customer’ satisfaction: In the Sainsbury’s supermarket, the managers are managing the employees of the organization. The employees of the organization are building strong customer base with the employees in which the employees sells the products of the Sainsbury’s supermarket in such a way that customers purchases the products from the Sainsbury’s supermarket repeatedly which leads to
the increase in the productivity and growth of the Sainsbury’s supermarket. In building the strong relationship in between the customers and employees, communication plays very important role as for selling their products to the customers, employees communicate with the customers so that they can convince them to purchase that product.
If the employees of the organization are treated well then it can affect their performance and they will perform better and by this the staff members for
achieving the higher satisfaction level of the customers, they will provide better services to the customers as per their demand and requirements.
Maintaining strong relationship with the employees, the employee must feel good about their image as they are working in such large organization like Sainsbury’s supermarket. If the employees in the Sainsbury’s supermarket are not treated well then it may affect their performance in certain ways in which one factor is the indiscipline among the
employee of the organization.
P6: Identify the key elements of employment legislation and the impact it has upon HRM decision making
The employment legislation mainly includes few essential elements. They are:
Uniform employment opportunity: The management must be unbiased towards the employees on the bases of religion .caste, creed and every such aspect when it comes to recruitment of its employees. The rights of the employee are covered
under The Employment Opportunity Act (1972) which refers to certain standards that all people have the right to receive fair treatment at the workplace irrespective of the characteristics they have (Vivares-Vergara et al., 2016).
Affirmative Actions: They include certain principles which prevent discrimination on the basis of caste, religion, color etc. these policies are mainly framed to protect the unprotected or the disadvantaged from the
discriminative practices. Several reforms have been taken overtime to provide benefits to them which mainly include better education and housing facilities and increase in wage rates etc.
Sexual Harassments: One of the major concerns includes the sexual harassment in the corporate world of which women are the major victim’s .They majorly includes actions of sexual/physical discomforts and asking favors for extra perks and incentives from the subordinates by the
superiors which has resulted a drop in the working female employees numbers over the years.
Work time regulations: This forms an essential part of HR Legislature. A flexible working schedule must be designed in order to provide a work – life balance to the employees thereby providing them with more efficiency (Vivares-Vergara et al., 2016).
Working Conditions: Another essential element in the list is a proper working environment .It includes various
factors such as hygiene, health and safety, regular and proper remunerations, profit sharing etc.
Trade Unions and Other Industrial Relations: Trade Unions are considered backbones of the employees in the company. They represent the interests of the employees and also negotiate with the employers on behalf of their members. A healthy relations with these unions is must to establish mutual harmony and growth of the company.
It mainly includes financial aid against the occurrence of unforeseen natural events such as retirement, death, disability, etc to the employees. The benefits mainly comprises of retirement funds, medical insurance, disability insurance etc.
Xem Thêm : Việt phép chia có số bị chia là số bé nhất có hai chữ số và số chia là số liền sau của số 1
Evaluate the key aspects of employee relations management and employee legislations that affect HRM decision making:
Employee Relationship Management forms an important part in the current competitive business
scenario. Thus building and maintaining a healthy employee relationship is an important aspect of success of a business. The key elements include:
Open Communication: The key to any effective relationship is open communication. It is essential part as the employees spend majority of the day in the office so it becomes for the employees to feel at ease and feel free to communicate their needs to the manger (Putri et al., 2017).
sense of recognition and appreciation is directly related to a higher self-esteem and increased motivation to increase their efficiency. Proper rewards for the employees increase their competitive spirit and help them work even harder for the overall growth of the company.
Regular Feedback: A proper and frequent feedback including appreciation and constructive criticism gives the employees areas on which they can improve for their improved learning forms an important
part of building relationships between the managers and their teams.
Invest in Employees: Another way for building an effective and harmonically relationships between managers and their employees is by showing some care and affection to the employees .Providing them with extra benefits like gym facilities to maintain a healthy lifestyle , leading some projects of the company , paid work from home options etc.
Figure 2: Engagement of employee’s elements
The consumers of the marketing manager are behaving as their mediators in which all the interactions and communication are managed by the marketing manager. The marketing manager is using many techniques and strategies for the growth of the organization and is also handling the team. Sales engineers, employees and
activities of advertisement are collectively bring together by the marketing manager in which they see whether these people are making progressive strategies or not for implementing so that the organization can grow progressively. There is some information which is required for hiring an employee for performing various duties which are as follows:
Name of the organization: Sainsbury’s supermarket
Working Hours: 8 hours
Title of the job: Marketing manager
· Exaggeration of value of experience cannot be done.
· It requires 8 or more years of experience in some successful or similar industry in marketing
· Experience is required in handling the professional employees
· Understanding of rules of marketing
· Requirement of any bachelors degree in the marketing field or some related field
· Masters in business administration
Competencies and skills of marketing manager:
Communications skills: It requires good communication skills for hiring the marketing manager so that they can interact with the customers and can convince them for purchasing their products.
· Digital skills: It requires deep knowledge on exploring the internet and social with good track record on social media platforms such as Face book, Instagram and Twitter etc.
Perception: it requires good imagination power so it can see big image and can give good advices.
· Good team work and high growth.
· Analyzing the requirement of the initiatives of the marketing.
· Shows commitment of continuous learning
Marketing plans require many strategies and plans for existing products
· Public relations require management of the marketing team and media
· It requires teamwork for introducing new products in the market along with the development of the product
· For creating higher opportunities for the product, it requires analyzing and research
of the products
· It is giving guarantee for marketing of brand communication
Offer letter for the applicants:
Name of the applicant:
Address of the applicant:
Dear applicant X,
We are very happy to inform you that Sainsbury’s supermarket has chosen you for appointing you as a Marketing manager at
Sainsbury’s that is under the retail industry of supermarket. You will have to perform following functions:
Responsibilities and duties of the job:
Xem Thêm : Viết về chủ đề sinh nhật bằng tiếng Trung
It requires handling marketing team’s activities, need active participation in social media activities by advertisements and specialization in making of decisions.
Reporting: Marketing Manager
Working Hours: 7
Vacations: As per the protocols of the business
Compensation and advantages: With the package of medical and dental, sick leaves are given. We are very happy for sending this offer letter to you for your permission and sign so you can join your job from 29th July, 2020.
Human resource Manager
title: Marketing manager
Overview of the organization: Sainsbury’s supermarket is the largest supermarket under the retail industry.
Job preference: Knowledge of field of marketing for 2 years.
· Communication skills
· good behavior
· basic knowledge of
The interested applicants please send their resume on official website Sainsbury’.
This report has discussed about the Sainsbury’s supermarket in which there is a requirement of the skilled and talented employees. This report has already discussed about the functions, motives, weaknesses and strengths of the human resource department. The report has given the job specification, job advertisement and offer letters
which are provided to the applicants. It has also discussed the importance of the relations of the employees in an organization and discussing different methods of practices of HRM. In the last there is a discussion of employee engagement and employees legislation in UK.
You Can Also Read out our Other Assignment Services From the Popular category like Construction Dissertation
Writing Service and Audit Assignment Help
Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in Sustainable HRM?. Human Resource Management Review, 30(3), p.100705.
DeVaro, J., 2020. Internal hiring or external
recruitment?. IZA World of Labor.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context. In Handbook of Research on Comparative Human Resource Management. Edward Elgar Publishing.
Gahlawat, N. and Kundu, S.C., 2019. Participatory HRM and firm performance. Employee Relations: The International Journal.
García, A.B., Munduate, L., Elgoibar, P., Wendt, H. and Euwema, M., 2017. Competent or competitive?
How employee representatives gain influence in organizational decision?making. Negotiation and Conflict Management Research, 10(2), pp.107-125.
Hameed, Z., Khan, I.U., Islam, T., Sheikh, Z. and Naeem, R.M., 2020. Do green HRM practices influence employees’ environmental performance?. International Journal of Manpower.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of Academic Research in
Accounting, Finance and Management Sciences, 6(1), pp.15-22.
Holm, A.B. and Haahr, L., 2019. E-recruitment and Selection. In E-hrm. Routledge.
Karak, S., 2019. Performance appraisal of employees: a literature.
Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment. International journal of contemporary hospitality management.
McDonald, L.S., 2019. The Impact of Campus Facilities on the Recruitment of Students in
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Putri, N.T., Yusof, S.M., Hasan, A. and Darma, H.S., 2017. A structural equation model for evaluating the relationship between total quality management and employees’ productivity. International Journal of Quality & Reliability Management.
Rana, M.H. and Malik, M.S.,
2017. Impact of human resource (HR) practices on organizational performance. International Journal of Islamic and Middle Eastern Finance and Management.
Sparrow, P. and Otaye-Ebede, L., 2017. HRM and productivity. In A Research Agenda for Human Resource Management. Edward Elgar Publishing.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human resource management on performance in competitive priorities. International
Journal of Operations & Production Management.
Free Download Full Sample
What is the contribution of human resources in sustainable development?
Human resource management is critical in supporting the organisation to improve effectiveness, to manage corporate governance and ethical issues beyond economic performance, and to support realignment of the organisation’s future direction and vision of new ways of operating.
What are the main areas of HRM?
8 Key Functional Areas of Human Resource Management. Recruiting and Onboarding New Employees. … . Organizational Structure. … . Performance Management. … . Employee Compensation and Benefits. … . Training and Development. … . Employee and Labor Relations. … . Workplace Safety and Health Issues. … . Employee Satisfaction..
What is sustainable performance in HRM?
Sustainable HRM practices make it possible to achieve the financial, social, and environmental objectives of an organization’s internal and external stakeholders. Moreover, sustainable practices can limit unintended consequences and adverse feedback  and seek outcomes that meet stakeholder expectations.
How can HRM help in building sustainable environment?
Sustainable HRM creates the skills, motivation, values and trust to achieve a triple bottom line and at the same time ensures the long-term health and sustainability of both the organization’s internal and external stakeholders, with policies that reflect equity, development and well-being and help support …
Danh mục: Blog