Human Resource Management: Purpose, Scope, and Practices

This document provides an overview of Human Resource Management (HRM) in organizations, including the purpose and scope of HRM, strengths and weaknesses of recruitment and selection approaches, effectiveness of key HRM elements, and the impact of internal and external factors on HRM decision making. It also discusses HRM practices in a work-related context.

3: HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Purpose and scope of HRM in terms of resourcing an organization with talent and skills...3
P 2 Strengths and weaknesses of different approaches to recruitment and selection..................4
LO 2.................................................................................................................................................6
P 3 Effectiveness of key elements of HRM in organization........................................................6
P 4 Effectiveness of different HRM practices in terms of raising organizational profit and
productivity..................................................................................................................................8
LO 3.................................................................................................................................................9
P 5 Internal and external factors that affect HRM’s decision making.........................................9
P 6 Key elements of employment legislation............................................................................10
LO 4...............................................................................................................................................11
P 7 HRM practices in work-related context..............................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM are the operational and functional department which is responsible to handle all the
people related functioning. HRM makes sure that the employees are contributing to the
productivity and efficiency of business. Sainsbury Plc was founded in 1869 which is 151 years
ago and is belonging to the retailing industry. There are more than 1,428 stores of the business
and the key people of the organization are Simon Roberts (CEO), Lord Sainsbury (Life
President) and other chairman’s and stakeholders. The report consists of the purpose and scope
of the HRM in organizations, key elements of this department in business, affects on decisions
making of HRM due to internal and external factors and HRM practices which are going to be
discussed in the further report.
LO 1
P 1 Purpose and scope of HRM in terms of resourcing an organization with talent and skills
Nature and scope of HRM
The process which includes selecting, inducting employees, recruitment, imparting
training and development, appraising the performance of the employees, motivating the
employees, employees safety is being insured by, relationships are being maintained are being
done by the HRM. There are laws and orders as well which have to be implemented in
businesses for the employees and customers which are ensured by the HRM of business.
The main functioning of HRM in Sainsbury is that there has to be good planning of HR
which means the employees which are going to help the organization be able to accomplish the
goals and objectives of the organization. The right employees have to be present in the
organization so that the organization will be able to have a good performance and productivity to
maintain their standards and quality in the market (Yong and et.al., 2019). There has to be good
controlling and directing as well which needs to be provided to the employees from time to time

so that the organization is going to find it easier to function smoothly. Training and development
is going to help a lot for directing the employees on time.
Best fit approaches are those which get in flexibility in business so that the changes can
come in easily in the business. The conditions of the working environment are going to be better
and business strategies are going to be affective (Zhang and et.al., 2019). Best practice
approaches are those approaches which are applied in almost all the organizations in the market
so that the performance is going to be stable in the business.
Hard skills are foreign language, machine operations, computer programming, etc which
are going to be hard for HRM to be adapting to. There are a lot of technological changes like
information technology which is being implemented in the organization so that there is going to
be effective working. Soft skills are motivation, leadership, teamwork, time management; etc
which is well maintained by the HRM of the business so that there is going to be better
functioning of the business in the market.
Sainsbury is having skilled labour so that there is going to be a well maintained
workforce and productivity in the organization so that the organization will be able to operate
effectively. Professional labour market for the management is present in Sainsbury so that they
will be able to operate effectively in the market. The turnover of employees is not present since
the managers and leaders of the organization work for retention of the employees so that the
organization will be able to operate effectively. The company will also not have to spend a lot on
the training and development so that the organization will be able to make a place for themselves
in this competitive market effectively.
P 2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment
There are two types of recruitment processes which are being followed by Sainsbury in
the organization so that there is going to be effective working in the organization. The following
report is going to discuss those factors in detail (Shen, Messersmith and Jiang, 2018).
 Internal recruitment

Sainsbury used this method so that they can make the employees of the organization be well
motivated in the organization. This is an economic friendly method which needs less of training
and development since the employees are getting promoted in this method and they are aware of
the expectations the organization is going to have from them.
 External recruitment
The people who are not associated with the business are given a chance in this industry to
prove themselves and their knowledge about the industry. There is a requirement of a lot of
training so that the standards of the business can be maintained (Bastida, Marimon and Carreras,
2018). New ideas and creativity comes in the organization which is why Sainsbury opts for this
options of recruitment as well.
 Job analysis
To gather information about the candidates so that there is no waste of time and the right
candidates can be hired in the organization (Das and Kodwani, 2018). Sainsbury needs to get in
the right candidates since the company has gained a reputation and standard for themselves in the
market over years and they cannot lose the market share as well.
 Job description
This is a summary of the job analysis which includes the qualification, skills, activities, and
responsibilities one has so that the work load on the HR department can reduce. This gets a first
impression of the candidate therefore this has to be strong.
 Personal specifications
The company gives this so that the candidates are aware about the job which they are
applying for so that the company can also have the right hiring for the work.
Selection
 Employment interviews
Advantages of this process are that the company can find out about the strengths and
weaknesses of the candidates from the way they behave or talk. The way of conducting and

arranging themselves for the interview says a lot for the selection process. Disadvantage of this
process is that this is a time consuming process and also the candidates can misinterpret
themselves in this process in order to get the job (Tung, 2016). This is going to make the
performance of the organization get affected on a large scale.
 Reference & background check
Advantage is going to be of this process that the organization can have the right candidate by
knowing their performance in the last job. The risks of hiring are going to reduce and the
company will be able to maintain their standards. References can lie for the candidates as well
which is a great drawback of the candidate which is coming in the organization.
On-board and induction
It is very important that the employees of the organization know each other so that they
will be able to work as a team. This is going to make the productivity and operations of the
organization increase and the company will be able to give in their best in this competition in the
industry. Sainsbury has been in this industry from a long run which is why it is very essential for
the company to be able to operate effectively in the market which is going to make the
operations of the business improve.
LO 2
P 3 Effectiveness of key elements of HRM in organization
Learning, development and training
Basic Development Training
Differences Development is concern with the overall
growth of the employees in educational
process so that the organization can
benefit from it. This is a long term goal
and the objective of development if to
make the employees be ready for the
The employees can develop their
skills and knowledge so that they
can have the right requirement for
the job. This is a short term
objective and time consuming and
the objective of training is to

challenges which are going to come in
the future (Hamadamin and Atan, 2019).
improve the performance of the
employees in the organization.
Training gap is a report or document to find out the difference between the employees
present condition and the future desired condition and accordingly the planning for training
activities is planned so that there is going to be right improvement which would be visible.
The following report is going to consist of types of training:
 Soft skill development training
This is a skill which needs to be developed in all the employees so that the growth is going to
be present in them. There is going to be good interaction and healthy environment is going to be
present in the market as well. The employees will be able to put forward their ideas and team
working is going to be present which makes the productivity of the organization improve.
 Orientation
This is a very common type of training type which is used by businesses in the market so that
they can make the employees have better functioning (7 Types of Online Employee Training
Programs, 2020). The orientation consists of mission, vision, values, benefits of plan, new hiring,
etc so that there is going to be better understanding of the business with the employees coming in
the organization.
The follow report consists of types of evaluation:
 360 degree
After training is provided the employees are then evaluated on the condition before and
condition after the training is provided in the business so that there is going to be better results.
Sainsbury’s HR department uses this method to evaluate the employees so that there is going to
be better operations which are going to take place (Gallardo-Gallardo, Thunnissen and Scullion,
2017).
 Benchmarking

To evaluate the success of the organization in the market this method is used so that there is
going to be better functioning. Benchmarking is a very essential tool which training can make the
employees reach the expectations of the organization on time so that there is going to be high
performance and results.
P 4 Effectiveness of different HRM practices in terms of raising organizational profit and
productivity.
Job and workplace design
 Extrinsic rewards
The employees have to be given tangible rewards from time to time like salary, incentives,
bonus, etc so that they are going to be motivated on time. Sainsbury is having a lot of pressure on
the employees since they want to increase the productivity which is why the company provides
the employees with this factor so that there is going to be better functioning.
 Intrinsic rewards
These are rewards which are provided to the employees so that there is going to be better
functioning and healthier environment like relations and emotional connection with the work.
This is another way which is a great factor for motivation but mostly worked upon by the Human
resource of Sainsbury (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, 2016).
Flexible organization
There are lot of flexibility types which are present in business and would be discussed in
the further report.
 Numerical
The number of employees required in the organization for the work to be completed is going
to be present in the organization. Extra employees in business are only going to make the
economic imbalance in the business and the organization will not be able to be fair to all the
employees.

 Functional flexibility
Employees of the organization can work in different functions in the organization so that the
roles and responsibilities are going to be shared in the company. This is used in Sainsbury since
the employees are well motivated and they want to develop their professional skills as well.
Handy flexibility model
This model helps the business to get a competitive business environment and the
organization will be able to operate effectively. There are full time workers which are given
more attention to so that the changes and improvement in the company can be made for the best.
There are part time workers in the organization who have to be monitored because they are not
trained according to the standards and Sainsbury tries their best to have minimum of part time
workers in the organization (Boselie, Van Harten and Veld, 2019). Contract employees in the
organization also have a standard to be matched so that there is going to be better functioning
and the organization will be able to benefit and they can get a permanent job in large
organizations as well.
Performance and rewards
The performance of the employees has to be maintained and for that the employees have
to perform according to the standards. There are rewards which are being given to the Sainsbury
are tangible so that the employees keep repeating their actions so that there is going to be better
functioning.
LO 3
P 5 Internal and external factors that affect HRM’s decision making
Employee relations
The employee’s relations in Sainsbury are well maintained so that there can be better
operations and higher sales which can be achieved by the organization. Employees are going to

have a better sense of direction as well as make the decision making easier and smoother
functioning is going to take place in the business.
Employee relations and law
There are a lot of laws and regulations which are present in the market so that there is
going to be good working. Government also has put a lot of laws so that the employees would be
comfortable with the operations of the organization.
 Equality
The employees to have a healthy environment to operate in there have to be good fair
treatment as well for all the employees (Anisimov and et.al., 2017). Equality is a basic need of
the employees so that they feel accepted and the best performance can be taken out of them. It is
when this factor is going to be present will the employees feel more comfortable and confident in
the organization to give in their ideas.
 Health and safety
The environment of the organization has to be healthy and safe for the employees so that they
will be able to give in their personal best. For the employees to give in their best there has to be
healthy environment so that the employees will be able to focus on work and the products and
services produced are going to benefit from them.
 Employment contracts
Sainsbury has a very strong contract for the employee who is same for all and this gets in a
better result for the organization as well overall. These contracts help the organization to be able
to maintain a better performance in the market for better and smooth operations in the future.
There would be better understanding of the business with the workforce and trust is very
important so that there is going to be higher results.
P 6 Key elements of employment legislation
Ethical and social responsibilities

Sainsbury has a responsibility towards the employees and the customers which is why
keeping the social and ethical factors strong in the organization which is going to make the sales
and profitability of the organization increase (Kang and Kang, 2016). Standards and expectations
of the workforce and customers are changing and with time the businesses in the market will also
have to change so that there are going to be higher performance which is going to be present.
Trade unions and workplace representation
Trade unions help in making the organization improve the working conditions and wages
are taken care of the employees of business. There has to be good discipline which needs to be
present in the organization so that the business will be able to operate in a well planned structure
so that there is going to be better results. The decisions which are being taken in Sainsbury are in
agreement of all the members associated with the business so that there is going to be better
results and the outcomes are going to be improved than the competitors in the market (When can
a trade union demand recognition at your workplace?, 2020).
LO 4
P 7 HRM practices in work-related context
Job specifications
Job role
Sainsbury requires a manager for human resource department
Reporting to:
The manager of HR would be report to Simon Roberts (CEO) or Lord Sainsbury (Life
President).
Timing
It is compulsory for the manager of HR to complete 55 hours per week on duty but there are
going to be flexible working hours.
Qualifications
Degree and master in this field, candidates are going to be selected for the further interview. Any
additional degree or course is always going to be given more preference and experience as well

in this field is required.
Hard skills
 There is a difference between the bigger picture and small picture and the manager must
work according to the bigger picture for the organization.
 Should be able to monitor and supervise a large number of employees in the organization
and also provide them with training whenever required so that the productivity and
operation does not get affected.
 Manager of HR has to be highly motivated so that they will be able to motivate the other
employees to give in their best in the business.
Soft skills
 Strong communication is required in Sainsbury so that the clarity and direction of
working is going to be present in the business.
 Difference between friendly and professional environment must be present so that the
objectives and goals of the organization can be achieved and the quality and standards are
going to be same for the customers.
 There has to be flexibility which needs to be present for the employees which comes in
with experience so that there is going to be a fair environment for the workforce to work
within which is going to make the results better.
Recruitment and selection in practice
Technology has made recruitment smoother and faster process which is good because
Sainsbury cannot waste time and need to recruit the right employees quickly.
 Online resources
Through online resource there is better planning which can be done by the organization so
that the company will be able to compete in the market effectively. There are a lot of
improvements which the organization will be able to do when they find more details about the
competitors which are taking away the market share of Sainsbury. There is going to be planning
which would be present in the organization so that the results are going to be better and effective
in nature.

 Social networking
This is a very successful method which can be used by businesses to promote them and get in
the right candidates for the position which is going to make the functioning effective. There is a
detailed information which can be given out to the people so that Sainsbury will be able to
maintain their standards and reputation which they have gathered from years.
There are interviews of the candidates which want to come in Sainsbury which is first
with the manager of HR and then with the head of the department and then with the management
of the company (Looise and van Riemsdijk, 2020). This is a filtering process which has been
used in Sainsbury from a long run so that with the experience of all the right candidate can be got
in which is going to make the working of the organization better and the company will be able to
benefit from it. Short listing is done first from video calling the candidates which are coming
from outside the city so that they are not given false hopes and also makes the processing of the
organization easier. Interview is only to understand the behaviour of the candidates so that there
is going to be better standards and reputation which the organization can have in the market.
CONCLUSION
From the above report it can be concluded that it is very important for businesses to have
a good HRM practices in the business so that there is going to be smooth functioning. The HRM
have to control and monitor the employees and as well as motivate them from time to time so
that they tend to give in their best in the organization. There is a reputation and standard which
all the businesses have for them in the market which has to be maintained and HRM maintain a
healthy internal environment for the employees to work within.

REFERENCES
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employee job satisfaction in nonprofit organizations. Annals of Public and Cooperative
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Boselie, P., Van Harten, J. and Veld, M., 2019. A human resource management review on public
management and public administration research: stop right there… before we go any
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Das, R. and Kodwani, A.D., 2018. Strategic human resource management: a power based
critique. Benchmarking: An International Journal.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2017. Special issue of International
Journal of Human Resource Management. A contextualized approach to talent
management: advancing the field.
Hamadamin, H.H. and Atan, T., 2019. The impact of strategic human resource management
practices on competitive advantage sustainability: The mediation of human capital
development and employee commitment. Sustainability. 11(20). p.5782.
Kang, S.W. and Kang, S.D., 2016. High-commitment human resource management and job
stress: Supervisor support as a moderator. Social Behavior and Personality: an
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Looise, J.K. and van Riemsdijk, M.J., 2020. 15 Globalisation and Human Resource
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Shen, J., Messersmith, J.G. and Jiang, K., 2018. Advancing human resource management
scholarship through multilevel modeling.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business. 51(1). pp.142-152.
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.
Yong, J.Y and et.al., 2019. Exploratory cases on the interplay between green human resource
management and advanced green manufacturing in light of the Ability-Motivation-
Opportunity theory. Journal of Management Development.

Zhang, L and et.al., 2019. Social network analysis of sustainable human resource management
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