Importance of Employee Relations in HRM Decision Making

This article discusses the importance of employee relations in influencing HRM decision making and its impact on Sainsbury's profitability and growth. It explores the benefits of different HRM practices for both employees and employers, the effectiveness of different approaches to recruitment and selection, and the role of employee relations in HRM decision making. The article also provides insights into the purpose and functions of HRM, workforce planning and resourcing, and the application of HRM practices in a work-related context.

ASSESSMENT
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1 Purpose and functions of HRM, applied to workforce planning and resourcing of
organization.................................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection...................4
P 3 Benefits of different HRM practises for both employer and employee................................6
P4 effectiveness of different HRM practices in terms of raising Sainsbury’s profit and
productivity..................................................................................................................................7
P5 importance of employee relations in respect to influencing HRM decision making.............8
P6 Key Elements of Employment Legislation and Their Impact on HRM Decision Making....9
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management can be defined as a process through which development
and administration of organizational development programs and policies of human resource of
organization is done (Guest, 2017). HRM helps in effectively and efficiently utilizes human
resources of the organization in order to enhance overall productivity and profitability of an
organization. Effective and efficient HRM helps both employee and well as employer and
provide them with various kinds of benefits which eventually helps the organization to enhance
their performance, retain employees and many more. This assignment will lay emphasis on HRM
of Sainsbury. Sainsbury is second largest supermarket in UK that was founded in 1869 whose
headquarter is in London, UK. They have employed more than 116,400 employees working for
them. This assignment will focus on purpose and the functions of HRM, e strengths and
weaknesses of different approaches to recruitment and selection, benefits of different HRM
practices, effectiveness of different HRM practices, internal and external factors that affect
Human Resource Management decision-making and applications of HRM practices in work
related context.
MAIN BODY
P1 Purpose and functions of HRM, applied to workforce planning and resourcing of organization
HRM can be defined as an effective strategic approach in which HR department focuses
on effective management of people.
Purpose: In the context of purpose of HRM of Sainsbury’s it can be said that, its main
focuses and aim of coordinating all people of their company in order to help their company in
accomplishing their goals (Evans, Robinson and Williamson, 2019). It is not just limited to this
as it fulfils needs of employees, maintain their satisfaction, help them in career development,
retain them and motivate them.
Functions
There are several functions and roles which are being played by HR department and all these
functions are considered the main key of the success of organization.
Workforce planning: It is one of the important part or function of HR in which HR of
Sainsbury’s make sure that whether their company has effective human capital for performing
functions or not. On the basis of workforce planning, HR of Sainsbury’s perform further
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functions. By aligning overall objectives of the company, it focuses on identifying requirement
of human capital.
Recruitment: After making workforce planning and identifying requirement of human
capital, HR focuses on recruitment function in which they identify ways or effective sources of
recruitment. As per the time and cost, it analyses and chooses the best source of recruitment
between internal and external. As per the job role, they compare qualifications and experiences
of candidates and select them for their company (Agarwal and Baltazar, 2019).
Performance appraisal: After recruiting candidates within an organization, HR of
Sainsbury’s analyse performance of all candidates and accordingly provide them rewards and
other opportunities like promotion, transfer, salary increment and others. It motivates employees
towards working harder than before. It is beneficial for both employees and employers as
employers get benefits and employers increases overall productivity when employees work
harder.
Training: In this context, it can be said that employed candidates from outside has some
areas which they need to improve and working as per the guidelines of company, they need
training. So, HR provides training and development to candidates in order to increase their
knowledge strengthen their skills and making them able to work in an effective manner. An
effective training motivates employees and increase knowledge which allows candidates to work
without errors and improving productivity.
Salary administration: Salary is one of the main element for which most of the
employees work and when they find some issues regarding this then they feel de-motivated
(Foiji, Hoque and Khan, 2019). So, for motivating employees, HR performs salary
administration function. They determines pay for different job types which includes:
compensation, bonus, incentives etc.
P2 Strengths and weaknesses of different approaches to recruitment and selection
In the context of recruitment and selection, it can be said that it is one of the main
function of HR without completing this function; it is not possible to complete other functions
and help company in accomplishing their goals. There are mainly 2 approaches of recruitment
such as internal and external. Sainsbury’s make an effective use of both approaches which are
discussed below:
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Internal recruitment
A type of recruitment in which HR employs, employees or candidates within an organization in
order to fill vacancy as per the qualifications and experiences of employees (Engesser and et.al.,
2018). There are several sources and ways of this type of approach which include:
Promotion: In this type, an employee is being promoted to the higher post from which they
already have. It is called advancement of employees’ post. Sainsbury’s make an effective use of
this way of recruitment and on the basis of performance; they give promotional opportunities to
employees.
Transfer: It is beneficial and being used by those companies who have more than 1 branch.
Sainsbury’s operates in different countries and have different stores so, it uses this way. In this
type, post of one branch can be filled by transferring employees of another branch.
Advantages
 It saves time and cost of company.
 Employees feel motivated when they get such kind of opportunities.
Helps company in accurate selection and do not have to invest in training (Hackley and Hackley,
2017).
Disadvantages
 It may lead discrimination when employers promote employees as per their choice or
favouritism.
 Employers have limited choices.
 It limits new ideas and creativity.
External recruitment
A type of recruitment and a process in which HR employs candidates from outside of the
organization is known as external recruitment.
Advertisement: It is the most used way of employing candidates from outside the company, in
this type; companies need to announce vacancies either via electronic or print media like
magazines, newspaper, social media etc.
Educational institutes: In this type, HR and companies make direct contact with colleges and
universities and those students who have willingness of doing job activities and searching for
job, they contact with them. And as per the qualifications and knowledge, companies employ
candidates (Ahmed and Ahmed, 2019).
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Advantages
 It brings new ideas and creativity in organization.
 Companies have better adaptation to the changing environment.
Disadvantages
 It is time consuming and costly process.
 There are chances of wrong selection of employees.
Selection approaches
Application forms
It is a traditional approach in which HR makes an effective use of CV of candidates. This
application form has all informations related to candidates like their qualifications, hobbies and
others. By analysing and comparing application forms of candidates, Hr selects and employs
people.
Advantages and disadvantages
 HR can ask several questions and accurate informations and it is the main advantage.
 It is Time consuming and costly process and it is its disadvantage.
Online screening
In this type, candidates are asked to send their application forms and CV to an E-mail.
Initial screening of applications is usually based on an assessment of a candidate's experience
and qualifications against the job's requirements (Waffenschmidt and et.al., 2018).
Advantages and disadvantages
 It is cost effective and time saving process which is main benefit of this type.
 There are chances of employing bad candidates.
P 3 Benefits of different HRM practises for both employer and employee
An effective HRM practise always benefits both employee and employer. One of the main
aims of HRM at an organization is to manage and maintain their human resource effectively
within workplace.
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Benefits for Employees:
Sainsbury has applied an effective HRM practise at workplace which helps them to
enhance productivity of their employees. They also provide various kinds of benefits and
flexibility to their employees which further helps them to enhance overall satisfaction of their
employees. Sainsbury has developed an effective and efficient employee training and
development program in order to enhance knowledge, skills and capabilities of all of their
employees (Meijerink, Bondarouk and Lepak, 2016). These training and development programs
Sainsbury to enhance overall performance of their employees so that they can fulfil their job
responsibilities in an appropriate manner. These HRM practises also help the organization to
motivate their employees in a better manner. HRM practises of Sainsbury also help in enhancing
loyalty among their employees, develop employee morale so that they can remain committed
towards their work and engage within their work in a better manner. These HRM practises are
not only beneficial for employees but they also help in employee development for their as well as
their organization’s success.
Benefits for employer:
Effective HRM practises help the employer to reduce their employee turnover and retain
their employees within the organization as increasing employee turnover can affect overall
productivity and performance of an organization (Meijerink, Bondarouk and Lepak, 2016). It
further helps the employer to reduce overall cost of HR department. Sainsbury continuously
ensures that all the HRM practises are effectively managed within workplace in order to reduce
employee turnover. This further helps the employer to maintain good and effective relationship
with their employees which further results in enhanced performance of the organization.
Sainsbury HRM practises also helps the employer to focus on external source of selection and
recruitment so that they can hire creative and innovative employees for Sainsbury.
So, it can be said that Sainsbury helps in providing various kinds of benefits to both
employee and employer.
P4 effectiveness of different HRM practices in terms of raising Sainsbury’s profit and
productivity.
The effectiveness of Human resource management that can improve the existing business in
global marketplace. In Sainsbury’s, human resource management involves with different policies
procedures and operations that improve the competitive advantage of Sainsbury’s (Armstrong
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and Taylor, 2020). The contribution of HRM is to provide the achievement for enterprise and
help to acquire goal or objective. In order to increase the benefits by practising. In Sainsbury’s, it
should be considered HRM practices that will increase organizational productivity and
profitability in global marketplace (Boon, Den Hartog and Lepak, 2019).
 Employee Appraisal: It is important HRM practices to develop the employee productivity
at workplace. It is increasing the capabilities of employee whereas they can focus on
towards organization goal. However, HR manager admit that job consist of various
policies, procedures to provide equal opportunities to employee within Sainsbury’s.
Appraisal program is helping to boost the employee output and focused in their work.
 Workplace environment: In Sainsbury’s, HRM can improve the productivity of employee
while keeping each staff members happy. In order to develop an effective working
environment to focus on towards organizational goal (Boon, Den Hartog and Lepak,
2019). It directly impact on the overall business capabilities to enhance the rate of
production and sales in global marketplace.
 Recruit and select right candidate: In Sainsbury, HRM enables an organization to bring in
employees who add more value. In this way, HR manager has conducted the recruitment
process for identifying suitable person of particular job profile (Boon, Den Hartog and
Lepak, 2019). In another way, it can be said that brings in right people therefore it is
building the competitive advantage.
 Performance based compensation: it is consider as most important HRM practices that
always support for employee to provide benefits, compensation (Kim, Kim and
Phetvaroon, 2019). In Sainsbury, HR manager concern about the compensation to
monitor and analyse daily activities of people. In this way, employees will add more
value to the organization and increase the demand of business in global marketplace.
P5 importance of employee relations in respect to influencing HRM decision making.
The significance of employee relation go a long way as far Sainsbury’s achievements
concerned. It is mainly focused on the importance of employee relations across industries. When
Sainsbury’s enter the decision-making process, the result or outcome depend on the employee
relation, it can greatly effects on the organization profitability and its employee growth. The trust
server as key factor for building a strong relations (Morgeson, Brannick and Levine, 2019).
Sainsbury’s that make decision while consideration of employee opinion or view point related.
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HR manager always providing the equal opportunities for every employee to enhance the
business expansion.
In Sainsbury’s, Employee in the decision-making process which tell them to identify the
impact directly and indirectly. Furthermore, it is helping staff members understand the
organizational need and requirement. It is important to build a strong relationship with
employees. Employee relation is that when advantage to include staff member thoughts when
making most decisions. It is better way to understand the negative affects on the business if it is
sharing the information with outsider (Morgeson, Brannick and Levine, 2019). Decision making
at senior management level which is always impact on the employee relation. It always
influencing decision-making in different ways. The participation of staff members which can use
effectively to influence managerial decision-making.
Increase productivity: In Sainsbury’s, employee who have a positive relationship with
manager which is likely to be more productive. In order to increase the revenue of enterprises.
They are likely to put the best efforts and also maintain the personal stake. It always influence to
make important decision in business growth and development (Morgeson, Brannick and Levine,
2019).
Improve workplace conflicts: In Sainsbury, when employee enjoy being their manager and
other staff members. It is likely to reduce the level of conflict between staff members. Employee
relation help for sharing innovative idea to their colleagues (Boon, Den Hartog and Lepak,
2019). In this way, it influence the effective decision making process in the organization.
P6 Key Elements of Employment Legislation and Their Impact on HRM Decision Making.
There are different legislations organization need to follow in order to make proper
improvement in order to run organization effective and in legal manner (Tamrazyan and Kharun,
2019). The legislations that are followed by organization are meant to protect the rights of the
employees in order to protect them from various issues. There are some lows Human Resource
department have to consider at the time of policy making and decision making process. Some
legislations organization need to consider in order to run organization in legal and effective
manner. Some of the major acts that are need to be considered by the organization and Human
Resource Department in order to get better response there policies in organization. The most
common legislations that are need to be considered by organization are- The employment act,
Equal Pay act, sex discrimination act, the national minimum wage act and disability
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discrimination act. Specifically some laws are considered by the Human Resource department
are- equal employment opportunity need to be provided to the employees in order to avoid legal
issues and protect the rights of the employees. By Human Resources Department.
The health and safety act also need to be followed by the organization to keep employees
safe and secure with in the work place. This act is most important to consider by the organization
to protect their employees in the work place to avoid legal against the organization. This
legislation can prevent the human resource department from making decisions for implementing
changes that can affect the safety of people in organization (Smirnova, Kharitonov and
Belentsov, 2019). These also can help the Human Resource Department to develop policy for the
employees in order to protect their all rights related to employment in the organization. This is
how proper policies and decisions can be influences by the legislations like employment law and
health and safety law of the organization. For example health and safety will prevent the HR
department to make changes in the organization policies without considering health and safety
measures in organization. The health and safety consideration also can affect the decision
making of the organization by equality law. This will prevent the legal and ethical issues in
organization. These issues can help the organization to take various decisions for organization.
This is how various legislation decided by legal organization can affect the decision making of
the organization.
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Job Description
Profile: Human resource manager
Company: Sainsbury’s
Academic qualification: Master Degree in Human resource Management for recognised
university.
Personal working Experience:
I have minimum 3 years of experience as HRM (Human resource Manager)
Skill and Knowledge:
 Management skill
 Leadership skill
 Problem-solving skill
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 Depth knowledge about the Human resource policies.
CV
Professional experience
I have minimum 3-year of experience as Human resource manager. I have an ability to handle
the entire business operation and function. I am very hardworking and also analyse the problem
of business. In order to identify an appropriate result or outcome.
Skill and Knowledge
 Microsoft power point
 Microsoft Office
 Digital marketing tool
 MS SQL server database
 SPSS and Excel
Interview Questions
 What are advantages of human resource management in the organization?
 What are weakness and strength of Human resource manager within organization?
 What should I hire you?
 What are your current capabilities to deal with critical situation or condition?
 What are benefits of business policies and procedures in organization?
 Tell me about yourself.
Offer Letter
3344113 London street
Green bally, 88322
30 April 2020
Dear rose,
I am examine the current profile and suitable for job role of Human resource manager. I have
thoroughly review information such as academic qualification, Skill, knowledge which always
support for handling business operation (Morgeson, Brannick and Levine, 2019). I also discussed
with my colleagues and decided that we have provide an offer to join our organization. As I
request to you to accept the offer letter for position of human resource manager.
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As per discussed that we will provide the salary 50,000 monthly basis, as per experience.
Furthermore, I have requested to complete all formality to accept the letter.
Jonah Roy
Assistant manager
Sainsbury’s
CONCLUSION
This report is brief overview of the Human Resource Management for business
organization like Sainsbury. The purpose and functions of human resource management will be
explained in the organization that can help the organization to gain high efficiency in market
place. Various approaches of recruitment and selection that are used by the human resource
management are explained in the report along with their strengths and weaknesses. Benefits of
various activities of Human resource management will be explained for employee and employer
in organization. Effectiveness of various HRM practices also will be explained in the report.
Importance of employee relationship also will be explained in the report. Key element of the
employment legislation will be evaluated for decision making of organization and various
application of HRM policies will be explained in the report.
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