Importance of Employee Relations in HRM Decision Making

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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