Human Resource Management and Competitiveness

This assignment provides a clear direction to people on developing their own skills and knowledge at work place which create value in attaining competiveness in their career goals. The importance of human resource management is discussed in various books and journals, including the works of Bratton and Gold, Brewster and Hegewisch, Chelladurai and Kerwin, Chuang and Liao, Dacin, Fulton et al., Guest, Halbesleben, Hobfoll, Kim et al., Soltis et al., Teece, and Watson. The assignment also touches on the role of social entrepreneurship, conservation of resource caravans, and engaged settings in human resource management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
P1) The purpose and functions of HRM......................................................................................4
P2. Strengths and weaknesses of different approaches of recruitment and selection..................5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within an organisation..................................................7
P4) Effectiveness of HRM practices in increasing productivity and growth..............................8
TASK 3............................................................................................................................................9
P5) The importance of employees relations in respect to influencing HRM decision making.. .9
P6) Key elements of employment legislations and the impact it has upon HRM decision
making.......................................................................................................................................10
P7) Different application of HRM practices..............................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management can be considered as the most effective element of business
organizations which plays vast role in each and every activity of firm. Human resource
management is an effective procedure of managing, controlling, handling, directing each and
every activity of firm as to attaining high growth and success at market place (Bratton and Gold,
2012). In each small as well as large business enterprises there is a management department
which is concern on performing various activities such as employee’s retention, recruiting,
appointing, assigning duty and responsibility, training and development program etc. all
management functions are helpful in managing the performance of employees at work place.
Sainsbury is a chosen company for this report. It is the second largest supermarket chain in the
country of United Kingdom. The company was established in the year of 1869 and it is the
largest general and grocery merchandising Retail Company. This report contents the study about
various functions and purpose of HRM, strength and weakness of various approaches of
recruitment and selection, advantages of various HRM practices, importance of training and
development session, effectiveness of employees relation and various key elements of
employment legislations will also be discussed in detailed manner.
P1) The purpose and functions of HRM
Human resource management is the most essential part of an organisation as the whole
activity of firm are managed and organized by the administration department of firm. Workforce
planning is consisting to be as an essential element which performs vast role in operating each
and every activity of firm. The major purpose of human resource management is to providing a
significant direction to their employees as to developing their performance and productivity.
Organizations are concern on appointing a skilled HR manager as to managing all resource of
firm in effective manner to that growth can be attained in appropriate way. The major purpose of
implement human resource management department is to proper utilizing the available resource
in respect to reducing the wastage at work place and create benefits for firms profitability
(Brewster and Hegewisch, 2017). As a large public retail company Sainsbury is focused on
appointing a HR manager who is able to taking responsibility to accomplishing organisational
desired goals through managing organisational activities. HR manager is responsible for

commanding other to implement their vast efforts in higher productivity and performance of
firm. Managers and supervisors motivate their employees as to enhancing their knowledge and
skills at work place which create value in attaining their desired goals. There are various
functions that are performed by Human resource management at work place, in which some
important elements are associated as below:
Orientation: This is the first and foremost essential function which is performed by human
resource department at work place. It is an important activity to making employee familiar with
the workforce and the entire environment of firm. It is the major responsibility of HR manager to
conduct an orientation functions at regular basis in respect to providing proper details about the
organisational work and the responsibility which are needs to be performed by them at work
place. Sainsbury conduct orientation function as to developing the skills and knowledge of
people at work place (Chelladurai and Kerwin, 2017).
Training and development: This is also another essential function of HRM, this stage comes
into existence after hiring new talent at work place or promoting employees at higher position. It
is the major duty of HR manger is to arrange an effective training session as to providing
appropriate practical knowledge to their new and existing employees in respect to attempting
their responsibilities in effective manner. As a large business enterprises Sainsbury provide
training to their staff people as to maintain their brand image at market place as trained
employees are able to perform various tasks in a single period of time.
Recruitment and selection: This is the most essential function which is performed by manager at
work place. It is the primary responsibility of manager or employer to hire fresh talent at work
place in respect to proper utilization of resources so that growth and success can be attained.
Recruitment is a process of identifying most suitable applicant for the available job profile.
Sainsbury concern on hiring well skilled and educated people at work place in respect to
reaching at their desired goals and objectives.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection is the most essential function of each business organisation as to
maintaining the proper flow of workforce at work place in respect to accomplishing desired
targets in appropriate manner (CHUANG and Liao, 2010). It is the most essential responsibility

of HR manager to hire well skilled and educated talent at work place through applying a well
planned procedure of recruitment. It is an effective process in which various aspects are involved
such as identifying, screening, short listing, testing and selecting a right candidate for the vacant
profile. Sainsbury apply two essential approaches as to recruit suitable candidate at work place
which are described as below:
Source Strength Weaknesses
Internal Source
This is the most effective
source of recruitment.
Under this method the
process of recruitment
within the organisation as
in this higher department of
firm declare and advertise
about the vacant profile and
determine its benefits to
their existing employees
and people who are
interested putting their
significant efforts to getting
the position.
This is cost saving in nature as in
this there is no need for an
organization to incurred extra
expenses in recruitment
procedure.
This is also effective in providing
various job opportunities to the
people who are having significant
skills to deserve the place and
position (Dacin, Dacin andMatear,
2010).
This approach is hiring people
within the organisation and
ignores the fresh talent and
more suitable candidate for the
available position.
External Source:
This is also an another
essential approach for
hiring people at work
place. In this organisation
recruit people through
outside sources, as in this
company have to apply
external tools like
This is most effective and used
tool as it is effective in hiring
most suitable candidate for the
job profile.
This helps in providing a skilled
and talented employee to the firm
who can attempt various business
operations through their unique
It is time consuming in nature
and this consist as the major
weakness of this approach.
This can be described as the
de-motivating factor for
existing people of organisation
as in this there is less chance
of promotion.

advertisement, trade
publication, online
advertisement, and official
website and many others.
This is the most appropriate
tool for hiring new and
fresh people at work place
as to attaining high growth
through applying new
strategic mind sets.
skills.
TASK 2
P3 Benefits of different HRM practices within an organisation
Human resource management is an essential concept which is significant for attaining
growth and success for firm. Human resource management is consist as the combination of
various elements such as controlling, managing, recruiting, selecting, and hiring people at work
place. Performance management is the most essential activity of HRM practices. As a public
supermarket company Sainsbury implementing various HR practices as to attaining
organisational desired goals and objectives in appropriate manner. It is not probable for HR
manager to complete all activities and task without ideal coordination of activities and tools.
Some remuneration of applying HRM practices in context of employers and employee are
described as under:
Developing employee’s skills: Human resource can be considered as the most essential source of
firm which plays a vast role in growth and development of firm or its operations. It isn't feasible
for HR chief to come to an end exercises and assignment without culminate synchronization of
exercises and errands (Fulton and et. al., 2011). A few advantages of utilizing HRM hones in
situation of businesses and representative are portrayed as beneath. Within the working
environment of Sainsbury organisational higher authority is concern on motivating employees at
work place in respect to enhancing their performance and productivity within the work place.

Building an effective working environment: In an organisation manager is responsible for
performing various tasks that are related to the management function. The major responsibility of
employer is to establish an effective working environment in respect to providing a familiar and
healthy working environment to their staff people. In the present situation each firm need an
agreeable and adaptable workplace in which appropriate moves are made as per the requirement
of task and appropriate decision has to be made. Sainsbury attempt to build up an adaptable
workplace for giving advantage to their staff people. They begin diverse activity framework, for
example, morning, twelve and night move, in which representatives can function according to
their appropriateness.
Promoting good behavior: This is also an essential practice of firm which is required to follow
by each business organisation as to managing the nature and attitude of employees at work place.
The another major duty of HR manager to analyze the behavior of people at work place in
respect to promoting them towards gaining growth. Positive talent helps in enhancing the growth
of firm through implementing tools at right place. As to maintain the brand image at market
place Sainsbury focused on analyzing the behavior of employees who are helpful in grabbing the
attention of people at market place.
P4) Effectiveness of HRM practices in increasing productivity and growth
In the modern era the major purpose of each business organisation is to explore their
business activities at a large market in respect to attaining high growth and success at market.
Each business organisation has some goals and objectives which are needed to be accomplished
by them in effective manner as this create value in high growth of firm. Organizations are
categorized among various departments in which human resource department performs vast role
in growth and development of firm through establishing an appropriate control on each and every
activity of firm (Guest, 2011). Organisation and its higher authorities are concern on
implementing various plans and policies as to maintaining business operations and activities. If
organisational operations and functions are carried out in appropriate manner that these create
value in attaining higher profitability for firm. There are various HRM practices that are effective
in developing organisational growth and success in which some are described as under:
Information System: The each and every activity of firm are based on data and information and
these are needs to be transformed in appropriate manner in respect to gaining proper result and

outcome. Human resource management practices can be consisting as the most crucial element
that lays a vast role in reaching at high profitable position at market area. This tool is effective in
distributing the proper flow of data and information from one place to other as to maintains the
consistency of data. Organisation categorized among various departments as per the knowledge
criteria of employees and it is the major duty of HR manager to provide appropriate information
to the required department as to managing organisational activities in appropriate manner. As a
large super market company Sainsbury hire people with making skills as to gaining attention of
more and more customers towards the firm of its offered products and services (Halbesleben,
2010).
Resource management: It is required for an organisation to manage resource at work place as to
implementing all organisational operations and function in effective manner. It is essential for
management department to bridging the gap of resource at work place in respect to maintain the
workforces within the working environment. Sainsbury is concern on providing various
recruiting procedures as to hiring talented people at work place and motivate their existing
employees as to sustaining them for long run of business activities. Company applies various
tools and technologies as to retain people at work place for long run of business or its activities.
TASK 3
P5) The importance of employees relations in respect to influencing HRM decision making.
Employee’s relation is an essential element for each small as well as large business
organisation. In the modern competitive era it is required for each firm to establish an effective
relationship among employees as to work with more coordination and collaboration. A natural
relationship drives an association towards fulfillment of specialists which increment firm’s
proficiency of work. The essential motivation behind the administration of human assets is to
make merchandise connection among employees and representatives, with the goal that they can
without much of a stretch fortitude issues and clashes between them (Hobfoll, 2011). Manager
and higher authority of firm are concern on implementing good relationship among their
employees in respect to fulfilling the requirements of firm in appropriate manner. A good
relation needs to be prepared between higher authority and subordinates as manager’s plays vast
role in resolving the issues and conflicts that are faced by employees at work place. Employees

and subordinates are very much close to the organisational activities so it is required for an
organisation to providing way to their employees to taking effective participation in decision
making as to creating an effective place at market place. There are various benefits of
implementing a good relation among each department of firm in which some are associated as
below:
 Team building plays vast role in completion of each activity of firm in effective so each
organisation are concern on preparing teams through implementing good relationship
among employees.
 It is essential for organisational authority to maintain a formal relationship among
employees in respect to taking appropriate decision that are beneficial for firm’s growth
and success. As a public Ltd company Sainsbury is focused on establishing friendly
relationship among employees in respect to completing the assigned task with
coordination and collaboration.
 A healthy working environment helps in providing satisfaction among employees
because there is less chance of misunderstanding and crises in between employees (Kim
and et. al., 2010).
 An appropriate relationship among organisational employees helps in achieving
organisational targeted goals and objective in effective manner through working with
more passion and collaboration.
P6) Key elements of employment legislations and the impact it has upon HRM decision making.
Legal laws and legislations helps in providing a legal binding to the activities and
operations of firm as this helps in providing a clear and wide direction to implementing business
activities in effective and efficient manner. It is necessary for each small as well as large
business enterprise to design some legal framework in respect to attain high growth and success
without facing any kind of issue and conflicts (Soltis and et. al., 2013). There are various laws
and legislations which are helps in providing benefits to firm or its employees in which key
legislations that are adopted by Sainsbury are evaluated as below:
Equality Act: As per the description of this act it is essential for each business organisation to
provide equal opportunity and benefits to their each employee. The administrative department of
firm needs to provide equal rights to the employees so that discrimination will not take place.

Under this act organisation and its management department do not discriminate people as per
their religion, sex, cast, color etc.
Health and Safety Act: In the modern era people are very much concern about their safety and
security so it is the major duty of manager to ensure their employees about their safety and
security at work place. Under this act company have to adopt various measures that are helpful in
providing benefits to their employees at the time of conflict. As a large business enterprises
Sainsbury apply various measures to establishing an effective and safe working environment or
their employees (Teece, 2012).
Anti Discrimination act: This act is advantageous for both firm as well as its employees. Under
this act employees who are suffering from any kind o issue that are related with discrimination
such as cast, income, religion, color etc can take effective legal actions against fir or other
people. This act is implemented within the working environment of firm which are considered as
a large or medium size organisation.
P7) Different application of HRM practices
In the modern and competitive era the major purpose of each business organisation is to
expanding their business or its operations at wide area of market in respect to attaining high
growth and profitability at market place. Before exploring business it is required for an
organisation to analyses the market in which they have planned to expand. It create value in
selection of right place for establishing new venture in appropriate manner. In respect to
exploring business activities it is essential for management department to prepare a
predetermined plan in respect to implementing all business activities in well planned and
appropriate manner. The essential explanation behind work is to fill the vacant position of an
endeavor and enable picked staff part towards their parts and additionally obligations to achieve
general affiliation destinations and targets. It is required for management to fill the place through
applying different source of recruitment as it create value in carry out various operations in
appropriate manner (Watson, 2011). Beside this, critical expectation of a work is to consign
revise individuals at a right occupation as demonstrated by their abilities, learning, aptitudes et
cetera. As opposed to this company manager need to extend the offers of whole firm with the
usage of central assets, so they can build their earnings through fulfill needs and requirements of
purchasers at worldwide level.

On rather than this, in the awaken of allocating work an undertaking need to measure the
execution of offers head for completing necessary change in according to indispensable or
prerequisites of employees. Along these appearance, Sainsbury completed enrollment and in
addition choice strategy while opening of new stem for development and improvement of an
association.
CONCLUSION
As per the description of the above mentioned report it has been concluded that it is
essential for each business organization to hire skilled talent at work in respect to attaining high
growth and success at market place. Work force needs to be effective in nature in respect to
accomplishing high growth through performance various operations in appropriate manner.
Proper function of management helps in providing a clear direction to people to developing their
own skills and knowledge at work place which create value in attaining competiveness in their
career goals.

REFERENCES
Books and Journals
Bratton, J and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C. H and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Dacin, P. A., Dacin, M. T and Matear, M., 2010. Social entrepreneurship: Why we don't need a
new theory and how we move forward from here. The academy of management
perspectives. 24(3). pp.37-57.
Fulton, E. A and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Halbesleben, J. R., 2010. A meta-analysis of work engagement: Relationships with burnout,
demands, resources, and consequences. Work engagement: A handbook of essential
theory and research. 8. pp.102-117.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Kim, H. R and et. al., 2010. Corporate social responsibility and employee–company
identification. Journal of Business Ethics. 95(4). pp.557-569.
Soltis, S. M and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Teece, D. J., 2012. Dynamic capabilities: Routines versus entrepreneurial action. Journal of
Management Studies. 49(8). pp.1395-1401.
Watson, T. J., 2011. Ethnography, reality, and truth: the vital need for studies of ‘how things
work’in organizations and management. Journal of Management studies. 48(1). pp.202-
217.
Online:

Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-managerial-
operative-and-advisory-function/27995/>.
(Bratton, J and Gold, J., 2012)(Brewster, C and Hegewisch, A. eds., 2017)(Chelladurai, P and
Kerwin, S., 2017)(CHUANG, C. H and Liao, H. U. I., 2010)(Dacin, P. A., Dacin, M. T
andMatear, M., 2010)(Fulton, E. A and et. al., 2011)(Guest, D. E., 2011)(Halbesleben, J. R.,
2010)(Hobfoll, S. E., 2011)(Kim, H. R and et. al., 2010)(Soltis, S. M and et. al., 2013)(Teece, D.
J., 2012)(Watson, T. J., 2011)