Benefits of HRM Practices for Employer and Employees

This document discusses the purpose and functions of HRM, strengths and weaknesses of different approaches to recruitment and selection, and the benefits of HRM practices for both the employer and employees. It also evaluates the effectiveness of HRM practices in terms of raising organizational profit and productivity.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation..................................................................................................................................3
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection
......................................................................................................................................................4
M1: Assess how the functions of HRM can provide talent and skills appropriately...................5
M2: Evaluate the strengths and weaknesses of recruitment and selection..................................6
D1: Critically evaluate the strength and weakness of different approaches................................6
TASK 2............................................................................................................................................6
P3: Explain the benefits of different HRM practices within an organisation for both the
employer and employees..............................................................................................................6
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................8
M3: Explore the different methods used in HRM practices........................................................8
TASK 3............................................................................................................................................9
P5: Importance of employee relations.........................................................................................9
P6: Key elements of employment legislation .............................................................................9
M4: Key aspects of employee relations management and employment legislation..................10
TASK 4..........................................................................................................................................10
P7 & M5: Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................10
D3: Critically evaluate employee relations and the application of HRM practices...................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management encompasses the formal system that is devised to
effectively manage the resources as well as manpower of an organisation. It is considered as the
core essential part of the entity because it comprises whole recruitment cycle, conduct orientation
or training session and most significantly perform compensation plans to retain the interest of
existing talent (Berman and et. al., 2019).
To better define the objective Sainsbury company has been selected which is the leading
supermarket chains of UK. It is the market leader in terms of delivering various product and
services such as grocery items, necessity products within same platform. This report cover topics
like determine the purpose as well as scope of HRM in terms to manage the talent as well as skill
appropriately. Evaluate the effectiveness associated with the essential HRM elements of an
organisation. Identify the internal and external factor that can affect the decision making and
employment legislation of HRM. Further, apply suitable HERM practice fro work related context
are covered in the report.
TASK 1
P1: Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation
Sainsbury is the public limited company which started its operations in 1869 from United
Kingdom. It was founded by John James Sainsbury and comprises of various hypermarket and
supermarket store that together offer wide alternative or choices to the customer. The prime
objective or purpose of firm is to expand its reach and gain the dominant position within its
home market that is UK. To carry out objective, the mission of employees is to build viable
relation with existing customer by systematically delivering the product and services from
supermarket limited, Sainsbury bank and Argos.
Workforce planning is the ongoing process of an organisation that significantly align
the requirement of personnel and accordingly prioritise the task in order to enrich the overall
productivity. It basically involve the workforce planning whose motive is to assess the gaps and
manage the requirement of talent through adequate supply as well as demand (Bratton and Gold,
2017). Within Sainsbury company this process ensure that right people that have desirable skill
and capability become the part of vacant position at the right time.

Recruitment and selection: This function together helps in the workforce planning and
resourcing the right talent as it is the continual process under which the HR manager of
Sainsbury company based on job advert attract the pool. Future, based on evaluation process they
manage the supply as demand of workforce. This maintain the balance by filling up the gap
through the personality with right skill set. Systematic function of the recruitment and selection
method assist respective company to cater the objective of an organisation by participating in
shaping the internal functioning.
Training and development: The role of respected function is to enhance the work
quality of respected company for which the HR manger run certain session to enrich the existing
capability and skill set of manpower. Such workforce planning not only assist the company to
upgrade its position in competitive market but it also help to retain the potential resources of an
organisation.
Managerial functions
Planning & Controlling: Based on this function the manager of Sainsbury company
suitably design the workforce planning and accordingly perform the managerial function by
hiring right talent for vacant position. This even help to manage the performance by reducing the
gap between actual and standard performance.
Operative function
Compensation: People become the part of particular environment in order to gain certain
type of monetary and non monetary benefit. It is the responsibility of HR manager of Sainsbury
company to offer desirable amount of compensation to existing employees so that they gain
desirable amount of profitability. Thus, focus is given to offer adequate amount of remuneration
for the welfare of staff.
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process to invite the desirable candidate in order to apply for the
vacant position and get opportunity to get selected after crossing various evaluation rounds. This
is the positive approach which involves job advert posted in the website, job portal and notice
broad in order to spread the awareness regarding vacancy and manage the workforce effectively
(Cascio, 2014). It is basically considered as a strong base for selection process which help to
employee the desirable workforce that can significantly fulfil the requirement and
responsibilities of an organisation. Thus, the process help to discover significant source to attract

manpower which help to meet the manpower requirement of an organisation. Methods used by
Sainsbury are explained below:
Internal recruitment: It is the internal advertisement programme where via promotion,
demotion, transfer and employee referral the manager fill up the vacancy with the help of
existing workforce. This is the better workforce planning where employees are switched from
one post to other based on their evaluation process.
Strength Weakness
This is the effective practice that help to retain
the interest of developed workforce as they get
better growth opportunities.
If the organisation are more inclined towards
the internal recruitment process then it restrict
the innovation and implementation of creative
strategy.
External recruitment: Under this method new blood or fresh talent become the part of an
organisation by applying through the job portals, website, walk in interview, campus placement
and so on. As Sainsbury can not fill all post via internal method so external source plays
essential role in managing the vacant post through adequate workforce planning.
Strength Weakness
This is considered as the effective method
where organisation give privilege to the
diverse thinking opinion that leads in building
competitive strategy.
It is considered as time and cost consuming
method also it is not necessary that selected
candidate will turn into potential asset.
Selection is the prominent process under which out of large pool only few candidate gets
the opportunity to become the part of firm and rest are weed out from process. Usually the
selection process which involve various evaluation round differ from one department or profile
to another. Unlike, recruitment, it is considered as negative approach because amongst the
diverse pool only one or two candidates are left to acquire the vacant profile. All the rounds and
process involved in selection are effectively preplanned by the HR manager so that company gets
desirable talent to carry out its operations. Thus, the main objective of section process is to

ensure that Sainsbury company get right kind as well as right quality of talent to attain the
predetermined objective.
Interview method: This is considered as an essential process within Sainsbury company
because for the higher post the candidate needs pass from various rounds which display the
better understanding of personal and education background.
Strength Weakness
Highly reliable process on the basis of which
the HR manager of Sainsbury company can
take final decision.
Missing out of essential information by the
interviewer can make this process bit
ineffective (Strengths and weaknesses of
interview, 2018.
Group discussion: This is the common and effective process under which manager
identify the role as well as opinion of an individual within the group.
Strength Weakness
This is better practice that is used to determine
whether the candidate is capable enough to
carry forward the participation in group.
This act unfavourable if the group member are
not able to reach out to the certain conclusion.
M1: Assess how the functions of HRM can provide talent and skills appropriately
The functions of HRM are associated for the growth and development of employees due
to which they are widely important in terms to enrich the existing talent as well as skill
(Chelladurai and Kerwin, 2018.). Their role involve the participation of employees in training
activities which help to mitigate gap between standard and actual target. Along with that
adequate performance appraisal technique enhances the actions of workforce for the overall
welfare of firm.
M2: Evaluate the strengths and weaknesses of recruitment and selection
Recruitment comprises of the internal and external method to better conduct the
workforce planning. Within Sainsbury it involve job advertisement practices which include the
role of notice board, employee referral and use of website and social media sites like LinkedIn.

Main strength of internal and external practice is that the organisation not only share strong
networks with the current employee but they get the opportunity to hire the talented staff which
can take company in better direction. On other side, selection involve evaluation rounds that are
designed to fit right person at right place. The strength of various selection process is that it
generate the better possibility to get the candidate of right mindset in the vacant post. However, it
is the considered as the lengthy and complex process that incur huge time of the manager in
terms to make final selection.
D1: Critically evaluate the strength and weakness of different approaches
The internal source of recruitment enhances the chances of job security amongst
workforce where they consider them as the valuable part of firm that maximises the retention
rate of the employee. Although the company need to focus on the diverse mindset in terms to
take the significant decision which is possible on the basis of external recruitment method
(DeCenzo, Robbins and Verhulst, 2016). But in comparison to internal method it is time
consuming process. In case of selection cycle which is carried by Sainsbury company involve
aptitude test, group discussion and interview method. Future, it is considered as viable practice to
select the desirable candidate but it does not assure the chances of significant decision.
TASK 2
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employees
HR practices are opted by the manager of Sainsbury company for the better regulation of
activities which help to manage the performance by significantly contributing for the welfare of
employer as well as employee.
Human resource practices Benefit to employee Benefit to employer
Performance appraisal It is the vital positive
reinforcement practice that
encourages the employee to
put maximum efforts and it
benefit employee by gaining
Employer based on
performance appraisal gets
the enthusiastic personnel
with whom they can work
and attain the benefit of

promotion, salary hike,
incentives and so on which
leads to overall growth and
development.
achieving target (Foster,
2014).
Job and workplace design This HR practices effectively
help the workforce in order to
optimise the performance of
worker and ensure safety. It
benefit the employee by
getting the risk free
environment which motivate
them to perform work without
any uncertainties.
This helps the employer by
getting suitable work quality
which help to enhance the
productivity by generating
high retention rate.
Training and development This training and development
cycle assist the employee of
Sainsbury company to enrich
their current capability, skill as
well as knowledge which
benefit them by getting the
better opportunity and gain
renowned position.
It is an essential practice for
employer because they
establishes viable relation
with employee and help to
enhances the productivity of
business by incorporate better
performance.

P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
It is essential for the organisation to enhance its productivity as well as profitability on
the regular basis in order to gain the success. So with the help of different HRM practices
Sainsbury can effectively manage the success and gain predetermined target effectively.
Explanation of certain practice that maximises the profitability of firm are determined below:
Conflict management: This practice is carried out by the HR manager in order to
maintain the better interpersonal relationship which resolve the chaos and disturbance within an
organisation. For instance, if the higher executive and lower level authority of Sainsbury
company does not agree upon certain level of compensation and bonus then it may emergence
into the conflict. Due to which the personnel will be less likely concern about achieving the
collective target. So to maintain the productivity of firm it is necessary to formulated better
communication that promotes the clarity (Marchington and et. al., 2016). Along with that
negotiation amongst different parties is again a win win situation that maximises the overall
profitability of firm. Similarly, Sainsbury company can face other conflicting situations like
resistance while adoption the changes amongst workforce, so to cope with this situation and
maintain its position in the dynamic environment HR manger, leaders and manger plays an
immense role. Like, the leader makes the figures understand to the workforce due to which they
compel them to adopt the latest technology. In addition to that manager formulae the decision
and expand the position of an organisation successfully.
Performance and reward management: On the basis of this HRM practices the
employer are responsible to motivate the personnel and accordingly allocate them the reward
based on their desirable performance. So the manger of respected company associate the end
result or the target with certain monetary and non monetary benefit that can be measured on the
basis of quantitative aspect. This is the effective way that maximise the potential of staff which
enhances the chances of productivity and profitability with the objective to gain benefits like
salary hike, recognition, promotion and so on. Within Sainsbury company, the HR manger
continuously analyse the performance of their staff and according prepare constructive feedbacks
for them which acts as a benchmark for their performance. Along with that the performance
appraisal programme result in increase in remuneration and incentive that maintain the
functioning of staff.

M3: Explore the different methods used in HRM practices
HRM comprises of different method or practices such as maintaining job and workplace
design, managing the conflict, reward as well as performance management which function to
gain the significant amount of profitability and productivity (Oechsler, 2012). To maintain the
balance between workforce Sainsbury company evaluate the performance of employees on
constant basis. For instance, setting benchmark and target is the effective practice that leads to
uniform performance because whosoever attain the target get monetary and non monetary
benefits.
TASK 3
P5: Importance of employee relations
Employee relation represent the efforts of the company which is made in order to manage
the sound relations between manger as well as staff. Generally successful organisation maintain
adequate employee relations in order to encourage the fair as well as consistent decision making
process. Herein, Sainsbury company ensures that they manages sound relationship with the
existing employees by offering them the desirable growth and development opportunity. This
motivate the workforce to remain encouraged and enhance their performance by collectively
participating in the success of business entity. Along with that on the basis of the feedback
derived from the customer the employee can share constructive suggestions and innovation
opinion which leads to better decision making process. Additionally, the employer conduct
brainstorming and group discuss which encourage the response of employees in terms to work
for the welfare of company. Moreover, based on positive reinforcement technique the HR
manager evaluate performance of each and every personnel and accordingly allocate them the
benefits like promotion to higher position, salary hike which leads to better productivity as well
as profitability (Sparrow, Brewster and Chung, 2016). Thus, to manage the absenteeism rate the
company offer the advantage flexible working hours facilities that allow the employee to carry
out their task at suitable time. Therefore, such practices encourages the job satisfaction and better
performance of activities.

P6: Key elements of employment legislation
Employment legislation are the essential part of the organisation which is implemented
by local authorities and is necessary to be abide by each and every company. This promote the
ethical practices which leads to the favourable impact in the decision making process.
National minimum wage act, 1998: This act was formulated for the welfare of
employees by helping them not to get exploited due to which it is mandatory for an organisation
to maintain the minimum pay scale (National Minimum wage act, 1998, 2016). For instance, the
residence of UK who are over 25v years needs to get at-least 7.83 pound per hour. Similarly,
worker fall under the age group between 21 to 24 as well as 18 to 20 should get the minimum
wages 7.38 and 5.90 pound per hour respectively. This significantly impact the decision making
process as the manager of respected company need to delegate the task and make remuneration
programme based on this act.
Employment relations act 1999: Based on this act it is essential for Sainsbury company
to promote the desirable relationship shared between the employer as well as employee. Focus
needs to be given to promote the fair and consistent relation so that they together participate in
the decision making process. Absence of sustainable relation affect the working conditions and
decision making process due to the clashes that directly affect the performance of firm.
M4: Key aspects of employee relations management and employment legislation
Sainsbury company focuses in managing the employee relation as it has the better
perspective in terms to build the competitive team that effective manages the operations of an
enterprises. Consistent communication enhances the transparency in terms to formulate the
effective decision which contribute in the sustainable performance of firm. Along with that
employment legislation encourages the fair as well as healthy working condition where people
consider them as an essential part of enterprises and promote to opt significant decision amongst
alternatives.

TASK 4
P7 & M5: Illustrate the application of HRM practices in a work-related context, using specific
examples
Job specification is a form of written document that is prepared by an organisation as it
comprises of the specific skills set, experience as well as appropriate information which needs to
be meet by job applicant.
Company Sainsbury
Department Retailer
Job profile Marketing manager
Job location London, UK
Experience 1 years
Job summary Sainsbury company is looking to offset the vacancy of
Marketing manager for which applicant who have deep
knowledge about the marketings and promotion tools are
entertained to maximise the footfall of stores.
Skills required  Excellent communication and listening skill to better
deal with prospects.
 Innovative thinking ability to wipe out competition.
 Flexible to adapt the dynamic environment.
 Quick and effective decision making ability.
Roles and responsibility  Effectively handle the queries of people.
 Build online and traditional promotional strategies.
Curriculum Vitae comprises of the individual information which is related to the skill
set, academic as well as personal background (Storey, 2014).
Name: Criste Smith
Address: 112/113 Walleyway mount, London
Contact number: 176-874-453
Job Experience: 1.5 years of experience within Asda company as Marketing associates.
Specialization
 Practical knowledge of digital marketing tools

 Adequate knowledge about basic marketing fundamentals
Skills:
 Ability to perform team work
 Proficient communication and negotiation skills.
 Handle work pressure.
Qualification:
 Masters of Business administrations and Bachelor of Business Administration from
Oxford University.
 Senior secondary and Secondary from St. Mary School, London.
Declaration: I Hereby, inform that all the above stated informative mentioned by me is valid
and can be examined from attached documents.
Date: 04/02/2020
Place: London, UK
Interview Questions:
 Tell me something about yourself?
 Share your past working experience in Asda company?
 What is Employment legislation and how it is valuable for both organisation and
employee?
 What made you apply for the vacant profile?
Preparatory notes for interview
 An individual needs to prepare their CV effectively so that they can handle interview
round significantly.
 It is essential to be confident enough for which interviewee need to gain deep insights or
knowledge about their topic.
 Along with that interviewee should have the adequate information about the company
and job profile for which they have applied.
Job Offer: It is basically an invitation letter that is designed by the representative of
company for potential candidate which includes all the essential details like salary package, date
of joining, reporting time and so on.
04th February, 2020
Sainsbury
Trowbridge, United Kingdom
Dear,

Ms. Criste Smith
We are glad to inform you that, you have been successfully selected for the vacant post of
Marketing manager within Sainsbury company. Your annual salary package fro the profile is
around £1,80,000. The date of joining is 10th February' 2020 we are looking forward to meet
you on mentioned date.
Thanks
Human Resource Manager
Sainsbury
D3: Critically evaluate employee relations and the application of HRM practices
Employment relation and HRM practices influences the decision making process as
application of desirable practices like training improve the capability of the staff. This enhances
the relation between employer and employee in terms to understand dynamic environment and
participate to acquire innovation through effective decision making (Storey, 2014). Lack of
significant relation enhances the turnover rate and affect overall productivity by disturbing
workforce planning.
CONCLUSION
From the above report it has been determined that essentially, the whole purpose of HRM
process is to participate in maximising the overall productivity which significantly optimises the
effectiveness of task. The HR manager perform different approaches such as workforce planning,
recruitment and selection, training and development, performance appraisal etc. which together
work to generate significant amount of productivity. Generally the organisation opt for the
combination of recruitment and selection process in order to carry out better evaluation process.
Significant practices like offering compensation and maintaining viable relation between
employer and employee leads to the high engagement and retention rate of the experienced
manpower. Therefore, the employment legislation need to be rendered by an organisation in
order to safeguard the interest of internal and external stakeholder which help to gain long term
competitive advantage.

REFERENCES
Books and Journal
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Cascio, W. F., 2014. Leveraging employer branding, performance management and human
resource development to enhance employee retention.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Oechsler, W. A., 2012. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
Strengths and weaknesses of interview. 2018. [Online]. Available through:
<https://www.businesstopia.net/human-resource/strengths-and-limitations-interview>
National Minimum wage act, 1998. 2016. [Online]. Available through:
<https://www.gov.uk/hmrc-internal-manuals/national-minimum-wage-manual/
nmwm01030>