Human Resource Management: Functions, Benefits, and Impact on Decision-Making

This document discusses the purpose and scope of human resource management, the effectiveness of HRM practices, and the impact of internal and external factors on HRM decision-making. It explores the benefits of HRM functions, such as recruitment and selection, training and development, and labor relations. The document also highlights the importance of employee relations and the impact of employment legislation on HRM decision-making.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1. Purpose and scope of human resource management:.........................................................1
LO2. Effectiveness of human resource management:.................................................................4
LO3. Internal and external factors that affect HRM:...................................................................5
LO4..................................................................................................................................................7
P7.Application of practices of HRM in work related context.....................................................7
Rationale of HRM practices for work related context.................................................................8
ACTIVITY B...................................................................................................................................9
HR assistant job specification:.....................................................................................................9
CV:.............................................................................................................................................10
Offer letter:.................................................................................................................................10
CONCLUSIONS............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Management of human resource is the process and strategy of the company from which
they could achieve their objectives and goals of the businesses. HRM purpose is for staffing,
employees compensation and benefits and designing work. HRM has to make sure that there is a
maximization of productivity level in the company. Sainsbury's is a public limited company and
has its headquarters in London, United Kingdom. There are 186,900 employees working as of
2018.
This report covers various approaches which are used by the Sainsbury's to increase the
performance level of the employees which leads to increase productivity of Sainsbury. The
process of human resource management includes recruiting, selection, training and development
of the employees that they could make their full efforts which helps to achieve the objectives of
the company. There are various functions and purpose of the human resource which helps to
acquire the goals of the Sainsbury's. The human resource management have lots of roles and
responsibilities for proper training and development of employees in organization. There are
different laws and legislation on employment of the employees which every Sainsbury's must
follow.
LO1. Purpose and scope of human resource management:
P1. Functions of human resource management:
Human resource management is the effective process of hiring the employee,
development of their skills and knowledge, giving motivation to achieve the goals of the
company. Workforce planning means that the company set the long term vision of achieving the
goals of the company with effective performance of the human resource. Sainsbury follows
various functions of the human resource management for acquiring the skilled and talented
employees in the company to achieve the objectives. It is the ongoing process in which it focuses
on the needs and wants of the company by their workforce for acquiring the regulatory, services,
legislative and requirement of the production and business objectives (Bileviciene, Bileviciute
and Parazinskaite, 2015). There are three function which is followed by the Sainsbury are
explained below:
Managerial functions:
Planning: In this function of the management of human resource a company identify the variety
of employees for achieving the current and future goals of the company. Efficient and effective
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planning is needed for fulfilling the long term needs and wants of the company and to measure
the behaviour and attitudes of the employees in the company. For example if the sainsabury
wanted to increase their profits, so they have to make their planning effective by improving the
quality of the products and training and development of the employees.
Organizing: Sainsbury follows the practices of management of human resource for allocating
various tasks among the employees, identify their relations and monitor the activities of the
employees that they work to increase the productivity of the company.
Directing: in the workforce planning this function of management of human resource involves
giving proper directions to the employees so that they work for the long term success and growth
of the organization (Ng and Parry, 2016). Effective motivation to the employees helps to achieve
the business objectives.
Controlling: this function is applied after planning, organizing and direction for measuring the
performance of the employees and if there is any mistake then there is need to controlling
measures is used to achieve the future and present goals of the company.
Operative functions:
Recruitment and selection: this process is used to hire the skilled and talented employees in the
company for achieving the long term objectives of the company. In the work force planning this
function is used for fulfilling the future and present needs of the company by recruiting and
selecting the skilled and talented employees which helps to achieve the company objectives.
Training and development: this function is used to improve the skills and knowledge of the
new and existing employees for performing the job efficiently and effectively. The Sainsbury
trains and develop their employees for increase in their level of productivity (Mahmood and
Nurul Absar, 2015). For example if the sainsbury gives the training to their employees it will
increase the sales and productivity of the business.
Labour relations: this function of the human resource management is applicable in the
workforce planning for maintain the good relations with the employees so that they will form the
union and take the decisions which affects their benefits, working condition and wages in the
Sainsbury.
In the Sainsbury the functions of the human resource management gives various talent
and skills to achieve the goals of the company. Determination of the needs of the staffing in the
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company, maintain the positive atmosphere of the company will motivate the employees for
achieving the needs and wants of the company. Sainsbury makes various strategies to complete
the mission of their business and management of human resource helps by hiring the skilled and
talented employees to achieve the objective of the business. Proper recruitment and training of
the employees when there is need of people in the company leads to the achievement of the
business (Ladkin, 2018). When there is skilled and talented employees are selected in the
Sainsbury then their manger uses various techniques of motivation to the employees for increase
in their performance level.
P2. Strength and weakness of recruitment and selection process:
The recruitment and selection process have lots of advantages and disadvantages which
affects the objective of the company. The future and present working conditions are affects by
the positive and negative process of recruitment. Sainsbury's need HRM for the betterment of the
organization so that the company can work effectively and efficiently which will make the
company get a lot of competitive advantage. Getting the right employees in the organization is
the work of the HRM of organization which they must be very careful while hiring so that they
can get the right employee.
Strength: an effective recruitment process will attract number of skilled and talented candidates
for selection in the company which leads to the increase in productivity of the company.
Sainsbury have lots advantages by following the process of the recruitment and selection.
Qualified candidates are selected by the perfect and accurate information of job in the Sainsbury.
Accurate and perfect candidates are selected by this process it will enhance the brand of
employment in the Sainsbury. Satisfaction level of the manager will increase with the success of
this process in the Sainsbury (Baum, 2015). In the short period there is a good way to meet the
different type of people. Through this process Sainsbury gets the right person to fill the vacancy
at the perfect time. These approaches will helps the Sainsbury to achieve the business goals by
selecting the intelligent candidates. Internal recruitment in the Sainsbury increase the morale of h
employees and it will help to reduce the rates of the employee turnover. The management of the
Sainsbury supports and helps the functions of the recruitment and selection.
Weakness: The selection and recruitment function not always give the advantages to the
company but sometimes it also affects negatively to the company. The process of the recruitment
is not always effective for selecting the perfect and accurate candidates in the job. With the use
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of methods like posting the requirement of candidates on the websites of the company, fairs of
recruitment and on social sites like Facebook and LinkedIn doesn't mean that the right employees
will it and apply for it. It only waste lots of time money and efforts of company. And sometimes
the process is also not perfect because it rejects the skilled candidates by not using the
appropriate words (De Massis, and et.al., 2018). In the Sainsbury the recruitment and selection
process. Sainsbury adopted recruitment and selection process of the candidates are not fit for the
right role of job it will affect negatively on the image and reputation of the company. The
weakness of the Sainsbury affects the success and growth of the company because of lack of
good communication between the recruiter and the candidates. Sometimes vacancy are limited so
the right and perfect candidates are not selected for the business operation. Sometimes the
process of recruitment and selection is complex and complicated because of that the company
cannot get the skilled and talented employee to fill the vacant job roles. By adopting the external
recruitment process in the Sainsbury it takes greater time and money of the company. Training is
given to the new employees, advertisement on the newspaper and online will cost more. For
getting the right people in the job selection process is not much effective.
LO2. Effectiveness of human resource management:
P3. Benefits of functions of human resource management:
Human resource management is the effective process to manage the performance of the
employees to achieve the growth and success of the business. The main focuses of human
resource practices is to give open, caring and flexibility in the Sainsbury for motivating and
development of the employees. The practices of human resource management means
development of the leadership of employees working.
Benefits for employees: human resource management improves the performance of the
employees by improving their skills and knowledge about their job. It gives various rewards and
benefits which encourages and motivates the employees top work for the achievement of the
company. These functions will increase the opportunity of employees to take the chance of
higher level by promotion. The practices of the human resource gives various health and safety
benefits to the employees (Berman, and et.al., 2019). For example, it will improve the motivation
to achieve the objectives in the company. Sainsbury gives benefits to their employees such as
purchasing plans, holiday, compensation, insurance, retirement and health benefits. For examples
if the employees are well-trained then they will increase their efforts towards the organizational
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objectives. Training and development of the employees in the company gives lots of advantages
to or better and faster in the company. For examples training improves the skills of the
employees which helps them to attain their professional objective by attaining their
organizational objectives. For example Tesco provides the bonus and rewards to the employees
so that they will work to increase the efficiency of the business in the different situations of the
market. Standard of the organization can be met if the employees are experienced and well-
trained. There will be better ideas and creativity which will come out from the employees which
creates more opportunities for the company.
Benefits for employers: employers of the Sainsbury get lots of benefits by the human resource
management like they get skilled and talented employees for business operation in the company.
The employers get the benefits by evaluating and identifying the behaviour and attitudes of the
employees by correcting the problems and achieve the success and growth of the company. The
employees give compensation to their employees for increasing the investment of the company
for goal achievement. By the training and development function the employer also train and
develop their working for the objectives of the Sainsbury. For example by giving instruction and
directions to the employees employer also get more discipline about their work. The employers
also get benefited by the practices of the human resource for examples these will help to increase
their level of performance by enhance them to posted at the higher level. Employer also gets the
advantages related to their health and safety by the Sainsbury (Dubravska and Solankova, 2015).
For example the functions of the human resource also give importance to the employer point of
view by giving holiday, safety of health and retirement benefits because they also contribute to
attain the goals of the Sainsbury in the competitive world.
P4. Effectiveness of different HRM practices:
Human resource management have various practices in the company like recruitment
training selection and development of the employees which helps to increase the productivity of
the Sainsbury. The effective functioning of the human resource in the Sainsbury achieve the
success and growth of the Sainsbury. The practices of the human resource e helps to increase the
morale of the workers in the business because employees are the one which leads the company to
the success. Effective allocation of human resource practices in the Sainsbury motivates the
employees to achieve the greater objectives of the business by ensuring the future and present
needs of the company.
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LO3. Internal and external factors that affect HRM:
P5. Importance of relation of employees which influence the decision-making of the HRM:
Employees are key to success and growth of the business in every organization. In
Sainsbury the involvement of the employees in the process of decision-making is very important
because they share their ideas and thoughts will empowers them and also saves the time money
of the company. Employee takes part in the decision-making and helps to increase the level of
productivity and innovation which is coming in the company which is a very important factgor
for Sainsbury's. With the involvement in the decision-making process it will increase the
responsibilities of the employees and helps to imp[rove their skills and knowledge in the present
and future business operation. The Sainsbury gives opportunity to the employees to express their
ideas and opinion and sharing their knowledge with others. It is also helpful for the Sainsbury to
know about the working of the employees in the business environment. It also improves the
relation of employees and manager in the company.
P6. Importance of employment legislation and impact on HRM decision-making:
Employment legislations have various importance in the decision-making of the human
resource like in the occupational health and safety act human resource management functions to
protect the employees in the place of work from the hazardous in the Sainsbury. This law
enhances the human resource to take the decision with the protection and safety of the employees
in the work place of Sainsbury (Morgeson, Brannick and Levine, 2019). The manger of
Sainsbury uses the fair labour standard act of 1938 in the decision-making process to enhance
various restrictions on minimum wages, provision of overtime working, child labour and safety
in the workplace. In the decision-making process of the manager in the Sainsbury the act of
family medical leave is used to give facility of the 12 months leave to the employees for the birth
of child, and taking acre of the ill member of the family.
Employee relation management and employment legislation affecting HRM decision-
making.
Affect of employee relationship management along with legislation of employment in
decision making of Human Resource Management.
Occupational health and safety act
Occupational health and safety act enforced in 1970 protecting workers and employees
from unsafe working conditions. The department of human resource of Sainsbury is responsible
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for saving right of employees from the act that involves whistle-blower along with keeping
record on the use of all hazardous materials used, along with death and harm caused to
employees of organization along with taking corrective measures for them (Bratton and Gold,
2017).
Fair labour standard act
Fair labour standard law is act governing and monitoring minimum wages along with
overtime pay for exceeding 40 hours of work time in a week. The act in Sainsbury is responsible
to convey applicability of practices to departments along with monitoring every employee is
served with fair labour on defines standards (Brewster, 2017). The human resources are of
Sainsbury are also responsible to ensure no human is harmed based on working compensation
standards.
Family medical leave act
Family medical leave act ensure employees working with Sainsbury with more than
twelve months is applicable to take twelve weeks of leave without any pay. Sainsbury set
specific purposes of granting those leaves such as child birth, adoption of child, child care or ill
family member where the human resource of Sainsbury is responsible to ensure that the
employees are compensated with equal pay at the time they left the organization.
LO4
P7.Application of practices of HRM in work related context.
Effective practices of human resource management enforced by Sainsbury for effective
working condition in organization.
Selective hiring
The process of selective hiring focuses on recruiting effective employees in organization
that ad value to the firm. The employees of Sainsbury to perform their business operation in
daily routine will ensure employees are able to perform their job type delivered by the
management along with the grasping power of individual weather he is an effective leaner or not
and have effective and efficient working skills or not (Chelladurai and Kerwin, 2018). The
practice of Sainsbury will focus on people who are committed towards the organization if done
in right manner will reduce turnover and dis satisfaction of customers and management.
Fair performance based compensation
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The selection of right person require right amount of compensation to them which will be
used for retaining them for effective work conditions. Employees at time are indulged in profit
sharing ratio in organizations if work efficiently for attainment of their goal. As in the case of
Sainsbury human resource is responsible for selection of right and effective employees to
perform operation of their business in effective and efficient manner and pay according to their
working conditions and standards will ensure the best outcomes from them for future growth and
development (Mondy and Martocchio, 2016). These practices will promote motivation to
employees as they are evaluated based on the performances leading to effective outputs in
working conditions of Sainsbury help them lead market of their types.
Train in relevant skills
Practices of human resource justify employees should be trained and develop skills in
effective manner, so they perform rights and duties of their type of jobs in right and effective
working conditions and manner. The human resource department of Sainsbury is responsible to
ensure their workforce is effectively trained and provided polished skills to maintain their
workforce practices effective for retail market store such as accounting, housekeeping who need
training in effective manner is responsibility of human resource and they aim on ensuring they
deliver their best in the field. Employees of Sainsbury with effective skills and in their type will
develop their employee work personality and motivate employees to grow in their respective
fileds.
Ensuring security to employees
Primary activity of human resource is to ensure security to employees. Due to
unpredictability of life and stable working conditions in business operations of Sainsbury ensures
security to employees where they after their work life go home and treat their employees. The
purpose of security will help Sainsbury retain employees by paying them right amount of
compensation along with and proving them training and development for business practices. The
activity of human resource help organization controlling unnecessary expenditure by training
new employees' day by day. Security of employees in their work practice at Sainsbury will
develop loyalty of employees towards their company thus will make their practices more
efficient along with reduction of turnover and develop ethical organizational practices.
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Rationale of HRM practices for work related context.
Applicability of practices of human resource management for Sainsburry will ensure
effectiveness in business operations and people associated with it.
Compensation methods
Compensation based on effectiveness and efficient working condition of Sainsburry will
ensure input of efforts by workers of organization and make sure no bias means is being
implemented in the working condition will result in boosting of morale of more develop their
working conditions.
Filtered hiring
The type of practice of Sainsbury for recruitment of their staff practices will result in
selective hiring of employees that the firm seek for their business operations based on desired
skills and necessities (Noe and et.al., 2017). The practice also ensure right person at the right
place where they seek the advantage of operating their business operation with specialized
persons in the fields.
Timely training method
Employees of Sainsbury with effective training practices in their relevant fields such as
being a supermarket type of performances required technical skills, customers relations along
with skills for maintaining inventory for managing sale and purchase of their articles employees
require time to time training for new and updated working conditions will lead require effort by
human resource of Sainsbury for performing their management activities effectively.
Employee security
The assurance of Sainsbury with several laws and practices will lead to ensuring the
chain that their employees are safe in working conditions and their peace will not be harmed in
any case developing interest of employees for performing their jobs effectively and efficiently.
ACTIVITY B
HR assistant job specification:
Job category: recruitment, selection
Position type: full time.
Deadline of application: 4 months before to desired start date.
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Position overview
The assistant of the selection and recruitment will be a key element for changing the ministries
because it increases the needs of the staffing. Recruiting field assist this desired position and
gives supports to the internal staffs, interview and review of the candidates of the job and gives
support of resources to support the ministries as per the efforts of recruitment. The functions
and projects of human resource and successful intern goes hand in hand.
RESPONSIBILITIES
Recruitment:
 Online searching for the skilled and qualified candidates
 Attending the career fairs of recruitment like at the conference, colleges and universities
etc.
 For identifying the qualified candidates for the job filter the resume.
 Job description should be written.
Selection:
 Reference of the candidates must be checked.
 Phone interview conducted.
 In the HR recruitment and selection process communication is needed with the
ministries
 With the leader of the ministries confirm the responsibilities of the job
CV:
Curriculum Vitae
Name: Endrew johans
Address: Kemp house, 120 city road, greater London EV1C 3YZ
Email: [e-mail]
EDUCATION
 MBA in HR from st. peters college, 2018
 BBA from st. Paul college in 2015
EXPERIENCE
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6 months experience in
Duties
 T&D
 Writing offer letters
 Formulation of pay roll
Areas of Expertise
HR policies: monitoring directing and selection of candidates.
Payroll functions, grievance handling.
HR Skills
 communication
 Time management
 Leadership skills
Offer letter:
Offer letter
Dear, Endrew johans
We are very excited to say that you are selected for the in our ABC technology as a permanent
employees
If you are accepting this offer letter than you have to follow these terms and conditions
 Position: HR assistant
 Hours of working: 10 to 6, Monday to Friday
 Compensation: $1500 monthly
To accept date and sign this letter for permanent
Call to HR department if any queries.
sincerely
HR manager.
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CONCLUSIONS
From the above study it can be concluded that the human resource management is the
effective process to acquire the success and growth by the proper management of the employees
in the company. Human resource management is the way to enhance the new and existing
employees for the increase in productivity of the business. Every business follows the functions
of human resource management for the long term success and growth of the business.
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REFERENCES
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processes, and problems. CQ Press.
Bileviciene, T., Bileviciute, E. and Parazinskaite, G., 2015. Innovative trends in human resources
management. Economics & Sociology. 8(4). p.94.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
De Massis, A., and et.al., 2018. Innovation with Limited Resources: Management Lessons from
the G erman M ittelstand. Journal of Product Innovation Management. 35(1). pp.125-146.
Dubravska, M. and Solankova, E., 2015. Recent trends in human resources management in
selected industry in Slovakia and the Czech Republic. Procedia Economics and
Finance. 26. pp.1014-1019.
Ladkin, A., 2018. Tourism human resources. The SAGE Handbook of Tourism Management,
p.254.
Mahmood, M. and Nurul Absar, M.M., 2015. Human resource management practices in
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Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Ng, E.S. and Parry, E., 2016. Multigenerational research in human resource management.
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Publishing Limited.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
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