HRM Practices

please use for organisation, beauty salon.

Human Resource
Management
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explanation of the purpose and the functions of HRM.........................................................1
P2 Strength and weakness of different approaches in relation to recruitment and selection.......2
TASK 2............................................................................................................................................3
P3. Welfares or benefits of different HRM practices..................................................................3
P4. Effectiveness of practice of HRM to raises profit and productivity of organisation.............4
TASK 3............................................................................................................................................5
P5. Importance of employees relations in respect to influencing HRM decision making..........5
P6. Employee legislations............................................................................................................6
TASK 4............................................................................................................................................6
P7. Application of HRM practice...............................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Human resource management is the strategic management approach which is used by the
organisations for the effective administrations of the employees and workers so that they can
make their contribution in operating the business operation and gaining competitive advantages.
It is the function of management which is also responsible for hiring, selecting, motivating,
training and maintaining human resource of the company (Binder, 2016). It deals with the
problems which are affiliated to employee such bas recruitment, selection, training,
development, compensation, motivation, communication and management. This report is based
on Sainsbury organisation which is supermarket in UK and providing different types of products
and services to customers. This document will be discussed about the purpose and functions of
HRM and the strengths and weaknesses of different approaches of recruitment and selection. The
efficacy of the main aspects of HRM and the study of internal and external factors influencing
HRM decision-making will also be identified. The implementation of HRM activities will also
be clarified in a context connected with the job.
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TASK 1
P1. Explanation of the purpose and the functions of HRM
HRM is an operation and intervention to handle, monitor and maintain the workforce as it
is a valuable tool for the business and helps to achieve the organizational goals in a set time
frame. In context to Sainsbury, HR manager is one who understands the requirement of their all
department and fill their requirement which helps to increase organisational productivity. It is
important to have a HR manager in organisation who can formulate policies and strategies for
the purpose of getting competitive advantages (Rockström and et. al., 2017). The purpose and
functions of HRM are as defined:
Purpose of HRM
 The main purpose of HRM is to analysing manpower within the firm who helps to
increase production and complete task.
 To formulate plans and policies for the benefits of the employees and employers such as
HR manager of Sainsbury is formulating different policies and regulations.
 Maintaining and administrating transformation and change within technologies which are
used by Sainsbury Company to complete the task effectively (Chen and et. al., 2016).
 In Sainsbury manager is focusing hold over higher level of team spirit and effective
human relation within the administration.
Functions of HRM
Planning- It is the function of HRM which is obsessed to make appropriate plan in
context of the need of the workers, qualifications and quantity etc. In Sainsbury it is beneficial
for HR because with the help of planning it can find out vacant posts and develop the job
description for the specific applicants. Moreover it it formulates plans to attracts people and
increase organisational productivity.
Organising - It is affiliated with the coordination of those different actions and activities
that will take place. In Sainsbury HR manager work and task is allotted to every employee as per
their competencies and abilities (Buttimerm and Seamon, 2015).
Directing – This function is used by manager of Sainsbury which is related with the
bracing employees at different levels of the company and then make contribution regarding the
accomplishment of business aims with their supreme prospectus (Shuck and et. al., 2016).
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Controlling – This function is affiliated with the evaluation and determination of the
performance of the employees which is analysed, verified and compared with objectives and
goals. If there are any kind of depreciation is found at the time of making comparison than
effective and appropriate decision will be taken by the HR manager (Cleaver, 2017). Such as
manager of Sainsbury compare with others and control their activities which help to maintain
good performance.
P2 Strength and weakness of different approaches in relation to recruitment and selection
Recruitment and selection are important process of organisation which is done by
management in order to attain business goals and objectives by hiring qualified and experienced
people. The strength and weakness of recruitment process in relation to Sainsbury organisation
are as defined:
Recruitment method:
Internal method: This means when employees are recruited from the organisation
to fill the higher position is called internal method. In Sainsbury, HR manager have
various option to recruit employees internally such as promotion, transfer, filling higher
position etc.
Strength Weakness
This is beneficial for Sainsbury because
there is no requirement to spend money
more on hiring process.
This cannot bring new skills and talent in
organisation who can reduce the
productivity.
External method: When employees are recruited by HR out of the organisation which
helps to increase organisational productivity. In Sainsbury, HR manager can use this method to
recruit the employees and get completion of work. This
Strength Weakness
The HR managers of Sainsbury organisation
have chances to bring out new talent and
technical person who can help to increase
organisational effectiveness.
This is time consuming and long process to
recruit a person in company that can stop
working still not identified.
Selection approaches:
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Interview- It refers to the process of face to face interaction and communication through
which the HR manager can identify the key requirements according to the vacant position
(Girard and Girard, 2015). In Sainsbury organisation, the management of the company can use
face to face interview, telephonic interview, Skype interview etc.
Strengths Weaknesses
This is a compilation of HR standards in which
the company's HR role would be responsible at
the time of the requirement for recruiting,
selecting, educating and empowering
employees.
Due to poor network, various time telephonic
interview and video conferencing affect
unfavourably to the interviewer and might not
hire the right applicant.
TASK 2
P3. Welfares or benefits of different HRM practices
There are various HRM practices which are effective employees and employers. Learning,
development and training is the important HRM practice which is beneficial for employees
because with the help of it, they learn about new things such technologies, laws, regulation, rules
etc. It is effective for making improvement in the competencies and knowledge of the employees
so that they can use it in performing their job duties and responsibilities during the time of
attuning organisational objectives and aims. In Sainsbury, HR manager is following different
types of HRM practices such as training and development, flexible working and others which
helps to increase organisational productivity (Cleaver, 2017).
Training and development practices – This is important practices which are adopted by
all organisation in order to provide training and learning to employees so they can face
challenges easily and contribute in organisational productivity. In Sainsbury, managers are single
person who introduce new technology and recruitment person in order to getting thing done in
certain period of time. They provides training and development programme to employees so
activities can be performed easily and run a business effectively. The benefits of such practices
are as defined:
HRM practice Benefit to employee Benefit to employer
Learning, training addition  Such practice improves  These practices help
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to development practice motivation level, job
satisfaction, workplace
engagement, efficiencies in
processes, innovations in
way of performing as well
as enhancing capacities to
adopt new methods
(Hopkin, 2017).
in Sainsbury’s
employers to build
strong connection
with workforce and
solving issues in
context to work
quality.
P4. Effectiveness of practice of HRM to raises profit and productivity of organisation.
HRM practices are rules and regulation which are used by organisation to increase their
organisational productivity by completing task effectively (Donate and de Pablo, 2015) . Such as
manager of Sainsbury are using training and development practices which helps to increase
learning of employer and employees in order to complete a task in certain period of time. In
addition to creative goods, corporate training as well as growth activities often help managers to
make appropriate policies or approaches that lead them towards achieving organizational
objectives.
A Training and development course clearly ensures work efficiency of personnel towards project
success. Other than this, employee thinking process are improved as they get opportunities to
showcase their talents, creativity as well as innovate ideas by polishing their thoughts in order to
raise profits together with productivity of organisation. Successful training programs helps
Sainsbury’s employers to upgrade their expertise in specialised or related field so that they can
deal with unforeseen issues and motivate employees to face the circumstances without any
hurdles that can lead organisation towards raising profit margins and productivity (Milfelner,
Potočnik and Žižek, 2015).
TASK 3
P5. Importance of employees relations in respect to influencing HRM decision making
Employees’ relations are related to maintain efforts of the company to manage the
relationship among the employees and employers of the firm. The effort of personnel essentially
refers to the efforts of a organization that are used by the company's management to establish and
maintain a productive and beneficial relationship with its colleagues (Roberts, 2015). In context
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to Sainsbury organisation, relationship between employees and employers is important to
provide soothing, calm, open and friendly and healthy environment which is helpful for assisting
employees to work by focusing on task and using efforts or effectiveness. It helps in maintaining
the needs and expectations of employees and employers in effective way (Girard and Girard,
2015).
If the employee relation is good in Sainsbury then they can make trust and work each other
while working. With the help of it, they can easily solve problem, issues and conflicts within the
company. Instead, a positive and productive partnership also tends to reduce the rate of employee
turnover and decrease the company's absenteeism. This helps to make decisions and track the
abilities and interpersonal skills of the employees. Therefore, it is important for organisation to
maintain good relations with employees so challenges and changes can be accepted by them
which helps to increase organisational sales and profitability. If there are need to improvement
then it help in organising training and learning sessions so that they can make improvement in
their knowledge and skills and take effective steps against the task (Rockström and et. al., 2017).
P6. Employee legislations
Legislations are important for business which supports it to run it continuously and
increase a brand image by satisfying employees. HR manager is playing important role
who understand what is beneficial for organisation and employees then formulates policies
which helps to maintain good performance. In Sainsbury, different employees legislations
are followed by whole department that are as defined:
Health and safety act – Every employees wants that it should be safe or secure at the workplace
in case of working so employees feel good and work effectively. In Sainsbury, managers are
using health and safety act in which it provides good health and safety to employees who are
working such organisation which increases productivity and working activities. This is
responsibility of HR manager to follow this rule and provide good health so that employees can
work efficiently and maintain organisational productivity (Lasserre, 2017).
Data protection law – This is is also important for organ8isation because employees
wants their information and data should be safe or confidential. In context to Sainsbury, manager
are following this law in which it ensures employees that their data and information will be safe
and secure it will not be leak out. It make feel good to employees and increase business
effectiveness (Mone and London, 2018).
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Equality act – According to this act, employees should be treated fairly and equally in
organisation. All employees have right to get opportunity chances from its employees so they
retain for long period of time. In Sainsbury, managers are following this act which helps to
provide equal opportunity and chances to employees which helps to increase organisational
productivity (Roberts, 2015).
Therefore, all legislation are followed by organisation in which HR manager is playing
important role by providing good heal and safety, providing equal opportunity and data
protection helps to increase the organisational performance. This is important for manager to
follow all acts and satisfying employees so they retain in companies for long period of time.
TASK 4
P7. Application of HRM practice
HRM practices are different which are adopted by companies to run their business and
increase their productiveness. These practices influence performance of organisation and
management that helps to increase organisational performance and profitability. In
Sainsbury, different HRM practices are as defined:
Curriculum Vitae
Joseph Peterson
99, Main street, London, UK.
P.N. - 95744961641
Email id- [e-mail]
Professional summary:
Experienced with Asda organisation as an marketing executive which helped me to grow up my
learning and experienced that motivated me to work effectively. This build challenges and good
level of experience.
Highlights:
 Challenges adopter
 Public speaker
 Innovative thinker
 Communication skills
 Resource allocator
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 Best coordinator
 Leadership and many more.
Experience:
01/2016 to current: Business studies Professor at Brighton University, England
 Guiding students to improve their business skills.
 Collaborated with placement teams to establish essentials for undergraduate
as well as graduate students.
 Fostering commitment of students to learn through practical concepts of
business.
Declaration: All the above mentioned information is accurate as well as correct to my
consideration.
CONCLUSION
From the above report it can be concluded that human resource management is main
activity which formulates policies and regulation in order to increase organisational
productivity. The main purpose of HRM is to focus on administration and business activities
so it can be run effectively. Different types of functions such as planning, organising,
directing and controlling which are performed by management to run their business.
Different legislation such as data protection, health and safety, equality act are followed by
management in order to run a business by attracting employees and retaining them for long
period. Employees are important assets of organisation who are playing important role by
understanding organisational goal and give their contribution to increase productivity.
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REFERENCES
Books & Journals
Buttimer, A. and Seamon, D., 2015. The human experience of space and place. Routledge.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Girard, J. and Girard, J., 2015. Defining knowledge management: Toward an applied
compendium. Online Journal of Applied Knowledge Management. 3(1). pp.1-20.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Roberts, G., 2015. Christian scripture and human resource management: Building a path to
Servant leadership through faith. Springer.
Milfelner, B., Potočnik, A. and Žižek, S.Š., 2015. Social responsibility, human resource
management and organizational performance. Systems research and behavioral
science. 32(2). pp.221-229.
Shuck, B. and et. al., 2016. Deconstructing the privilege and power of employee engagement:
Issues of inequality for management and human resource development. Human
Resource Development Review. 15(2). pp.208-229.
Rockström, J. and et. al., 2017. Sustainable intensification of agriculture for human prosperity
and global sustainability. Ambio. 46(1). pp.4-17.
(Buttimerm and Seamon, 2015) (Cleaver, 2017) (Donate and de Pablo, 2015) (Girard and
Girard, 2015)(Lasserre, 2017) (Mone and London, 2018) (Roberts, 2015) (Milfelner, Potočnik
and Žižek, 2015) (Shuck and et. al., 2016) (Rockström and et. al., 2017)
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