Role of Human Resource Functions within an Organisation

This report discusses the role of human resource functions within an organisation, including recruitment, employee relations, training and development, and more.

HRM Report

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
Role of Human Resource Functions within an Organisation .....................................................4
TASK 2............................................................................................................................................4
Effectiveness of Recruitment & Selection Strategy ...................................................................4
TASK 3............................................................................................................................................4
Approaches to Talent Management ...........................................................................................4
TASK 4............................................................................................................................................4
HR system & Processes in management of Organisational Performance ..................................4
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human Resource consider as a person who work for the organisational workforce.
Human resource of the organisation responsible for the screening, recruitment, selection,
induction, training & development and also interviewing activities inside the organisation.
Human Resource of the organisation also handle payroll, compensation, employee relation and
other benefits related to the employees of the organisation. For every organisation, human
resource department playing a significant role which help in analysing and maintaining the each
and every activities related to the employees and other staff members in the organisation. For
this report, Sainsbury's organisation chosen which is considered as a second largest supermarket
chain in UK. This organisation established in 1869 and the headquarter in London. This
organisation deal with retail business related to grocery products , household and clothing
products. The main aim of this report is to identify the role of human resource functions within
the organisation and also determine the importance and effectiveness of the recruitment and
selection strategies. This report also analyse the useful practices of talent management which
help to maintain the employees talent and potential. Lastly, this report discuss the useful process
of HR system which help to manage the organisational performance and aid in obtain the
organisational objectives.
TASK 1
Role of Human Resource Functions within an Organisation
Human Resource Department of the organisation are playing many functions which help
to analyse the requirement of the workforce and also evaluate the performance of the employees
which is also useful to improve the performance of Sainsbury's organisation. Human Resource
department need to do all the management activities related to the employees of the organisation
so its necessary to maintain the good Human Resource Management System so that HR manager
easily manage all the aspects of the employees and the organisation (Chang and Chin, 2018).
Human resource management of the Sainsbury's organisation help to maintain various types of
functions and also play a prominent role in the development of the organisation.
Role of Human Resource Management
Human Resource Management is like a strategic approach which help in development,
employment and also betterment of all the working employees with in an organisation. Human

Resources Management contain all the managerial decision and appropriate actions that build the
strong relationship between the employees and the organisation. HRM department of the
Sainsbury's organisation responsible for the various types of role which are explained below- Recruitment - This is consider as the most important role of HRM which help to manage
the staffing levels of the Sainsbury's organisation and also ensure to recruit the right
candidate at the right time. It is contain as a ongoing task which help in organisational
staffing system. Through recruitment, HRM department of the organisation can hire the
right talent so that it help in organisation development, workforce planning and also
useful to enhance the growth of the Sainsbury's organisation (Debroux, 2017). Employee Relation – Good employee relation help to maintain the strong organisational
structure of the Sainsbury's organisation. To maintain a effective employee relation
consider the main role of the HRM department. To improve the health employee
relation,HRM department of the Sainsbury's organise many activities like motivational
sessions, get together, reward system and meetings etc. HRM department consider and
implement these changes so that it help in growth and development of the organisation. Training & Development – This is also include as a big role of the HRM of the
organisation. Sainsbury's provide training sessions to the new employees so that they can
well aware about the organisation rules, regulation and policies and all working condition
of the job role. Organisation also conduct advanced training sessions for the exiting
workforce which help in workforce planning and also keep update their employees
related to the current policies and demand of the organisation (Delery and Roumpi,
2017). Sainsbury's also organise leadership training to their employees which help in
promote staff members. All the training and development sessions helpful in
organisational development and create a effective organisational structure. Employment Law Compliance – To complying with the employment law and legislation
is the most demanding requirement for the organisation. Sainsbury's HRM department
also consider this role and play a important part to develop the good employment and
follow all the laws and legislation properly. HRM department provide the flexible and
positive working conditions which help in proper workforce planning and development
of the employees. Useful and fair practices contain the good workplace law. Sainsbury's

implementing some modifications and changes time to time in practices and law that help
in development of organisation. Job analysis & Design – To analyse design on the basis of the requirement of the
organisation and also conduct job analysis helpful in workforce planning and select the
appropriate candidate for the job. To appoint right candidate maintain the good
organisational structure (Enam, 2019). HRM department generalise the nature of the
particular job and also consider some criteria like qualifications, work experience,
knowledge and skills of the candidate. HRM also provide the relevant information related
to the task, duty and responsibilities related to the job so that Sainsbury's organisation
can achieve the growth. Performance Management – Performance management of the employees also consider
the main role of HRM department of the Sainsbury's . HR manager analyse and also
evaluate the performance of employees time to time and also provide them feedback so
that all the employees can improve their performance. HR manager help in goal setting of
the employees and also involved them in employees driven communication system so
that all the staff members can improve their performance as per the role need and
maintain a good organisational structure which help in growth and expansion of the
organisation. Compensation Management – HRM also responsible to determine pays for various job
tapes and also maintain their compensation, incentives and other benefits of the
employees. Compensation and incentives help to increase the job interest of the
employees so that their job satisfaction level also increase which useful in the
enhancement and development of the organisational productivity of the Sainsbury's. Top Management Advice – HRM also responsible to give their appropriate suggestions
and advice of the top management. HRM advice and suggestion are beneficial for the top
management because it help in improve the efficiency of the organisation (Kundu and
Lata, 2017). HRM also provide their on the appraisal system , improve good quality
employee relation , enhance employee morale etc. all these advices are helpful in the
development of the organisational structure and growth.
 Building Loyalty & Commitment- HRM department suggest some strategies which
improve the loyalty and commitment of the employees toward their job. HRM

department recruit talented employees and match them with their right job position
according to their qualification so that appointed employees must show their loyalty and
commitment in their job role and also give their best efforts for the development of the
organisation.
TASK 2
Effectiveness of Recruitment & Selection Strategy
Recruitment and Selection consider the main role for the HRM department of the
organisation so it necessary to apply effective and useful strategies related to the recruitment and
selection for the Sainsbury's. To follow the appropriate and specific recruitment strategies such
as recruiting internally, advertising externally, web advertising, social media, use recruitment
agencies, college recruitment and some selection strategies like personality tests, interview
sessions, skills test, appetite test, psychological test are necessary for the organisation (Long,
Newton and Sievers, 2018).HRM department need to consider these recruitment and selection
strategies and after that follow the whole process of recruitment and selection. The explanation
of recruitment and selection process are given below-
Recruitment and selection process
This process help in analyse and also evaluate the requirement of the job position inside
the organisation. HRM department of the Sainsbury's company need to fill the new requirement
of the job to follow the whole recruitment and selection process which help to improve the
organisational structure , alignment of the employees. There are many steps involved in
recruitment and selection process of the organisation which description are given below- Identify the Need and develop position description - In this step, HR manager identify
the need of the new job position so that manager can fill all the required job position . To
follow the recruitment and selection process, HR manager prepare the whole list of the
need and requirement of the high skilled and talented employees which help for the
welfare of the organisation (Macke and Genari, 2019). After prepare the list of the job
position , HR manager need to develop the job description so that manager can recruit
appropriate and right person for the right job role for the Sainsbury's.
 Recruitment Planning – For the effective recruitment planning, Sainsbury's organisation
need to identify the qualified and selected applicant pool. HR manager of the organisation

determine and develop the recruitment planning and sourcing plan so that organisation
can get high potential employees (Morshed, 2019). For the successful recruitment
planning, HR manager should consider HR strategy , workforce planning and also take
some advice with consultant and then prepare a full prove plan for the recruitment of the
candidate.
 Sourcing and Advertising - Talent acquisition offer some recruitment resources for the
HR manager of the Sainsbury's which support in recruiting initiatives. HR manager
advertise the application regarding the job on social media platforms and other job portals
so that candidate can see the job advertisement and go to the organisation website and
also access the job details on social media and other job portals and apply for the
preferable job position according to their qualification. With the help of advertisement,
organisation can get large number of high talented employees which can give their
contribution for the development of the organisation (Papa, 2018). Interview Candidates – HR manager consider all those candidate application which are
qualified all the given criteria like skills, knowledge, education and qualification and
Illustration 1: Recruitment & Selection Process, 2021

work experience then call them for the interview. In interview process, HR manager of
Sainsbury's can ask them question related to their skills , knowledge and interest and then
identify their capability and also compare the candidate skills and capabilities on the
other candidate.
 Selection & offer of employment – After the interview process, HR manager can select
the most potential and skilled candidate according to the job position and then provide
them offer letter. HR manger of the Sainsbury's can follow useful strategy to select the
candidate (Podgorodnichenko, Edgar and McAndrew, 2020). HR manager take interview,
use observation methods , take psychological test and after this take peer suggestions to
select the right candidate and after that give them job offer of employment.
 On boarding for success – After the selection and offer of employment, organisation can
call the selected candidate for the induction program. In induction program, Sainsbury's
organisation share all the information related to their job role and rules , regulation and
policies of the organisation so that all the new selected employees can give their best
contribution in the success of the organisation.
Legislative Recruitment and Selection Process Requirement
Legislative recruitment in recruitment and selection process necessary for the success of
the organisation. The recruitment of laws and legislation on the recruitment and selection process
consider on the basis of some elements like age, disability, marriage, civil partnership, religion
and belief. To maintain all the legislative requirement, Sainsbury's use some laws and act which
help the organisation to manage all the requirement in the recruitment and selection process. The
explanation of this acts are given below- Equality Act 2010 – This act legally protect the individual form the discrimination at the
workplace and also in society. This act replace other anti- discrimination laws and acts
with a single act which help to make the legislation and law more simple to understand
the protection in few situations (Rahman, et. al., 2020).
 Data Protection Act 2018 – This act help to control the personal information which
mainly used by the organisation and government. To protect the employees data,
organisation follow data protection act so that organisation properly secure the data and
protect them from many hackers. Organisation also make sure that all the information and

details of the employees are fairly clear so that organisation provide the employees lawful
applications and transparency.
Recommendations
To improvement the recruitment and selection process of the Sainsbury's organisation,
there are many more laws and act which organisation can follow to maintain all the requirement
of laws and legislation. Organisation also consider Equality& Human Right commission, Fixed
Term Employment, Criminal Records Checks related laws and acts so that organisation can
easily improve the process of recruitment and selection. All these acts can enhance and improve
the working condition which help in development of the organisation.
TASK 3
Impact of staff development and talent management on the performance of employees
Staff development and talent management both are responsible in the improvement of the
employees performance. Staff development consider to all the practices, procedures which
utilised to improve the skills , knowledge and also competencies of staff members to enhance the
efficiency and also effectiveness both. Talent management refer as a methodology which help to
conduct the strategic process so that organisation can get the right talent and help to improve the
performance and productivity of the Sainsbury's organisation. Improve employee engagement – Talent management help to establish the strong
relationship between employees and organisation. Talent management connect all the
employees together through some activities and programs so that all employees can
engage and share their issues and doubts without any hesitation (Rees and Smith, 2017).
Talent management strategies hep to maintain the performance level of weak employees
and help them in their career development. Productivity enhancement - Through good practice of talent management, Sainsbury's
organisation can increase the productivity of the employees so that they can perform
their job effectively. Some talent management strategies like understand the motive and
power of job description, provide advanced and continuous training, provide reward help
to improve the productivity of the employees.
 Help in employees Retention- Through talent management and successful staffing,
organisation can improve the employee retention. Organisation give employees some

flexible working hours which provide some comfort to the employees and employees
work without any pressure so that job satisfaction of employees increase so that
employee think to work on this organisation for longer time period and do not think to
leave the organisation very early. So with the help of talent management, Sainsbury's
organisation can retain employees long term purpose.
Best practices Models and benefits
There are some best practices models of the talent management which are beneficial for
the development and improvement of organisational performance of the Sainsbury's. The
explanation of these key practices model and its benefits for the organisation are as follows- Set clear organisational goals & Expectations – First, organisation need to set clear
understanding about the organisational goal and organisation should focus on each and
every employees work so that organisation can identify those employees who are not
doing their job properly. After that organisation need to give them advance training so
that employees can clear their doubt regarding the job role and make sure that
organisational goal set in the mind of the employees and then organisation can expect the
most favourable from the employees which is beneficial to increase the performance of
the organisation (Shefa, 2017). Regular Performance Appraisals - Sainsbury's need to provide the appropriate chance
of regular performance appraisal to each and every employees. Through performance
appraisals, employees can review their past performance, generate current challenges,
and also develop their skills. In performance appraisals, organisation can evaluate the
performance of employees so that they clear understand that where they are stand in the
organisation and according to this all employees can do some extra efforts to improve
their performance as compared to their past performance (Sung and Choi, 2018).
Manager of the Sainsbury's can provide training sessions, coaching and support
continuous so that employees can boost their performance level which give benefit to
develop the over all performance of the organisation. Offer professional Development Opportunities – Organisation need to identify the
performance gap and then analyse that which skills and knowledge need to develop as per
the improvement of the performance of employees. Develop a talented workforce
planning and succession management planning are necessary for the development of the

employees. Organisation can offer professional development training so that all the
employees can full fill the performance gap and also become more capable to perform
best in a best way. This practice provides benefit to the employees development and also
help to enhance the growth of the organisation.
 Improve and evaluate Talent Management with specific Analytics – To improve the
talent in employees, organisation can determine the supply and demand trends, uncover
all the opportunities and also generate risk which help to improve the talent of the
employees and also help them to retain in the Sainsbury's organisation for the longer
period of time.
All these practices models give the specific benefit to provide right direction in the career
development of the employees so that they can perform their duty in a best manner and also
enhance their talent time to time which help them to give a secure job and retain in the
organisation for the long period of time. Organisation need to follow all the practices because
these are beneficial to improve the performance of organisation.
TASK 4
HR system & Processes in management of Organisational Performance
HR system is a tool that permit Human resource information to be stored , processed and
reported upon. From non automated system like spreadsheet and database, to automated system
like dedicated HR software solution , there are many different options to choose from to suit all
budgets and requirement (Thunnissen and Gallardo-Gallardo, 2017). The HR practices that are
conducted typically with the help of HR system are -
 Managing and scoring the records of the employees
 Generating and using varieties of various charts and graphs
 Permitting staff to make request for their holidays.
 Managing course and training need analysis is to be drawn up.
 Creating and using set pattern for the purpose of recruitment and also for automating
correspondence.
 Maintain and make control over plans that are related to shifts
 Plans must be maintain regarding real time records of attendance.

The issues that are generated by using non automated system is so problematic for many
people to access important data and also report on it. There are various problems that are exist in
protecting information which is sensitive so that it is pertinent to and also ensure that important
data must not be corrupted. Due to this most of the individuals are shifting to in such type of HR
system that are automated. The another advantage of automated system is that all the data are
kept on company's own server. And therefore secured in line along with the existing policies of
IT department.
HR policies can be define as body of rules and principles that govern organisation in its
relationship with workforce. To make consistency in performing different actions & equity in its
relation with employees. Policies help the organisation to achieve goals in effective manner .
Human Resource policies are the base for sound practices that are relates to HRM. Thus policies
is important yardstick with the help of which measurement of accomplishment of programmes
can easily be done. Human resource policies are guidelines for management of employee, as this
is generally adopted by company to regulate and control employees behaviour as well as
supervisors and managers behaviour (Trullen and Valverde, 2017). The framing of different HR
policies support company to demonstrate both externally and internally, as it fulfils the need for
ethics, diversity and training and also to make commitment in respect to regulations & corporate
governance of their workforce. There are six type of HR policies are originated, imposed,
appealed, general, implied and written policies. To run the business operation effectively the
organisation Sainsbury's frame the policies in such a manner so that employees feel proud on it
and also try to involve in affairs of company. For the purpose of development of employees
many relevant provisions are to be made. It helps to create consciousness and also try to generate
confidence level with developing feeling of cooperation between employees. It is the
responsibility of HR managers to formulate the policies which tends to contribute towards the
achievement of objectives of the organisation.
The leading cause of employees sickness in United Kingdom are common cold, back
pain, neck pain, mental health issues like stress, depression, Sickness absence has vary negative
impact on company's business like reduction in productivity due to performing less work, reduce
satisfaction of customers which indirectly affects business operations. Reduction in morale and
motivation from other staff. As absent ism due to sickness increase the workload on other
employees of the Sainsbury's. Due to sickness workers not feel good and comfortable so they

take leave and rejoin the company only if they feel recover. As their absence make impact on
work of business negatively. And also it give loss to employees too because due to their
absenteeism their salary or wage is also deducted by employer that impacts negatively on their
life. As due to this difficulty is face by person due to less earning. As it results as replacement
and employees turnover that indirectly affects productivity and development of organisation. As
it is possible to manage absence that are related to sickness, as it is good proverb that prevention
is better than cure. Framing and putting the right policies in place will help to spot issues and
provide support where require. Sainsbury's HR manager formulate policies to eliminate sick
leave for example, company offer reward for zero absenteeism, research as well as discover
various new method to reduce physical stress that employees suffer at the time of working ,
providing additional days off to employees as their annual benefit plan. Employer must be
flexible regarding allowing workers they taken off for the reason which is legitimate.
Sainsbury's start to develop sick leave policy and to monitor sick leave to all employees. If
good policies are made by Sainsbury's than it reduce absenteeism that leads to increase
productivity of business, and helps in business survival and growth (Villajos, et. al., 2019).
Due to poor performance management system it increase the chances of conflicts or bias
between workforce in the organisation. If performance are not evaluate properly than it reduces
the morale of employees. Due to employees turnover are also increase which affects business
profit and growth negatively. So to overcome with these issue smart and talented managers use
the policy of key performance indicator to measure the performance and Benchmarking concept
can also be an another option for measuring performance. After using these strategies for
measuring performance, rewards are given to employees who perform good and motivate them
and must provide guidance to those who don't perform as per standard. With time to time
appraisal company's performance and development also increase.
CONCLUSION
As per this report it can be analysed that the role of human resource management is
helpful to maintain the each and every activities of the employees and the other workforce. There
are various types of role which HRM department of the organisation need to play such as
recruitment , selection, induction, training & development, employee engagement, job design
and job analysis etc. This report discussed about the strategies of recruitment and selection and
after that this report analyse the whole process of the recruitment and selection which help to

identify the right person for the right job. This report also evaluate some laws and legislation and
also determine the requirement of legislative recruitment and selection process. This report
provided some recommendations which help to improve the privacy, security and data
protection of the organisational employees. Apart from this , report also demonstrate the impact
of talent management on the performance of employees and also provide some practices which
help to retain the right talent inside the organisation for loner time period. Lastly, this report
discussed about the HR system and policies.

REFERENCES
Books and Journals
Chang, E. and Chin, H., 2018. Signaling or experiencing: Commitment HRM effects on
recruitment and employees' online ratings. Journal of Business Research, 84, pp.175-
185.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Enam, S.M., 2019. Recruitment, Selection and Training Practices of G4S Secure Solutions
Bangladesh (P) Ltd.
Kundu, S.C. and Lata, K., 2017. Effects of supportive work environment on employee
retention. International Journal of Organizational Analysis.
Long, S., Newton, J. and Sievers, B. eds., 2018. Coaching in depth: The organizational role
analysis approach. Routledge.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Morshed, M., 2019. Recruitment & Selection process of “Radiant Pharmaceuticals Ltd”.
Papa, A., et. al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing
sustainable organizations: Contemporary challenges and contradictions. Human
Resource Management Review, 30(3), p.100685.
Rahman, M., et. al., 2020. The role of social media in e-recruitment process: empirical evidence
from developing countries in social network theory. Journal of Enterprise Information
Management.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Shefa, S.B.Z., 2017. Effectiveness of recruitment and selection process of Aarong & Ayesha
Abed Foundation.
Sung, S.Y. and Choi, J.N., 2018. Effects of training and development on employee outcomes and
firm innovative performance: Moderating roles of voluntary participation and
evaluation. Human resource management, 57(6), pp.1339-1353.
Thunnissen, M. and Gallardo-Gallardo, E., 2017. Talent management in practice: An integrated
and dynamic approach. Emerald Group Publishing.
Trullen, J. and Valverde, M., 2017. HR professionals' use of influence in the effective
implementation of HR practices. European Journal of International
Management, 11(5), pp.537-556.
Villajos, E., et. al., 2019. Refinement and validation of a comprehensive scale for measuring HR
practices aimed at performance-enhancement and employee-support. European
Management Journal, 37(3), pp.387-397.