HRM

HRM

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................4
P1. Purpose and the functions of the human resource management............................................4
P2 Strength and the weakness of the selection and the recruitment process...............................5
LO2..................................................................................................................................................7
P3. Benefits of the HRM practices to the employers and employees in the organisation...........7
P4. Effectiveness of the HRM practices in terms of increasing the profits and productivity......7
LO3..................................................................................................................................................8
P5. Importance of the employees relation which affects the decision making of the HRM........8
P6. Employment legislation and their effects on the decision making of the HRM....................9
LO4................................................................................................................................................10
P7. Application of the HRM Practices in the work related context of the organisation............10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the set of the policies and the practice of the organisation
which management the pop le to achieve the success and the growth of the business. It is the
effective design to increases the level of the performance of the employees. It is the process of
recruitment, selection, training and development of the employees also that they could work to
gain the benefits of the company. This file explains the HRM policies of the Sainsbury.
Sainsbury is the largest multinational retail company of the groceries in the UK. Headquarter of
this company is at the London, UK. This report determines the purpose and the scope of the
human resource management related to the workforce planning of the organization. There are
various effectiveness and the benefits to the company. This file also evaluates the internal and
the external factors which affects the decision-making of the management of the human resource
of the company. There also have different practices in the work-related context of the company.
LO1
P1. Purpose and the functions of the human resource management.
The purpose of the human resource management is the effective management of the
people in the work place to increase the level of the profits and the productivity of the company
in the future and the current situation of the markets. There are various function which manages
and maintain the workforce plaining of the Sainsbury and helps them to reach the success of the
business. These function are explained below:
Managerial functions:
Planning: Plaining is the important function of the HRM In which they decide the requirement
of the number of the employees in the business for the achievement of the goals and objective. In
this function the human resource management of the Sainsbury evaluate and identify the need of
the people in the business (Guest, 2017).
Organising: In this function Sainsbury provides the task to their employees according to their
skills and the leads them towards the goals of the business. The effective relation are maintained
between the employees so that they could contribute to achieve the gaols of the Sainsbury.
Directing: Human resource management directs and inspire the employees in the different level
of the business to achieve the goals and objectives of the business. In the business of the
Sainsbury the manger of the HR motivates the employees so that they could fulfil the needs of
the business.

Controlling: This functions of the human resource management regulates the activities as per
the planning of the Sainsbury to achieve the goals of the business (Marler and Parry, 2016). If
there are the problems in the workforce planning of the Sainsbury the controls the activities of
the employees for the improvement in the level of the performance.
Operative functions:
Recruitment and selection: This is the effective and the efficient process of the human resource
management in the business of the Sainsbury which attracts the number of the candidates in the
business so that the selection of the skilled and the right candidate is possible.
Training and development: This function improve the level of the performance of the
employees by increasing the skills and the knowledge so that they could work effectively and
efficiently to achieve the goals of the Sainsbury. In the Sainsbury for the effective planing of the
workforce there is need to train and develop for the higher level of the responsibilities (Al Ariss
and Sidani, 2016).
Performance appraisal: The manager analysis and check the level of the performance of the
employees to make sure that they are working towards the achievement of the goals or not.
Welfare of the employees: The management of the human resource provides different kinds of
the services and the advantages to employees so that they will motivate towards the goals of the
business.
The functions and the practices of the department of the human resource aims to achieve
the objectives and the goals of the business by proper recruitment and the selection of the
candidates. In the Sainsbury the manager of the HR gives the effective training to their
employees so that they could improve their skills and knowledge and make their efforts for the
success and the growth of the business (Brewster, 2017). These practices will improve the level
of the motivation in the employees of the Sainsbury, so they become focused in their work.
P2 Strength and the weakness of the selection and the recruitment process.
Recruitment and the selection is the most important process of the human resource
management which provides the skilled and talent candidates to fulfil the vacant position of the
business. In the business of the Sainsbury the strength and weakness of the recruitment and the
selection process affects the effective planning of the workforce in the business.
Recruitment:

It is the process to attracts the number of employees towards the business by different
modes of the advertisement to achieve the objective of the business. The Sainsbury uses the two
types of the recruitment process in their business to attract the variety of the candidates for the
vacant job positions. These two process of the recruitment have strength and the weakness which
influence the workforce planning in the organisation.
Internal recruitment: In the business of the Sainsbury internal recruitment is done by
promotions and the transfer of the employees. This method of the recruitment hire the existing
employees of the business to fill the specific position of the Sainsbury (Albrecht, and et.al.,
2015).
Strength: Internal recruitment increase the morale of the employees so that they could works to
get the success and the growth of the Sainsbury. The employees of the Sainsbury feels motivated
to work effective in the business. It will reduce the cost of the employee turnover.
Weakness: The weakness of the internal recruitment is that the business losses the new ideas
and the knowledge of the people from the outside. The conflicts may increases in the working
environment of the Sainsbury because of the internal recruitment. It will promotes the level of
the unemployment in the country.
External recruitment: It is the process to hire the candidates in the business from the outside of
the organisation. This process could take place with the help of the advertisements on the TV,
newspaper and from the educational institutes.
Strength: With the help of the external recruitment the Sainsbury could get the skilled
and talented employees in the business which contributed towards the common goals and
objectives (Redman and Dundon, eds., 2017). It gives the good chance to the Sainsbury to face
the level of the competition. Candidates from outsides brings new ideas and innovation for the
effective and efficient running of the business.
Weakness: External recruitment takes lots of time in recruiting the skilled and the
talented employees in the business. In the business of the Sainsbury sometimes the new
employees could get adjust in their working environment and results in they leave the job. There
is need of the lots of money for recruiting the employee from outside.
Selection:
The process of the selection is done with the help of the testing and interviews of the
candidates to fill the position with the job in the Sainsbury with the skilled employees. These

interview and testing can be done both by face to face and online. The selection has both strength
and weakness.
Strength: The Sainsbury determine the skills of the candidates from their pre-employment
testing that they are adjust in the business. Test are reliable and objectives as compared to the
other methods of the selection.
Weakness: The weaknesses of the selection is that it rarely provides the full picture of the
candidates. The process of the selection is very complicated and some candidates cannot
understand the process (Ahmad, 2015). It is also a time-consuming process of the business.
These strength and the weakness of the recruitment and the selection process have impact
on hiring the skilled and the talented employees in the business of the Sainsbury. The Sainsbury
get the advantages which reduces cost of the employee turnover. But some time it creates the
problem when the employees could not get adjust in the environment of the Sainsbury.
LO2
P3. Benefits of the HRM practices to the employers and employees in the organisation.
Human resource management is process and the policies which gives lots of advantages
to the employees and the employers of the Sainsbury by applying the different functions and the
practices in their working environment.
Compensation: In the business of the Sainsbury they provide the compensation and
benefits equally to the employees so that they will effectively contribute towards the goals of the
business. The employees get motivated by the rewards which the company give them and gives
their best in achieving the success an the growth of the Sainsbury in the market (Kultalahti and
Viitala, 2015). The employers get their work done effectively and reach to the gaols of the
business by motivating the employees with the rewards and benefits.
Maintaining the effective workplace environment: In the business of the Sainsbury
human resource management have the responsibility to maintain the good environment in the
workplace the employees. The employers of the Sainsbury solve the conflicts between the
employees and coordinate them towards the common goal this will increase the success and the
growth of the business. The effective environment of the workplace increase the morale of the
employees so that they will give their full efforts in the successful operations of the business.

P4. Effectiveness of the HRM practices in terms of increasing the profits and productivity.
The profitability and productivity of the Sainsbury increases with helps of the effective
practices of the human resource management in the business. There are some of the practices
which increase the profits and productivity of the business.
Training and development: By giving effective training and the development to the
employees of the sainsbury increases the level of the performance of the employees and this
results in the increases in the profits and the productivity of the business (Milliman and Clair,
2017). Training and development increases the skills and knowledge of the employees so they
work effectively to increase the profitability of the business.
Selection and recruitment: By recruiting and selecting the skilled employees in the
business of the Sainsbury they will works effective and contributed to increases the profits and
productivity of the business. The selection of the new employees with the knowledge of the
marketing and sales this will promotes the success and the growth of the business.
LO3
P5. Importance of the employees relation which affects the decision making of the HRM.
In the decision-making process of the human resource management the employees gives
their ideas and opinion which leads to the success and the growth of the business. The
involvement of the employees in the decision-making of the Sainsbury will saves the money and
time of the business. The effectiveness of the relation of the employees are discussed below:
Improvement in the working conditions: Involvement in the process of the decision
making gives the opportunity to share the ideas and opinions to the employees with other people
of the sainsbury. This involvement of the employees in the decision-making process improves
the relation with the manager and the employees.
Money and the time is saved: By involving the employees in the decision-making
process it will saves the time and the money of the sainsbury from outsourcing the people for the
taking the effective decision for the benefits of the company. The people from the outside take
lots of money and it very time consuming (John and Taylor, 2016). So the employees have
already knowledge of the company process and the policies and they understand all the policies
of the sainsbury sop it is very useful to involve the employees in the process of the decision
making.

Effective communication: The involvement of the employees in the decision-making
process reduces the gap and creates the effective communication between the employees and
their senior authority. The employees feels that their opinions and ideas are important for the
business of the Sainsbury and this will leads to increases the efficiency of their work which
increases the success and the growth of the business.
Increased in the level of the productivity: The employees increase their personal and
the professional stake in the sainsbury and reaches to the success and the growth. This success
and the growth of the business increases the level of the productivity of the Sainsbury. The skills
and the knowledge of the employees also increases with the active participation in the process of
decision of the HRM.
P6. Employment legislation and their effects on the decision making of the HRM.
The decision-making process of the human resource management affected by the various
employment laws and legislation of the government. The laws which have impact on the actions
and the decision of the HR such as labour law, discrimination laws, opportunity of the equal
employment law, medical leaves laws etc. These laws are explained below:
Health and safety laws: This laws was governed by the administration of the health and
safety to protect the workers from the unsafe environment in the organisation. The department of
the human resource keeps the information and the document of the material which hazardous and
is used in the business operation (Ringle, and et.al., 2018). In the Sainsbury they provide the
proper training to their employees about the difficult and the dangerous jobs in the working
conditions of the business.
The equal pay act: This laws affects the decision-making of of the HR because it makes
it illegal if they provide the unequal payment of the wages to the employees on the bases of the
gender of the similar level of the responsibilities. Sainsbury gives the equal payments to their
employees as peer the laws so that they do not get demotivated and works to achieve the success
and the growth of the business.
The family medical leave act: As per this law the employee will get the leave of 12
weeks who have worked 12 months or more with the company. The leave could be given on the
base of the child birth, becoming the foster parents of the child, when the parents and the spouse
is ill and the employees is seriously ill. This law affects the decision of the department of human

resource to give the position and the payment to the employees before leave of the absence on
their return.
Fair labour standard act: The focus of the this laws to give the overtime payment to the
employee by the organisation when they are working more than 40 hours in the week, minimum
wages, child labour (Kim, and Bae, 2017). The professional of the HR in the Sainsbury have to
check the accuracy of the amount which paid to the employees on the continuous basis.
Civil rights act: The employees get the protection from the discrimination on the basis of
the colour, race, religion, national origin. The company cannot rejects to hire the employees on
the basis of these issue. In the process of the recruitment and the selection of the human resource
management in the Sainsbury.
Discrimination of age in employment act: This law protect the people with the age of
more than 40 from rejected in the process of the hiring in the company due to their age issue. In
the sainsbury the human resource management take the decision in the process of the selecting
the candidate not on the basis of their but their consider their talent and the skills.
LO4
P7. Application of the HRM Practices in the work related context of the organisation.
In the business of the Sainsbury they are launching the new products which is sustainable
for the environment and effective for the health of the people. The sainsbury makes the effective
planning to determine the requirement of the new employees in the business which have the
knowledge of the sustainable products (Jamali, El Dirani and Harwood, 2015). The manager
organises the recruitment and the selection process which hire the skilled and the talented
employees to give the contribution in the sales of the new products in the market and leads to the
success and the growth of the business. They also focus to provide the effective training to their
new and the existing employees that they have the appropriate knowledge and the skills about
the new products. Sainsbury provides various benefits to their employees so that they are
motivated towards the goals and objectives of the business. The management of the human
resource in the Sainsbury uses the various laws which protect their employees against
discrimination and motivates them (Boon, and et.al., 2018). In the decision-making of the HR
they take the opinions and ideas of the employees also to reach the success and the growth of the
new products and attract the number of the customer.

JOB DESCRIPTION
Human Resource Assistant
(Sainsbury)
It is one of the most important position in the organisation and consists of various roles
like keeping personal records, data keeping, compiling etc. It will also include the filling of
employee records, employment records, searching of employees.
Tasks:
 Arrangement of positioning of job vacancies and notifying the eligible workers.
 Examination of employees files.
 Answering the employment quires.
 Explanation of personnel benefits, policies as well as procedures.
 Review and process employment application for evaluating eligibility of applicants.
 Recording the date and reason for termination of the job
Curricular Vitae
Hamburg Wayne
E-mail: [e-mail]
Tel: [phone]
Summary
I posses the skills and knowledge of adequate HR assistant with one year of experience
in a company with more than 50 employed which was SHRM-CP certified.
Academic Details
2016-MBA in Human Resource Management, in Stanford College of Business.
Certification
Attended SHRM certification program organised by SHRM-CP-2019
Working Experience
2018-2019: HR Assistant (JP Solutions)
 Roles and responsibilities:
 Employee training
 Developing job description

 Reviewing of employee roles and responsibilities
 Analysing and reviewing of HR polices.
Language
English
Membership
 Association with Talent Development
 Association with ISACA (Information System Audit and Control Association)
Interview Questions
Q:1 Why do you want to work in our company?
Q:2 How do you handle complex situation with employees?
Q:3 Have you been successful with you career till now?
Q:4 What is the main source of motivation for you?
Q:5 What is the reason for leaving your previous job?
These are the main questions to be asked in the interview this will give the exact idea for
candidate's skills and knowledge and proper reason for its selection.
Job Offer Letter
Sainsbury
Address: London, UK.
Telephone: [phone]
Date: 05/02/2020.
Dear Candidate,
Company is glad to inform that you have been selected for the post of HR Assistant
which will be effective for 01/03/2020. Also, your appointment will be subjected to
probationary period of 3 months. Your working hours will be 8 hours a day 5 days a week.
Sometimes you may have to work at irregular hours which may include Saturday and
Sundays which will be adjusted with extra-working hours.
Process of Recruitment
1. Identify the vacancy
2. Analysing the job
3. Job Description

4. Job Specification
5. Job Evaluation
Recruitment Strategy
 Searching the right candidates
 Selecting the best source of recruitment (Internal and External)
 Screening and short listing
 Evaluation and control.
Rationale:
This is the process of appropriate HR Management practices which can be beneficial for
the company for selecting and recruiting as well as development of employees in the
organisation. With the help of appropriate HR practices can help Sainsbury to achieve the
competitive advantage and can increase the productivity of the work-force.
CONCLUSION
From the above study it can be concluded that the human resource management is the
effective process and the strategies of managing the people in the company so that they
contributed towards the success and the growth. There are various functions of the management
of the human resource which helps to improve the level of the performance of the employees.
Human resource management done recruitment, selection, training, development, compensation,
etc in the business to which leads to the success of the business. This gives lots of benefits to the
employers and the employees from the practices of the human resource management. There are
various laws for the welfare of the people in the organisation which affects the decision-making
of the management of the human resource.
REFERENCES
Books and Journals:

Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Al Ariss, A. and Sidani, Y., 2016. Comparative international human resource management:
Future research directions. Human Resource Management Review. 26(4). pp.352-358.
Albrecht, S.L., and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Boon, C., and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
John, R. and Taylor, B., 2016. Human resource management.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management. 27(19).
pp.2233-2253.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Redman, T. and Dundon, T. eds., 2017. Contemporary human resource management: text and
cases. London: Pearson.
Ringle, C.M., and et.al., 2018. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management, pp.1-27.