Strategic Human Resource Management Practices

This assignment delves into the importance of strategic human resource management (HRM) in boosting productivity and planning for employee career development. It highlights the significance of HRM in achieving organizational outcomes, with a focus on workforce differentiation and strategic HRM. The assignment also touches upon HRM's impact on productivity, as seen in research by Bloom and Van Reenen. With references to various books, journals, and online resources, this assignment provides a comprehensive understanding of HRM's role in business success.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1. Different purpose and functions of HRM.............................................................................3
P2. Strength and weaknesses in approaches of recruitment and selection..................................5
TASK3.............................................................................................................................................6
P3. Benefits of HRM practices....................................................................................................6
P4. Effectiveness of HRM practices in order to increase profits and productivity.....................7
TASK3.............................................................................................................................................8
P5. Significance of employee relation that influence decision making......................................8
P6. Key elements of employment legislation and their impact on HRM decision-making........9
TASK4...........................................................................................................................................10
P7. HRM Practices in work related context..............................................................................10
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13

INTRODUCTION
Human resource management plays an vital role in all over operations of business.
Further HR team help in recruiting, selecting the best candidates in organisation who fulfils the
requirement of vacant job position. They help in achieving the organisational objectives and
make them successful in relevant market place. Policies and strategies are made by human
resource management which fit to the vision and mission of organisation. Under this assignment
the company which is pre-freed I.e. Sainsbury's which is UK based retail supermarket dealing in
groceries, clothing and home entertainment things. Apart from it this report discuss about the
different purpose and functions, strength weaknesses of retrenchment selection process, benefits
of HRM practices and importance of employment legislation at the time of taking rational
decision making (Boxall and Purcell ,2011). Today in dynamic environment due to change in
technology organisation need to make alteration in their structure which allows them to grab the
opportunities and remove all the threats in external market.
TASK1
P1. Different purpose and functions of HRM
Their are different types of functions which are performed by staff members of
Sainsbury's with the guidance of HR manager. Further, it allows them to use all the resources
available by the management of the company. Different plans and policies are made by HR
manager that help in identifying all the needs of target audience at workplace.
They are different purpose which are associated with human resource management are described
below:- Maintaining employee relations:- The main objective of organisation is to maintaining
the employee relation in better way. It is the utmost responsibility of HR manager to
communicate with every individual in order to know their issues and problems so that
they provide them further direction in order to overcome from all the problems and
conflicts arises in organisation. Optimum utilisation of resources:- Under this point it is the responsibility of HR
manager to examine all the resources available for organisation on the basis of which he
or she formulate all the plans regarding how to utilise all the resources in effective
manner so that better productivity can be obtained. They make ensure that none of the
resources are wasted and standard quality of product can be maintained.

 Legal compliances:- HR department of Sainsbury's has to compile with all the rules and
regulations enforced by government. Adherence of legal laws allows organisation to
maintain their ethical practices in appropriate manner. Therefore it is mandatory to follow
all the rules in order to sustain the company in appropriate manner. Main objective
behind it is to remove all the unethical practices from organisation that affect their brand
image.
 Corporate Culture:- Maintaining good corporate culture is one the important task in
order to run the business in effective manner. If environment of company is positive then
all the workforce coordinate in effective manner at the time of accomplishing daily
targets of company (Armstrong and Taylor , 2014). Sainsbury's is one of the famous
supermarket where large number of employees work, so in order to done work properly
manager require to establish harmony among them so objective can be achieved in stated
time period.
Different functions that are performed by HR department of Sainsbury's are:- Planning:- This is one the important function of organisation in which proper planning
has been made in which all the activities are decided in advance I.e. policies procedures
and responsibility must be clear to every employee which help in achieving goals and
objectives of organisation. Staffing:- In Sainsbury's HR manager has to perform all the task related to who report to
whom and also designed the framework related to authority responsibility which allow
them to perform task on time. Further, HR manager has duty to fill the vacant job
position in specified time period so that requirement can be fulfill on appropriate time. Employee development:- Sainsbury's is very big organisation in which different
employees are recruited and selected every year. HR manager need to organise
systematic training development program in which employees are trained in respect of all
the relevant changes arises in company.
 Employee maintenance:- It is the most important responsibility of HR manager to
maintain the decorum among working employees and provide them attractive incentives
that help in retaining professional employees in organisation which leads to establishment
of long term relationships with them.

P2. Strength and weaknesses in approaches of recruitment and selection
Systematic procedures has been conducted by the management of organisation in order to
hiring the employees for vacant job position. It is considered as one of the crucial process of
company which assist in selecting best individuals which is capable in performing all the task of
company. The selection process come after recruitment whose main motive is to observing best
individuals among different alternatives (Guest ,2011).
Different methods used by Sainsbury's in order to recruiting the employees in organisation are
described below:-
Internal source:- This is one of the common and convenient method in which HR manager
select individuals inside the organisation without the intervention of external party. The manager
of organisation are not require to fill the vacancy outside the premises but they hire the person
internally on the basis of their skills and capabilities. It is beneficial for employees because they
get promoted automatically with higher salary packages.
Strength and weaknesses of internal recruitment:-
Advantages Disadvantage
 Increases the morale and efficiency of
employee who get the promotion.
 Evaluate easily all the abilities of
individuals.
 Incur less cost and save the time of
strategic level.
 Motivator for all the existing
employees because they easily satisfy
their needs and wants.
 Internal employees are much quicker as
compare to external one at the time of
implementing any activities.
 Dilute the talent of new personality
who come with innovative and creative
ideas.
 Limited pool of candidates who are
lack in knowledge and ability at the
time of taking better decision making.
 Due to change in technology different
innovative products are coming in
market which create pressure on
existing employee to change their
working style.
 Difficult to grab all the opportunity and
remove threats coming in external
market.

External source:- This is one of the common mode which used in all big organisation in
which employees are selected outside the organisation. HR manager has used different medium
like advertising, social networking and newspaper magazines which can be utilized in order to
aware audiences about vacant job position and whoever interested can apply for it according to
eligibility criteria. This save time effort of employee which allow them to concentrate on other
important activities.
Strength and weaknesses of external source of recruitment
Advantages Disadvantages
 Easily get the new and innovative ideas
because of availability of professional
people.
 Can easily handle rapid growth of
business.
 Individuals are updated towards
knowledge, education and all the
training development needs.
 All the legal compliances related to
reservation policy becomes easy.
 Employees are motivated to do better
work because of getting rewards and
recognition in near future.
 Wider chances of getting innovative
and creative work skills at the time of
performing task.
 Incurs huge cost, time and efforts at the
time of performing recruitment
selection process.
 Chances of conflicts and disputes are
more because of different opinion and
thoughts.
 Sometime there is chances of selecting
wrong employee.
TASK3
P3. Benefits of HRM practices
Human resource management are involved in different types of practices which is carried
by managers of company. All these practices allow the organisation to have better place for
work. Different examples of HRM practices involves recruitment, selection, training and

development process which must be formulated by HR manager after considering the suitability
of company which allow them to maintain coordination and cooperation between superior and
their team mates. Different advantages that arises from HRM practices are described below:- Employee development:- Employee consider as important asset of organisation which
need to develop and trained according to the requirement of external environment. Their
should be proper training and development programmes for employees in order to
accomplish their daily targets on appropriate time period. Sainsbury's is that company
which utilised their HRM practices in whole organisation which is advantageous for both
superior and subordinates both (Jiang and et. al. ,2012). At last feedback procedure has
been carried out in which opinion and thoughts of employee are taken in order to know
the utility of training development programmes. Enhance positive behaviour: In organisation different workforce are working at
different department but the most important thing is to create positive environment in the
working culture which motivates them to work in effective manner. Sainsbury's
comprises of larger staff who handle millions of customer everyday so they need to keep
calm and positive at the time of handling situations. Motivating staff:- Under this step HR practices used by management is generally to
motivate employees at the time they are performing well by rewards and recognition.
Further leader must initiate to communicate with their team members so they easily share
their issues and problems. At the time of performing best provide them both monetary
and non monetary benefits for better productivity.
 Establishing flexible workplace:- In today dynamic environment changes are done in
frequent manner which enforce all the company to scan and make modification in
organisation structure for getting the benefits of external opportunity. It is the duty of HR
manager to communicate all the alterations in such way that they easily accept everything
without any problems.
P4. Effectiveness of HRM practices in order to increase profits and productivity
Their are different types of practices which are conducted in human resource department
in order to motivate an employee through various process and procedures which include
recruitment, selection, training and development in order to improve overall performance of
workforce. This can possible when adequate plans has been made by strategic department in

effective manner. Different factors and elements that used by Sainsbury's in order to increase
profit and productivity are described below:- Talent management:- It is utmost responsibility of HR manager to recruit and select
employees in such manner which help in increasing productivity and profitability of
business. In organisation the person which are working posses different skill and talent
so it basically the task of HR manager that how effectively they used all thing in
appropriate manner (Wright and McMahan ,2011). Information system:- under this department all the data related to employee information,
stock availability and finance of company on the basis of which HR department
formulate their strategic policies and procedures which help in maintaining the balance
within the organisation. Using innovative and digital techniques in information system of
business allow them to beat all the challenges of rivalry. Apart from it proper
maintenance of company information whether legal or political allow them to remain
sustain in business world. Training and development:- all the working in organisation are not familiar with the
latest technology coming in market so in order to trained them HR manager organise
systematic training development program through which they trained them adequately so
they handle all the complex situations effectively.
 Logical thinking:- It is the process which is carried out by HR manager of company.
The main objective behind it is to generate such innovative ideas which help in
performing the task in appropriate time period and leads to gain competitive advantages
over competitors.
Therefore Sainsbury's must consider all the above points in their corporate structure which help
in increasing profitability and productivity of business.
TASK3
P5. Significance of employee relation that influence decision making
It is very essential for organisation to maintain good relations among employees at
workplace that assist in carrying out all the business operations in effective manner. If good
corporate culture is maintain then it is easy to keep relation good that help employees to discuss
their problems without hesitation. Organisation can accomplish mutual objective only when their

should be team work and harmony between them. Following are the advantages that can be
obtained through good employee relation are described below:-
 If good relation has been maintained in the organisation then it will boost up the
performance of employees which lead to expanding the size of business in planned
manner.
 It will help in making the healthy working environment in organisation which allows
them to work with lot of enthusiasm and freedom that leads to effectiveness in whole
business process.
 Good relations allows employees to work in corporative and coordinated manner and
listen all the thoughts and opinion of every individuals carefully which help in taking
rational decision making (Huselid and Becker ,2011).
 In dynamic environment changes are coming in rapid manner according to the demand,
needs and want of employee so if relation between employer and employee are strong
then it allows them to accept all the modification appropriately.
 Effective communication of leader at the time of providing training to their employee
regarding particular operation result in better understanding among all the co-workers
that leads to effective decision-making.
 Good relation help in improving the quality standards of goods and services provided by
company which leads to creation of long term relation and trust among customers.
 In business world if good relationship is maintain with employees, business clients and
customers help in increasing goodwill and brand image.
P6. Key elements of employment legislation and their impact on HRM decision-making
Employees working in organisation has to adhere with all the rules and regulation
enforced by government. Further, company has to observe all the things in effective manner so
that they can easily formulate all the laws in their policies for further decision making.
Sainsbury's need to maintain good employee relation because they have experienced and
qualified workforce. Therefore, in order to managing strong staff relation then they require to use
open and free flow of communication between superior and their subordinates which help in
achieving daily targets in appropriate time manner (Lengnick-Hall , Beck and Lengnick-
Hall ,2011). Apart from it HR manager required to execute different HRM practices in their

working style in order to managing the employees in effective manner. Their are various laws
and regulation which must be followed are stated below:- Anti discrimination law:- This law states that no employees can be discriminated on the
basis of caste, creed and gender inequality. Further it says that if any individual feels that
it not treated equally then in such case he or she file case against company. This is
applicable on all company who employ more than 15 employees. Minimum wages act:- This law state that every employee must be paid minimum wages
according to the job profile of company. Further it allows organisation to implement all
the rules related to salary procedures which enforced by UK government that help in
maintaining goodwill and brand image also.
 Age discrimination:- According to this act no employee can be fire from the job when it
comes to the age of 40 years. If any employee retrench from organisation without any
reasons then in such case action can be taken against company which also affect their
brand image also.
So, it is mandatory for Sainsbury's to adopt all the legal procedures and laws that protect the
interest of employee and reduces all the unfair trade practices established in organisation.
TASK4
P7. HRM Practices in work related context
Various types of application has been used by organisation in order to complete all the
task in efficient manner. Different HRM practices has been adopted by company after
considering all the factors and elements (Chuang and Liao ,2010).
Job Specification:- It is consider as official legal document that describes about all the
work performed by company in form of task and targets. Apart from it described about the set of
capabilities and competencies required to be present in individual. Therefore proper examination
has been conducted in which different activities performed by employee.
JOB SPECIFICATION
Organisation: Sainsbury's
Job title:- Assistant marketing manager
Qualification:- MBA or PGDM (Marketing)
Essential criteria:

 Adequate knowledge of all marketing and management skills
 Maintaining coordination and harmony among employees
 Effective communication at the time of interacting with team members
Desirable criteria:-
 4 years experiences
 Knowledge about marketing plans and promotional tools
 Good personality and physique
Job description:- It is an official document that describing all the responsibilities and duty that
must be performed by individuals at the time of selecting for particular job profile.
JOB DESCRIPTION
Organisation:- Sainsbury's
Division:- Marketing department
Job title:- Assistant marketing manager
Job location:- London
Job Summary
Organisation is looking for qualified person full-fill all the requirement of Assistant marketing
manager of company. The applicant must posses all adequate knowledge and ability to manage
all the marketing promotion in effective manner.
Roles and responsibility
 Compliances all the legal legislation enforced by UK government
 Systematic arrangement of training development process
 Recruitment and selection
When Sainsbury's carry out their whole recruitment selection process then in such
case they wants to reach to maximum numbers of employees at the time of selecting final
candidates. At the time when their will be large pool of applicant then in such case candidate has
been interviewed by HR manager and question has been asked through CV whose format is
stated below:-
CURRICULUM VITAE

Curriculum Vitae
Name:- Jon Snow
Address:- 26 street, West side lane, London
Phone No:- 658794521
Profile Summary:
An MBA specialised in marketing having an experienced of 4 years in order to become part of
organisation in order to enhance growth. Effective communicator is one who having deep
knowledge of management theories and practices.
Specialisation:
 Recruitment and selection process
 Proper Management in handling complex situations
Educational qualification:-
 B.COM
 Master in business administration
Declaration
I hereby declared that all the data and information provided here is true and best in my
knowledge
Date:
Place:
CONCLUSION
It has been concluded from the above assignment that HRM plays an important role in
overall operations of business. Further, it help in selecting the best candidates for vacant job
position. HR manager has utmost responsibilities to maintain relation between employer and
employees which help in increasing productivity and also formulates plans for arranging
systematic training development programmes for career advancement of employees.

REFRENCES
Books and Journals
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Armstrong, M. and Taylor, S.. 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Jiang, K and et. al. ,2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Wright, P. M. and McMahan, G .C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Huselid, M .A. and Becker, B .E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Lengnick-Hall, C. A., Beck, T .E. and Lengnick-Hall, M .L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Chuang, C .H. and Liao, H. U .I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Marchington, M and et. al. ,2016. Human resource management at work. Kogan Page
Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Albrech, S .L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Daley, D .M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Cooke, F .L. and Saini, D. S., 2010. (How) Does the HR strategy support an innovation oriented
business strategy? An investigation of institutional context and organizational practices
in Indian firms. Human Resource Management. 49(3). pp.377-400.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Vörösmarty, C. J. and et. al. ,2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). p.555.
Online:
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.