Importance of Employee Relations

This article discusses the importance of employee relations in HRM and how it affects decision-making in organizations. It emphasizes the significance of considering employees' opinions and suggestions in management decisions.

HUMAN RESOURCE MANAGEMENT

INTRODUCTION
Human Resource Management (HRM) is a system of activities and strategies focusing on
successful employee management at levels in organization for achievement of organizational
goals. The major work area in this activity are forming legal and ethical management, analyzing
and designing jobs, recruitment as well as selection, distributing employee benefits, employee
motivation (Verma and et.al., 2017). The present report is based on Sainsbury which is second
largest chain of supermarkets in UK. The report will explain purpose and scope of different
HRM practices by providing proper talent and skills in order to fulfil objective. This will also
evaluate key elements of HRM within the workplace which are beneficial for both employer and
employee. This report will analysis internal and external factor which can affect to decision-
making process of HR exclude employment legislation. At the end of study, applying various
HRM practices in work related context.
TASK 1
Introduction of Sainsbury.
Sainsbury is second largest supermarket chain in the UK which is adopted self-service
retailing in order to make proper effectiveness for work in order to make their highest growth at
work place (Cascio, 2015). The company have 186900 employees at different place who are
providing various best services to customers.
Mission
The mission statement of company is to consumer first choice for food delivering
products of greatest quality and great services at a competitive cost through working faster.
Purpose and function of HRM.
Human Resource Management plays a vital role of ensuring that there is availability of
skilful, competent and willing workforce in the company. It focuses on lining of the workers and
employees in the organization who are directly involved with the production and manufacturing
of organizations goods and services so that the goals and objectives are accomplished. It will
primarily help Sainsbury Firm in resourcing with the skilful ant talented employees according to
their operations.
HRM Functions

Its basic objectives in relation to an organization is to fully utilize the employees, by
providing positive and healthy environment and through development at individual level. The
functions of HRM are as follows:
Staffing:
It is the primary function of HRM, here the managers have to recruit and select the
appropriate and qualified employees as needed by Sainsbury Firm, for which they can notify
through issuing in the newspapers or websites or any means of communication (Noe and et.al.,
2015). It can be done through both internal and external available source and after the
recruitment process is competed then the selection starts in which selection will be done on the
basis of the interviews, tests, group discussions, etc. and then as per the requirement the person is
selected.
Training & Development:
Here, the HR Trainer's work starts, as this is the core function in which the employees are
trained and developed according the skills needed by the Sainsbury Firm in order to complete
their operations and tasks for accomplishment of their objectives. It can be done by internship,
organizing development programs, seminars, motivational classes, etc.
Performance Appraisal:
Though the supervisors and mangers are responsible for employees performance but it is
ultimately the HR Team that is wholly responsible for the systems for appraising employees
performance. As it is necessary to keep a check on their overall development, pay, promotion
and to motivate them for better performance. It is done by ranking method or by setting a
standard and then monitoring the work of the employee and then comparing it with the standards
set, through its actual performance can be measured.
Function provide talent and skills to fulfil business objective.
HRM plays a vital role to achieving the short-term, long-term goals and objectives of the
company by aligning the missions and goals strategically through creating a proper
organizational structure and optimum utilization of resources. Also, its basic work is to make
sure that adequate and efficient staff is appointed and trained in such a manner that they acquire
necessary skills and talent in their field required for completion of tasks and contribute in the
future development (Sparrow, Brewster and Chung, 2016). By maximizing the performance of

the employees through motivating them and then keeping a check on them through proper
administration Human Resource Department fulfils the objectives of Sainsbury Firm.
Soft HRM is approach that rooms around betterment of employee in organization as this
approach used to treat all the employee as one of the most important asset of the organization.
This creates more benefits for the business and its strategies which are developed in organization
are developed by keeping the eye on the need of the employee in the organization. Whereas Hard
HRM approach is not rooms around any specific party in Sainsbury company as this approach
used to treat the employee of the organization as just another resource of the organization. On the
other side, it can be said that this approach used to look at the employee as a resource. That will
help them in achieving the higher amount of profit and will also help in getting the competitive
advantage in the market.
Strength and weakness of different approaches of selection and recruitment.
Recruitment includes searching for the candidates having desired qualifications, skills
and knowledge and then identifying the best suited candidate through the process of selection
(Brewster, 2017). Recruitment process can be done internally as well as externally and both have
some or the othe pros and cons.
Internal recruitment Promotion: This is the extensively used practice for filling the vacancies within the
organizations. It is the practice adopted by Merrill Lynch in which the growth in the
position of the employee is done through promotion.
Strength Weaknesses
That it helps in reducing the training costs, that
is, if new employee were appointed, training
and development program has to be organized
The of creating jealousy within the
organization can occur, if one employee gets
promotion and other does not (DeCenzo,
Robbins and Verhulst, 2016).
Transfers: In this the employee is required to do the same level of work as earlier but at
the different branch or different department of the organization.
Strength Weaknesses
Increasing the morale and motivation of the Replacement of employee is not the final

employee, and creating a feeling of their
importance in Merrill Lynch Firm, resulting in
more dedication (Shields and et.al., 2015).
solution, it comes with a Disadvantage, that is,
by replacing one employee to another place, it
will result in vacancy of that employee, for
which there is no one fixed to back-fill the old
position
External Recruitment Media Advertisements: By giving advertisement in news papers, journals, radio,
websites, etc. company can seek for candidates and on the other hand candidates can
according to the qualification and specifications required can apply for the job(Stewart
and Brown, 2019).
Strength Weaknesses
It is Advantageous for Merrill Lynch firm as it
helps in better growth and gaining competitive
spirit.
It comes with a Disadvantage of time-
consuming and high costing.
 Casual Callers: In this, the candidates who are seeking for job drop their specifications
or circular vitae at the company and company after concerning if find someone suitable
can call for the final interview (Harrison and Lock, 2017).
Strength Weaknesses
Creation of better competition and reducing the
politics within the organization are its
Strengths.
Invitation of Applicants who are not suitable or
under qualified is its main Weakness.
Critical evaluation.
Every Recruitment process has its strengths and weaknesses, through properly following
and complying with the policies and laws HR team should do the recruitment process. In the
evaluation of above processes, media advertisement though a bit costly but will be more
beneficial for company to get appropriate and best suited candidate according to the required
qualifications.

TASK 2
Benefits of different HRM practices within the organization for employer and employee.
Human Resource Management (HRM) is beneficial for employees and employers by
adopting various practices such as Training & Development Practice, as it helps in
accomplishment of organizational goals and objectives along with increasing productivity and
overall development (Kavanagh and Johnson, 2017).
Benefits for Employer
Culture of Organization: It plays a vital role in influencing the culture within the
organization by setting up various standards, regulations, policies, so that the employers and
employees can work accordingly with positivity and discipline in the firm. For example: Framing
a policy stating that the employees should be on time and remain disciplined within the Firm.
Managing Conflicts: HR team can act as a mediator between the employer and employee
if there is arisen of conflict between them and tries its best to take appropriate decision so that
everything is managed and is on track.
Development of Good Relations: By developing a human resource structure that suits the
Sainsbury Firm will be helpful in managing the functions effectively. Also, HR department make
sure that employer and employees are working amicably and also for this they put efforts of
organizing seminars, motivational programs to increase the morale within them.
Benefits for Employees
Motivation: By conducting Motivational camps and lectures in order to create self
confidence and efficiency in work and be creative and bring innovative perspective which will be
beneficial for the company to reach its long-term and short-term objectives and goals.
Morale Boosting: If the trust is built by the employee in the leader then he can
effectively contribute in the growth of the company (Rousseau and Olivas‐Luján, 2015). Also,
through taking a initiative of making a committee just for conducting fun and recreational
activities will help in brain storming will help in gaining positive morale boosting of the
employees of Merrill Lynch Firm.
Effectiveness of different HRM practices for rising profit.
Practices by Human resource management (HRM) are directly related with the
profitability and productivity of the organization. Effectively following the HR practices results

in value addition to employees skills which ultimately results in productivity of Merrill Lynch
Firm. Through adopting innovative ways for Training and development program such as getting
innovative ideas and feedback from employees will help them work with more dedication and
commitment.
Performance management and then giving rewards will help in increasing positivity and
motivation within the employees through which employee will work effectively and efficiently.
Retention of employees by appreciating their work and providing bonuses, compensation, will
help in building alignment of brand internally resulting in boosting morale and increasing
productivity and profitability of the firm (Omotayo, 2015). Through talent management, HR can
plan a strategy and include mangers in them, by monitoring and controlling their work in regard
to employee engagement, so that the objectives of the organizations a re fulfilled and desired
outcomes are obtained.
In order to manage flexible working hours here is select Atkinson flexibility model.
Atkinson flexibility model
Atkinson flexible model is best management techniques that is used for allocation of
employee in the company in an effective manner by using proper work goals (Nicholas and
Steyn, 2017). Atkinson has three different forms of flexibility that are as follows:
 Functional area: This is associate high level skill of the worker at different task. In these
employees done work as per the functional area of work and growth factors by providing
proper training and rewards to motivate them in the organization.
 Numerical area: Numerical flexibility means that employer can match the demand of
employee (Atkinson flexibility model, 2018). In the Manager of Sainsbury able to achieve
different flexibility like flexible employment method like short term contract, outsourcing
and temporary workers (Hopkin, 2017).
 Financial flexibility: This refers to capacity of organization to adjust price of worker
according to their needs and wants of the worker within the Sainsbury. This is highly
appropriate for work goals for managing appropriate work role in an effective manner.
This related to and supportive of numerical and functional flexibility.

Different methods used in HRM practices.
Through Training and personal development programs the technical and practical skills
of employees are improved which results in dedication in the more with effectiveness, which can
be monitored and evaluation of the same has to be done, so that any need of improvement is
needed, it can be noted and then implementation of program on that regard can be one. For
example: Training programs for learning advance technical software.
In addition to that Rewards system Effective rewards system help to company is more
competitive and retain key employees and help to reduce turnover (Nankervis and et.al., 2016).
There are two type of reward system these are as follows:
 Financial reward system includes Pay increase, bounce, cash prize and gifts are a great
way to rewards employees.
 Non-financial rewards system are help to inspire and engage the employee. Through
these rewards, employees are highly motivated and give their hard contribution to
achieve goal of company. This help to make proper and effective work for goals in
appropriate manner by using its growth factors.
Critical evaluation.
Evaluation of HRM practices gives the overview of the whole of the procedure adopted
and the final outcomes received from the strategies and plans adopted for training and
development program. For Example: The evaluation of the training program can be done through
re-testing the employees and getting an idea of where they stand in the firm and the further steps
for their improvement.
TASK 3
Importance of employee relation.
The employees of Sainsbury will influence in the Human Resource Management
Decision Making by considering.
Think Bottom Up, not Top Bottom
The employees of Sainsbury must consider employees feeling and opinions by the use of
surveys and questionnaires at times in making any management decisions as all the decision will
only satisfy executive board but will fail to address employees real issues as they focus on one to
two issues rather than thinking collectively will result in the dis satisfaction of the employees at

times and help in setting practices to address the problems of the employees (Siyambalapitiya,
Zhang and Liu, 2018). At time the superiors and managers fail to address the concern and
suggestion from down of the body. The employees in the Sainsbury will provide suggestion to
the organizational change that is human resource to address their perception and point of view
making themselves part of decision-making process and taking effective measures to consider
their problems and difficulties in decision-making process.
The policies of thinking bottom up, not top bottom and sharing of ideas and good
practices between teams must be performed by Human Resource Management of Sainsbury will
help in the better conclusion of decision-making and help in the effective working conditions of
the team and employees.
Key elements of employment legislation.
There are some legislation to be implemented by Sainsbury that will affect the decision-
making of Sainsbury.
Freedom to join and form unions:
Workers of Sainsbury have several rights to form to act. The employees of Sainsbury are
protected to improve working conditions by collective bargaining with its employees and also
protecting the rights of employees not to involve with unions. The applicability of unions can
affect the decision-making of Sainsbury human resource department as they have to bend and
lose the restriction of peoples to do so.
Safety:
Sainsbury must provide safe environment to the workers at workplace. The Human
Resource is help responsible to ensure that employees of Sainsbury are aware of hazardous
substances, dangerous equipment as well as emergency evacuation procedures. The Occupation
Safety and Health Act 1970 ensure employer maintain logs regarding workplace injuries and
fatalities(Brewster, Mayrhofer and Farndale, 2018).
Wages:
Sainsbury must ensure wages, child labor and employee classification risks to secure
their position and eliminate fines and penalties by the legislation and laws. The Human Resource
rules and laws protect these rights through Fair Labor Standards Act governing minimum wages,
overtime pay, restrictions of child labor and employees and maintaining records (Liebowitz,

2019). Also the Sainsbury must know comparison state laws as they differ from federal laws.
They must follow high standards.
Critical evaluation.
Employee relation and HRM practices affecting decision-making in Sainsbury can be
influenced by the decision-making of Human Resource by thinking bottom up not top bottom
and sharing of good ideas and practices amongst the teams as well. The employee relation
management and employment legislation influenced decision-making of HRM in Sainsbury by
non-discrimination and equal employment opportunity, freedom to join and form unions,
establishing minimum standards for terms and condition of employment as well as the safety and
wages factors are affected for the decision-making by HRM (Soomro, Shah and Ahmed, 2016).
Manager of Sainsbury tries give the best recognition to their employee for enhance their
motivation. Boost motivation of employees is best and effective way of making strong relations
with employee.
TASK 4
Job adverts for customer services manager.
Job advert is reflect a vacant post in Sainsbury
JOB
OPPORTUNITY
As one of the leading retail supermarket of United Kingdom, we are committed to providing
best retailing service to our valued customer. We are highly committed with our people as we
are to our customers, firmly believing that our success is that results of their strength. We
continue strengthen ourselves and invite individuals with right talent and experience to be the
part of our team.
CUSTOMER SERVICES MANAGER

Handle the customer by solving queries of customer, make attraction of customers towards
Sainsbury and maintain proper incoming calls.
Candidate who are interested and posses relevant experience, are encouraged to email their Cvs,
including the position and the city.
Send their CV on
[e-mail]
Job description and person specification.
Job description:
Job specification for CUSTOMER SERVICE manager describe the requirements for
appropriate person for the role. It is basically a brief of job description aids in narrow the focus
of interview team of Sainsbury at the time of hiring.
JOB SPECIFICATION
CUSTOMER SERVICE MANAGER EXPERIENCE
 7-9 years of responsible position in marketing.
 Experience managing and supervising professional staff.
 Experience at multiple locations for Customer service manager.
EDUCATION
 Business field education and management (Bachelor Degree)
 Masters Degree in Management marketing or relative field.
 M.Com (Marketing)
REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTICS
 Strong effective communication
 Knowledge of product and service which is serves by Sainsbury.
 Ability to use positive language.
 Proper and effective acting skills.
 Time management skills.
 Ability to read customer needs.

 Ability to maintain calm under pressure.
 Highly polished Teamwork skills.
 Reflect confidence in interpersonal interaction.
 Consist basic common sense in working along co-workers and executives.
 Must remain cost effective at time of demonstrating increase productivity and
continuous improvement methods.
 Familiarity and capabilities of using tools of customer service management like
HIGH LEVEL OVERVIEW OF JOB REQUIREMENT
 Controls and guide all the provision of Human Resource policies, programs and services
of Sainsbury.
 Delivering a service to enquiring customers.
 Keeping records of customer interaction and details of action taken.
 Knowledge of complete customer services management business plan along with
measurable objectives and finances.
 To serve the needs of Sainsbury customer effective and productive employees.
 Execute effectiveness of customer service team efforts in terms of financial, objectives
and outcomes of Sainsbury.
 Excellent leadership and interpersonal skills
Person specification:
Job title Customer service manager
Date:
Required Qualification
Masters in marketing
management.
Certificate of software
training

Need of Experience
1.5 year experience in
Customer service field.
Experience of using
customers service
management related software
Personal characteristics &
conduct
Effective communication
Time management and self-
discipline
Multitasking, team work and
collaboration
Ability to solve issues and
queries of customers.
Yes
Yes
Yes
Ensuring about Selection process.
The employee selection process is most important and effective for business and for its
growth factors. This help to create more effectiveness for Sainsbury. In order to ensure about the
selecting the right employee the first time around need to have strong employee selection process
in place. With clearly defines process, manager need to make focus on their selection process.
This creates positive impact on the business and for its growth factors. Creating selection process
in the first place is highly worthy for business. This help to make proper and effective selection
process in order to hire candidates for customer services manager in an effective manner. The
selection process is effective and valuable for the business and for its growth factors for business.
Interview questions.
Interview Questions Sainsbury must include in the process to recruit Customer service
manager.
 How would you keep up with the customer services like data protection at time of your
services with Sainsbury.

 How can the role of Customer service manager contribute to the success of Sainsbury.
 Give your suggestions to resolve conflict of decreasing sales of Sainsbury.
 What are your strategy to increase sales of product.
 What you do for addressing customers needs and wants.
 How you deal with queries of customer related to products and services.
 What process will you follow to address customer grievance.
 How would you assess priority of your role.
Critical evaluation.
Application of job specification in Sainsbury business activity will justify the roles and
responsibilities of Human Resource Manager about the experience, education, skills, knowledge
and characteristics as well as the overview of job specification to justify the role and
responsibilities of an individual and manage effective working conditions.
CONCLUSION
From the above study it is concluded that staffing, training and development human
resource in Sainsbury perform staffing, T&D as well as performance appraisal for planning the
workforce, Sainsbury promoted internal and external factors in selection and recruitment of
employees. The HRM practices in Sainsbury will benefit the employer and employee by
managing culture, enforce motivation as well as provide training and development and morale
boosting of the employees. The HRM practice also help in decision-making by sharing good
ideas and legislation part by ensuring safety and wage measure. The report had been also
concluded that the HRM practices has reflected on Job advert, job description, person
specification, interview question as well as better selection process for customer services
manager in an effective manner.

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ONLINE
Atkinson flexibility model. 2018. online. Available through:
<https://www.businessballs.com/organisational-culture/flexible-firm-model/>