Application of Human Resource Management to a Business

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Purpose and function of HRM applicable to workforce planning and resourcing organisation. 4
Approaches to workforce planing, recruitment and selection, development and training,
performance management and reward system............................................................................5
Different methods used in human resource practices.................................................................7
Approaches to effectiveness of employees relation and employees engagement.......................8
Key aspect of employees legislation within organisation...........................................................9
Evaluation of employees relation and employment legislation in decision making and meeting
business objectives....................................................................................................................10
Application of human resource practices in work related context by using specific examples.
...................................................................................................................................................10
Evaluating use of technology in improving recruitment and selection process........................13
CONCLUSION..............................................................................................................................13

INTRODUCTION
Human resource management is an strategic approach that helps in effective management
of people within organisation. Human resource is one of most valuable resource that not be
imitable and helps in gain competitive advantage and department which handles all matters and
concerns known as HR department. It is designed on behalf of employee performance level by
using strategies by paying attention on value of labour relations. HRM also known as Personnel
and talent management which overseeing all activities related to organisation's human capital.
This report is based on Saninsbury which is second largest chain of supermarket in UK. It is a
public limited company with 16.9% of market share in supermarket. This report is based on
purpose and scope of HRM in resourcing talent and skills to gain objectives. It also evaluate
effectiveness of Key elements of HRM activities. Further it elaborates Internal and external
factors that affect decision-making of HR legislations. In addition to role of practices in HR
management in gain desirable results.
Purpose and function of HRM applicable to workforce planning and resourcing organisation.
Human resource management is an important attribute in organisational growth and
enhancement (Anderson, 2013.). HRM play major function to accomplish various purposes in
context of Sainsbury that are as follows:
Purpose of human resource management:
Human resource plays very important role in organisational growth and their main
function is to deal with issues related to manpower. Main purpose of HRM are as follows:

Internal customer management:
HRM plays crucial role to accomplish several purposes in which Organisation
productivity and growth directly connected with performance and quality of employees
(Armstrong and Taylor, 2014.). HR management works to define and apply different plan and
policies to attract and retain quality workforce in sainsbury. HR has direct contact with finance
department of organisation so they take care about employee's compensation, benefits and other
team structure. Importance of consumer services starts with HR , hence role of HR plays crucial
role in building both internal and external relationships with customers of Sainsbury.
Cultural sensitivity:
HRM works on maintain cultural awareness by focusing upon needs and wants of
consumers both individual and group members (Aswathappa, 2013.). HR management mainly
work on elimination of cultural differences that exist in Sainsbury because it is an multinational
firm and people come from different backgrounds so HR management plays crucial role in
handling various issues to resolve conflicts in better manner.
Functions of Human resource management:
There are lot of functions that are accomplish by HR manager, they are as follows:
Staffing:
Staffing is an important attribute in every organisation to achieve desirable goals and
objectives in proper way. Recruitment and hiring of manpower requires significant money and
time (Bailey and et.al ., 2018). Most important task for an HR manager to recruit best employees
according to needs of organisation. In case of sainsbury it has separate team of HR's that work on
hiring and solving issues that arise in organisation.
Orientation and training:
The another important task of HR is to make employee comfortable regarding
organisation culture and their work activities. It is the function of HR in every organisation,
when employee on boarding for specific role. It should be done by different ways policy
handbook, giving resources and that needed in case of any query. Saninsbury provides
orientation program to their employees to make them comfortable to understand work
environment.
Roles and responsibilities of HR management:
There are some specific roles and responsibilities of HR management that are as follows:

Working together:
In sainsbury at all level of it managers and professionals work together for development
and enhancement of employee's skills and talent. For example in sainsbury HR professionals
give suggestions to managers and supervisors for assign different roles and responsibilities, it
helps in adaptability of environment successfully.
Commitment building:
The another major role and responsibility of HR management is suggest strategies for
enhancement in employee commitment. It should be accomplish by recruit best candidate's by
match qualification and needs of organisation. In case of sainsbury it select candidate's by taking
many rounds of test so that right candidate should be selected by them.
Approaches to workforce planing, recruitment and selection, development and training,
performance management and reward system.
Human resource management is an broad term in which important attribute in
organisational growth and enhancement (Bratton and Gold, 2017.). It takes care of employees
needs and wants by giving right kind of planning, recruitment and selection then training and
many more.
Work force planning and its approaches:
Work force planning is an strategy that is avail by employers to anticipate employees
needs and deploy them to work with efficiency by using advance HR technologies. It is a subset
of workforce management that is an critical element for sainsbury because it is large business
organisation to manage software based human resources and enterprise resource planning
system. Workforce planning is an managerial system that is used by leaders, owners and
managers of organisation to care and support employees. In approach of workforce planning
ensure that organisation should planned right kind of workforce to meet business goals and
objectives in better way.
Recruitment and selection:
Recruitment is the process or chain of activities that helps in identification right
candidate's according to the needs of organisation. In Selection consist of processes in which
right type of candidate should be selected to fill a post according to organisation requirements.
Every organisation have their specified selection processor that also depends on post and
requirements of firm (Brewster and Hegewisch, 2017). In case of Sainsbury it select candidate's

by passing different stages in which their knowledge, skills and adaptability for particular
situation should be tested. To understand approach of recruitment and selection specified steps
should be follow in which job description, skills inventory, job posting strategy and multi step
recruitment are major approaches. In Recruitment thorough study of job and pay, tasks should be
mentioned, in next approach firstly list of ideal skills for specified job should be submitted so
that according to it best candidate can be selected. In another approach strategy should be
develop to post job openings and at last systematic interview process should be structured so that
potential skills set can be justified.
Training and development:
Training is an program that enables employees to learn some potential knowledge or
skills for improve in performance level for current roles and responsibilities. On other hand
development is more costly and it emphasize on employee growth and development in future
performance rather than current job roles (Brewster,Chung and Sparrow, 2016.). In case of
sainsbury it focus on give potential knowledge and skills set for both current and future growth
with advancement by on and off job trainings.
Sainsbury uses systematic approach of training by follow specified steps before giving them
teachings that are by identifying people who needs training. In that step they firstly find group of
people and supervise them and after consult their higher authorities select person from whom
training is essential. After that they frame objectives of training and development so that they can
easily evaluate results after completion of it. After setting objectives organisation have to select
best training method that sainsbury is a large organisation so they can select on job training
because it occurs high cost. After that organisation have to evaluate results by setting goals and
objectives.
Performance management:
Performance management is process of creating an work environment or setting in which
people can give their best performance and can show their abilities. It starts when a job is defined
and ends till employee leaves job.
An effective performance approach states that to get better results organisation have to
communicate that in which manner individual contributes in organisation success. Align business
goals and objectives and set priorities resulting greater focus and effective use of resources
(Briscoe, Tarique and Schuler, 2012). Also invest where to invest energy in organisational

success and comprehensive system that work should be done by setting disciplines of measuring
progress. Hence sainsbury uses approach of performance management by evaluating above
factors.
Reward system:
Reward system refers to bonuses and rewards should be set by organisation to give
motivation to individual and group of people. Total reward is an approach of reward system that
is adopted by sainsbury that helps in bringing all investments that makes in workforce (eg: pay,
pensions and learning and development) that employee give value to organisation by flexible
working and opportunities for career. In that scenario sainsbury frame reward system to pay
attention on various aspects of employee enhancement.
Different methods used in human resource practices.
There are different approaches that works as an HR practices in Sainsbury's context that
are as follows:
Work force planning:
Work force planning is an important term in organisational context when organisation
plan right kind of workforce planning it helps in effective contribution in their goals and
objectives. Correct workforce planning maintains productivity of organisation and clear their
goals. In case of Sainsbury it list out all important qualification, work and activities according to
organisation need and after that plan (Budhwar and Debrah, 2013). This approach will be
implemented in organisation by list out all activities in better manner and by observing current
and future needs after evaluating trends of market.
Recruitment and selection:
Systematic approach of recruitment and selection works as practices for business. As
mention above there are some factors of approach that is job description, skill inventory, job
posting strategy and multi step recruitment. So all these practices in Recruitment and selection
gives proper guidelines while select candidate according to organisational needs by following all
these factors in effective manner (Chelladurai and Kerwin, 2017.). This approach of recruitment
and selection can be implemented in effective manner by schedule whole procedure of selecting
right kind of people according to need of Sainsbury. For example currently due to arising lot of
technical mistakes in organisation they need people who have adequate knowledge of technical
field so they take test of technical knowledge of people.

Training and development:
To give proper training and development they uses systematic approach of training in
which that have some specified steps. In that scenario organisation adopt that approach by
accessing needs of training and people who require it. After that they list out requirement behind
adapt training and fix some goals and objectives so that evaluation should be easy enough.
Performance and reward system:
To implement above mentioned approaches organisation have to affix goals and
objectives mentioned approaches in performance management should be implement in Sainsbury
by framing goals. After that they frame goals and objectives. For example sainsbury launch a
new product into marketplace they have to revise in their objectives so that desirable goals
should be accomplish. Reward system approach should be implemented by observing value that
given by employee to organisation and accordingly give rewards and compensation to increase
their moral. For example in Sainsbury an employee who handles whole employee relationship
department effectively then firm have to retail that employee and increase in their morale have to
give benefits.
Approaches to effectiveness of employees relation and employees engagement.
Employee engagement:
Employee engagement refers to extent to which employee are passionate towards its
work and dedicated for organisation goals and objectives. It gives mental satisfaction to
employee's when they giving their services. Engage employee can give best in organisational
growth and enhancement (Decker, Riley and Siemer, 2012.).
There are some approaches to make a positive relationship between employee and
employer by provide regular and positive input with help of feedback that are given by managers
about that employee's work perfectly or not. Another way is manager have to make sure that
employee have to provide necessary information and training, proper communication between
them so that they become loyal for Sainsbury. For example sainsbury give relevant information
and training to their employees for enhancement in their morale and productivity.
Employee relation:
Employee relation refers to efforts of organisation to maintain strong relationship
between employee's and employers. Good relationship program provides fair treatment to all

employees that helps to employee in given their best efforts and make them loyal towards
organisation (Marchington and et.al ., 2016).
There are some approaches of employee relations in which psychological, sociological
and human relations approach, Giri and Gandhian approach. From these Sansbury uses
Psychological approach to make strong relationship between employee and employer. There are
two parties and have distinctive relationship between them. In organisation employee and
employer assume less appreciative position and not want to depend on each other. With
dissatisfaction in pay, working conditions are major problems that face by them. So in that case
relationship between them get spoil. So to get rid from that circumstances organisation have to
take strict actions and necessary steps to achieve desirable working conditions. Such as given
fair pay, equability in distribution in power and duties.
Both approaches of employee relation and engagement help in bring effectiveness in
organisation work and processes. For example Sanisbury provides flexible work environment for
employees so that they feel relaxed regarding their work and give their best. It also adopts work
practices in which wage and anti-discrimination laws that brings healthy work environment.
Behind success of sainsbury is their skilled workforce that is with them for long time and it could
be only possible by employer of choice. They give good working culture that help in retention of
employees.
Key aspect of employees legislation within organisation.
There are some key laws and regulations that are helpful in organisational growth and
enhancement that are as follows:
Anti discrimination act:
Anti-discrimination act relate to fair treatment in context of age, sex, disability, race and
gender identity within the organisation so that employees feel motivated to work with
effectiveness. In case of Saninsbury their managers adopts that act while selecting employee with
out any discrimination and give fair wages, compensation according to their work and
performance (Nickson, 2013.).
Sex discrimination act 1975:
It is an act of UK which helps to protect men and women from discrimination on basis of
Sex or marital status. Sex discrimination act concerned with employment, training and

development, education so that equality should be establish in organisational development with
individual (Pieper, 2012.). In case of sainsbury it adopts that act to give equality and provides
protection from discrimination at workplace.
Evaluation of employees relation and employment legislation in decision making and meeting
business objectives.
In an organisation both employee relation and legislation play crucial role in
organisational growth and enables in decision making. Employee relation brings productivity by
increase moral of employees and employee's become loyal. When relation between employee
and employer have strong relationship between them, it reduces probability of conflicts. In case
of sainsbury it have an separate panel to handle issues related to conflict, hour and wage issues,
safety, annual leave disputes and timekeeping issues.
On other hand legislation gives important attributes about what an employer expect from
employee and in which manner it have to finish work in appropriate manner. By stipulated laws
in which sex discrimination law, minimum wage act are important laws that give important
insights to keep track all activities.
Application of human resource practices in work related context by using specific examples.
HR have some major practices that help in organisation goals and objectives that are as
follows:
Job description:
Job description is an document which describes about tasks and duties for an specific
position. It demands functionary for specific position by reports, specifications in which
qualifications and skills needed to complete an tasks and duties.
Company Name: Sainsbury
Job title: HR Manager
Department: Finance
Reporting To: Head of HR Management and Planning
Job Type: Full Time
Salary: £ 60,000
Location: London

Job Purpose:
 Responsible for selecting and retaining Human resources.
 Ability to communicate effectively.
 Support employee relations and frame policies and programmes.
Responsibilities:
 create and handle whole HR team.
 Collecting, interpreting, reviewing manpower requirement and find out recent changes
in HR practices.
 Preparing employee assignment by establishing orientation and training programs.
Interested applicants's can share their resume on [e-mail] or through LinkedIn or
given contact number.
Thanks & Regards
Mr. XYZ
Human Resource Manager
Sainsbury
London
Contact number: 9876543215
Person specification:
Person specification describes about attributes that should be desirable for a specific
employee. It is just like description for a job but more specific.
PERSONAL SPECIFICATION
JOB TITLE: HR MANAGER
Experience Necessary Demanding
Work experience as a HR
Manager
2-3 years Minimum 1 year
Skills and certification in
computer technology
Necessary Demanding
Certification in computer Certified diploma course in A Grade

technology HR management.
Qualification Necessary Demanding
 Graduate (HR and
management).
 Master in Business
Administrations(HR)
 Diploma in HR.
Minimum work experience
should be in HRM.
A Grade
Personal Skills Necessary Demanding
 Excellent knowledge of
Resourcing, database
and training and
development skills.
 Decision making skills
 Experience of
organisational strategic
planning and
budgeting.
An candidate should have
effective communication skills
so that they can easily and
solve employees problems.
Good communicator, number
and have good command over
employee enhancement.
Questions that are asked from candidate during interview process:
 Tell me about yourself?
 Tell about Responsibility of HR and some actions that taken by you to build employee
engagement ?
 Recent trends in management of HR ?
 Best policy to recruit employees in our organisation ?
10 February 2019
Sainsbury
148 colloary street
London
Dear Mr. XYZ,
We are very delighted to offer you a position of HR Manager in Sainsbury. This is full time

job profile and initial salary £ 60,000 per year.
As a full time employee, you are titled to standard company benefits package. If you give assent
for this offer, we would greet your signature and returning at your earliest convince a copy of
letter with enclosed letter of assignment for documentation purpose. If you have any question
regarding employment polices and procedures please contact us.
Thanks & Regards
Human Resource Manager
sainsbury
Evaluating use of technology in improving recruitment and selection process.
Technology gives growth to select lot of people and sainsbury uses techno savvy tool in
recruitment and selection of workforce. Internet, radios and telecommunication are important
medium to give pace by screening of applicants and outsource skilled work force. To achieve
effective results organisation have to select best tool according to suitability. For example
Saninsbury to search managerial applicant organisation choose websites that increase probability
in selection of right candidate(Renwick, Redman and Maguire, 2013). It also use data and
information regarding candidate's qualification and references and also check education and
criminal records by previous information by online mode. Hence technology brings smoothness
in work and practices in organisational growth.
CONCLUSION
From the above report it has been concluded that human resource management plays an
crucial role in an organisation growth. It enables managers to know the roles and
responsibilities, function and purpose of HRM . It also help in selecting suitable applicant for a
right position in order to achieve goals and objectives in an effective manner. Further, it also
enables managers to have a healthy employee relation and employment legislation in order to
attain sustainability in competitive marketplace.

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