Importance of HRM in Workforce Planning and Resourcing

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
................................................................................................................................................5
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................5
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................5
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................5
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.....................................................................................................................5
PART 2............................................................................................................................................5
P7 Illustrate the application of HRM practices in a work-related context, using suitable
examples.................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource is responsible for hiring the potential candidate who is having the
required skills and knowledge by which they can perform well in order to attain the
organisational goal. They are also concern for the training and development of the employees so
that they can improve their weak areas in order to get effectiveness in their working (Welch and
et. al., 2018). Sainsbury's is the chosen organisation for this report. It is the second largest chain
of supermarkets in the United Kingdom. It is established by John James Sainsbury's in 1869 and
its headquarter is in London, England, UK. This report will cover the Purpose and the function of
the human resource manager and also evaluate the different sources of recruitment and selection.
Moreover, it will examine the effectiveness of the various HRM practices in raising the
organisational profitability.
PART 1
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Sainsbury's is the leading company is the retailing industry has their three division
includes the supermarkets Ltd., Sainsbury's bank and Sainsbury's Argos. It is the main company
which is dealing in the convenience shops.
Vision
The vision statement of the company is to be the most trusted brand where people love to
shop and work. It means harnessing the talent, creativity of the employees and ensuring best
services to their customers.
Purpose and Core Objectives of Morrisons
 The purpose of the company is to hep our customer live well for less.
 They make the best sue of their employees in order to offer the quality servcies.
Purpose and the functions of HRM
Human resource is the valuable assets of the company which resource the organisation by
having the excellent set of skills and knowledge (Shin. and Konrad, 2017).They are responsible
for making the right use of each resources so that they can attain the organisational goal in an
predefined manner. Workforce planing identifies the set of skills and experience so that they can
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match the higher level of profitability. Effective planning in the Sainsbury's can be done by
analysing the functions and purpose of the HRM that is explained as follows:
 Training and Development: It is the process of updating the skills and competencies of
the individual. Development is related to the preparation of the employees for the present
and the future needs. In context of Sainsbury's, It is the duty of HR professional to give
the various training sessions to their potential employees so that they can improve their
weak areas.
 Benefits and Compensation: Compensation refers to the monetary value that is given to
the employees in return to their working in a specific job role (Nunez and Prieto, 2019). It
is the important function which help the employer to reward the right candidate in order
to get the high working employees.
 Ensuring Legal Compliances: It is the main consideration for an employees that must
be there within the organisation. HR professional ensure the protection of employment
law so that all the employees can get the right use of policies and the law that includes the
minimum wages act, income tax allowance etc. Sainsbury's must ensure that all the
operations are running in the lawful manner so that employees can get the right
compensation over the various factors.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment: It is the process of hiring the potential candidate by evaluating their skills
and knowledge so that they can perform their job in an appropriate manner. It is the first stage of
selecting the deserving candidate.
1.Internal Sources : under the sources the employee having hired within the
organisation who are currently working in their business. This help in getting the potential
candidate who can complete their task in an appropriate manner.
 Transfer- it is the horizontal shift of an employee to the other branch of company and
this can be for same job role with the similar package(Munzhedzi, 2017).
 Promotion- it is the vertical shift of the employee from lower level of job to the upper
level of job which results in more responsibility and progress of the 10th date.
Strengths- this approach help in in hiring the employee who is having good experience in the
specific job profile and can develop their new skills in an easy manner.
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