Human Resource Management Practices

This assignment delves into the core concepts of human resource management (HRM). It examines various functions of HRM, including recruitment, training, compensation, performance management, and employee relations. The assignment emphasizes the crucial role of HRM in shaping organizational culture, driving employee motivation, and achieving strategic goals. Furthermore, it explores the significance of legal compliance and key legislation influencing HRM decisions.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P.1 Purpose and functions of human resource management ......................................................1
P.2 Strengths and weakness of the recruitment and selection approaches..................................2
P.3 Benefits of HRM practices for employer and employee......................................................4
P.4 Effectiveness of HRM practices to increase the revenues and productivity .......................5
P.5 Importance of employee relations which impact HRM decisions........................................6
P.6 Key elements which impact HRM decision making.............................................................7
TASK 2 ..........................................................................................................................................8
P.7 Application of HRM practices in work related context .......................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is managing of people and resources in the firm. It can be
done through proper recruitment, selection,c compensation and training of employees. Hence
organization can easily achieve the objectives and goals. Thus it can earn more profits and can
increase the satisfaction level of all consumers. Report discusses about the Finsbury company
which is a retail firm. It is founded in 1869 (Armstrong and Taylor, 2014)Organization sells
many products such as grocery items and other predicts such as clothes,hardware etc.
Assignment explains about the purpose, functions of human resource management and the
strengths and weakness of recruitment and selection. Project discusses about the benefits of
personnel practices for both employer and employees and effectiveness of these practices to
increase profits and productivity. Report discusses about the importance of staff members
relation and the key elements of employment legislation which impact the HRM decisions.
Assignment explains about the application of personnel practices in workforce planning.
TASK 1
P.1 Purpose and functions of human resource management
Company has to recruit educated employees so that it can achieve the organisational
goals. Purpose of HRM in Sainsbury firm are (5 Major Functions of Human Resource
Management, 2018)-
Reduces employee turnover – Human resource manager delegates all responsibilities to all
employees so that they can understand their work and can perform better. They motivate all staff
members and hence their enthusiasm level increases. Thus workers can give best results.
Through this they continue to work in same company and do not left firm.
Reduces the conflicts – Human resource manager tries to communicate with all employees and
solves all their issues and problems. Hence it reduces the conflicts in the organization. As a result
all staff members can easily understand each other in a better manner and can work efficiently
and effectively. Thus all workers can give good results.
Recruitment and termination – Organization can select qualified,skilful and talented
employees so that they can give best results and firm can easily achieve the objectives Thus it
improves the quality and quantity of work which helps in increases productivity of firm. Hence it
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can maintain good image in front of all customers and market (Beardwell, and Thompson, 2014)
. Company terminate all staff members if it feels that they are not achieving their objectives.
Functions of HRM-
Training and development – Human resource manager organizes different seminars and
programmes so that they can provide training to all employees. Thus it helps in increasing the
skills and knowledge of all workers (Berman, Bowman, and Van Wart, 2012). Hence they can
give good results. It results in improving the performance of all staff members. Thus firm can
easily achieve the goals and objectives
Performance management – Manager evaluates the performance of all workers so that they can
give corrective actions to improve it. They communicates with all the employees and solve they
all problems They also give different suggestions so that all staff members can easily accomplish
their goals. Thus they can work efficient and effectively So it increases the enthusiasm of all
staff members and they do not leave the firm.
Job analysis – Human resource manager has knowledge of all the duties and responsibilities of
the job so that they can recruit educated and efficient employees within the firm. Hence manager
can recruit qualifiers staff members. Thus they can easily accomplish the objectives and goals of
the firm. Hence as a result it improves the performance of the organization.
P.2 Strengths and weakness of the recruitment and selection approaches
Various benefits and limitations of internal, external recruitment and selection and third party
approaches used by Sainsbury company are-
Internal recruitment – Organization selects the staff members from within the organization
then it is known as internal recruitment.
Strengths-
Motivates employees – Company promotes all staff members so that their enthusiasm level and
they can easily achieve the goals. Hence they can give best outcomes.
Decreases cost and time – It selects the employees from within the company. Hence it reduces
the cost and time of firm in recruiting staff members from outside the organization. For example
it saves the extra expenses as it do recommendation and promotion in the company.
Weakness -
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No new skills –Existing employees do not think of new and distinct ideas in any matter. So
hence there are no new skills in the firm (Bloom and Van Reenen, 2011). It results in reducing
the productivity of the firm.
Increase issues – As some employees get promotion and extra incentives so it increases the
issues and problems among all remaining employees . As a result they cannot perform well and
do not achieve their objectives (Ackerman, 2012)
External approach – When Company do not selects employees from within the company and
they select staff members from outside the company then it is known as external recruitment.
Strengths Select suitable candidate – Company can select suitable and appropriate candidate
among all employees as they are using external source. Manager has variety of options
and they can perform scrutiny to recruit the best applicant.
 Innovative ideas – Company recruits new employers from outside the firm hence they
can give innovation and new ideas. Thus it helps the manager in creating different plans
and policies. Hence all tasks runs smoothly in firm.
Weakness - Time consuming – It wastes the time of the company as they are selecting employees
from outside colleges and schools. As a result they cannot put emphasis on important
tasks.
 Costly process - It is a costly process as it takes high costs in giving advertisements in
various newspapers and in interview. Through this they cannot pot this money on crucial
activities.
Third party
It incudes the consultancy firm which helps in giving advice all employees and selecting staff
members the it is known a third party.
Strengths-
Suitable candidate – It give good advices to all employees so they can select suitable candidate.
Hence they can hire competent staff members from within the firm.
Weakness -
Huge costs – Consultancy agency is charging huge fees from all employees thus it is not
appropriate for firm to select this source (Daley, 2012) .
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P.3 Benefits of HRM practices for employer and employee
There are different benefits of personnel practices for manager and employees. They are
Benefits to employee-
Increases the skills – Through proper training ,require and flexible options which are available to
all employees can perform well in the organization. It helps in increasing knowledge and skills ,
thus the can perform better (Guest, 2011). Hence they can easily achieve their objectives and
goals. Throughout rewards their enthusiasm level increase and they can give good results. As
they can select time of doing job in the firm then they can perform efficiently and effectively.
Reduces the conflicts – By receiving good training all employees can increase the necessary
skills and can give good results. Through good human resource practices such as rewards they
can increase the enthusiasm level and sense of competition is developed among all employees.
As a result it reduces the issues and problems of all employees.
Good career growth – As they get proper training hence it increases the knowledge and skills
and they can perform better in the future. As they get different rewards and certificates hence
they are recognized in front of all employees. It increase further motivation level and they can
perform all activates in better manner. They can do job at time which are suitable for them hence
they can give good results. It leads to growth of career.
Benefits to employer
Low employee turnover – Employer organizes training programmes for employee according to
their needs so hence they they cannot leave the firm. As they get suitable rewards thus, it
increases the enthusiasm level and by choosing appropriate time in which they can perform
efficiently ,it directly increases productivity of all staff members. Hence they do not leave the
firm.
Reduces the conflicts – As employer provides training,rewards to all employee so hence it solves
problems and issue among all staff members. They are given options to choose the timings in
which they they are comfortable. Hence all employees can perform better and it reduces all the
problems and conflicts among all employees.
Increases the profits – It helps in increasing the profits of the organization. Employer provides
suitable training,rewards and option of choosing working hours to all employees. Through
receivable proper training and rewards employees can give good results and it results in
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increasing the productivity of all employees (Hendry,2012). Hence company can create grocery
items and other products So it directly leads to increasing of profits and market share of firm.
P.4 Effectiveness of HRM practices to increase the revenues and productivity
The effectiveness of personnel practices to increases revenues of Sainsbury company are-
Training and development – HR manager tries to organize different seminars and programmables
for all employees so that they can increase the knowledge and skills. When they receive training
employees can perform tasks in an effluence and effective manner. They can easily achieve the
objectives and goals(Huselid, and Becker, 2011)). They can learn technical as well as other
caries skills so that they can give good results. It helps in increasing the quality and quantity of
output. It results in increasing the productivity of firm. Thus all staff members can easily
increase the revenues and can widens different operations. So hence it can maintain unique and
distinct position in front of all employees. It can also give strong competition to other companies.
Reward system - Manager of the company can easily organize different programmes and
workshops which helps in providing different rewards to all employees. They can receive
certificates and other extra incentives which helps in increasing the enthusiasm level of all
employees. This is done so that their potential and energy level can increase and they can give
good results. Hence as a result it increases the energy level and capability if all employees to
perform better. Thus all employees give best results and they can accomplish their objectives. It
directly increase their quality and quantity of output. Hence firm can easily increase the revenues
and can widens their operations in various countries. It can also maintain superior image in front
of all employees and in market.
Flexible working hours – Organization can provide flexible working hours to all employees.
They are given different options to choose their working hours according to their convenience
and their comfortability. When staff member choose their working hours in job then they can
perform better and give good results. It also helps in reducing the problems and conflicts among
all employees and in firm. So hence all workers can easily achieve their organisational goals.
They can perform efficiency and effectiveness. Hence all activities can run in an proper manner.
Hence commonalty can create more products in the firm. It can increase the sales of the
company. As a result it increases the sanctification level of all customers and happiness level.
Hence it can increases the revenues and market share (Jiang, K. and et. al., 2012. Thus it can
maintain good and best image in front of all customers and in market.
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P.5 Importance of employee relations which impact HRM decisions
The significance of employee relations which helps in influencing HRM decisions in Finsbury
company are-
Adversarial - If there are good relations between employer and employee then there is reduction
in conflicts in the organization. All staff members do not oppose the plans and policies and hence
they can perform better (Kehoe, and Wright, 2013). Through this HR can take decision that it
can maintain discipline in the firm. HR manager can also solves all problems of all employees
of there are good relations of manager and employees. Through this they can also create policies
to communicate with them and solve their problems so that staff members do not leave the
organization.
Traditional – Through good relationship between employer and employee then then long lasting
relationship is established between manager and staff members. Employer can solve all problems
of employees and hence there is maintenance of good and positive relations between employer
and workers. Hence HR manager can take decisions to solve all issues of all employees and can
maintain good discipline among all employees. They can also communicate with staff members
so that all grievances can be solved and they can perform better. Hence it reduces the labour
turnover rate.
Partnership – If there is good relationship between employer and employee then there is proper
coordination and cooperation is maintained between all employees. Hence all staff members can
perform efficiently and effectively. Thus HRM can take decisions to create plans and policies
which helps in maintaining discipline among all employees. They can also solve different
problems of all staff members and creates policies such as giving extra incentives,promotion
which helps in reducing the employee turnover rate.
Labour union – If there are good relations among all employees then they can form a union. It is
made so that their all problems can easily be solved. They can form a teem and can organize the
meeting to solve all their issues. Thus HR can take decisions to solve all their issues and
problems. Thus they can also maintain discipline in the firm. Manager communicates this
problems to senior managers and hence solve all their issues. Thus it increases the motivation
level and reduce the turnover rate of all staff members(Lengnick-Hall, Beck, and Lengnick-Hall,
2011).
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P.6 Key elements which impact HRM decision making
There are various legislations which impacts HRM decision making. Legislations which
influences Sainsbury company are-
Equality Act, 2010 – According to this act,there is no discrimination between all individuals on
basis of sex,disability,gender,age in society. HR manager give equal treatment in selection and
riding training to all employees(Renwick, Redman, and Maguire, 2013). Hence through this
law, HR manager can solve all problems and grievances of staff members in better manner. They
communicate with all employees regarding their training needs and hence solves all issues of all
workers. Hence their can solve all conflicts which can arise in the firm. Manager can also take
decisions to properly communicate with the staff members regarding all matters and also receive
they suggestions. Hence through theses HR decisions employees do not leave the firm, as they
are satisfied that their problems are solved. Thus it increases the employee turnover rate in the
firm.
Health and safety act, 1974 – According to this act employer tries to maintain health,safety and
welfare of all employees. Employer can maintain heath rules which helps in maintain good
health of all employees. They create rules and regulations that warning signs are placed on
danger places so that there are no accidents. If employee face any health problems such as
headache or stomach pain employer provide medicines to them so that they do not face any
issues. Through this it can maintains welfare among all employees. Through solving all health
problems of employees it can solve all grievances of all staff members . Thus all their issues can
be solved. Hence HR can take decisions to reduce the employee turnover rate. It can be done
through solving all their problems. Thus it increase the satisfaction level of all employees and
they remain loyal towards the company and do not leave the company.
Data protection Act , 1998 – According to this act, there is protection of personal information.
Data includes the physical beliefs,mental and physical life and other allegations against
employees. It also includes details of employees is they are sentenced to imprisonment.
Through this HR manager can easily protect the data of a single employees from other staff
members. This helps in protecting any harm to data from all staff members. Thus all members
can easily maintains the privacy of their information in the firm. Hence HR can easily maintain
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discipline through this law(Storey, 2014). They can also take decisions to solve various
employees related to cheating and fraudulent practices that other employees have used their
personal information. Hence as a result they can create such policies through which all
employees do not leave the organization. So through these decisions employees remain loyal
towards to the firm.
TASK 2
P.7 Application of HRM practices in work related context
Different application of HRM practices are applied in this firm (Storey, 2014). Use of HRM
practices in Southwood company are-
Job description – It is a document which consists of duties,functions ,working conditions,salary
of the job. Format is described below
Job description
Name of company Southwood
Job designation Teacher
Location U.K.
Reporting Principal
Working Hours 8:30 a.m. To 3:30 p.m.
Duties and functions  Creates plans and policies to educate
students in an effective manner.
 It creates strategies and method ton
increase knowledge, skills and
confidence among all students.
Salary 70000 pounds
Working facilities Teacher can get good and clean staff room
where they can work in proper and efficient
manner. Cars are there which helps in picking
and dropping teaches at home.
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Person specification – It includes the knowledge,skills and features of the person which are
required in the job. Format is described below -
Name – Southwood college
Contact no – 56455222
Email – [e-mail]
Qualification
M.A London university 83.%
Graduation University of U.K. 90%
High education School of U.K. 89%
Secondary education School of U.K. 80%
Achievements
 Get certificates of first ranker at graduation level
 Have experience of 5 years in school
 Done PHD from U.K. University
Job advertisement – It is the advertisement of teacher given by the company in Times
Education Supplement. Format is described below-
Job advertisement
Southwood college is looking for educated and qualified candidate which is suitable and
appropriate for post of teacher in U.K.
Profile – Teacher
Experience and Qualification
 Done PHD from any reputed university
 Master in any subject from university of U.K and experience of minimum of 5 years in
good school is required.
 They must properly communicates all the ideas and explains the matter of subject in an
efficiently manner.
 Knowledge of computer skills such as Ms word and MS excel etc.
 They can handle all activities in an efficient manner
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To apply for above mentioned post they can contact the school principal and at website of
Sourthwood college. Please apply before 20 days prior to date of advertisement.
Selection process -
There is a selection process to select suitable candidate for post of teacher(Renwick, Redman,
and Maguire, 2013). They are Preliminary interview – It is the basic interview level in which candidates are screened
and they are selected according to some criteria such as skills,interests family and
personal information etc. Application blanks – After this applicant has to fill a form which gives confirmation such
as age,qualification,experience etc. Manager perform scrutiny among all candidates and
hence selects applicant whom they think is suitable for post of teacher. Written tests – Various written tests such as intelligence,reasoning and personality are
organized so that best candidate can be selected. Employment interview – In this skills and knowledge of candidate are evaluated.
Principal hence selects suitable candidate according to post of teacher. Medical examination – They are done to monitor health of employees. It is also a good
criteria to check the health of employee
 Appointment letter – Lastly appointment letter is given to employee who is selected
among all candidates by the principal.
CONCLUSION
It can be concluded from the above report that human resource management is important to the
company. Purpose and functions of HRM are applied in the firm. Strengths and weakness of
different approaches are there. Different benefits of HRM practices are there fir both employer
and employee(Lengnick-Hall, Beck, and Lengnick-Hall, 2011). Effectiveness of personnel
practices to achieve the profits. Importance if employee relations and key legislations which
impact HRM decisions. Various applications of HRM practices are practices in firm .
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REFERENCES
Books and Journal
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E.M., Bowman, J.S., and Van Wart, M.R., 2012. Human resource management in
public service: Paradoxes, processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of lobar economics. 4. pp.1697-1767.
Ackerman, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
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.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
5 Major Functions of Human Resource Management. 2018. [Online]. Available.
<https://www.keka.com/5-major-functions-human-resource-management/>
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