Human Resource Management Practices

This assignment examines the crucial role of Human Resource Management (HRM) practices in shaping organizational success. It delves into the relationship between HRM practices, organizational social capital, and overall performance. Students are required to analyze various case studies and current trends within the field of HRM, evaluating the effectiveness of different practices in fostering a positive work environment and driving organizational growth.

5HRF - Managing & co-ordinating the5HRF - Managing & co-ordinating the
Human Resource FunctionHuman Resource Function

Table of Contents
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
1.1 Relation of HR functions and organizational objectives...............................................................................1
1.2 Major theories of effective change management and its implementation.....................................................2
1.3 Business case for managing HR in professional and ethical.........................................................................4
TASK 2...........................................................................................................................................................................4
2.1 Different ways for delivery of HR objectives in organisation.......................................................................4
2.2 Varies of HR functions in different sectors of organization..........................................................................6
TASK 3...........................................................................................................................................................................7
3.1 Criteria and method used to evaluate contribution of HR functions.............................................................7
TASK 4...........................................................................................................................................................................7
4.1 Identification and evaluation of research evidence of HR practices with positive outcomes.......................7
4.2 High performance of working and investment in human capital impact company practice.........................9
CONCLUSION.............................................................................................................................................................10
REFERENCES .............................................................................................................................................................11

INTRODUCTION
Human resource management is an important process for any organization to engage
people in a best manner to improve organizational performance. HR management is a biggest
need of organization by this an enterprise can easily attain their targets which is essential for a
business (Abdelhak, Grostick and Hanken, 2014). Most of the companies are having their focus
to make more better management of people by which they can make a better involvement in
business activities. Also by using HR management an organization can provide a better
environment for workers. This report is based on Sainsbury which is having a grocery
supermarket of UK. This report will provide description on different organizational objectives
which can be achieved by HR functions. These objectives can be achieved by organization by
using different ways. It will make discussion on methods and criteria to evaluate contribution of
HR.
TASK 1
1.1 Relation of HR functions and organizational objectives
Organizational objectives are those which has to be accomplish by organization with in
time limits which can be short term and long term. In relation with Sainsbury they are working in
the international market and they are having a huge need of development in their market share so
this can be their long term objective.
Market share: it is a long term objective of the company which can be accomplish by
them by engaging people in a better way. HR managers plays an important role in it, they can
identify needs of organization by communicating with their managers,. These manager can
elaborate them their needs of employees (Luthans and at. el., 2006). HR management works on
this to recruit better people which can observe how to perform and adjust in the environment
easily. So this is a way by HR function can help to Sainsbury to improve their market share
which is a long term objective of the organization and the company has a huge need of this
because they are having a huge market competition.
Organizational performance: This is a major objective of the company that their over all
performance has to be increase month after month so it is a responsibility of HR management
that their staffing has to be well organized by which they can recruit better people in the
organization. Each of newly recruited employees does not aware from their responsibilities and
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how to perform in the organization so by staffing HR management can develop their newly
recruited employees to perform well and contribute in to Sainsbury performance. HR managers
can analyze employees performance and they can apply monetary award system for those
employees which are working good in organization. By this they can motivate to other
employees to work better which will be beneficial for both.
Employee relation: It is a huge need of the organization to involve employees in the
organization by which they can make a better outcome from their employees. HR managers are
working for employees betterment in the organization by which they can make a better
environment of working for employees (Luthans and et. al., 2010). HR managers can help to
organization to decrease employee retention which can help to them to built better teams with
proper bonding and coordination. HR managers plays an important role of mediator in between
employer and employee. They are enough close with both to know their expectations and
demands for each other and it help to them to make a proper coordination in both parties.
1.2 Major theories of effective change management and its implementation
Change is a need of organization by which they can make a better product in the
organisation. In the context of Sainsbury they are having a huge need of change because they are
having organisational objective to improve their market share so they have to make a proper
development in the organisation. Different theories are here by which Sainsbury can manage
change in their services.
Lewin's change management model: This model is made by Kurt Lewins in the year of 1940,
this model is highly relevant to the HRM because all of the changes which has to be done are
related with Human Resource management has three major phase which are unfreeze – change –
freeze which are described under here: Unfreeze: This is a phase in which Sainsbury can make a self analysis of the needs which
can help to organisation to make a better change in organisational structure. So in this
stage HR managers has to make a proper survey of organisation which can help to them
to identify what are their needs and how they can make a change in this. Another thing is
that managers has to identify main reason to make changes in the organisation. After this
survey of company they have to take permission from higher authority which can help to
them to implement this change.
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 Change: This is a stage in which Sai9nsbury has to implement those changes in the
organisation by which they can increase their effectiveness towards the achievements of
their goals and targets (Lee, 2013). In this stage HR managers has describe all benefits to
their higher authorities which can help to them to make a better implementation and a full
support from their higher authorities. In this stage managers has to describe all problems
in front of management and they have to give their reasons for changes. They have to
resolve queries of their higher management to clears all doubts of this change. At last of
this stage managers has to involve those people which can be help full in this change. By
this Sainsbury can provide a better working conditions to their employees which can help
to them to increase their efficiency towards their goals and objectives (Kooij and et.al.,
2013). So to implement these changes in the Sainsbury they have to make a proper
involvement of the employees by which they can make a better analysis of the employees
needs and better implementation accordingly.
 Refreeze: This is a phase of changes which has to be refreeze in the organization,
managers has to try to anchor in the Sainsbury so they have to identify those key anchors
which can help to them to sustain these changes for a long time of period. It is essential
for the managers to identify supports to sustain these changes for a long time of period.
Changes in organizational environment can make a need of sustainability by taking
feedback of employees those changes. Some initial changes can be done by the company
after making proper analysis of the needs after feedback.
Another change management models here which can be used by Sainsbury;
Create urgency: Higher management has to create urgency in their line of sales by which they
can make a positive change in sales.
Powerful coalition: managers and leaders of the organization has to be strong on their
employees to make a lead on them to adopt these new changes in a positive way.
Vision for Change: It is a thing which can help to management to make an innovative change,
leaders are having a change for the betterment of the organization.
Communicate vision: Now managers and leaders has to communicate their vision to their
subordinates by which they can resolve their employees issues and doubts for change.
Remove obstacles: it is an important phase in which they have to remove all barriers which will
create a problem in this change.
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Short Term wins: Mangers especially in sales team has to make short goals which can help to
their employees to make a change with full positive mind.
Build on the change: After a little change in the sales team, their sales managers to analyze
effects of this change how they can implement this on large level in all stores.
Anchor the changes in whole corporate culture: Now this is a big task for them to implement
these all changes in all stores which can help top them to increase their sales.
1.3 Business case for managing HR in professional and ethical
HR needs are occur for the organization betterment, it is essential for the HR managers to
identify what are the needs of organization by which they can make a better change in the
organization. Sansbury is having huge need of human by which they can make a better
production of services for their targeted customers. But it is essential for the HR managers to be
professional in the HR needs because it can provide them better results against their needs. Some
of the ways which can full fill HR needs:
Professional: Making a job description and person specification they have to communicate this
things in a proper format by which they can manage professionalism in their work. It is also
essential for the organisation that they have to deliver this job descriptions and person
specification from authentic and professional way like e mails and producing an advertisement
on job portals (Kerlinger and et. al., 2013). It creates a huge impact on the people which are
interested to work.
Ethical: it is also essential for the HR managers that all information which has mentioned in the
job advertisement and person specification has to be authentic and true which can help to them to
recruit people which are having the same qualification and experience. Also they have to provide
right salary description, most of the companies creates their cheat in this so HR managers of
Sainsbury should provide all ethical information regarding to salary structure.
Both of these professionalism and ethics can improve organisation performance and as
well as it can help to them to recruit better people in the organisation.
TASK 2
2.1 Different ways for delivery of HR objectives in organisation
There are various ways for delivery the HR objectives and goals in the organisation.
These are as follows:
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HR business partnering: Strategic partners are process in which all thr specialisation of
HR department are closely associated with all managers of department attach line managers, and
superior mangers. They all are working with same business unit in order to accomplish mutual
goals and objectives. All the business partner has play various roles and procedures this helps
for achieve goals (Jackson, Schuler and Jiang, 2014). The HR department play very crucial role
for contribution purpose. All business partners has increase their understanding power with their
large number of clients anf according to that they has completed. HR professional have move
step to step process to achieve daily activities in order to get profitability.
Centre of expertise: HR professional have various specialised in various field. These
department has deliver the various competitive advantages with the help of HR innovations in
areas like learning, reward, talent management. There are various strategies that are requires to
deliver the strategies are as follows:
This department treat the most appropriate solutions. They work combine with HR
business workers so this help to implement the right services.
Shared devices:These devices handle all the the activities that transactional services are delivers
across the businesses. This department has focus mainly on centralised activities. They also
worked to develop the technology and equipment. These all services are located in in house
corporation that can be outsourced to third party (Jabbour and et. al., 2013). People manage the
activities from he department to individual managers by use of self service technologies. They
mainly work on those areas as follows:
Lower cost: The resource are efficient greater transparency of cost more management
information that are consistent in nature economics of scale for investment purpose that helps for
technical and communication infrastructure
Outsourcing HR Services: It is utilised by number of companies irrespective of small,
medium, and large. This may be outsourced to complete of specific criteria of projects and work.
HR professional has transferred their ownership to organisation that is third party suppler.
Various transactional elements are covered in outsourcing (Iles, Chuai and Preece, 2010). HR
professional are required to particular type of skills and knowledge that are essential for
business. The result of outsourcing is sometimes in mixed in nature. In survey only 1 % have
respond that this happened, approx 56% have responds that there is no strategic activity as all.
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2.2 Varies of HR functions in different sectors of organization
The NHS is a public enterprise they provide various public facilities to large number of
people. There are many function that varies in different part of organization area follows:
Human resource planning:This helps the both the sectors to determine their efficient
employees and staff members .The staffing and employment are two important human resource
strategies. As they are working on a huge level so they are focused to use specialized skilled
person for a particular job but on the other side in small scale organization HR planning works
for multi talented employees which can perform several kind of job in a day.
Job analysis: IT describe the nature, and work of job in both the sector that is public
sector and private sector. As NHS is public national company so they are providing a full
information about a particular job but in small scale industry it would focus on just to full fill
needs of organization.
Staffing:The next process is staffing, it helps for search right candidate in right job in the
organization. Recruitment is the process to search the right applicant from a various prospective
of employees. Selection of a candidate has a well developed process in an multinational or
national level organization but these is nothing any process in small scale organization to recruit
it just has single step process 'face to face interview.'
Training and development: This function help for both organization is to provide the
training and development program to ll employees. A well developed process is organized for
training and development of employees in NHS, on the other side small scale organizations use
general description of job role and advisory to work.
Performance appraisal:This function helps to evaluate the performance of n employees
and review it (Heung, Kucukusta and Song, 2011). This helps for both organization to achieve
their goals and objectives.
Labor relation:It refers to interaction between an superior and subordinate in
organization. So this helps for both sector to maintain their relations with their subordinates.
Orientation:This ,earn the company introduce their new employee with their existing
employee, so the new one is familiar to organization.
These all function are varies for different sector of organization, both public sector and
private sector.
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Organizations which are working in different sectors are also using HRM functions to attain their
objectives:
Private and public sector: Private sector highly focused to attain financial objectives so they
are maximum using their employees by recruiting skilled and educated people in organizations.
On the other side public organizations are highly believe to deliver services in public domain so
HRM works to staffing better by which they can deliver better performance in public domain.
Small and large sized organization: In small sized organization it has a limited sources to
perform better so HR management works to use sources to provide more better working
environment to employees. On the other side in large sized organization, HR has a huge
responsibility to pay salaries on right time.
TASK 3
3.1 Criteria and method used to evaluate contribution of HR functions
The HR is having an important role in managing the performance of workforce in the
organization to large extent. Human resource management motivate employee to enhance their
skills and capabilities through providing them appropriate training and development programs.
The various methods used by HR are as follows:
Bench marking: HR use method of bench marking in order to controls an measures the
performance of workforce in Sainbury. The company HR manager set benchmarks for the
employee in compliance with the achievement of firm goals effectively (Armstrong and Taylor,
2014). HR is having major role in defining the standards of performance required in the business
entity through the strength of an employee in working environment.
KPIs: This term stands for the Key performance area. HR defines the standards for the
individual performance according to evaluating their key performance area. These are the area
where an employee can effectively explore their interest and work passionately by giving his
100% to the profitability of firm. So, HR is having major role in identifying the individual key
performance area where he can give is best action. In the organization HR managers can
maintain employee performance sheet which can help to them to analyze performance on key
performance indicators. Key performance indicators may be different according to work, as in
sales team sale would be performance indicator.
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Balance-scorecard: This method is used in order to determine the competitiveness in the
employee and internal capability of firm, in order to compete effectively in competitive market
and helps in satisfying their customers through analyzing the current market trends. HR
department is having and important functioning in finding the internal competence along with
the availability of fund and actions towards other competitors. It has several factors included
score card and according to this HR manager can fill this card for each and every employees
which can help to them to make a better evaluation.
TASK 4
4.1 Identification and evaluation of research evidence of HR practices with positive outcomes
HR approaches boost organizational performance and their growth in market by
enhancing internal environment of organization. An effective HR practice will bring out positive
outcome in organization (George, Haas and Pentland, 2014). In organization, HR manages and
control all environment and employee related issues and improve Sainsbury development more
than before every month. Here are some positive outcome, that the company has reached by help
of HRM approaches and practices-
Competitive advantage- For achievement of company, it is important to maintain
competitors in industry. With relation of its competition, improvement in competitive advantages
and competitive objective is essential. It can be fulfilled in different ways which are – product
differentiation and cost leadership. Competitive advantage increased with HR practices in
Sainsbury.
Friendly employee environment- HR practices create competence among employee and
motivate and stimulate them to work hard and better toward organisation. HR practices vary their
attitudes into positive and provide comfort and ease in working climate (Chuang, Chen and
Chuang, 2013). This enhance a friendly nature within employee and employer and give a better
and friendly environment that motivate them to work hard and potentially which affect Sainsbury
growth in market.
Monitoring organisation process- HR policies can influence company administration
process while strategic planning can affect organisational mission and objective and evaluation
process. HR make sure that implemented plans and strategies are transforming into positive
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conclusion. HR function monitor Organisation process and concepts and clear its vision with
help of HR approaches.
Run Organisation Legally- HR manages company policies and terms and look over the
administration department of organisation. It make sure that all Govt. laws are being followed by
organisations. Govt. and judiciary system is complex and vary with time and change of policies.
HR amends its policies and terms accordingly and help to run organization smoothly.
'A capability approach to organizational talent management' is an valid article according
to organizations need. Because this article focus on the talent management by which company
can improve working environment in the organization. This article is having sufficient material
on talent management which can help to the management to implement more better thing by
which they can improve talented people for upper positions. It is essential for the company to
develop a better HRD practices by which they can develop their employees according to need to
make changes in working style. Objectives can be analyze by manager so it is essential for them
to evaluate performance which can help to them to0 make a better change in the organization.
Different HRD approaches are available to use so HR manager has to use it according to
situations and need of employees. In Sainsbury, HR managers has to analyze what are the needs
of the employees in development which can help to them to make more able to perform in a
faster way.
 This research is valid because development approaches has to be used according to
situations.
 This research is enough to make changes in company.
 This is valid research conducted by using secondary research method.
4.2 High performance of working and investment in human capital impact company practice
Human resource management is a wide concept of an organisation. Without this no
company can survive in competitive market place. In simple words, key element of organisation
success is their manpower (Avey and et. al., 2011). Business firm can increase its efficiency and
effectiveness only by increasing efficiency and effectiveness of its workers. If firm have high
qualified staff members than it can increase its performance in market place. With the help of
well skilled worker Sainsbury can build high corporate image in national and international
market place. For enhancing skills and abilities of human resource company can provide them
various training and development programs which can help them in increasing their efficiency
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and effectiveness within work place. Apart from this, organisation can also organise various
business games so that performance of its workers can be increased. Highly trained staff
members can contribute their efforts in achieving organisational goals by which company can
increment their market share and also can compete their different contender. As Sainsbury is an
international super market chain so it have a huge number of competitors which affects its
performance, but through high qualified staff it can compete their contenders.
High performance of working is an essential part for the betterment of the organization
because as the company wants to increase their market share and profits. So team managers and
HR managers has to make high performance standards which can make a compulsion for their
employees to perform better. Sainsbury, can enhance performance of its employees by investing
in its human resource department. Through this, it can recruit more qualified staff member which
will help it in achieving organizational goals and objectives in an effective way. High talented
employees can produce high qualified products and services which will help in attracting more
customers. Along with this, qualified goods can also provide high satisfaction to their consumers.
It takes huge investment in recruiting and selecting most talented people but it results in effective
functioning of organization and higher financial profit (Arregle and at. el., 2007). Well trained
workers can execute their operation in an effective way by which profit can be maximize and
organizational cost can be minimize. Hence, it can be said that human resource management
plays an significant role in the success of company. Without high qualified staff member no
organization can increase their market share.
CONCLUSION
Through concluding this project report, it can be determined that human resource capital
plays an important role in every business organization. Success and failure of a company totally
depends upon its employees and their efficiency. Without well trained workers no enterprise can
accomplish its desired goals and objectives. People of firm have a huge role in different business
activities. The main task of human resource management is to mange employees within work
place so company can achieve higher financial profit. With the help of high qualified staff
members a company can compete its competitors in market place. This project report is based on
Sainsbury it is largest chain of super market. This organisation is well growing because it give
core importance to its employees and their satisfaction. In this report, various functions of HR
have explained. Also, major theories of effective change management and their implementation
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have been evaluated. There are various methods which are used to determined contribution of
HR function. At last, impact of human resource capital on organisational practices have been
assessed.
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REFERENCES
Books and Journals
Abdelhak, M., Grostick, S. and Hanken, M.A., 2014. Health information: management of a strategic resource.
Elsevier Health Sciences.
Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page
Publishers.
Arregle, J.L., and at. el., 2007. The development of organizational social capital: Attributes of family firms. Journal
of management studies. 44(1). pp.73-95.
Avey, J.B and et. al., 2011. Meta‐analysis of the impact of positive psychological capital on employee attitudes,
behaviors, and performance. Human resource development quarterly. 22(2). pp.127-152.
Chuang, C.H., Chen, S.J and Chuang, C.W., 2013. Human resource management practices and organizational social
capital: The role of industrial characteristics. Journal of Business Research. 66(5). pp.678-687.
George, G., Haas, M.R and Pentland, A., 2014. Big data and management. Academy of Management Journal. 57(2).
pp.321-326.
Heung, V.C., Kucukusta, D. and Song, H., 2011. Medical tourism development in Hong Kong: An assessment of
the barriers. Tourism Management. 32(5). pp.995-1005.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational companies in Beijing:
Definitions, differences and drivers. Journal of World Business. 45(2). pp.179-189.
Jabbour, C.J.C and et.al., 2013. Environmental management and operational performance in automotive companies
in Brazil: the role of human resource management and lean manufacturing. Journal of Cleaner
Production. 47. pp.129-140.
Jackson, S.E., Schuler, R.S and Jiang, K., 2014. An aspirational framework for strategic human resource
management. The Academy of Management Annals. 8(1). pp.1-56.
Kerlinger, P and et. al., 2013. Wildlife and recreationists: coexistence through management and research. Island
Press.
Kooij, D.T and et.al., 2013. How the impact of HR practices on employee well‐being and performance changes with
age. Human Resource Management Journal. 23(1). pp.18-35.
Lee, T.H., 2013. Influence analysis of community resident support for sustainable tourism development. Tourism
Management. 34. pp.37-46.
Luthans, F and et. al., 2010. The development and resulting performance impact of positive psychological capital.
Human resource development quarterly. 21(1). pp.41-67.
Luthans, F. and at. el., 2006. Psychological capital development: toward a micro‐intervention. Journal of
organizational behavior. 27(3). pp.387-393.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [online]. Available
through<http://www.managementstudyguide.com/human-resource-management.htm>. [Accessed on 29
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Human Resource Management. 2016. [online]. Available through<https://www.utwente.nl/en/bms/hrm/>. [Accessed
on 29 July 2017].
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