Human Resource Management Assignment - Sainsbury
Added on 2020-10-05
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HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................3P1 Purpose and functions of HRM that is applicable to workforce planning.............................3P2 Strength and weaknesses of different approaches to recruitment and selection....................5M1Assess HRM functions help in providing skilful and talent to achieve objectives ofselected organisation...................................................................................................................7M2 Evaluate HR practices and application within organisation.................................................7D1 Evaluation of strength and weakness of different approaches of recruitment and selectionwith example...............................................................................................................................8P3 Benefits of different HRM practices to employer and employee..........................................8P4 Effectiveness of different HRM practices in raising productivity and profitability oforganisation.................................................................................................................................9M3. Exploring different methods used in HRM practices........................................................11D2. Critical evaluation of HRM practices and its application within organisation..................11P5. Importance of employee relations in respect to influencing HRM decision-making.........11P6. Identifying key elements of employment legislation and its impact upon HRM decision-making.......................................................................................................................................12M4. Evaluation of key aspects of employee relations management and employmentlegislation..................................................................................................................................13D3. Critical evaluation of employee relations and application of HRM practices...................13P7. Job description and person specification of team leader....................................................13M5. Rationale of JD and person specification in the recruitment process................................18
INTRODUCTIONManagement of humans in an organisation is the most important aspect of workforceplanning. This process is responsible for the success of the organisation and its sustainability inthe market. For every organisation, it is essential to have best candidates which will help theorganisation in achieving growth and economies of scale. For this purpose, the company hasHRM which includes recruiting the potential candidates, selecting them for the best fit job,placing them in the company. Providing them training of their work, deciding compensation andmotivating them to work hard and retaining them. The report for better understanding of reportwill take one of the leading retail super market of UK that is Sainsbury which deals insupermarket, bank and Argos. It offers million of products to its customers and Tesco is thebiggest competitor of Sainsbury. The report will focus on purpose and functions of HRM alongwith strengths and weaknesses of recruitment and selection. Further, the focus will be on benefitsof different HRM practices for employer and employee along with its impact on productivity andprofitability of the firm. It will show the importance of employee relations in influencingdecisions of the organisation and will highlight key elements of employee legislation. Moreover,it will include a job description of team leader and reason to prepare it.LO 1lP1 Purpose and functions of HRM that is applicable to workforce planningPurpose of HRMStaffing needs – The purpose of HR in Sainsbury is to fulfil the staffing needs of thecompany. The HR department of Sainsbury announces the jobs and its duties by determining theskills and requirements that are needed for the particular position. It helps the company inrecruiting potential candidates and selecting them for the best fit job. The purpose of HR alsodeals with termination of employees who do not perform their work by following law. It is alsoinvolved in transferring and promoting employees (Noe, and et.al., 2017). Compensation – Fair wages and salary are the most important concern of the employees.The HR department evaluate and analyse the performances of the employees and make changesto their pay structure by researching market trends and current labour rate as well. It assesspolicies and help Sainsbury in assessing the policies with compliance of laws like Fair wage act,overtime laws etc. which helps in smooth business operations of the company.
Benefits and Incentives – The purpose of HR in Sainsbury is to avail benefits to itsemployees so that the employee turner ratio can be reduced and employees can be retained.These benefits include discount to the employees at super market, health insurance, retirementplan, loyalty cards, holidays and trips etc. so that employees of the company be satisfied. Theyanalyse and get best package for these benefits to their employees with minimizing cost andmaximising benefits. Performance appraisal – The HR department's purpose in Sainsbury is to analyse andevaluate performance of the company. They create entire process of performance appraisal. Thisdepartment in Sainsbury make sure that appraisals take place on the basis of performance and aredone without discrimination. The basis can be promotion, retention etc. which motivates theemp0loyees and increase company's productivity (Treweek and et.al., 2018).Law compliance – It makes sure that employees are working in Sainsbury withcompliance of law to avoid government intervention. Law exists to protect the rights ofemployees and its duty 0f the company to make sure that employees are getting proper wages,incentives, flexible Woking hours. The HR department makes sure that employees are not beingexploited.Functions of HRMThe functions of HRM are divided into functions which are operative and core functionsManagerial functions Planning – It is the main function of HRM which helps Sainsbury in collecting andidentifying current future needs of the company. It helps in planning the strategies of Sainsburyrelated to gaining competitive advantage from Tesco, or to plan recruitment of new employeesetc. for effective operations.Organising – It makes sure that tasks are allocated to different employees in the companyas per the requirements and their skills like operating head, warehousing, inventory managementetc. to make sure that each person assigned the duty is expert in the field.Directing – This includes directing the performances of the emp0loyees towards the goalof Sainsbury by constant motivation and giving commands to employees (Functions and goalsof HR, 2019).
Controlling -Under this the performance of the employee is checked and get comparedwith the goals. In case the management of Sainsbury finds out performance of employees wasnot up to the mark then control measures are taken.Operative functionRecruitment - Hiring candidates who will help organisation in achieving goals is also thefunction of HRM. Sainsbury selects the candidates on basis of their knowledge and workingability.Training and development – It also helps Sainsbury in providing training to itsemployees by deciding time frame and resources that will be used to train the employees alongwith the method of training.Employee welfare – The benefits related to incentives, bonuses and other facilities all aredecided by HRM and in Sainsbury it is done by promoting the candidates, allowing discount tothe on different products, providing them with flexible working hours.Labour relation – The other most important function is to maintain labour relation. InSainsbury, the relation with trade unions are managed by HRM by hearing their problems andtaking their feedbacks and suggestions.lP2 Strength and weaknesses of different approaches to recruitment and selectionRecruitment process – The process of recruitment means inviting applicants for jobsfrom different backgrounds having different talent which can help Sainsbury in achieving thegoals of the organisation. It needs huge investment therefore to find out best candidate is vertimportant. The two approaches of recruitment are internal and external recruitment.Internal recruitment – Under this process, the company hires the candidates from theorganisation itself. External candidates cannot apply for this position. All the employees areinformed about the vacancy through internal advertisement (Imran, 2015). This can be donethrough transfers where employees are shifted to similar kind of jobs like in Sainsbury whenemployee shifts from warehousing department to caretaker of store, by promotions whereemployees get promoted for higher pay with high responsibilities like in Sainsbury when infinance department, junior accountant gets the position of senior accountant. Strength Weakness
This process increases morale of the employees and motivates them to work hard for thepromotion.It helps in retaining the employees and gaining their loyalty.It saves the cost and time of posting advertisements on television etc. as no external candidatesare involved.It limits the talent from the outside of organisation which lacks creativity and innovation in work.In case if the Sainsbury follows seniority criteria for promotion and the employee is not capablecan lead to ineffective operations.It may lead to nepotism and favouritism which can affect organisation success and productivityExternal recruitment – When candidates are selected from outside the organisation viaadvertisement in news paper, television, magazines etc. for the specific job role. They can berecruited with the help of labour unions, contractors, employment agencies etc.Strength WeaknessIt allows company to have suitable candidates from the vast pool 0f candidates applying for thejob.
With new employees come new ideas and innovative techniques which leads to creativity in theorganisation.As new employees are hired, they are more serious and disciplined which increases productivityof the organisation. It is expensive method as it involves costing of putting advertisement, induction, training the newcandidates etc.It is time consuming process as it involves number of activities (DeCenzo, 2016).It leads to jealousy in existing candidates of the company and demoralise them which affectsworking operations of the company.Selection process – The process of eliminating unfit candidates and selecting the best out ofthem for the specific job role is selection process of the company. The different approaches ofselection process that can be used in Sainsbury:Personality test - Under this method, the candidates are judged according to theirpersonality. Their communication skills, appearance, etc. are judged and then they are allottedwith the job.Strength WeaknessIt allows managers to know that the candidate will fit in the culture of the company or not.It reduces the chance of putting selecting the wrong person in the wrong role.
It is a well designed test which helps the employer in knowing how the candidate will getmotivated and engaged at work.It is time consuming process which leads to frustration on both the sides.It is not an accurate method and not always a best indicator to show how well the individual willbehave at job.It is not reliable as candidates often answer what employer wants to hear.Panel interview – Under this method, the candidates are asked different questions fromthe interviewer and based on the answers the panel judge the body language, confidence andintelligence of the candidate and discuss what they liked and did not liked in the candidate. Strength WeaknessThere are mixed opinions of panels which helps the organisation in having different perspectivesand hence right candidate gets selected. It is less time consuming process and provide consistency in asking questions.The candidate may get nervous by facing a panel even after being talented and can lead to loss ofpotential candidate for the company.A lot of different questions and quick answers make the process complex and leads to confusion.
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