Roles and Responsibilities of HRM in Resourcing Company

This report analyzes the roles and responsibilities of HRM in a resourcing company, focusing on recruitment, training, organizational policies, and staffing plan. It evaluates the strengths and weaknesses of different recruitment processes and explores the benefits of various HRM practices in improving organizational productivity. The report also highlights the importance of employee relations in influencing HRM decision-making.

Recruitment Process

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1:.................................................................................................................................................3
P1: Roles and Responsibilities of HRM......................................................................................3
M1: Functions of HRM for resourcing company........................................................................4
P2: Strength ans weakness of recruitment processes...................................................................4
M2: Strength and weaknesses of different approaches................................................................5
D1: Critical evaluation.................................................................................................................6
LO2:.................................................................................................................................................7
P3: Benefits of various HRM practices with organization..........................................................7
P4: Effectiveness of HRM practices ...........................................................................................8
M3: Different methods used by HRM.........................................................................................9
D2: Critical evaluation of HRM practices...................................................................................9
LO3:.................................................................................................................................................9
P5: Importance of employee relation in respect to influencing HRM decision-making.............9
P6: Employment legislation influences HRM decision making................................................10
LO4:...............................................................................................................................................12
P7: HRM practices in work related context ..............................................................................12
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is the complete set of activities done by human
resource of organization to improve organizations goal achieving capabilities. HRM activities
involve managing company's resources like, employees in such a way that their working could
be beneficial for organization. Sainsbury is chosen for analysis in this report. It is second largest
supermarket chain of UK which provide wide range of groceries and house hold equipments.
The report will analyse role and responsibilities of HRM in organization. Evaluation of
effectiveness of HRM in company will also be included in this report. With that analysis of
internal as well as external factors and their impact on HRM decisions will also be done in this
report. In to that application of HRM on ground level will also be done in this report.
MAIN BODY
LO1:
P1: Roles and Responsibilities of HRM
HRM performs several activities in organization for improving their goal achieving
capabilities. This includes activities such as recruitment, training, making organizational policies
and developing staffing plan, which are as following.
Recruitment- Recruitment is one of the main roles played by HRM for resourcing Sainsbury.
Here candidates are selected by HRM on the basis of their talent and skills. To accomplish this
task HRM uses two recruitment methods which are, internal recruitment and external
recruitment. In case of internal recruitment existing employees of company are selected whereas
in external recruitment candidates from outside organization are selected. This is done to
improve the working capabilities and goal achieving capabilities of organization.
Training and development- HRM also provides sufficient training to their employees, so they
can improve their working efficiency. By doing so HRM motivate employees to learn new skills
and provide creative ideas for improving organizational working. By efficient training employees
will be able to effectively implement changes, which are made to improve organizational
working. This training by HRM will also enhance employee's loyalty towards Sainsbury because
employee will get a sense of assurance that their personal development is also being taken care
off by company.

Organizational policies- HRM develops rules and regulations which have to be followed by
employees at their work place. These rules are the combination of government and organization
policies which are made to assure a safe work place. Following are some governmental laws,
Discrimination laws, Health-care laws, minimum wages, worker safety and labour laws. By the
these laws, government make sure that human rights are being taken care of by Sainsbury and if
they are not followed by company then they have to pay penalties for that. Therefore HRM make
sure that these laws are being followed.
Developing Staffing plan- HRM analyses the required criteria of work force for meeting
customer demand. So they develop requirement of employees which are needed for improving
organizational working. Recruiting and Staffing are two different activities which are done by
HRM, where in recruiting candidates are selected but in staffing they are positioned into
departments on the bases of their skills and talents. This important because if candidates are
staffing in their field of interest then their productivity will increase but at the same time if they
are not appointed in their field of interest then it will make a negative impact on their
performance.
M1: Functions of HRM for resourcing company
HRM has to make sure that organization is able to achieve its targets and for which it has
to implement several changes in such a way that its working capabilities can be increased and for
which it tend to implement several activities like recruiting through which company's
performance can be increased.
P2: Strength ans weakness of recruitment processes
There mainly two methods for resourcing Sainsbury with different skills and talents.
Which are Internal Recruitment and External Recruitment, each one of them is having its owns
advantage and disadvantages (Nawaz, 2019). Following is the analysis of both resourcing
strategies used by HRM at Sainsbury.
Internal Recruitment- When candidates are selected for a specific position from within the
organization then it is called as internal recruitment. Following are the advantages and
disadvantages of internal recruitments.

External Recruitment- When candidates are chosen from outside the organization then that
recruitment process is called as external recruitment. Advantages and disadvantages of external
recruitment are as following.
Selection methods-
Selection method is the process in which appropriate candidate is selected from the pool of
overall applicants. In order to achieve a proper candidate HRM implement following methods.
1. Preliminary interview- In this consecutive job profile related questions are asked from
the candidate to evaluate its knowledge regarding the job.
2. Selection Test- As the name suggest in this method the candidate has to give a test of its
knowledge and understanding regarding the positions for which it has applied.
M2: Strength and weaknesses of different approaches
Advantages of Internal Recruitment-
1. Recruitment process is comparatively fast because employees are selected from within
Sainsbury.
2. High reliability on selected candidate because they are the existing Sainsbury employees
therefore HRM is well aware of their performance.
3. Motivates employees to learn new skills, so they can get the advantages provided by
company.
4. No induction and additional training has to be provided to employees because they are
well aware of company's working procedures.
5. This increases employee's loyalty towards organization.
Disadvantage of Internal Recruitment-
1. It stops Sainsbury for getting new employees with fresh new creative ideas.
2. Makes negative impact on candidates who are not selected.
3. Can generate negative competition among staff members where they try to demotivate
others, so they can get advantage.
4. Reduces the scope of getting better option for job because selections is limited to existing
employees only.
5. No option for vacant position which is caused due to employees are shifting to new
position.

Advantage of External Recruitment-
1. Sainsbury can get new employees with new and creative ideas for improving
organizational working.
2. It advertises company's brand value in external market because of positive impression
caused by new employees.
3. Reduces inter organizational biasing because employees will be selected on the basis of
their skill, which will be beneficial for Sainsbury.
4. Increases the chances of getting good quality of employee
5. Encourages large number of job seekers to join the organization which will provide an
option to choose the suitable candidate.
Disadvantage of external Recruitment-
1. Time consuming process because company has to closely evaluate each candidate.
2. High expenditures are made for advertising job opening for a particular position.
3. High chances of getting unworthy candidate because of their deliberate deception.
4. High expectations are made by new employees which a less likely to be followed.
5. Demotivate existing employees because it increases inter-organizational competition for
gaining advantage.
Advantages of preliminary interview and selection test-
1. Appropriate candidates are easily selected from the large number of aspirants.
2. HRM is able to analyse the capability of the candidate by effectively showcasing
different organizational situations.
Disadvantage to selection test and preliminary interview-
1. Exam duration and evaluation of result is a time-consuming process.
2. Candidates may try deliberate deception for ensuring their selection because of which
non-worthy candidate can also be selected.
D1: Critical evaluation
Strength- Recruitment and selection is an effective for increasing organizational employee work
forces and achieving high work productivity. HRM tend to implement the traditional method of
hiring to insure the high work productivity.

Weaknesses- Selections and recruitment is a time consuming process and often inappropriate
candidates are being selected because of which it makes a direct negative impact on the overall
work productivity.
LO2:
P3: Benefits of various HRM practices with organization
Human resource management is responsible for performing several activities within
organization. The main goal of such activity is to improve Sainsbury's working efficiency with
minimum expenditures. This activity will be beneficial for both employee and the employer
because it will enhance their working efficiency and goal achieving capabilities. Following are
some roles played by HRM within organization.
Recruitment-
This is one of the main role of HRM, in which they have recruit new employees for the
organization. This benefit Sainsbury as they are getting new employees which will improve their
performance and with that it will also motivate existing employees to improve their working
because inter-organizational competition is increased.
Training-
HRM has to make sure that employees are able to perform as per Sainsbury's
requirements, so for improving their performance HRM provides them training which will
improve their goal achieving capabilities. This activity by HRM will resource Sainsbury with
new talents and skills (Bartakova and et.al, 2017). Simultaneously this will enhance employee's
creativity for improving organizational working and will also increase their loyalty towards
company.
Organizational Laws- HRM is responsible for making organizational laws for fairness between
employees and effective work flow continuity within Sainsbury. So they have to make sure that
these policies are being followed within organization. Through these laws HRM can make sure
that employees are concentrating on their work and not involved in extra unnecessary activities.
HRM at Sainsbury has also developed laws through which they maintain efficient work flow.
Conflicts management-
Conflicts often arises within organization due to many reasons. For example, creative
issues, misunderstanding among departments and many other reasons. So it is the responsibility
of HRM to efficiently manage conflicts without biasing their decision. Through efficient conflict

management HRM can make sure that employees are able to collaborate their working with each
other, which will improve Sainsbury's performance and generate team spirit among employees.
P4: Effectiveness of HRM practices
HRM in organization is responsible for improving productivity organization which will
lead to increment in organizational profit. For improving organizational productivity HRM
performs several activities within Sainsbury.
Recruitment-
To improve the organizational profit of Sainsbury productivity has to be improved. So it
is the responsibility of HRM that they recruit a worthy candidate for the required position such
that the candidate is able to perform as per the required criteria of company. Increment in
company's productivity will allow it to expand their reach to wide range of customers which will
improve Sainsbury's profit.
Training and development-
To increase the productivity of employees HRM has to provide training to them. Through
this training HRM can make sure that employees are able to work as per the required criteria of
Sainsbury (Lawong and et.al, 2019). Simultaneously HRM take cares that the training is efficient
in pricing, otherwise it would increase internal expenditures of company, which have a negative
impact on their profit.
Organizing-
In this activity HRM make several changes in organization like changing the departments
of employees, by doing so HRM increases the productivity of employees. When employees are
transferred to another department of their interest within the organization then this motivates
them to make certain creative changes for improving the departmental working capabilities. This
increment in productivity will profit benefits for organization because developed product is cost-
efficient for company and hence will give high profit margin.
Controlling operations-
HRM has to make sure that Sainsbury is able to achieve its organizational goals and for
that they have to continuously analyse the current work in progress (Kuhn, Shen and Zhang,
2020). After the evaluation HRM check their progress towards their goals and on that basis they
develop future plan of actions for fulfilling requirements. These requirements contain

recruitment of new employees, upgrading machineries, making changes in organizational
working and many more for improving productivity of Sainsbury.
M3: Different methods used by HRM
HRM has to make sure that company is able to achieve its organizational targets and for
which it has to monitor organizational capabilities and then develop effective working process by
which company's working capabilities can be improved.
D2: Critical evaluation of HRM practices
HRM has to make sure that organizational employees are working as per company's
requirements because through this it can make sure that company is able to achieve its
organizational goals and thus for achieving this it has to provide effective training to employees.
However, it also has to make sure that organizational expenditures are done in a controlled way
otherwise it will make a significant impact on economic growth.
LO3:
P5: Importance of employee relation in respect to influencing HRM decision-making
Human resource management has been involved in managing the needs and requirements
of the human resources part of the Sainsbury Company. In order to understand the needs and
requirements of employees part of company healthy relationship between employees and human
resource department play a key role in coping up with such needs and requirements of
employees. In case the human resource department share a proper relationship with employees it
allows the employees of company to easily convey all the problems they are facing in order to
meet up all the amenities employees are seeking for (Peccei and Van De Voorde, 2019). Talent
management is an important part of the professional duties of human resource management
which are effectively dealt only when the employees of company and human resource
department share a proper relationship. The department of human resources also carry the sole
responsibility of dealing effectively against the issues employees in company are facing. If the
employees shares great relations with the human resources department of company they will not
feel any kind of hesitation to come straight forwardly around the department to fetch the
problem. Employees would also convey detail information which will guide the department in
assessing the situation in the best way possible to cure the issue.
Human resource department are also engaged in channelizing performance management
task at the Sainsbury Company. Performance management is all about analysing and monitor the

performance employees of company are currently catering against the designated position they
hold in company. In order to properly assess the individual's performance of all; work force
associated with the organization personal interaction with all employees are also a criterion that
department requires meeting. Healthy relationship in between human resources department and
employees will also make the performance management operations of department more
convenient and easily accessible. Proper relations of employees with the human resource
department can also support the employees in getting assessment in respect to the individual
performances in company. Resource management is a key aspect of employees overall
performance (Ng and Parry, 2016). In case the employees share a better relationship with the
human resource department they can easily convey all the resources they are seeking in order to
perform the assigned task. This would make the process easier and employees will timely get to
use the best level of resources in order to perform the designated role in company. Human
resource department is also an intermediate in between management and employees. Healthy
relationship will also support the employees of company in order to convey any crucial
information to top-level management at Sainsbury Company.
Training and development programs conducted at organization create a huge influence
over the operational proficiency of employees part of organization. Effective relationship
between employees and human resource department guide the department in addressing the
needs and requirements of employees while channelizing the training and employee development
programs (Stahl and et.al., 2020). Proper relationship between employees and department make
the capable of analysing and evaluating the operational needs of the employees and based on the
assessment about the feedback employees has provided to department proper training programs
are conducted that also proved as fruitful for the organization and employees. In order to
improve relationship between employees and human resource department practices like trade
unions, employee grievance centre, talent management practices and many such practices are
followed. All these approaches allow the organisation to build a strong connectivity between
employees and human resource department of company.
P6: Employment legislation influences HRM decision making
Legislation applicable over the Sainsbury Company in respect to its human resource
management can be projected in the following points.

Equality act: Equality act support the equal treatment at work place. This employment
legislation promote the equal treatments of management with all employees irrespective to
gender, asexuality, colour, religion, cultural and any other social background. Earlier in United
Kingdom many cases has been registered where employees work in company suffer from
unethical behaviour on the ground of different caste, category or gender (Bombiak, 2019). To
deal with such an issue government has implemented equality act over all companies. This
legislation could effectively deal with the issue and improved the work culture at organization.
Equality act has changed the work culture in organization operated in United Kingdom as after
the implementation of this legislation function rate of employee satisfaction in different
organization along with Sainsbury Company has improved.
Anti discrimination act: Anti discrimination act deal with the discrimination entertained at
work place. IN order to cure the discrimination occurred at work place this legislation has
implemented. Discrimination is a old concept and associated with companies from a very long
period (Bohlouli and et.al., 2017). Discrimination occurred at work place on the ground of
different gender, age group, colour, nationality and on the basis of various elements. This act
could effectively entertain this issue. This act could further improve the work culture at
companies. Discrimination at work place create a negative atmosphere which also reduces the
work efficiencies of employees at organization.
Data protection act: In order to ensure the protection of personal information of all employees
associated with the Sainsbury Company this legislation has implemented. At the time of
recruitment of employees human resource department take various personal and professional
information related to employees to analysis the background of candidate presented in interview
process. This is the responsibility of the organization and human resource department of
company to protect the personal information of employees which has submitted at the time of
interview (Delery and Gupta, 2016). This is the legislative responsibility of organization to
protect all information organization has gathered as a part of providing employment opportunity.
Minimum wage payment act: Minimum wage payment act is another key legislation applicable
over companies operating business operations in United Kingdom. This is the minimum amount
paid to employees joined the organization against the employment opportunity granted to such
employees at Sainsbury Company. Irrespective to any designated position role in company
employees will get this minimum amount of wage payment against the employment opportunity.

In order to protect the rights of employees work in companies government has implemented this
act (Gill and et.al.,2018). This legislation does not denote that employees must hold a certain
position in organization. This legislation is applicable in respect to all employees join Sainsbury
Company.
The above mentioned legislation are applicable over the Sainsbury Company as a part of
human resource management operations in company. This is the responsibility of the human
resource department and management of company to implement these employment legislations.
LO4:
P7: HRM practices in work related context
Job Advertisement
Sainsbury Company
Position: Marketing Manager
Education: MBA in Marketing
Experience: Minimum 5 years of work experience in marketing.
Roles and Responsibilities
 Must able tio deal with the marketing functions of company.
 Must be keen with all technological tools used in delivering the best level of marketing
campaigns.
 Must be able to control and monitor the marketing campaigns.
 Manage the entire marketing team.
 Monitor and review the performances of individual employees part of marketing team.
Job Description
Job Description Marketing Manager
Marketing manager must be capable of controlling the marketing and promotions of
company. Managing and controlling of different marketing and promotion campaigns of
company is the sole responsibility of the marketing manager.
Roles and responsibilities
 Must be able to deliver the best level of marketing and promotional campaigns for

company.
 Role of marketing manager is to control campaigns in such manner that company get top
derive the best level of sales outcomes.
 Marketing manager must be capable to control the day to day marketing operations of
company.
 Marketing manager should control the marketing team in order to achieve the best level
of employee proficiency.
 Marketing Manager must be keen with using different analytical tools such as Google
Analytics and different other to entertain the success of marketing campaigns drive by
Sainsbury Company.
Offer Letter
Name: Steven Smith
Address: 13 street park, London, United Kingdom
Position Role: Marketing Manager
Dear, Mr. Steven Smith congratulations for getting selected at a designated position role
of Marketing Manager in Sainsbury Company. We are wish you all the luck to have the best
level of career opportunity in Sainsbury Company. Your date of joining is supposed to be 15th of
October, 2020. In case you have any query regarding joining and with regard to any other issue
contact at [e-mail].
CONCLUSION
Human resource management is defined as managing the needs and requirements of
human resources associated with the organization. Analysing the needs of company in respect to
human resources is the first step of planning and base on the analysis controlling the human
resource management of company. Talent management is another key functional area of the
human resource department in company. In order to conduct the management department
conduct both internal and external recruitments to meet the human resources related need of
company. Employee relationship with the human resource department allow the department to
monitor and control the human resource management at organization in the best way possible.
Legislations like equality act, anti discrimination act, data protection act, minimum wage

payment act and various other legislations are applicable over company in respect to managing
its human resources in company. In order to perform the duty department conducts job offer
letter, job discrimination and offer letter and related practices.
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