Importance of Employee Relations in Influencing HRM Decision Making

This article discusses the importance of employee relations in influencing HRM decision making and its impact on organizational productivity and profitability. It explores the strategies followed by Sports Direct to develop employee engagement and maintain a positive work environment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Purpose and functions of HRM which are application to workforce planning......................1
P2 Strength and weakness of different approaches to recruitment and selection........................2
Task 2 ..............................................................................................................................................5
P3 Benefits of different HR practices for employer and employees ..........................................5
P4 Effectiveness of HRM practices for raising productivity and profitability. ..........................6
TASK 3............................................................................................................................................7
P5. Importance of employee relation for influencing HRM decision making.............................7
P6 Element of employment legislation which impact HRM decision making............................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work place.........................................................................9
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is function in all organisation which perform all activities
which are important and helps to attain the business goals. A HR manager is a person who is
responsible for its employees and make efforts to retaining then so they can work effectively and
in well manner. It is required in all organisations that having a HR and management of all
activities are necessary which decide the sustainability of organisation in competitive business
environment (Bratton and Gold, 2017). To understand and increasing information and HR or its
function this report has been prepared which is based on Sports Direct that is UK based larger
organisation providing sportswear and other items to customers as per their demand. Different
points are covered as functions and purpose of HRM, strength and weakness of different
approaches to recruitment and selection, benefits of HRM practices, effectiveness of HRM
practices. Apart from this, internal and external factors that affected the human resource
management decision making.
Task 1
P1 Purpose and functions of HRM which are application to workforce planning
HRM – This refers as management function which is performed by a responsible person
by understanding their roles and responsibilities in competitive business environment. The major
role of HRM is to understand the vacancy and fill them by recruiting the talented and skilled
person who wants to work for organisation. In context to, Sports Direct, HR manager is playing a
vital role as it hire people for all department so all vacancy can be filled and get completion of
task effectively that increases profitability (Briscoe, Tarique and Schuler, 2012).
Workforce planning – This is the process of identifying, forecasting, planning and
placing the employees in working so all task can be complete in certain period of time. This
helps to access the gap and determine the target talent management so people can be placed at
right place. In Sports Direct, number of employees are working who needs to be require
workforce planning for completing task and attaining the business goals. The manager of such
organisation understand needs of workers and provide them guidance so they can work
effectively by accepting the challenges (Chelladurai and Kerwin, 2017).
The purpose of HRM are as defined:

Staffing needs: The main purpose of Human resource management is recruiting the
employees in different department. In Sports Direct, HRM’s purpose of identifying employees
needs and fill them by resourcing the employees (Buller and McEvoy, 2012).
Compensation – As all knows, payment is must for employees who are working in
organisation where compensation is another purpose that should be fulfil by management by
evaluating the needs and filling the vacancy. The management of Sports Direct are focusing on
compensation and gives more benefits to employees so they feel good.
Performance appraisal – This is another activity for which HR is important as
employees are waiting performance appraisal and perform well. This purpose is completed by
HR department of organisation who analysis and evaluate the employees performance and give
them appraisals so they can work effectively.
The functions of HRM
Planning – The main function of HRM is planning which is important in every stage and
helps to perform the well by deciding the goals. This is required at every stage where Sports
Direct’s managers are performing function by making plans and deciding the targets.
Organising – In this function all activities should be organise in well manner so task can
be completed in certain time. In context to Sports Direct managers is performing main function
that is organising which helps to reach near by target.
Directing – As employees are assets of organisation who are required a direction which
is given by managers and leader of union to perform all functions and attaining the business
goals. In context to chosen organisation, manager who is bring new ideas and directing the
employees are performing functions in directing functions which can help to increase the
performance (Renwick, Redman and Maguire, 2013).
Controlling – This is another function which is performed by managers by understanding
demand and controlling the function so goals and objectives can be attained in effectively time
period. The HR manager of Sports Direct is focusing on functions and control them in case of
excess so all task can be complete on time.
P2 Strength and weakness of different approaches to recruitment and selection
Recruitment – This symbolize the recruitment and hiring process where employees are
attracted, shortlisted, selected and appointed suitable candidates in order to getting the things
done and complete the job role. In other words, recruitment is the positive process of HRM in

which employees are allow to apply for job after seeing the vacancy. The management of Sports
Direct are using this process for inviting all candidates by involving different methods such as:
Internal recruitment – This is consider as an approach which is uses by firm in order to
fulfil the vacancy from inside the organisation. Whenever organisation is needed some
employees on urgent basis then HR manager recruits the employees within the organisation. In
context to Sports Direct, HR manager can use internal source to recruit the employees such as:
Transfer - This means shifting one employee from one place to another and fill the
vacant position in the organisation. The manager of Sports Direct can use transfer by recruiting
the employees in less time period.
Promotion - This is another process where employees are promoted from one
designation to upper that can help to fill the responsible place in organisation (Purce, 2014) .
Advantages Disadvantages
 This helps to save the time by
recruiting employees internally.
 All activities and working environment
are recognisable properly which can
help to perform the task.
 This can limit the pool of applicants
and get completion of task.
 Less cost arises while recruiting as no
interview are required.
 This can limit the new skills and talent
in organisation.
 This creates conflicts between
employees who are working as chances
are given to specific employees.
 The employees are feeling dissatisfied
and also creating resentment between
employees and managers.
 Inflexible in culture.
External recruitment – This methods is uses by organisation and HR manager to recruit
the employees from the pool of candidates that can help to fill the gap between employer and
employees. This involves some sources;
Advertisement – Managers of Sports Direct are recruiting employees by giving ads in
news papers, social media, websites etc. that helps to recruit the employees.
Educational institution – Employees are recruited from the educational institution so
vacancy can be fulfil at right time and running the activities effectively (Chang, Wang and
Huang, 2013).
Sports Direct is taking benefits and disadvantages in organisation as:

Advantages Disadvantages
 This helps to fill the vacancy by
recruiting new employees.
 It introduces from new skills and talent
of employees so they can perform well
and increase the profitability.
 Job opportunities is provided to
employees and get completion of task.
 Risk of new employees that create
confusion whether completing and
handling the task.
 Cost increases as there is required to
conduct the interviews round.
Selection – This process is uses to select the best employees which can help to perform well
and increase the business performance. It helps to choose the suitable candidate in organisation
so they can work properly and maintain the good business performance. In other words, selection
is negative process in which HR reject unskilled, unqualified employees. This helps to increase
the business performance in competitive business environment and maintain good activities
(Kim, 2012) .
Interview test – In this, employer conduct the interviews round for candidate where face to
face communication and skill are analyses that helps to select the right employees.
Advantages Disadvantages
 Get completion of tasks and attaining
of business goals.
 Employees feel good and satisfied who
works effectively.
 Cost effective activities
 Time consuming
 Dissatisfaction between employees and
applicants.
Test tray – This is best exercise and simulation which uses by employer to assess the
aptitudes of employees in the process of selection. In this, manager are identifying candidates by
taking their aptitude test which helps to select the right employees.
Advantages Disadvantages
 This is the process of selecting right
employees for right position.
 This helps to analysis the aptitudes and
technical skills of their employees so all
 Negative process that create stress for
unselected person.
 This is longer process that is require
investment and capital to select

working can be control. employees.
Task 2
P3 Benefits of different HR practices for employer and employees
In organisation different types of HRM practices are performed by managers which helps
to increase the organisational productivity and profitability. In context to Sports Direct, training
and development and flexible working option are following that are giving benefits such as:
Human resource
practices
Benefits to employees Benefits to employer
Training and
development
Training and development
programme are important for
employees as it increase the
confidence level of employees
who are working in
organisation and complete the
task which is assigned by
management. The manager of
Sports Direct are following this
practice and providing training
to their employees so all
working can be complete in
certain period of time by
accepting the challenges
effectively (Daley, 2012).
Whenever organisation wants to
bring something new then it is
required to arrange the training
programme for employees so they
can understand easily what they
need to do and how they can
perform well. In context to Sports
Direct, training and development
programme are provided by
management which helps to deal
with problems, and new
technology so all task can be
accomplished on time. This helps
to increase the business
performance and maintain
profitability.
Flexible working
option
Employees feel fresh and good
by working from different ways
and methods. This helps to
increase the motivation and
satisfaction level of employees
so they can work more
This is another practices which is
performed by manager of Sports
direct by allowing the employees
to work differently and enhance the
potentiality of employees who are
working in organisation and

effectively and perform well. expand the operation in
competitive business environment.
Rewards management This approach is beneficial for
employees in sports Direct as it
increases the morale and
working status of employees
that help to take the changes
and maintain the workings.
This is approach is uses by
employer that helps to get
information which employees are
performing well and to whom
rewards should be given that helps
to maintain the organisational
productivity.
P4 Effectiveness of HRM practices for raising productivity and profitability.
The main purpose of HRM is to het completion of task and attain the business goals by
performing task and get many benefits. HRM practices are important which is playing vital role
as they influence employees and ready to accept the challenges so all activities scan be perform
at right time. HRM practices are defined as process of attracting, recruiting directing and
controlling the employees so working can be maintain easily. Training and development is
related practices which is uses by Sports Direct to increase the working and accept the challenges
so all working can be perform easily. This helps to increase the business performance and
maintain high productivity. For instance, Sports Direct is bring new technology for improving
distribution channel and increasing marketing activities. In this, training and development
practices are useful for organisation which is provided by managers to all employees and get
completion of task in certain time. This increases the confidence level of employees as become
experience in their working and ready to accept the challenge in their organisation that helps to
increase the working and maintain good performance (Dries, 2013).
Flexible working option is another practice which is uses by organisation in order to
motivate employees and complete the task which increases business performance. This is uses by
management who allows employees to work in different hours so they can perform well and
helps to increase the business performance in competitive business environment. Moreover,
employers conduct various programme for developing, knowledge, skills, talent, experience and
personality which helps to bring improvements and maintain high performance. This leads

higher satisfaction and control over working which maintain the higher productivity and
profitability.
TASK 3
P5. Importance of employee relation for influencing HRM decision making.
The employees in organisation are important who perform all actions and activities in order
to get completion of task and attain the goals. Employees and employer are those people who are
performing the roles and responsibilities in organisation so task can be complete in certain time.
Employee engagement means involvement of workers in business activities so they can accept
the new technology and challenges in their organisation which helps to improve the
organisational productivity. In context to Sports Direct, employee relation are maintaining by
managers who analysis the needs and wants of employees for the purpose of providing benefits
to people and complete the task effectively. Some strategies are followed by Sports Direct in
order to developing the employee engagement that are as follows:
Encourage collaboration – Collaboration is the activity which is uses to collaborate the
employees in organization and get completion of task which is assigned by employer. This
process is uses to create ideas and developing skills of employees so each working can be
complete and maintain the good performance. In Sports Direct, employer uses this strategy to
get involvement in activities and perform all functions by creating bonding (Bakker and
Demerouti, 2014).
Proper sharing of work between employees – This is important for maintaining good
relationship between employer and employees so goal can be attained. In Sport Direct, managers
is allocating and sharing the work between employees who are performing business activities
effectively and increase the organisational productivity and profitability.
Ensuring equality between employees by communicating properly- Communication
is important for organisation in which employees and employer are working collectively. This
increases business performance by maintaining the activities. In this, managers ensure that all
legislation should be followed by organisation then activities can be performed effectively. In
Sports Direct, managers communicate with employees by sharing information and problems so
task can be complete and attracts the employees to work good.

Improve business productivity- HRM is playing important role who understand the
roles and responsibilities so all good relation can be maintain in organisation. In context to
Sports Direct, managers accept the challenges and motivate employees by providing them
appraisals and benefits which helps to improve the relation between employer and employees
and increase the workings.
Role of trade union – Trade union is defined as collection of labours in which a person
who have knowledge and power to take the right decision is trade union. In Trade union all
employees are working collectively and maintain the working effectively. It increases
organisational performance and capabilities by attaining the business goals.
Discipline – In Sports Direct all employees are working properly who maintain the
discipline and assessment of working so all workings can be done right time and increases the
business activities in challenging environment.
P6 Element of employment legislation which impact HRM decision making
In environment, who is going to establish the business should be follow all rules and
regulation which are important and helps to increase the working. Rules and regulations are
important for business concern to follow so their working remains effective and increase the
profitability. In context to Sports Direct, employment legislation are followed by managers
which impacts on decision making:
Health and safety act – This act is related to health and safety of employees who are
working in organisation. So it is duty of employer to provide a good health to employees so they
can feel good and motivate to work. In Context to Sports Direct, managers are following this
legislation and focuses on health of employees, If there is any tragedy happened then employers
should provide the benefits to employees so they feel good and work effectively.
Data protection act – When employees are working in organisation they wants that’s
their data should be private and protect so they can feel good and work continuously in
organisation. This helps to increase the working between employees and get completion of task.
Working time act – In this legislation it is defined that all employees who are working
should be aware from timing of work and hours. If employees are working for extra hours they
should be get extra pay. In other words, overtime should be pay off so employees will be
satisfied and ready to work in flexible hours. In Sports Direct, working act is followed by

managers who recorded working hours of employees and pay for overtime that satisfied the
employees and increase the profitability in organisation.
Equal employment opportunity – This is welfare of employees in which employer should
be provide4d equal opportunity to all employees. In Sports Direct, employees are getting eequal
opportunity as per their skills and talent which reduce the discrimination between employees and
get completion of task and goals which helps to increase the productivity (Campbell, Coff and
Kryscynski, 2012).
TASK 4
P7 Application of HRM practices in work place.
Skills gap – This is defined as difference between skills that employers wants or need that
are performing by a completing the specific task and goals. This can help to meet with business
goals and inform about employee development. In context to Sports Direct, skills gap are
evaluated by management by assigning task that helps to evaluated which employees are capable
to accept the challenges and maintain the workings.
HRM practices are important which are applied by Sports Direct for the purpose of hiring
and recruiting the employees in organisation. Application of HRM practices are as defined:
Job specification for Team leader role in Sports Direct can be following:
Job Title Team Leader
 Job Purpose  Able to manage and handle the team for
the purpose of maintain the
performance.
 Able to attracts employees by providing
guidance and support to them.
 Can communicate and share the
information properly.
 Hiring, improving and training to
employees so workings can be complete
in certain time.
 To maintain the relationship between
employer and employees.

Job Duties  To help managers and play a role of
superior so work can be manage.
 To provide training and development
programme to employees.
 Increase the working by accepting
challenges and changes in their
organisation.
 Can complete the task an maintain good
performance by running all activities.
 Recording of all task management and
make proper planning to work
effectively.
Skills and Qualification  Past experience of team leadership
 Motivation skills
 Good leadership skill
 Capable to build healthy and strong
relationship with staff
 Self-motivating
 Knowledge about products and
legislation policies
 Attractive personality
Personal specification for team leader in Sports Direct can be following
Knowledge of  Knowledge about principles and practices of
HRM.
 Working as group and team.
 Following all companies legislations which
can help to improve the business performance.
 Maintenance on organisational working and
delivering best quality of service.
1_1593260423 (1)

 Knowledge about needs and wants of
employees so they can be motivate.
Experience Hiring, training and leading the people who works in
organisation.
Focusing on changing climate and environment so
activities can be managed properly.
Having experience of working at least 2 years.
Academic requirements Relevant and required qualification
Training and managing degree preferable
Job Advertisement
Sports Direct is organising business since 1982, which is well known and recognised
organisation in all over. The earnings and profitability of our organisation is continuously
increasing. The organisation is expanding its business activities day by day with the support of
skilled and talented staff.
Position
The organisation is looking a person for the role of Team Leader in order to manage all
employees and provide them right suggestions in challenging situation. The person should have
experience of at least 2 years as a leader and superior for managing and controlling the
activities.
Location :
144 West Street, Sunshine Tower, England
Why should apply
 Great pay
 Responsible position
 Good working environment
 5 days work week
 Excellent benefits
The person who are interested can share their resume with us: www.sportsdirectcareer.com
The shortlisting and processing

Shortlisting is the process of deciding the number of candidates after analysing skills,
abilities and knowledge of person who have applied for vacancy and passed the criterial for
which organisation is looking. The HR manager is responsible for shortlisting the process which
can help to give a talented employee to organisation. The process of shortlisting involves
determining the criteria, deciding a shortlist maximum number, try blind applicant screening,
elimination fo applicants who have not passed the criteria looking for, screening the candidates,
try assessment during initial application phase and conducting screening interview. This process
can help to select the best candidates and getting the work done properly.
The process of shortlisting is uses by HR manager of Sports Direct for the purpose of
selecting best candidates in their organisation out of many. This can help to increase the
workings and managing organisational peformance by handing team and providing them right
suggesstions.
Interviewing preparation and Best practices
For fill the vacancy and recruiting the right candidates by using selection process tehre is
need to focus on interview preparation that involves advertisement of required person in news
papers and websites, prepare questions, reduce stress, involving others, assesss the potentiality of
candidates, ask for real solution, implementation and sell the job after getting success.
Systematical and imparical approach is consider as best practices in selection process that
can help to assess the each candidate equally and observing them which can help to select the
right person in organisation. The another proactice is designing of selection process carefully that
provides the suitability of particular role and also assess the skills and experience of candidate
equally which increases business performance (Best practices for selection process, 2020).
Sports Direct is using best practices for selecting the best and fitted candidate for the
purpose of performing role of team leader which can help to manage performance of employees
and provide them right suggestions to accept the challenges.
Job related interview questions
1. How do your colleagues and team describe you?
2. If there is needed to bring changes then how will your team accept the changes?
3. What are your preferred methods of communication and why?
4. How will you mitigate a dispute between two team members who are not getting ready to
perform their job roles?

5. What techniques have you used to motivate a team? .
Offer letter
Email- directsports.com
Company Name – Sports Direct
Dear Bill Jony
We are very glad to meet you and get to know about your all past working which attracts us to
give a such opportunity to you. We have been impressed with your talent, working and skills that
helps to take the right decision to give offer you.
Out organisation will be cluster to have you and will help to grow the organisational working. we
are offering you a reputed position as Team Leader in which all employees will work under you
and hope you will do well. Your joining date is 20 March 2020. So, organisation is welcomes
you to perform their job role and increase the workings.
Thanks and regards
Sports Direct
Human resources management
CONCLUSION
From the above report, it has been concluded that human resource management is plays
essential role in firm as they are fundamentally accountable for recruiting and terminating
employees. By execution of many HRM Practices the expected goals can be attained
significantly. Moreover, there are many function of human resource that are performed into
company. Mostly, it focused on recruiting proficient candidate in firm by recruitment and
selection procedures and approaches. Various benefits that are obtained through employee as
well as employers from execution of various human resource management practices. Apart from
this some legislation such as minimum wages, health and safety etc. are set by government for
protecting the staff rights.

REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
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.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
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.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Chang, W. J .A., Wang, Y. S. and Huang, T. C., 2013. Work design–related antecedents of
turnover intention: A multilevel approach. Human Resource Management. 52(1). pp.1-26
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Bakker, A. B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A complete
reference guide, pp.1-28.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Jiang, K., and et. al., 2012
Online
Best practices for selection process. 2020. [Online]. Available through:
<https://www.brighthr.com/articles/hiring/selection-process/selection-process-best-
practices/>