Human Resource Management/ Recruitment process

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Purpose & Functions of HR Manager for workforce planning & resource planning of a
company ................................................................................................................................3
Weakness & strength of recruitment & selection approach...................................................5
LO 2................................................................................................................................................7
Benefits of HRM activities for employees & employer both.................................................7
Effectiveness of HRM practices for enhancing organisational profitability and productivity8
LO 3 .............................................................................................................................................10
Importance of employee relation in influencing the process of decision making .............10
Key elements of employment legislation & its influence on decision making process by
Human Resource Management.............................................................................................11
LO 4 ..............................................................................................................................................11
Application of HRM practices in organisation.....................................................................11
Designing and placing job advertisements...........................................................................12
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource is considered as a strategic approach which is adopted by HR team of
company for handling its staff member. This is connected to handling overall aspects like
recruitment, choosing applicant, offer them training, compensation plan as well as other
motivational policies and so on. All the activities perform by HR manager helps in increasing
efforts or contribution of staff members in respect of given responsibilities. Sainsbury's is largest
supermarket chain situated in UK. It was given in the year of 1869 and it is considered as a
biggest retailing brand in the year of 1922. This assignment is depend upon understanding basic
elements in relation to HRM, strength and weaknesses in relation to recruitment and selection,
advantages of HRM for both subordinate and employer. Furthermore, there are various tool of
HRM which is adopted for assessing the procedure of recruiting proper applicant. There is a
requirement to improve insight of relationship of employees and employees law that helps in
taking decision within business organisation (Armstrong and Taylor, 2020).
LO 1
Purpose & Functions of HR Manager for workforce planning & resource planning of a company
About the Company:
Sainsbury's is considered as a biggest chain of supermarket located in UK and founded
by John James Sainsbury's in the year of 1869. The organisation operate their business across
world and there is more than 1500 outlets at international level and its head office situated in
London, UK. The organisation provide goods by using supermarket, convenience shop and many
more. In the year of 2019, the income of company is £29.007. And the reason behind growth and
development is its efficient staff member that is above 1,16,400.
Purpose of HRM: The primal purpose or aim of human resource team is to achieve
objective of company in pre-decided time period. In addition to this, the primal aim is to
maintain superior relation among its staff member in order to perform work together without any
kind of issues. Moreover, it is important for HR team is to offer favourable ambience to staff
member as it stimulates them to perform work with efforts and emphasis on achieving objective
of company. In context of Sainsbury's, the HR professional follow laws and also provide
advantages to them in an appropriate way. The organisation is capable to perform functions and
activities in proper manner.

Scope of HRM: It has been assessed that scope is considered as wider in term as it
includes different functions which is significant for organisation. There are various functions
such offer training, hiring, selection, provide remuneration and so on. In addition to this, it
signifies improvement of additional facilities which is offered to its subordinates such as medical
assistance, rest rooms as well as recreational facilities (Mondy and Martocchio, 2016).
Functions Of Human Resource Management:
Human resource is important for company as it helps in increasing performance of
organisation in an appropriate way. There are different function executed by HR professional
that is given beneath:
Maintaining Employee relation: It is determined as important function executed by HR
team of organisation. The manager of Sainsbury's execute all function or activities by resolving
issues or problems rapidly, satisfying requirements and by offering them proper information in
proper way.
Training & Development: It signifies the process through which company increase it
skill, knowledge of staff member linked with value of organisation. The primal purpose is to
offer necessary information regarding organisation and provide update in respect of innovative
software adopted by company. In context of selected organisation, the HR professional offer
training to its employees for increasing awareness regarding policies of organisation.
Recruitment and Selection: Furthermore, the HR manger choose superior applicant for
executing different activities or functions in better way. The company focuses on choosing
effective method of selection like telephonic round, face to face interview and so on.
Reward System: It is significant for company to offer incentives, recognition to its staffs
as per performance and it stimulates them to perform work and achieve target in timely manner.
In respect of selected organisation, the company offer awards to its staffs according to
performance of team member at workplace.
Weakness & strength of recruitment & selection approach
Recruitment is the procedure which is adopted for hire talented one by using
applications from pool of applicants. There are different approach of recruitment that is given
beneath:
Internal sources: It is considered as a procedure in which organisation fill their available
vacancies by adopting various methods such as transfer, promotion and many more. It assists in

filling job vacancies by adopting internal process of recruitment and make sure the process must
be quick and economic. It helps in save contribution and time and there is no need of training.
Internal Recruitments:
Strengths  Adaptability is considered as high in context of internal
source of recruitment as chosen staff is known with
atmosphere of company and due to hire new applicant, it takes
too much time.
 There is a proper choice as per requirement of available job
vacancies that assists in selecting actual subordinates as per
their potential level (Brewster and Hegewisch, 2017).
Weaknesses  Due to availability of limited choices they do not have wider
choice.
 There is increase in internal grievances between staff member
as they feel demotivated and also it affect contribution level.
External recruitment:
It is considered as a procedure in which company filling available job vacancies by using
different sources like employment agencies as well as campus recruitment and many more.
Strengths  Competent Applicant can be chosen from available pool of
candidates.
Weaknesses  There is a need of appropriate resources in respect of increasing
time and high price that can negative affect the selection
process.
Analysis: There is a requirement of recruitment in Sainsbury's that they can adopt both
kind of sources as per need in company.
Selection: It is considered as a process in which appropriate applicant can be chosen by
using different process of screening of applicant, conduct interview to assess talent of staffs as
per specific need of job.
Interview is considered as a selection method which can assists in choosing right
applicant by asking proper questions directly.

Strengths  There is a choice of appropriate applicant through direct communication
with employer in an effective manner. It saves too much time and assists
in making suitable assessment.
Weaknesses  This procedure is considered as incomplete, if data or information offered
by applicant is incorrect (Zhong, Wayne and Liden, 2016).
Written test: It is considered as a selection approach in which applicant is analysed
depend upon using written test as needed skills.
Strengths  There is an appraisal of applicant depends upon technical capabilities as
well as available knowledge this procedure is adopted in context of need
of technical skill in particular job.
Weaknesses  There can be unsuitable conclusions as there is a condition in which
applicant need knowledge but they do not have capacity to apply
knowledge.
Analysis: In case of choosing staff member, the company adopt both approach of
interview as per type of employment. Direct interview is considered as a most appropriate
approach of analysing applicant as per given level of skills (Wilton, 2016).
LO 2
Benefits of HRM activities for employees & employer both
Human resource management emphasis on administration of staff member that helps in
increasing level of efficiency. It is very useful in offer motivation to its subordinates in an
effective manner.
Basis Benefits of HRM practices for
employer
Advantages of HRM practices to
the employees
Organisation
culture
Employer can have effect on culture
of company by constitution of
regulations, policies and procedure
Organisation culture is useful in
increasing beliefs and values for

that is assisting in maintaining
discipline.
influencing staff members.
Recruitment &
Retention
HRM practices assists in hiring
suitable applicants as per policies of
business organisation. It helps in
achieving competitive edge in order
retain staffs and reducing turnover of
employees which adds extra cost to
company.
HRM practices assists subordinates
in grabbing opportunities for growth
and development.
Training &
Development
Sainsbury's can assess the
requirement of staffs by assessing of
competence that can assists them I
executing functions as per changing
requirement of organisation.
There is a requirement of
improvement sessions in order to
upgrade knowledge that assists in
upcoming time period (John and
Taylor, 2016).
Effectiveness of HRM practices for enhancing organisational profitability and productivity
In every organisation
In every company human resource manager is very important that helps in achieving
competitive edge. It assists in increasing profitability by development of efficiency level. It
assists in make sure that tremendous growth increase profit by increasing efficiency. Sainsbury's
is determining administration of existing performance of administration and controlling
important aspect for increasing productivity. There is a adoption of 360 degree method where
management team and staffs set goals and they take review after finishing of particular period of
time ( Scholz, 2016).
There is 360 degree feedback and there are four inherent components in it that is given
beneath:

Self appraisal: Herein, there is a possibility to staff to analyse subordinates as per their
strength and weaknesses, it is considered as a tool or technique which assists in self evaluation as
per given skills and requirement in future time period.
Subordinates appraisal: Herein, the subordinate is judged depend upon motivation
capabilities as well as communication skills.
Peer appraisal: In this method, it is necessary to take feedback of performance of staffs
depend upon views or opinion of peer groups of individual person. It is considered as an
informal method of assessing point of view of colleagues of potential staffs.
Superior appraisal:Herein, the review of performance is taken by superior as per
achievement as well as perspective of growth in future time period. As per result is acquired
from all these kind of analysis, it is necessary to adopt training programs if there is higher level
of potential of staff member that must be improved (Boella and Goss-Turner, 2019).
Different methods of HRM practices:
Organisation use various HR practices as per nature and different kinds of business
organisation. There are various practices in relation to HRM like leadership, rewards, training
session adopted for sustaining staffs and perform work in respect of increasing productivity
which is connected to income of business organisation.
Evaluation of HRM practices:
HRM practices assists company in hiring competent and talented staffs, make effective
plan in relation to advantages and compensation as well as handling grievances and many more.
Sometimes, it enforces adverse influence in respect of training cost that results in higher losses.
360 degree feedback is considered as a method that has ample of advantages for Sainsbury's as it
influences subordinates to provide contribution as per given contribution level (Ridder and
Baluch, 2017).
LO 3
Importance of employee relation in influencing the process of decision making
Employee relation signifies whole efforts or contribution made in order to handle
effective relation with its staff member. In context of Sainsbury's, there is a requirement to
manage favourable relation with its employees that assists in dealing with grievances in an

effective manner. Increasing understanding among staff members. Such kind of relation is
considered as a important for both employers as well as employees that is given beneath:
 Healthy relations is considered as a useful in decreasing absenteeism of staff members so
that colleagues are capable to perform with others in better way. It assists employers to
emphasis on providing training to its staffs and not only resolving inner conflicts.
 There is increase in productivity of employees as staff increases their efforts and
contribution as per skills and it enhances whole income and employees productivity.
 There is a favourable effect on level of staffs involvement as subordinates have maintain
superior relationship with its employees which assists in increasing involvement level
towards operations of business organisation (Brewster, Mayrhofer and Farndale, 2018).
Employee engagement is considered as an important factor that assists employees in
increasing their satisfaction level. This tactics can be used by company and there is a requirement
to emphasis on various aspects that is given below:
 Involvement of flexibility as per work schedules and increase productivity in order to
enhance level of contribution (Bröckermann, 2016).
 HR professional of company emphasis on taking reviews that assists in knowing if there
is any kind of issues confronted by them as well as resolving them as fast as they occur.
Key elements of employment legislation & its influence on decision making process by Human
Resource Management
There are different employment legislation which is improved by local, state as well as
federal government. It is significant for company to follow laws linked with staff member as it
assists in maintaining trust level of staff and also assists in offering equal rights to those
individual person.
Health & Safety Law: According to this legislation, it is important for company to make
sure that staffs are secure at workplace. In assistance of this, it is regulated by government to
provide safety to its staffs when they execute their work by using large equipment. In context of
chosen organisation, the HR professional follow legislation and make sure that staffs feel secure
at workplace. The organisation signifies, if there is any kind of incident arise to subordinates at
workplace then they provide compensation to them.
Discrimination Act: This law was given by UK government with objective to eliminate
discrimination from organisation that arise due to different factors like age, culture as well as

gender and so on. It is considered that company must follow laws as it assists in improving or
developing favourable mind-set of subordinates and implement operations in an appropriate way.
Equality Law: This law was implemented for offering equal treatment to its staff
prevailed in business organisation. Along with this, it signifies that all subordinates must get
salary and opportunities within company. In reference of chosen organisation, the HR
professional make sure that all staffs must getting equal benefit or salary is offered to them by
business organisation.
LO 4
Application of HRM practices in organisation
Human resource practices must applied within business organisation. There is a
requirement to determine several aspects like job description, offer letter and job advertisement
that assists HR administration in the procedure of recruiting and chosen applicant. In present
time, the organisation determine document to recruit appropriate applicants as per vacancy of
human resource manager (Adrian, 2017).
Job advertisement for placing and designing.
Job advertisement are used by the Sainsbury's human resource department for the purpose of
filling the HR manager vacancy.
Job advertisement
Required Human resource manager
Department of HR
For post of HR manager, applications are needed
Necessary skills required for interested candidates:
 Graduation with minimum 60%
 1-3 years of work experience
 Possessed good communication skills along with management skills
 Have good leadership quality to manage workforce
Time scale
Applications invite 25-30 Aug, 2020

Screening of applications 1 Sept, 2020
Interview date for shortlisted candidates 5 sept, 2020
Job description:
Key requirements of job for vacant position is described below:
JOB DESCRIPTION
Organisation's name : Sainsbury's
Department: Human resource
Position: HR manager
Job summery
A capable individual who is able to manage all role and responsibilities that are allotted by HR
managers. Directing and formulating of team for particular projects. Proper utilisation of
leadership skills to carry off subordinates of other team members.
Role:-
 Staff management and coaching
 Employee requirement analysis
 Skills of conflict resolution
 Resolving power of issues
Specification of person
Specification of person
 Designations: HR manager
 Section: Human resource department
 key:
(A) :Application form, (I): Interview, (R):Role
Attributes Necessary Coveted

Qualification and experience  Graduation completed
 Possessed
specialisation in
Human resource
 1-3 years of experience
 Team management for
a particular project.
Qualities  Fluent English
 Good commination
skills
 Conflict management
 Adaption of leadership
style
Interview question:
After screening of applications and scrutinizing of candidates, selection of most
appropriate candidate is done on the basis of interview process and this requires
formulating of some relevant question that can help in detailed analysis of the candidate.
1. Give me brief about yourself apart from content given in CV?
2. What are your strengths and weakness that helps you in playing the function of HR manager?
3. For you what will be the biggest motivation, workplace reignition or monetary incentives?
4. If you are a Human resource manager then how will you handle workplace conflicts or
internal problems of employee?
5. In the situation of crisis, how will you prepare to attain the necessary standards of
performance of your subordinated?

Job offer:
This is the last step of recruitment process to select appropriate candidate and they are
selected on the basis of last round of interview. After receiving confirmation of selection, offer
letter will be sent to them.
Job offer letter
Mr/Ms,Last Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
It is our pleasure to inform you that you have been chosen for the post of an HR manager. You
have completed your all interview round successfully and have been charted for HR manger of
Sainbury's. Therefore we are offering you an opportunity to serves your skills in our
organisation.
Role and Responsibilities:
 Designing of recruitment and selection plan for various vacancies.
 Performing all the functions of HR manger
 For management of HR role support main HR manager along with HR executives.
Joining date: 8 sept, 2020
working hours: 10:00 AM to 7 PM
Salary:
Compensation Benefits: Food facilities, accommodation, transportation facilities and medical
insurance. If you choose to accept this job offer then kindly reply on this mail with your
signature, date and a confirmation mail and if you have any query, please feel free to contact us
on given number at our website or you can directly mail us your queries.
HR department
Sainsbury's
Signature______________________
Date---------------------------------------

CONCLUSION
It is determined that human resource administration plays an significant aspects to make
sure proper functioning of company so that staffs can provide efforts or contribution towards
competitive edge. It assists in detailed assessment of future need of staffs for further planning of
activities like recruitment of staffs. Superior employee relations is useful in becoming
competitive. It is very important in improving a better understanding as well as generating
friendly culture for satisfying employees at workplace. Furthermore, there are various tool of
HRM which is adopted for assessing the procedure of recruiting proper applicant. There is a
requirement to improve insight of relationship of employees and employees law that helps in
taking decision within business organisation.

REFERENCES
Books & Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Wilton, N., 2016. An introduction to human resource management. Sage.
John, R. and Taylor, B., 2016. Human resource management.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Adrian, W., 2017. Contemporary human resource management. Pearson Education.
Bröckermann, R., 2016. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel.
Ridder, H.G. and Baluch, A.M.C., 2017. Strategic human resource management. The Nonprofit
Human Resource Management Handbook: From Theory to Practice. https://doi.
Org/10.4324/9781315181585.
Scholz, C., 2016. Strategisches management: Ein integrativer ansatz. Walter de Gruyter GmbH
& Co KG.
Zhong, L., Wayne, S.J. and Liden, R.C., 2016. Job engagement, perceived organizational
support, high‐performance human resource practices, and cultural value orientations: A cross‐
level investigation. Journal of Organizational Behavior, 37(6), pp.823-844.