Human Resource Management.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Purpose and functions of HRM............................................................................................3
P2. Different approaches to recruitment and selection...............................................................4
Task 2...............................................................................................................................................6
P3 benefits of different HRM practices within an organisation for both the employer and
employee.....................................................................................................................................6
P4 Different HRM practices in terms of raising organisational profit and productivity............7
TASK 3............................................................................................................................................8
P5: Analyse the significance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................8
P6: Explain the employment legislation and the impact it has upon HRM decision-making...9
TASK 4..........................................................................................................................................10
P7: Application of HRM practices in a work-related context, using specific examples..........10
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is concern with the recruiting and hiring the potential
employees who can perform their job in an appropriate manner with the consideration of
achieving the aims and objectives of the company (Ling and et. al., 2018). It is the important
department that is also responsible for employee engagement, performance management, reward
management so that manager can retain the high working employees within the organisation.
Sainsbury is he chosen organisation for this report, It is the second largest chain of supermarket
in the United Kingdom which is established by the John James Sainsbury in 1869. The company
is dealing in superstores, convenience shop and forecourt shop. This report will cover the
purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation and explain the strengths and weaknesses of different approaches to recruitment and
selection. Furthermore, It will explain the benefits of different HRM practices within an
organisation for both the employee and the employer. It will analyse the effectiveness of
different HRM practices in terms of raising organisational profit and productivity. The report
will also analysis the significance of employee relations in context to influencing the HRM
decision-making.
TASK 1
P1: Purpose and functions of HRM
Human resource department is responsible for maintaining the sufficient workforces
within the organisation who can complete their assigned job in an most effective manner. In
context to Sainsbury, HR manager is performing various function which is explained as follows: Workforce planning: Human resource manger identify and evaluate the required
workforce so that right candidate can be hired for the right job(Adla, Gallego-Roquelaure
and Calamel, 2019). A individual must be hired by examine their skills and competencies
so that they can work in the right direction and complete the task.
 Training and development: Effective training and development programs are designed by
the HR department in order to enhance the overall productivity of the employees.
Training not on;le train the individual but also help in identifying the areas which require
high supervision so that they employees can develop their weak areas in order to work
efficiently.

Purpose of Human resource department-
 Employees engagement: When the employees re working in their respective
departments. It is important to have the good relationship among the staff so that
they can communicate properly and perform the various task with the right
approach.
 Performance management: It is the main aspect to have the high performance
working employees so that they complete the various task in an more effective
manner and this talented employees can be identify by having the effective
performance management so that candidate can be rewarded for their best
working.
In context to Sainsbury, Human resource manager is giving their best in approaching the
various task to be done in a systematic approach so that company leads to achieve the higher
profitability and growth.
P2. Different approaches to recruitment and selection.
Recruitment is the process of attracting the interested candidate in order to fill the vacant
post so that each task within the organisation can be done in an right approach (Santhanam and
et. al., 2017). It is concern with the identification workforce gap and preparing job description
then select the mode of recruitment so that each task can be done in an appropriate manner.
There are two sources of recruitment which is explained as follows:
Internal Recruitment-
These are the sources in which a candidate in being hired within the organisation who is
having the skills and knowledgeable in order to complete the various task in an easy approach.
These are the employees who are already familiar with the polices and environment of the
company. In context to Sainsbury, They are using the transfer and promotion as the internal
sources of recruitment.
Promotion: It is the process of promoting employees to the higher level of job in order to
fill the vacant post. It can be done in order to motivate the employees so that they can work with
their full potential and competences. It is the vertical shift of the employees to get the higher job.