Purpose and Functions of HRM in Workforce Planning

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HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Purpose and functions of HRM that is applicable to workforce planning.............................3
P2 Strength and weaknesses of different approaches to recruitment and selection....................5
M1Assess HRM functions help in providing skilful and talent to achieve objectives of
selected organisation...................................................................................................................7
M2 Evaluate HR practices and application within organisation.................................................7
D1 Evaluation of strength and weakness of different approaches of recruitment and selection
with example...............................................................................................................................8
P3 Benefits of different HRM practices to employer and employee..........................................8
P4 Effectiveness of different HRM practices in raising productivity and profitability of
organisation.................................................................................................................................9
M3. Exploring different methods used in HRM practices........................................................11
D2. Critical evaluation of HRM practices and its application within organisation..................11
P5. Importance of employee relations in respect to influencing HRM decision-making.........11
P6. Identifying key elements of employment legislation and its impact upon HRM decision-
making.......................................................................................................................................12
M4. Evaluation of key aspects of employee relations management and employment
legislation..................................................................................................................................13
D3. Critical evaluation of employee relations and application of HRM practices...................13
P7. Job description and person specification of team leader....................................................13
M5. Rationale of JD and person specification in the recruitment process................................18

·INTRODUCTION
Management of humans in an organisation is the most important aspect of workforce
planning. This process is responsible for the success of the organisation and its sustainability in
the market. For every organisation, it is essential to have best candidates which will help the
organisation in achieving growth and economies of scale. For this purpose, the company has
HRM 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 and
motivating them to work hard and retaining them. The report for better understanding of report
will take one of the leading retail super market of UK that is Sainsbury which deals in
supermarket, bank and Argos. It offers million of products to its customers and Tesco is the
biggest competitor of Sainsbury. The report will focus on purpose and functions of HRM along
with strengths and weaknesses of recruitment and selection. Further, the focus will be on
benefits of different HRM practices for employer and employee along with its impact on
productivity and profitability of the firm. It will show the importance of employee relations in
influencing decisions 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 1
l壱P1 Purpose and functions of HRM that is applicable to workforce planning
Purpose of HRM
Staffing needs – The purpose of HR in Sainsbury is to fulfil the staffing needs of the
company. The HR department of Sainsbury announces the jobs and its duties by determining the
skills and requirements that are needed for the particular position. It helps the company in
recruiting potential candidates and selecting them for the best fit job. The purpose of HR also
deals with termination of employees who do not perform their work by following law. It is also
involved 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 changes
to their pay structure by researching market trends and current labour rate as well. It assess

policies 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 its
employees 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, retirement
plan, loyalty cards, holidays and trips etc. so that employees of the company be satisfied. They
analyse and get best package for these benefits to their employees with minimizing cost and
maximising benefits.
Performance appraisal – The HR department's purpose in Sainsbury is to analyse and
evaluate performance of the company. They create entire process of performance appraisal. This
department in Sainsbury make sure that appraisals take place on the basis of performance and are
done without discrimination. The basis can be promotion, retention etc. which motivates the
emp0loyees and increase company's productivity (Treweek and et.al., 2018).
Law compliance – It makes sure that employees are working in Sainsbury with
compliance of law to avoid government intervention. Law exists to protect the rights of
employees 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 being
exploited.
Functions of HRM
The functions of HRM are divided into functions which are operative and core functions
Managerial functions
Planning – It is the main function of HRM which helps Sainsbury in collecting and
identifying current future needs of the company. It helps in planning the strategies of Sainsbury
related to gaining competitive advantage from Tesco, or to plan recruitment of new employees
etc. for effective operations.
Organising – It makes sure that tasks are allocated to different employees in the
company as per the requirements and their skills like operating head, warehousing, inventory
management etc. 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 goal
of Sainsbury by constant motivation and giving commands to employees (Functions and goals
of HR, 2019).

Controlling - Under this the performance of the employee is checked and get compared
with the goals. In case the management of Sainsbury finds out performance of employees was
not up to the mark then control measures are taken.
Operative function
Recruitment - Hiring candidates who will help organisation in achieving goals is also
the function of HRM. Sainsbury selects the candidates on basis of their knowledge and working
ability.
Training and development – It also helps Sainsbury in providing training to its
employees by deciding time frame and resources that will be used to train the employees along
with the method of training.
Employee welfare – The benefits related to incentives, bonuses and other facilities all are
decided by HRM and in Sainsbury it is done by promoting the candidates, allowing discount to
the on different products, providing them with flexible working hours.
Labour relation – The other most important function is to maintain labour relation. In
Sainsbury, the relation with trade unions are managed by HRM by hearing their problems and
taking their feedbacks and suggestions.
l壱P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment process – The process of recruitment means inviting applicants for jobs
from different backgrounds having different talent which can help Sainsbury in achieving the
goals of the organisation. It needs huge investment therefore to find out best candidate is vert
important. The two approaches of recruitment are internal and external recruitment.
Internal recruitment – Under this process, the company hires the candidates from the
organisation itself. External candidates cannot apply for this position. All the employees are
informed about the vacancy through internal advertisement (Imran, 2015). This can be done
through transfers where employees are shifted to similar kind of jobs like in Sainsbury when
employee shifts from warehousing department to caretaker of store, by promotions where
employees get promoted for higher pay with high responsibilities like in Sainsbury when in
finance department, junior accountant gets the position of senior accountant.
Strength WeaknessThis process increases morale of the employees and motivates them to work
hard for the promotion.

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 candidates
are 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 capable
can lead to ineffective operations.
It may lead to nepotism and favouritism which can affect organisation success and productivity
External recruitment – When candidates are selected from outside the organisation via
advertisement in news paper, television, magazines etc. for the specific job role. They can be
recruited 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 the job.
With new employees come new ideas and innovative techniques which leads to creativity in the
organisation.
As new employees are hired, they are more serious and disciplined which increases productivity
of the organisation. It is expensive method as it involves costing of putting advertisement,
induction, training the new candidates 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 affects
working operations of the company.