Human Resource Management Practices

This assignment delves into the multifaceted realm of Human Resource Management (HRM). It examines key theoretical frameworks underpinning HRM, analyzes various HR practices such as recruitment, training & development, performance management, and compensation & benefits. The assignment encourages critical evaluation of how these practices contribute to organizational success and employee well-being. It also explores contemporary challenges and trends shaping the future of HRM.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................3
P2 Strengths and weakness of different approaches to recruitment and selection......................5
TASK 2............................................................................................................................................8
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.....................................................................................................................................8
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................9
TASK 3..........................................................................................................................................10
P5 The importance of employee relations in order to influence HRM decisions.....................10
P6 Key elements of employment legislation and the impact came on HRM decision making.
...................................................................................................................................................11
TASK 4 .........................................................................................................................................13
P7 The applications of HRM practices in relating with the work context................................13
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

Table of ContentsINTRODUCTION 2
TASK 1............................................................................................................................................3
P2 Strengths and weakness of different approaches to recruitment and selection.................5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................7
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................9
TASK 3..........................................................................................................................................10
P5 The importance of employee relations in order to influence HRM decisions................10
P6 Key elements of employment legislation and the impact came on HRM decision making.
..............................................................................................................................................11
TASK 4 .........................................................................................................................................12
P7 The applications of HRM practices in relating with the work context...........................12
CONCLUSION .............................................................................................................................14
REFERENCES 15INTRODUCTION
It Human resource management is defined as a system in which to manage individual
within an organisation.. In this, manager is dealing with responsibility in dealing with
designing, staffing and employee compensation The authority of a manager are their in
describing areas which a manager has to deal by designing, staffing, employee compensation etc
(Al Ariss, Casio and Paauwe, 2014). The purpose for which they are leading with to maximise
productivity and optimizing use of resources. Their practice is based on hiring, recruiting and
managing employees in of an organisation. This report is based on Sainsbury's, a retailing
company which is founded in 1869 by John James Sainsbury's. It is a largest groceries retailer
company in UK. The main purpose of this assignment is look after the purpose, planning and
resourcing of an organisation is assessing its functions in a manner to fulfil objectives. It is based
on maintaining effectiveness in HRM practices. They are defined with the purpose of making
support in evaluation.In this, the approaches on recruitment and selection made by manager in

identifying strength and their weaknesses. It is lead by describing employer and employee in
practices and on enhancing profits. The practices with organisational context in making decisions
for evaluating relations. Their relations in respect to making decisions and their impact on
legislation by relating with context.

TASK 1
P1 Purpose and functions of HRM
HRM plays an important part in the success of the organisation. Their main work is to
maintain the workforce at the same time and make the best utilization of limited resources
so that business objectives would be achieved. Major functions of HRM is described
below,
Managerial functions:
Managers works is to manage the resources available in the workplace so to attain the maximum
utilization of it. Basic functions includes planning, organising, directing and controlling of
the department.
Planning: Planning is important for the Sainsbury's as it will help the company to decide their pre
set goals and how they can achieve it so that performance of the employees improves
gradually. Plans are made so that utilization of resources can be achieved like forecasting
of shortages or surplus in the company so to avoid the wastage thus increasing the profits.
Workforce planning can be considered in this. It is a process in which needs and priorities
of the company is align with the headcount of the company so to achieve the goals of the
organization. In this employees skills and what type of skills required in the future is find
out and according to that recruitment would be done so to place right people, at the right
time. Through this Sainsbury's can manage their employees and align them with the vision
of the company.
Organizing: Once the plan has made in the above stage, now its Sainsbury's manager's
responsibility to design the structure so that task would be allotted according to the skills
set(Albrecht, 2015). Coordination within the team is important to achieve the goals.
Directing: Direction functions means to guide the other employees so that they can achieve their
personal and company's goals. Sainsbury's manager can motivate their employees, clear
their path of goals so that full efficiency would be achieved by the employees.

Controlling: After all the above stages, Sainsbury's manager work is to monitor and control the
activities of their employees so that individual won't divert into wrong direction. It
includes the comparison between the planning and real work so that gap can be find out
and improves it so that pre set goals can be attain.
Operative functions
Operative functions are those in which task are done by the personnel department. Some of
the important functions are described below,
Employment: Function of HRM is to recruit employees according to their skills set so that
performance can be increased. But before the employees should be aware of the
requirements of skills and capabilities required by the Sainsbury's and how many
individual they want so the demand and supply would be matched.
Training and Development: Training and development is an important which should be done by
all the companies so that individual and organisation learning should be
improve(Armstrong, M. and Taylor, 2014). Sainsbury's manager should provide proper
training to new employees so that specific skills and competencies required for the job
should be inculcate consequently helping the individual to achieve their task. Apart from
that manager should provide training to old employees so that their skills can be improved
thus helping the company to tackle future problem.
Advisory functions
Human resource manager work is to give advice to their top management that how they
can improve their employees performance or which type of technology should be use to
increase the productivity of the employees and the Sainsbury's. Other than that they could
provide feedback to the department head in the context of job analysis or manpower
planning.
Purpose of HRM practices

The purpose of HRM is to help the Sainsbury's so that overall goals of the company can be
attained(Banfield, Kay and Royles, 2018). Their work is to maintain the peace and
harmony of the workplace so that employees would be motivated and helping the
Sainsbury's to improve their performance to a certain level. Apart from that proper
compensation should be given to the employees so that they can satisfy their needs hence
helping them to increase their motivation. P1 Explain the purpose and the functions of
HRM, applicable to workforce planning and resourcing an organisation.
Human resource management is a collective process of making the employees more
effective and efficient so that pre set goals would be achieved. HRM plays an important part in
the success of the organisation. Their main work is to maintain the workforce at the same time
make the best utilization of limited resources so that business objectives would be achieved.
Major functions of HRM is described below,
Managerial functions:
Managers work is to manage the resources available in the workplace so to attain the
maximum utilization of it. Basic functions includes planning, organising, directing and
controlling of the department. Human resource planning: Planning is important for the Sainsbury's HR as it will help
the company to decide their pre set goals and how they can achieve it so that performance
of the employees improves gradually. Plans are made like how many recruitment is
required or what type of skills required in the workplace to excel at work so that
utilization of resources can be achieved .Workforce planning can be considered in this. It
is a process in which needs and priorities of the company is align with the headcount of
the company so to achieve the goals of the organization. Through this Sainsbury's HR can
manage their employees and align them with the vision of the company. Succession planning: It is the process of recruiting the employees, develop their skills so
that employee will be ready for the advancement. It helps the Sainsbury's to find a
replacement for the top executives (Albrecht, 2015). Apart from that, HR work is to align
the vision of the company with the appropriate staffing so that strategic plan could be
made according to that. Talent hunting: Talent or head hunting is a process of finding the suitable candidate for
the Sainsbury's so that there expertise and knowledge can help the company to achieve

their goal. HR have to look down the candidates very carefully as wrong skills or
unfaithful if recruited can affects the company performance in a negative way. Training and development: Sainsbury's manager role is to train their employees
according to the requirements of the job so that they can achieve their purpose in the job.
Apart from that it will help them to increase their knowledge and skills over time.
 Performance management: Sainsbury's manager should monitor and analyse the
performance of the employee's and it can improve so that better performance will be
given in the next time. Manager should assign task and training according to the
employee's performance as it will motivate them to perform harder.
Operative functions
Operative functions are those in which task are done by the personnel department. Some
of the important functions are described below, Recruitment and selection: Recruitment and selection is a process of attracting
candidates to apply for the job and then select them according to their skills and
capabilities. Manager role is to find out the gap between the requirements and actual
headcount in the office and try to fulfil it. Sainsbury's manager should recruit the
employees according to their skills and capabilities so that they can excel in their work
thus increasing the productivity of the company.
 Training and Development: It is an approach of inculcating proper skills and
competencies according to the requirement of specific job. Training and development is
an important which should be done by all the companies so that individual and
organisation learning should be improve(Armstrong, M. and Taylor, 2014). Sainsbury's
manager should provide proper training to new employees so that specific skills and
competencies required for the job should be inculcate consequently helping the individual
to achieve their task.
Advisory functions
Human resource manager work is to give advice to their top management that how they
can improve their employees performance or which type of technology should be use to increase
the productivity of the employees and the Sainsbury's. Other than that they could provide
feedback to the department head in the context of job analysis or manpower planning.
Purpose of HRM practices

 The purpose of HRM is to motivate employees so that overall goals of the company can
be attained(Banfield, Kay and Royles, 2018).
 HRM work is to maintain the peace and harmony within workplace so that employees
would be motivated and helping the Sainsbury's to improve their performance to a certain
level.
 Proper compensation should be given to the employees so that they can satisfy their
needs hence helping them to increase their motivation.
HRM crucial work or purpose to recruit and select the candidates according to their skills
and capabilities so that company's performance would increase.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is a process of attracting or alluring the candidates to apply for the job
according to their specific skills and education.
Recruitment is a process of attracting or alluring the candidates to apply for the job
according to their specific skills and education. If the high number of candidates apply for the
job then there is a chances of selecting the best individual for the Sainsbury's thus helping the
company to improve their performance. Recruitment is a positive process as it collects the CV of
the employees and do not reject anyone at this time.
Selection is a process of selecting the best candidates out of the pool of candidates
selected by the recruitment process. It helps the company to select the best candidates so that
requirements can be fulfilled. Selection is a negative process as those candidates who did not get
selected will feel depressed moreover company perception in the mind of the candidate will get
bad. Selection is a process of selecting the best candidates out of the pool of candidates selected
by the recruitment process. Selection may be a negative process for those candidates who did
not get selected will feel depressed moreover company perception in the mind of the candidate
will get bad.
Strengths and weakness of different approaches of recruitment are as follows,
External recruitment: External recruitment are those in which company post their
vacancy of jobs outside the workplace like newspaper, magazines, online sites et so that potential
candidates can be attracted.StrengthsWeaknessExternal recruitments can bring new ideas and
perception in the Sainsbury's and can help the company to make new products.This process is
time consuming as it will take to select the best candidates from pool of candidates.People from

different experiences can be attracted so that they will bring knowledge and skills to the
Sainsbury's.
External recruitment: External recruitment are those in which company post their vacancy of
jobs outside the workplace like newspaper, magazines, online sites et so that potential candidates
can be attracted.
Strengths - External recruitments can bring new ideas and perception in the Sainsbury's
and can help the company to make new products. People from different experiences can be
attracted so that they will bring knowledge and skills to the Sainsbury's.
Weaknesses - This process is time consuming as it will take more time to select the best
candidates from pool of candidates. It is an expensive process as high cost will be incur at the
time of marketing and advertising.
Online jobs posting
Strength - This approach incurs low cost to the company as it will help the Sainsbury's to
lower down their acquisition cost(Bello‐Pintado, 2015.). Online job posting can attract high
number of employees thus helping the Sainsbury's to select the best potential candidate.
Weaknesses – It is a hectic process as lot of time get waste on scrutinizing the candidates
resumes. Use of keywords to search the right candidate can cause discrimination in potention
employees.
Press or newspaper advertising
Strengths – It creates brand awareness among the potential candidates and sends positive
messages as no discrimination is there among individuals.
Weaknesses - High cost will be incur and there is no guarantee of return on investment.
With that, these are restricted to those who have read the paper.
Internal recruitments: In this type of recruitments vacant jobs are published internally so that
existing employees can help to fulfil it.
Strengths - This process is cheaper and quicker as compare to external recruitments
(Chowhan, 2016). It won't affect the culture and business as the person is already aware about
the working environment and their policies.
Weaknesses - It limits the Sainsbury's to recruit more talented employees. It also creates
another vacancy which needs to be fulfil thus incurs the cost in training and development for the
new employees.

Promotion
Strengths - It can help the Sansbury to increase their performance as motivation would be
increase of an individual after getting promotion. It can also motivate the other employees to
work harder so to get the promotion thus improving the performance of the individual and
Sainsbury's.
Weaknesses - It can demotivate the other employees who are more qualified for the
promotion. Chances of favouritism and biasses is high thus leads to conflicts among employees.
Selection: Selection is a process of choosing the best individual out of pool candidates so that
company requirements would be fulfil by their skills and capabilities.
Strengths - Selection process is useful to find out the behaviour and communication skills
of an individual (Zibarras and Coan, 2015). Process of selecting can be modified according to the
individual as if they are not able to come on the office then interview could be conducted online.
Weaknesses - It is lengthy process and cost incur to the company is also high. Chances of
favouritism is high if interviewer and candidate are known to each other. Chances of favouritism
is high if interviewer and candidate are known to each other.
One to one interview: This is one of the most popular selection assessment techniques in which
interviewer can monitor their communications, body shape while speaking etc.
Strengths - HR can thoroughly asses the individual traits and how their abilities can help
the Sainsbury's performance. It is most flexible interview technique in which location and style
are decided according to mutually consent.
Weakness - Applicants can rehearse the interview and can speak lies with great
confidence so that HR would become confuse. This method is time consuming and costly for the
Sainsbury's.
The panel interview: In this method, two or more interviews are there to assess the candidates
skills and capabilities.
Strengths - Biases would not be there as mutually decision will be taken at the last. All
the people who might get affected from their competencies would be there so that suitable
candidate would get selected.
Weakness - This method can scare the candidates and can demotivate them while
interviewing. Risk of conflict is high and every person in the panel has different opinions. Risk
of conflict is high and every person in the panel has different opinions (Deery and Jago, 2015).

Online jobs postingPress or newspaper advertisingStrengthsWeakness
Internal recruitments: In this type of recruitments vacant jobs are
published internally so that existing employees can help to fulfil it.
StrengthsWeaknessThis process is cheaper and quicker as compare to
external recruitments(Chowhan, 2016).Promotion Strengths
Strengths and weakness of selection:Strengths WeaknessSelection process is
useful to find out the behaviour and communication skills of an
indicators(Zibarras and Coan, 2015).It depends on the mood of the interviewer
while selecting as chances of rejecting a potential candidate due to bad
mood.Process of selecting can be modified according to the individual as if
they are not able to come on the office then interview could be conducted
online. generated withinTASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
HRM practices are those which help the personnel to manage the employees so that there
performance would be improved(Bratton and Gold, 2017). Different HRM practices applied in
the Sainsbury's can help their employees to increase their productivity thus improvement in
performance while working. Different types of practices are described below,
HRM helps in Training and development: Training and development is an important
part in the organizational learning. Training helps the employees to improve their productivity
thus helping the individual to improve their performance. For employers, Sainsbury's HR should
properly provide training to employees so that specific skills and capabilities imparted in the
individual to accomplish a given task. Increase in employees productivity leads to increase in
efficiency and profits of the Sainsbury's.
HRM helps in Performance management system: PMS main work is to monitor and
analyse the performance of the employees and how it can be improved to attain more
productivity. Sainsbury's can improve their employees weakness by analysing it through PMS

thus motivating the employees to work harder so that weakness would be removed. It will help
the Sainsbury's while giving bonuses or performance appraisal to the employees. Other than that
PMS motivates the employees and employers for individual and organizational learning, as
through which Sainsbury's can gain competitive advantage.
HRM helps in Manpower planning: Manpower planning is the process of placing the
right people, at the right time, at the right place so that maximum utilization of resources would
be attain(Brewster and Hegewisch, 2017). It can help the employees to improve their motivation
and performance as work assign to them is according to the skills and abilities of an individual.
HRM practices are those which help the personnel to manage the employees so that there
performance would be improved(Bratton and Gold, 2017). Different HRM practices applied in
the Sainsbury's can help their employees to increase their productivity thus improvement in
performance while working. Different types of practices are described below,Training and
development: Training and development is an important part in the organizational learning.
Sainsbury's HR should properly provide training to employees so that specific skills and
capabilities imparted in the individual to accomplish a given task. Training helps the employees
to improve their productivity thus helping the individual to improve their performance. Increase
in employees productivity leads to increase in efficiency and profits of the Sainsbury's.
Performance management system: PMS main work is to monitor and analyse the performance of
the employees and how it can be improved to attain more productivity. Sainsbury's can improve
their employees weakness by analysing it through PMS thus motivating the employees to work
harder so that weakness would be removed. It will help the Sainsbury's while giving bonuses or
performance appraisal to the employees. PMS motivates the employees and employers for
individual and organizational learning, as through which Sainsbury's can gain competitive
advantage. Manpower planning: Manpower planning is the process of placing the right people,
at the right time, at the right place so that maximum utilization of resources would be
attain(Brewster and Hegewisch, 2017). It can help the Sainsbury's as proper utilization of
resources leads to improvement in profits and performance of the company. Apart from that it
can help the employees to improve their motivation and performance as work assign to them is
according to the skills and abilities of an individual. It can help the employer as proper
utilization of resources leads to improvement in profits and performance of the company

The flexible workplace: Flexible workplace refers to when different people with distinct
expertise work together to attain the Sainsbury's vision. When the different experts work on the
same project than chances of giving the best performance is high. High performance leads to
higher productivity thus helping the Sainsbury's to achieve their pre set goals and vision.
Employees can work according to their personal scenarios hence helping the candidate to work
according to their time and place. It leads to the higer performance and productivity.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
HRM practices if apply properly on the Sainsbury's can help them to achieve their business
objectives and vision but if not then It could impact the surroundings of the company in a
negative way. Benefits of different HRM practices are described below, Training and development: If proper training is giving to accomplish a given task then
Sainsbury's employees would achieve it within a given deadline thus training will help
the individual to improve their knowledge, skills, performance and productivity. If the
productivity of an individual increases then overall productivity of the Sainsbury's will
also increase hence the profit of the company will also increase and help them to attain
competitive advantage. Manpower planning: If the individual are recruited according to the requirements which
includes skills, competencies, abilities, behaviour etc of the company then it will help the
Sainsbury's to use their resources to its fullest. If proper utilization of resources is
achieved hence it will impact the profit of the company in the positive way(Cardy and
Leonard, 2014). It can also help the Sainsbury's to develop business plan for the future
and they would achieve it. Apart from that it will help the company at the time of
expansion.
 Performance management system: Performance management work is to monitor the
strengths and weakness of the employees and how it can improve to achieve overall goals
of the company. PMS promotes individual and organizational learning which leads to
employee retention, improve credibility of the employees, opportunity to remove
weakness etc. If employee is retain longer period of time than it would affect the profits
of the Sainsbury's as acquisition cost, training cost etc would be reduced. Apart from that
if the employee weaknesses is removed than automatically the performance and

productivity of the employees increase to a certain level(Chowdhary, Pinel, Palpanas and
Chen, 2014). Consequently increases the overall productivity of Sainsbury's and it will
impact the profits in a positive way.
 Flexible workplace: Experts are those who has a vast knowledge and expertise in their
specific field and will excel at their work whatever they do. If experts are working for the
Sainsbury's then the insights and knowledge from them can affect the performance of the
company. They can motivate the company for individual and organisational learning thus
helping the Sainsbury to attain their business objectives in a given deadline. Flexible
workplace motivates the employee to work harder as company is giving their place
according to their prefrence. Consequently increasing the performance of the company. HRM practices if apply properly on the Sainsbury's can help them to achieve their
business objectives and vision but if not then It could impact the surroundings of the
company in a negative way. Benefits of different HRM practices are described below, Training and development: If proper training is giving to accomplish a given task then
Sainsbury's employees would achieve it within a given deadline thus training will help
the individual to improve their knowledge, skills, performance and productivity. If the
productivity of an individual increases then overall productivity of the Sainsbury's will
also increase hence the profit of the company will also increase and help them to attain
competitive advantage. Manpower planning: If the individual are recruited according to the requirements which
includes skills, competencies, abilities, behaviour etc of the company then it will help the
Sainsbury's to use their resources to its fullest. If proper utilization of resources is
achieved hence it will impact the profit of the company in the positive way(Cardy and
Leonard, 2014). It can also help the Sainsbury's to develop business plan for the future
and they would achieve it. Apart from that it will help the company at the time of
expansion.
 Performance management system: Performance management work is to monitor the
strengths and weakness of the employees and how it can improve to achieve overall goals
of the company. PMS promotes individual and organizational learning which leads to
employee retention, improve credibility of the employees, opportunity to remove
weakness etc. If employee is retain longer period of time than it would affect the profits

of the Sainsbury's as acquisition cost, training cost etc would be reduced. Apart from that
if the employee weaknesses is removed than automatically the performance and
productivity of the employees increase to a certain level(Chowdhary, Pinel, Palpanas and
Chen, 2014). Consequently increases the overall productivity of Sainsbury's and it will
impact the profits in a positive way. TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Every individual in an organisation share certain relations with their fellows. It is an
important for every human being to make healthy relations with each other at work place. In
managing activities, their are several issues that a company manager may not make its decision
by himself. Before implementing plans Sainsbury evaluate open forum for describing its opinion
freely. It is as important for an organisation to make relationships for making effective decisions
are considered as under.
Work becomes easy if it is shared among all: The relationA bonding relations in
between an employer and employees shared opinions which helps in ease of work load and
enhancing productivity. Managers of Sainsbury assigned tasks in a manner for gaining
achievements. The decisions are made in according to the extent by having strong sharing power.
Employees used to perform their allotted task in easy manner. The authority provided by
Sainsbury to their employees in looking after the assigned tasks to be accomplished. For
influencing decisions it is regarding with good rapport in assisting assignments. This helps in
making work easier. When more than one individual focuses on the same problem then chances
of attaining assigned task goals becomes higher.
A courageous environment become if employees are working together as a family: an
individual tend its focus on reducing unnecessary tension and stress. A person used to observe
talks by discussing with others. Sainsbury spends 8-9 hours per day by making work place
practically without having any break. The influencing decisions are made by peoples in
launching their shared opinions. A courageous environment helps an employees to make their
own ideas and views on an assigned project or task. Making decisions is considered by talks and
making discussions with fellows. If workplace environment is favourable then it enhance overall
productivity level of employees and company.

Motivation felt by trust and fall back on whenever is needed: Motivation refers to inner
forces within individual and which forces them to attain the pre set goals and objectives to satisfy
their needs. The employee is their feel secured and positive, thus help them in making their best
delivers. Motivation is made in regard with sensing trust. Sainsbury employees has shared their
secrets with colleagues(Deery and Jago, 2015). Decisions made in regarding with trust and
honesty can fall back on completing desired results. Motivation plays an important role in the
success of organisation that's why employee should avoid conflict through better
communication.
Healthy employee relations also discourage conflicts and fights among individuals: It
is useful for an organisation in making peoples tends in finding faults each other( This refers to
an employee in relating with others without having battle (Ford, 2014). This is an important
approach is made for employees by Sainsbury, in making positive minds of employees for
not leading with meaningless conflicts. Apart from that to make concentration on work and
strong working power in performing better. in making positive minds of employees for not
leading with meaningless conflicts. Sainsburycompany treated their employees like friends
and try to lead their best level in compromising.
It reduces problem of absenteeism: In this, individuals are serious in their work by
coming office on daily basis. Friendly relations among fellows are made by enjoying their work
by do not making frequent leaves. Absenteeism problem lie in Sainsbury and they are reducing it
by making healthy relations and tries to make work which is enjoyed by employees. For
influencing decisions it is helpful that they stop making complaints against each other.
Warm relation in made in order to never know when other are in need: This is done in order to
know that other are useful. Employees of Sainsbury are those who are making trusty relation
with their colleagues when they are not able to come than the work will be handle on their
behalf. Relations are made for having influenced decisions made by employees.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making
The elements from which employee legislations are enacted in human resource on
national level. Employee relations refers to relationship between employers and employee in an
organisation. If relations between those are good then it will make the environment favourable
for higher productivity and efficiency. In this, federal laws are affected on such points like labour

relations, retention records, checking criminal records. These laws came with an impact on
decision making(Jackson, Schuler and Jiang, 2014). HR professionals minimise liability with an
aspects to operations by changing employment law. Sainsbury is dealing with many of the
legislations which is affected on decision making are stated below.
Equality Act 2018: This act determines by employers required in making adjustments to
disable person with comparison with non-disable person in making decisions. Sainsbury
Employers are required to make reasonable adjustments with a factors of cost and practicability
in order to correct available resources which is useful in deciding reasonable.
Data protection Act 1988: This protection act is based on controlling personal and
customer information in regarding with governmental bodies. Employees are regulating personal
data for processing for the need of making decisions. Sainsbury holding organisation breach of
rules.
Health and safety Act 1974: This legislation is made for occupation health with local
authorities. The instruments are leading which are responsible of making decisions in working
environment. Sainsbury employees are provided wide range of subjects in making safety by
rescuing from mines, radiations, working at heights etc.
Leave provisions: It is federal family and medical act enacted on employees ability who
take leaves which are unpaid for about 12 months(Marchington, 2016). The employees of
Sainsbury is provided effective decision making with job protection during absence in their
health coverage.
Redundancy: In this, employer are treated fairly with leading with legal rights and
contracts. They are consulted for making right selection in a notice period. The employees are
lack of consult or claiming compensation.
The applications made in the context of practices of HRM on relating with working
process are defined below.
Discipline: The practices which are in accordance with a system of governance applied in
regulating with human behaviour. In this activity is organised by having knowledge, study and
observation in including self, groups, fields, classes or society. It is made for self controlling and
behaving well. Sainsbury uses this by maintaining discipline if their lie punishments and
suffering.

Grievance: Sainsbury faces grievances in many of the reasons by raising complaints
towards employer by an employee in its work place. This make an impact on making decisions.
It impacts came on wrong injury or ill, unfairness, evil etc.
Dismissal: It is determine by termination from employer to employee. The problems faced
during performance related decision making are often perceived by terminating from previous
job. Sainbury employees have serious infraction with firing reason.
Employment Contract: it is a kind of contract in which parties having different roles and
responsibility. Sainsbury is leading with this contract by denoting relations with dependence and
coordinating for making decisions.
In this, federal laws are affected on such points like labour relations, retention records,
checking criminal records. These laws came with an impact on decision making(Jackson,
Schuler and Jiang, 2014). HR professionals minimise liability with an aspects to operations
by changing employment law. Sainsbury is dealing with many of the legislations which is
affected on decision making are stated below.
Anti-Discrimination: According to the Act of prohibits the discrimination is made on employees
colour, religion, race etc. In this, discrimination is made on employees hiring actions. The
company Sainsbury employers are dealing with legislations which impact came on decision
making. This law is applied on medium to large scale businesses. It is based to an extend that
company has to face.Wage and Hour: This element is their in establishing minimum amount of
wage on a periodic basis. The decisions made in according to the employees job duties which are
classified appropriately. Sainsbury faces many of the failures which leads penalties and back
pay for two to three years. In this, the regulations made on employees in extensive of child
labour paid overtime worked hours overs a week. This is applied on specific minimum number
of employees who are dealing continuously by paying accurate amount to employees. Leave
provisions: It is federal family and medical act enacted on employees ability who take leaves
which are unpaid for about 12 months(Marchington, 2016). It is based on health condition of an
employee or its family members. The employees of Sainsbury has provided job protection during
absence in their health coverage. The decision made by an employee on human resource
impacted on this legislation. Employees are their in regard with making suitable decisions on job
duties. Thus to enable customers in accessing of goods and services provided to company.
Medical and disability: this employment legislation is made according to disability and on

medical condition. The employee prohibits from discriminating on the basis of disability of an
employee. Sainsbury make accommodations to employees on performing duties and interprets
disable customers in accessing goods and services. HRM decisions made regarding to modify to
focus on allowing customers for opting facility. In this act decisions made on employees
regarding medical information implemented by trained managers.
The applications made in the context of practices of HRM on relating with working
process are defined below.Discipline: the practices which are in accordance with a system of
governance applied in regulating with human behaviour. In this activity is organised by having
knowledge, study and observation in including self, groups, fields, classes or society. It pays a
vital role in HRM in which employees having self control. Sainsbury is their in making
disciplinary approach by having effective decisions made by managers in a well behaved
manner.Grievance: Sainsbury faces grievances in many of the reasons by raising complaints
towards employer by an employee in its work place. This make an impact on making decisions.
The contract made by an employees is in order with examining results. Practices are made on
terms and conditions which helps in raising promotions in employment contract.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
As per HRM practices, the work with having accurate job descriptions to its parts and
defining objectives. An organisation is focusing on purpose and main tasks(Smith, 2014). This is
based on regarding with making decisions an overview of potential applicants. Sainsbury is
looking forward to an organisation extent in which they can allow a successful managing of
performance. The activity is their in making recruitment process as per person specifications,
interviews questionnaire etc.
Job advertisement
Business Associate
Qualification: Minimum 60% in MBA/ BBA In recognised institution.
How a candidate can apply?
Send your updated CV with coloured photo and required documents on our website.
The last date for application is till 30 Nov. 2018.

Email-id: xxx
Contact no.: xxx
Job specification
Qualification Degree in MBA/BBA from recognised
University.
Basic knowledge in computer application.
Experience Should have 0-1 year of experience.
Area of expertise May have basic knowledge in regarding with
MS Office.
Other qualities Hard working, expertise knowledge.
Able to support other in challenging work.
Job interview letter
Subject: Invitation for interview
Dear Johnson,
Thank you for applying for the position of Business Associate with Sainsbury's.
Our company would live to invite for the final round of interview in our office on 26th January
2019 at 4 PM.
Please call HR at 333-333-333 or email at [e-mail]. If you have any problem related
to work requirements or rescheduling of interview.
Sincerely,
BAC
Regional HR manager
Sainsbury's
Job Description: Here is a requirement of Business associate with having basic knowledge of
MS office. Their is a need of MBA/ BBA degree from a recognised institute. The person having
quality to support, coordinate with others, helping nature, fast typing skills, excellent
communication, learning capability etc. It is a work of making excellent reports.

Job advertisement and person specification: The job and person specifications are
required in these practices to ensure the level of language which is clear and sufficient(Storey,
2014). Sainsbury is adopting person by having certain qualifications with professional
experience according to company policy. In recruitment context the stages required in selection
each criteria has been indicated and tested.
Recruitment and Selection in practice: Recruitment is an important part of HR, which
in use for minimising potential employee issues that came in future aspects. Their having
technological impact came on this process. Sainsbury is leading with this procedure by using
online resources, digital platform and social networking. For an organisation context company
used to deal with clear, transparent interviews in professional manner.
Designing and placing job advertisements: the duties of new staff is responsible with
the experience and skills according to the level of authority.. The advertisements is considered by
attracting candidates in various forms such as website, social media, recruitment agency or local
newspapers. Sainsbury company is a conducting this approach for hiring candidates for career
development opportunities.
Short-listing and processing applications: With an organisational context company
Sainsbury is dealing by short-listing of best from wide range of candidates. This is a competitive
advantage in recruiting and retaining gifted employees. The company redesign a change on hire,
manage and support their people(Wilton, 2016). This screening is done quickly and efficiently
by have to face challenges.
Interviewing preparation and best practice: Interview is facing certain things with
advancing to prepare it. Sainsbury interviewer screened resume of candidate in order to get to
know the information regarding that person. The preparation is made by an interviewee in order
top respond intelligently with confidence.
Selection best practice: The last step of HR practices in recruiting and selecting
procedure to know the person who is capable for the position(Caligiuri, 2014). Selection is based
on finding the best from many of the prospects. Sainsbury make this final selection on thriving
better from others. In organisation context candidate is in manner to complete target with full
efficiency and dedication. Their are having available to identifying who among the best one.
The suitable person is selected for the company by identifying its working capabilities.
Offer letter

Mr. Jackson
Hackney Downs.
London, United Kingdom
Dear Jackson,
This letter is to inform you that you have been selected for the applied post at our organisation.
The terms and conditions will be provided to you at the time of joining. Congratulations for
being selected as a Business Associate for Sainsbury's.
We would like to have you in our office for document verification on Saturday 25th 2019.
Documentation which you should carry is listed below,
A) Passport size photo (3 copies)
B) Driving license or other identification proof
C) All the original document from high school till your highest academic
D) Resume (3 copies)
For this position, Sainsbury's is offering sum of 15000 dollars per annum and all the other
information is attached in appendix 1.
Sincerely,
BAC YYY
Regional HR manager
Sainsbury's
As per HRM practices, the work with having accurate job descriptions to its parts and
defining objectives. An organisation is focusing on purpose and main tasks(Smith, 2014). This is
based on regarding with making decisions an overview of potential applicants. Sainsbury is
looking forward to an organisation extent in which they can allow a successful managing of
performance. The activity is their in making recruitment process as per person specifications,
interviews questionnaire etc.Job specification Job advertisement and person
specification: The job and person specifications are required in these practices to ensure the
level of language which is clear and sufficient(Storey, 2014). Sainsbury is adopting person by

having certain qualifications with professional experience according to company policy. In
recruitment context the stages required in selection each criteria has been indicated and tested.
Recruitment and Selection in practice: Recruitment is an important part of HR, which
in use for minimising potential employee issues that came in future aspects. Their having
technological impact came on this process. In this, outcome is made on fast recruiting and
selecting procedure. For conducting analysis of job role their having use of technological
support. The manager used to make many of the decisions on the basis if this activity to select
the best one. Sainsbury is leading with this procedure by using online resources, digital platform
and social networking. For an organisation context company used to deal with clear, transparent
interviews in professional manner.
Designing and placing job advertisements: the duties of new staff is responsible with
the experience and skills according to the level of authority. For designing purpose their required
creating job title, summary, employment type, identifying selection criteria, job description
template. The advertisements is considered by attracting candidates in various forms such as
website, social media, recruitment agency or local newspapers. Sainsbury company is a
conducting this approach for hiring candidates for career development opportunities.
Short-listing and processing applications: With an organisational context company
Sainsbury is dealing by short-listing of best from wide range of candidates. It is easy and best
approach which is used for finding quickly, easily a candidate. This is a competitive advantage in
recruiting and retaining gifted employees. The company redesign a change on hire, manage and
support their people(Wilton, 2016). This screening is done quickly and efficiently by have to
face challenges.
Interviewing preparation and best practice: Interview is facing certain things with
advancing to prepare it. It is based on making first impression on interviewer by having best in
practices. Job interview is crucial part that was cleaned and pressed in ahead a time. Sainsbury
interviewer screened resume of candidate in order to get to know the information regarding that
person. The preparation is made by an interviewee in order top respond intelligently with
confidence. HR manager used to deal with this approach on day to day basis.
Selection best practice: The last step of HR practices in recruiting and selecting
procedure to know the person who is capable for the position(Caligiuri, 2014). Selection is based
on finding the best from many of the prospects. Sainsbury make this final selection on thriving

better from others. In organisation context candidate is in manner to complete target with full
efficiency and dedication. The most suitable candidate is selected from selecting carefully with a
fact. Their are having available to identifying who among the best one. The suitable person is
selected for the company by identifying its working capabilities.
CONCLUSION
From the above mention report it is concluded that the functions HRM is leading with
having effective planning by having talent and skills.the functions which are influencing in
making decisions. Strength and weaknesses are measured in different approaches relating to the
process of recruitment and selection. This report defines benefits which an employer and
employee got either compensation, promotion, perks etc. that leads in raising productivity by
having motivation from this required benefits. Their importance is to respect decisions made by
managers.he practices choioce is made in terms of implementing productivity. The relations in
between managers and their fellows are to be familiar. From this it is concluded that they felt
motivated and helps in discouraging conflicts. In this, it describes laws which have in context
with relating to work by rendering principle applications.Employment laws and legislations are
made in order with context to an organisation which impact came on decision made by
managers. Sainsbury considering practices relating with work in application with HRM. That
conducts with knowing approach by making recruitment and selection.an effective decision
making with an organisation context.

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