Importance of HRM Practices in Organizational Context

This article discusses the importance of HRM practices in organizational context, including the benefits of performance and reward programs, training and development, and the impact on organizational profits and productivity. It also explores the importance of employee relations and the elements of employment legislation.

Human Resource
Management

INTRODUCTION
Human resource department also known as HRM team is a functional unit of an organisation
which manages the workforce of the entity and bring in excellent staff in the entity from various
places. The HRM unit of company are responsible for many different tasks what is the most
important responsibility they hold is recruiting and selecting (Al Shobaki and et. al., 2017). The
selected organisation for this report is Sainsbury which is the second largest supermarket chain in
the UK. Organisation was established in 1869 by John James Sainsbury and headquartered in
London, UK. Sainsbury only operates in UK through its numerous supermarket stores and other
forecourt shops, convenience shop and hypermarkets. In the beginning the report covers various
functions of HRM unit and purposes behind those functions. Moving forward the strong point
and drawbacks of different sources of recruitment and selection are evaluated. The positive
factors of different HRM practices which are conducted in the company are explained any
relation with employee and employer along with in terms of raising organisational profit and
productivity. Moreover, importance of employee relation are analysed along with evaluating
major factors of employment legislation. Furthermore, different HRM practices are performed in
work-related context.
TASK 1
P1 Examining the function and purposes of HRM in organisational context
Human resource Management
HRM is a functional unit available in all large organisation as they are very important and
essential department. The HRM unit of the organisation are responsible for finding, screening,
recruiting, selecting, training and administrating the workforce of company. Human resource
department Sainsbury various functions and their respective purposes. These functions and
purposes are describe below in next section (Analoui, 2017).
Functions of HRM department:
Recruitment and selection
The major and most essential functions of HRM unit of things very is to attract and develops a
pool of suitable candidates while recruiting them and select most potential applicant from the
bundle created in the recruitment process. Recruitment and selection at two different activities

which undertakes after one another that is first the HR manager will create a pool of suitable
applications while recruiting them and then select most potential candidates from the developed
bundle. Recruiting and selecting are basically the process their first applications are attracted
towards the organisation for applying for a particular job role and then after screening them
appropriative selection is done.
 Purpose- As highlighted and described the recruitment and selection function is
performed to attract and bring in the most effective and excellent staff in the organisation.
Therefore the purpose of this function is to manage the human resource need of
Sainsbury potentially for the smooth running and functioning of the organisation.
Training and development
Another most important function of HRM unit Sainsbury is training and development of the
workforce. Training and development refers to the skill updating and enhancement according to
the current trends and the needs of the company (Bratton and Gold, 2017). Once employees are
recruited now they need to be introduced to the operations of the entity for bringing the best out
of them and making them perform in most potential way. Therefore training and development is
an essential function which is performed by human resource department of Sainsbury.
 Purpose- The staff or workforce who are new to the organisation and the existing people
all are needed to be trained for various purposes an enhancement of their motivation
level. Therefore, the purpose of training and development is very clear that is to keep the
staff active and willingly perform the job roles in the most potential manner along with
updating and productivity of company.
P2 Explaining the strengths and weaknesses of Recruitment and selection
approaches
Recruitment
This is a process of developing a bundle of candidates by attracting them towards the available
job post. Basically recruiting refers to spreading word in the marketplace about the vacant
position and attracting correct efficient candidates. Recruitment process is a positive process as
all people are welcomed by HRM department in the organisation.
Approaches of recruitment

 Internal recruitment- It takes place and referes to when HRM department of Sainsbury
plans and looking for filling vacancy in the organisation by the existing staff members
who are already part of the workforce the entity. Internal Recruitment can take place
through transfers and promotions, these are the most suitable examples of it.
Strength Weakness
The strength of internal recruitment process is
it is cheap and less time consuming. That
implies that the process of internal recruitment
is very and time saving. Also, enables the
organisation to motivate and encourage
employees make them work with their full
potential by increasing their performance
level.
The weakness and only drawback of this
process is it stops the flow of new and fresh
talents in the organisation which also stops
new and creative ideas from flourishing in the
entity (Brewster and Söderström, 2017).
 External recruitment- This process of recruitment is exactly opposite of internal
recruitment where the human resource department of Sainsbury will start looking in the
external environment and marketplace for filling the vacant position. External
recruitment process is when new people are brought in in the entity for enhancing there
working standards.
Strength Weakness
The external recruitment is beneficial for the
organisation as it brings in new talents and
individuals with fresh ideas and approaches for
performing different tasks.
This process of recruitment large amount of
investment and very time consuming, this is its
biggest drawback.

Selection
Selection takes place after recruitment and a method of selecting and choosing the most
appropriate candidate from the pool created by recruitment activities. This is a negative process
which takes place in the organisation as at this stage people are asked to leave and look for some
other job in some other organisation.
Approaches of selection
 Group discussion- This is one of the most appropriate selection approach where
candidates are divided into small groups and ask to conduct a debate on a particular topic.
Group discussion assistant human resource department to analyse various skills of the
candidate such as communication and listening skills.
Strength Weakness
The strength of group discussion processes it
enables to assess the various skills of an
individual in a most effective manner.
The weakness of this processes sometimes lot
of distractions takes place while conducting
GD and which hinder s the motive of it.
 Interview- Another effective process of selection is conducting interview where specific
questions are asked by the expert to the candidates related to the vacant and position and
their knowledge (Brewster, 2017).
Strength Weakness
The Strength of this process is it is flexible
and assist resource department of organisation
knowledge about the behaviour and skills of
the applicant.
Interview process is very costly as it involves
various arrangements and cost in order to have
a effective interview session.

TASK 2
P3 Evaluating the benefit of HRM practices in organisational context
Human resource management practices are those actions and activities which are performed by
the HRM unit as they are responsible for it and in order to fulfil their job roles. There are a lot of
different practices which are performed by HRM department of Sainsbury. The practices
involved the effectiveness and present at different levels of organisation for achieving their
organisational goals in best possible manner. The different HRM practices which are performed
by Sainsbury’s human resource manager and department are as follows.
Performance and reward
This HRM practice is related to rewards and appraisals of employees on the basis of their
performances. The human resource manager of Sainsbury conduct various performance appraisal
and reward programs and activities for the employees and workforce associated with the entity.
The rewards are specifically based on the performances of the individuals and their contribution
towards the organisation. The HRM practices are beneficial for both the organisation and the
employees in the respective manner which are mentioned below. Employer- For Sainsbury performance and reward activities are essential and beneficial
as it in harnesses the motivation level of personnel’s which automatically enhances their
performance level. The improve performances of individuals and their willingness to
perform the task in best effective manner this is the performance level of the organisation
(Brewster, Mayrhofer and Farndale, 2018). Employee- The benefits of reward and performance human resource practices to
employees is very simple and direct. Performance and reward activities are conducted by
the organisation and human resource department in favour of the employees that means
the benefits which are related to these appraisals are directly enjoyed by the workforce on
the basis of their performances.
Training and Development
Training and development is another human resource practice which is conducted by HR
managers of Sainsbury in favour of the organisation and employees both. Training and
development sessions are conducted by human resource department for the workforce in order to
update the skills sets and knowledge. Market rhymes and working conditions are rapidly

evolving which creates a need for organisation to enhance the knowledge and talents of their
work force. Employer- Sainsbury is benefited from training and development programs because as
the performance level of employees will be increased an improved as they develop new
skill sets. Employees will work in more efficient manner bye practicing their updated
skills and enhancing their creativity level. This ultimate result in improved performances
and operations of the organisation. Employee- The workforce and employees Sainsbury are the one who will be directly
benefited by training and development sessions as it will enable them to grab more higher
career opportunities and move upwards in the workplace.
P4 Evaluating Effectiveness of HRM practices in relation with raising
organisational profits and productivity
as discussed in under section that different HRM practices are beneficial for the organisation and
employees in various different manners. these HRM practices also enhances and improves the
organisational profits and productivity (Chelladurai and Kerwin, 2018). Therefore they are
beneficial for the profit levels and productivity standards of Sainsbury too.
 Brings innovation and creativity- The training and development which are conducted
by human resource department for the employees and workforce are to update and
enhance their skill sets. this training and development also increases the motivation level
of individuals to work which the most potential manner improve their creativity and
innovation level. The workforce bring in more creative methods and ideas to work and
also implies them in their working styles. The creative and innovative methods used by
workforce to perform different operations of Sainsbury enhances the sales and revenue
standards of organisation which automatically improve the productive and profit units.
 Enhance performance of workforce- The performance appraisal and reward activities
are basically conducted with the sole motive of increasing enthusiasm and motivation
level of the individuals. This performance appraisal human resource practices makes
employees work with their full potential and give their 100% while performing their
respective job roles. The motivation level and efforts of individuals mix with one another
and enhances their performances increases the productivity of the operations unable to
save more costs and earn higher profits.

TASK 3
P5 Analysing the importance of employee relations
Employee relations refers to the efforts made by the human resource department and
organisation and maintain healthy relations with the workforce working for the organisation in
different departments. Employee relation are important for or an entity to the most effective and
efficient. The importance of employee relations are highlighted underneath in context of
Sainsbury.
 Conflict reduction- The human resource or workforce is one of the most a set of all
different types of organisations that small or large, private or public. Therefore, it is very
essential for organisation like Sainsbury to develop effective and healthy relations with
the employees as it enables organisation to reduce conflicts amongst the top level
management and the workforce (Debroux, 2017). Better communication will take place
in the organisation among different levels and departments which will enable the whole
entity to work in most efficient manner by understanding the view points of each other
and aligning their tasks.
 Motivated staff- The staff and human assets are the one responsible for conducting and
implementing the plans and strategies of organisation in two practical manner. This
implies that the motivation level and enthusiasm in the workforce is the prime objective
of human resource department to maintain. Here employee relations plays a vital role
there effective relations among leaders different individuals enables effective flow of
communication taking place in between them which enhances the problem solving speed
a particular individuals and directly motivating them to render their best to the company
in favour of what organisation is giving them.
P6 Determining elements of Employment legislation and its impacts on HRM
decision-making
Employee legislation refers to the concept holding their is components several areas and
segments for safeguarding the rights of employees and protecting them from any unethical
practices and behaviour taking place in their organisation. the government has passed number of
employee legislations which are needed to be followed by Sainsbury while developing and
managing their workforce.

 Equal pay- The act of equal pay suggest that every individual or the worker in respective
organisation will be paid equally according to their skill sets and performances or on the
basis of contribution they are making towards the organisation. Sainsbury's human
resource department have to see the sac in mind while developing pay scales for different
employees working at the same level either male or female and national or international
labour force. The pay scale of individuals working in a team having same yourself and
abilities performing similar task will be equal to each other (Guest, 2017).
 Equality act- This act of employee legislation highlights rites of being equally treated in
the organisation where the people are working. This implies that the workforce of
Sainsbury is mixed that is various males and females are working in organisation at
different posts holding different talents. It is important that all these individuals either
male or female equality in the organisation at the time of assigning tasks, rendering better
career opportunities or while deciding their pay scale.
TASK 4
P7 Applying various HRM practices in work related context
JOB SPECIFICATION
JOB SPECIFICATION
Job title- Marketing Manager
Department- Marketing unit
Job summary- A marketing manager is an individual responsible for all sort of different
marketing activities of the organisation. Marketing manager are responsible for managing the
team and their work in an effective manner while implementing all new different marketing
plans and strategies in the marketplace for promoting the offerings of the organisation and
enhancing its brand image.
Duties and Responsibilities
 Market research
 Innovative and creative plans and strategy Development
 Managing the social accounts and platforms of entity
 Developing new promotional strategies

Qualification and Skills
 Master and Bachelor degree in respective field
 Excellent communication and management skills
 Potential team working attitude and qualities
 Humble and proactive nature
CURRICULUM VITAE
CURRICULUM VITAE
Nate Pearson
Marketing Manager
Contact Number: 0123456789
Email: [e-mail]
About me: A creative marketing manager holding great and versatile experience in marketing
field and work with my utmost potential always keen to learn new thing and work in an
innovative manner.
Work History:
Currently working in ASDA as marketing team manager from last 9 months and also worked in
Tesco.
Duties:
 Developing day to day work strategy for team members.
 Developing marketing and promotional plans for the organization.
 Handling customer’s issues related to marketing and offerings of company.
 Making plans and implementing them for developing brand image of the entity.
Education and Training:
 Master’s Degree in marketing field
 Bachelor’s degree in marketing and finance
INTERVIEW QUESTIONS

Q1. What are the main functions of a marketing team and marketing manager?
Q2. What are the required skill set of a marketing manager?
Q3. What knowledge do you have about are hotels and operations around the world?
Q4. What are the new techno friendly tools and instruments you can use in organisation for
conducting marketing activities?
JUSTIFICATION
The Job description, Curriculum Vitae and Interview questions are prepared for recruiting and
selecting the best suitable staff and talents from the external sources. Job description provided
organisation to highlight and render appropriate information in the marketplace about the
requirements and needs of their organisation (Helfat, 2017). The curriculum vitae is a document
which is submitted by the potential candidates holding their data and information. And it last
interview questions are prepared for the respective job position in order to thoroughly evaluate
the knowledge and skills of applicants in required area.
CONCLUSION
The above report is developed for HRM department of an organisation concluding that it is one
of the most important functional unit of an entity as the human resource are the backbone of the
organisation. Human resource department of entity has different functions and purposes which
are performed by the team in order to work in effective manner and provide best suitable
candidates or employees to the company. The HRM department main functions and
responsibilities are the recruit in select best talented candidates for the organisation according to
its needs and requirements.

REFERENCES