Key elements of employment legislation and its impact upon decision-making of HRM

Human Resources
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
Purpose and function of HRM applicable to workforce planning and resourcing in firm .........1
Strengths and weakness of different approach to recruitment and selection in organization ....2
LO 2.................................................................................................................................................5
Benefits of HRM practices for both employees and employers ................................................5
Effectiveness of HRM practices in relation to raise the profits and productivity ......................6
LO 3.................................................................................................................................................7
Importance of employee relations in influencing the decisions making of HRM .....................7
Key elements of employment legislation and its impact upon decision-making of HRM ........8
LO 4 ..............................................................................................................................................10
Illustrate the application of HRM practices in work-related context .......................................10
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................15

INTRODUCTION
Human resource management (HRM) is important concept to management of individual
for improving their execution within company. HRM is process of hiring, choosing, giving
placement, transmission training as well as improvement and appraising execution of workers
(Noe and et.al., 2017). This study is based on Sainsbury. It is the British multinational retail store
which is selling the apparel, food and home products. Study will state purpose as well as
functions of HRM that practical to workforce designing as well as beginning within firm. It will
measure strengths and failing of various approaches to hiring as well as selection in the
organization. Furthermore, study will explain the benefits of HRM practices in the firm.
LO 1
Introduction of company
Sainsbury is third largest chain of grocery stores in UK with 16.9% share of grocery
stores sector. It is divided into three divisions Sainsbury supermarket, bank and Argos. All own
brand food goods which are not portion of any of the other range have been re-branded s through
Sainsbury. This was first launched on frozen foods in late 2010 and re-branding was
accomplished in January 2013.
Purpose and function of HRM applicable to workforce planning and resourcing in firm
Human Resource Management:
HRM is practices of hiring, deploying and handling the employees in organization. HRM
as division manages all aspects of workers and has different functions such as HR planning,
conducting job analysis, training, providing benefits and incentives as well as quality of work life
(Cascio, 2015). In relation to, human resource department is usually accountable for making,
putting into effect and overseeing policies, governing employees and relations of the firm with
their workers in the Sainsbury.
Hard and Soft human resource management:
Hard HRM:
By this HRM, workers are activated simply ad origins of business like machinery and
building. The direct of hard human resource management is to recognise needs of manpower of
the business, so that HR department need to recruit and manage accordingly.
Soft HRM:
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By this HRM, workers are activated as almost essential beginning in business as well as
source of competitive advantages. The direct of human resources management on wants of
employees which involves their roles, motivation and rewards.
Workforce planning:
Workforce planning means to procedure of assuring company has recent as well as
upcoming approach to human capital which necessarily to act impressive. It includes
determining recent as well as upcoming personnel wants and researching most proper as well as
cost-effective methods to hire and retain those individuals (Bratton and Gold, 2017).
Purpose of Human resource management:
Here are various aims of human resource management which are practical in impressive
workforce designing in organization. Such as follows:
Building coordination: The primary aim of human resource is to raise timing among
divisions of firm. Therefore, HR manager make convinced that effective planning of manpower
in Sainsbury. Effective workforce planning, managers and employees are easily coordinated with
each other within the firm.
Staffing: It is leading aim of human resource administration in firm. Thus, HR manager
make sure that effective staffing by effective workforce planning in the Sainsbury. With the help
of it, managers and workers well achieving the objectives and goals of firm (Brewster and
Hegewisch, eds., 2017).
Functions of human resource management:
The leading purpose of HRM is to ensure availability of impressive as well as prepared
workforce to firm. On other side, there are many operations of HRM that are practical to
workforce preparation and origin within the Sainsbury. Such as follows:
Recruitment and Selection: It is main operation of human resource management which
means selecting suitable candidate and defines to utilization appropriate professional hire
employees to work necessarily. With assist of this function, Human resource manager impressive
manpower planning in the selected entity (Sikora and Ferris, 2014). They make ensure which
provide better performance and manage issues regarding to execution and insuring the manpower
in Sainsbury.
Training and Development: It is another leading operation of HRM which refers to give
training as well as improvement to new and existing employees of the firm. With the aid of it,
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HR manager needs to provide the training for effective manpower preparation as well as
resourcing within the Sainsbury.
Strengths and weakness of different approach to recruitment and selection in organization
Approach to Recruitment:
It is procedure of inquiring applicants for work as well as challenging them to employ for
jobs in firm. HR administrator utilised two methods in relation to hire talented candidate in
company like internal and external (Patterson and et.al., 2016).
Internal source of Recruitment:
Human resource managers hires candidates from existent workers those who are already
employed in firm that is known as interior method of recruitment. It includes promotion, transfer
etc.
Promotion: It refers raise of employees to upper level orientation, carrying big status,
pay and responsibilities. It is interior method of recruitment that have many strengths and failing.
Strengths:
 It aids to decrease requirements of training of policies of firm to existent workers within
Sainsbury.
 They assist to new workers in order to provide direction in company (Stanujkic,
Djordjevic and Karabasevic, 2015).
Weakness:
 This method lies in restricting prime of some group in organization.
 Existence workers are attractive high pay as well as profits to the Sainsbury.
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Transfer: It refers to change employees from one position to other without any
modification in orientation, status as well as responsibility (Internal and External Sources of
Recruitment, 2017). It is also interior method of recruitment that have many strengths as well as
failing.
Strengths:
 It aids to develop morale of employees with high status as well as duties in the Sainsbury.
 It assists in enhancing the job safety as well as job satisfaction to employees in firm.
Weakness:
 This source decreases range of judgement skilled as well as more prompt people.
 Introduction of fresh methods as well as concepts can not always possible with this
source,
External source of recruitment:
Human resource administrator recruit applicants from outside the firm which includes
advertisement, employment agencies, campus placement etc.
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Illustration 1: Internal sources of recruitment
Source: (Internal sources of recruitment, 2017)

Advertisement: It is the widest utilised method which support in acquiring different
applications. This source of recruitment can be used for positions such as managerial, technical
and clerical (Nankervis and et.al., 2016).
Strengths:
 There are high availability of talented candidates those are selected from this source.
 It is the open procedure by which manager attract large number of applicants.
Weakness:
 It is the very expensive and time consuming source of recruitment.
 Outside candidates are not familiar with job nature and inside scenario of Sainsbury.
Campus placement:
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Illustration 2: External sources of recruitment
Source: (External sources of recruitment, 2017)

It is an easy method which aid to finding suitable applicants. By this source, Sainsbury
can discovery physical and competing applicants for appropriate vacancies (Internal and
External Sources of Recruitment, 2017).
Strengths:
 There are large, centralized body of candidates in the universities.
 It is the opportunity to choice best applicants for become more competitive in Sainsbury.
Weakness:
 This source effect on existing workers in terms to demotivation within the firm.
 There is limited to entry level positions in the firm.
Approach to Selection:
Selection is defined as process of choosing suitable candidates for appropriate jobs. HR
administrator choose the applicants by using various sources like
Interview: It is procedure in that face to face meeting in conducted with candidates to
know candidate better (Debroux, 2017).
Strengths:
 Interviewer enable asking the elaborated question to applicants which aids in analysing
capacities and abilities of individual.
 It helps to discover inside characterises of the candidates and taking correct decisions by
HR manager.
Weakness:
 This source is rather costly because handling interrogation is time consuming and costly
procedure.
 The company needed for selecting, training and supervising field, staff is more complex.
LO 2
Benefits of HRM practices for both employees and employers
Human resource administration activities are establishing of process as well as actions
that activity worldwide (Tortorella and Fogliatto, 2014). There are various activities of HRM that
is helpful for both employers and workers within Sainsbury. Such as follows:
Benefits of Employers:
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Training and Development: HR manager provides proper training as well as
development for developing abilities as well as knowledge for effectively working in Sainsbury.
Also, they are determined wants of employees through conducting the training programs. It is
also important and advantageous for employers.
Employee security: It is best activity of HRM in that employers provide the security and
safety to employees within the organization. Having employers who allow the worker to give for
themselves and their family (7 Human Resource Best Practices, 2018).
Self managed team: It is another practice of HRM which is more important in achieving
goals of firm. High performance teams are essential for any company when its comes to
achieving success.
Benefits for Employees:
Recruitment and Selection: It is leading activity of human resource administration in
which hiring as well as selecting candidates within the Sainsbury. This allows bringing in
employees who add value within the organization. This practice is useful for the employees for
developing the skills and competencies for effective working in the firm.
Flexible working environment: It is needed to keep flexible working surroundings for
developing the execution of workers in Sainsbury. It includes working hours, scheduling and
strong relationship that can aid to worker for improving performance and raise their
productiveness in the Sainsbury (Laursen and Foss, 2014).
Rewards Management: It is also one of activity in that HR administrator want to do this
involve providing rewards as well as appraisal to all workers who are working in Sainsbury. This
can also aid to employees for raise ratios within firm.
Effectiveness of HRM practices in relation to raise profitability and productiveness
Human resource administration activities communicate in evaluating execution of firm.
The arrangement of manpower scheme is consisted of practice that raise workforce capabilities,
motive as well as opportunities to track the small group of people and their performance in the
Sainsbury (Laursen and Foss, 2014). These practices aid to raise profitability and productivity in
effective way in the organization.
Performance based compensation: It is best activity of human resource management by
that employee fulfil their wants and needs. If the Sainsbury hire correct candidate, so that they
want to correct them above average. These people that will add the most value to firm, so they
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desire to retain them as well as pay them reasonably (Tortorella and Fogliatto, 2014). Therefore,
HR manager needs to provide the performance based compensation which help to increase
motivation of employees. Ultimately this help to raise the profitability and productivity of
Sainsbury.
Creating flat organization: It is activity of human resource in that administrator of
human resource is created flat as well as democratic organization. In which, HR manager make
efforts to employee involvement in decision making by getting the thoughts as well as opinions
in the workplace. With this, employees contributes in the increase profitability and productivity
of the Sainsbury.
Training and Development: It is best activity of HRM in which firms are largely
invested with training time, programs for employees. Human resource administrator requires
which remaining person in field after the hiring the suitable candidate (Debroux, 2017). This
activity aid to evolve the abilities and capabilities for improvement of performance within the
Sainsbury. With this, workers are easily in terms of increase productiveness as well as
profitability of company.
Thus, human resource administrator needs to follow practices for improvement of
employees performance which help to increase productiveness as well as profitability of
Sainsbury.
LO 3
Importance of employee relations in influencing the decisions making of HRM
Employee Relation:
It means to the firms efforts towards handling the relations among the management and
employees. Those companies who have strong relation with workers which gives fair care to
every workers, so that they feel blessed and comfortable with their work as well as commits their
businesses with loyalty to company (Nankervis and et.al., 2016). Sainsbury maintains strong
relationship with their workers, treat fair and consistent to their workers. Human resource
manager involve their workers in decisions making and creating strategies which are aided in
employees development. They are conducted different employees relations programmes for
developing the relations and increase the employee involvement with the firm.
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Employee Loyalty: With strong relationship, employee loyalty has increased within the
organization. For that, HR administrator needs to keep the pleasant as well as flexible working
atmosphere in workplace, so that employees are build the relationship with them. They feel
motivated to perform the activities assigned to them through the company more willingly
(Stanujkic, Djordjevic and Karabasevic, 2015). Therefore, HR manager needs to maintain the
strong relationship with employees for increase loyalty of employees in the Sainsbury.
Reduction conflicts: Employee relation is important to reduce the conflicts between
them within the Sainsbury. Strong relation between employees decrease the chance of conflicts
between workers at the company. Each and every employees are trusted each other which helps
in the execution to fulfil the goals and objectives of firm (Sikora and Ferris, 2014). Therefore,
HR manager needs to maintain the strong relationship with employees for reducing the conflicts
among the workers in the Sainsbury.
Easy sharing information: Strong employee relation help to easy sharing informations
between employees. With assist of it, every workers are well working and helping in solving the
problems and decision making of HRM in the Sainsbury. Therefore, HR manager needs to keep
better and strong relations among the employees with the organization. Easily sharing
information among employees help to increase profitability and productivity of firm.
Key elements of employment legislation and its impact upon decision-making of HRM
Here are different key components of employment laws that are needed to be interpreted
in thought through company. This help to improve the quality of products as well as whole
practicality of organization like Sainsbury. The judicial obligation as well as measures that are
selected through company which can help to develop quality of measures helping firm to meet
goals of company. Some important employment laws as well as their effect on judgement
making of human resource manager of the Sainsbury are as follows:
Health and Safety Act 1974: It helps to perform company operation in impressive ways in the
firm. Therefore, it will lead to have better acceptance of measures that can assist as well as
impressive growth in practicality within the Sainsbury. This regulation will aid to decide the
policies and activities such as providing safety to workers, maintaining standards of safety and
security etc. in relation to improvement the quality of working atmosphere for workers within the
firm (Brewster and Hegewisch, eds., 2017). This will prevent any sort of dangerous and
hazardous situations at the selected company. Human resource manager take decisions suitably
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relating to well-being and safety, providing security those who are miserable from ill health as
well as diseases. Employers like HR manager must protect well-being, safety and welfare at
work of all their workers.
Equality Act 2010: This law lawfully protect individuals from discrimination in workplace as
well as in broad society. Equality act provides legal framework to protect the rights of single
persons and advance quality of chance for all. This act help to employers, employees, service
provider and users as well as education providers understand the equality act. This will aid the
company place equivalence assesses as well as also help company to hire impressive as well as
efficient manpower regardless to gender, religion and nationality at the firm (Bratton and Gold,
2017). It will promotes the HRM division of Sainsbury to treat every workers equal regardless to
their prospects. It will aid the company to have an employee satisfaction level. Therefore, it will
lead to have good productiveness and profits of Sainsbury. If HR manager is not providing equal
treatment to workers, so that employees are not working effectively. Thus, HR manager make
sure that take suitable decisions relating to equality.
Data protection Act 2018: This act power individual data is utilised through companies,
businesses and authorities. It is the enforcement of General Data Protection Regulations (GDPR)
in the UK. Therefore, HR manager must make sure the information is utilised fairly, lawfully,
use for specified aims, managed in manner which sure proper safety involving security against
irregular and unlicensed access, failure, processing and harm (Cascio, 2015). The protection of
personal information of their manpower that is one of best priority for business organization. It
aids to evolve their trustiness flat and faithfulness towards the company. Therefore, Sainsbury is
needed to adopt appropriate measures to develop the data security of their workers personal
information.
Employment protection Act: This act is passed by conservative authorities of systematise
existent regulations on individual rights in UK labour laws. This legislation will aid to maintain
the employment legislation with the manpower effecting the overall execution in the firm.
Therefore, it guides to develop quality of their work performance within the Sainsbury. It aids
workers to keep their rights and help to better functional capacities as well as business operations
in impressive manner (Noe and et.al., 2017). HR manager make sure that take suitable decisions
relating task and actions in the company.
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LO 4
Illustrate the application of HRM practices in work-related context
Personal or job specification is utilization of human resource administration activities
which utilised by HR administrator within company. Person specification shows individual
abilities desired in potential worker. It is more specific but similar to job description. It involves
qualification, abilities, experience and knowledge.
PERSON SPECIFICATION
Human Resource Manager
Sainsbury
Purpose of Job: For assisting human resource management department in acting appropriate
result. Purpose is to help superior level management continuing as well as upgrading records of
workers. The aim of this business is manage team as well as business plan of human resource
development of Sainsbury.
Qualification Essential Desirable
Master of business administration in
Human Resource management
√
Graduate in business administration √
Skills Essential Desirable
Interpersonal and communication skill √
Time management skills √
Decision making skills √
Knowledge and Experience Essential Desirable
Technical cognition √
2 years working in M&S √
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Summary:
Prepared by:
Title: Human resource manager
Example of CV
Name: Jones Charles
Email id: [e-mail]
Date of Birth: 06-13-1996
Contact NO. 5262532
Academic Statement
 Master of business administration in Human Resource Management.
 Bachelor of business management.
Skills and knowledge
 Interpersonal and communication abilities.
 Technical Cognition in Microsoft office like Word, Excel and power point presentation.
 Decision making and time management skill.
 Problem solving abilities and competencies.
Experience
 2 years working experience in M&S.
 2 months Internship Training in Tesco.
References
Mrs. rick Bolden
Human Resource Manager, Tesco.
Contact No. 5316522
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Job offer letter
James Charles
Director
Sainsbury
London, UK
Date: 12-04-2019
Jones Charles
London UK
Dear Charles
It is with large delight that I am writing to you offering the position of Human Resource
Manager with Sainsbury. Your occurrence as well as spirit will be an asset to our organization.
Pleas revaluation attached document your salary, benefits and sign where indicate. We will
contact you once we have accepted the paperwork as your start date.
We look foreword to welcome you as part of the team of Sainsbury.
Regards
James Charles
Director
Sainsbury
CONCLUSION
This report has analysed that various purposes like building coordination, staffing as well
as different functions like hiring as well as selection, training and development for serving in
workforce planning as well as resourcing in company. It can be discussed that promotion and
transfer as internal method, advertisement and campus placement as external source of recruiting
as well as interview method for selection used by HR manager within the selected firm. It can be
discussed that different HRM practices like training and development, employee security, self
managed team that are advantageous for employers in company. HRM practices involve flexible
working environment, rewards management which are advantageous for employees in term to
increase the profitability of company.
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REFERENCES
Books and Journals
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Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Laursen, K. and Foss, N. J., 2014. Human resource management practices and innovation. The
Oxford Handbook of Innovation Management, Oxford University Press, Oxford, pp.506-
529.
Nankervis, A. R. and et.al., 2016. Human resource management: strategy and practice.
Cengage AU.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
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Patterson, F. and et.al., 2016. How effective are selection methods in medical education? A
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critical role of line management. Human Resource Management Review. 24(3). pp.271-
281.
Stanujkic, D., Djordjevic, B. and Karabasevic, D., 2015. Selection of Candidates in the Process
of Recruitment and Selection of Personnel Based on the SWARA and ARAS
Methods. Quaestus Multidisciplinary Research Journal,(7) June, p.55.
Tortorella, G. L. and Fogliatto, F. S., 2014. Method for assessing human resources management
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Online
7 Human Resource Best Practices. 2018. [ONLINE].Available through. :
<https://www.digitalhrtech.com/human-resource-best-practices/>.
Internal and External Sources of Recruitment. 2017. [ONLINE].Available through. :
<https://myventurepad.com/internal-external-sources-recruitment/>.
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