Job Demands-Resources Model & Organizational Diversity

This assignment requires you to critically examine the Job Demands-Resources model and its implications for employee wellbeing, drawing from Bolman and Deal's 'Reframing Organizations'. Additionally, explore the role of organizational diversity and equality management practices, using insights from Cameron, Clark, Cleaver, Dries, Gatewood, Janssens & Zanoni, Kehoe & Wright, Knowles & Swanson, Oswick & Noon, Richard & Pieper, Snell & Bohlander, Katryn S., and Susan M. Your analysis should demonstrate an understanding of the theoretical frameworks and their practical applications in managing human resources.

Managing Human Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1. Company's approach to human resource development......................................................1
2. Analyse the company approach to managing equality and diversity in the workplace......4
3. Evaluation of company's approach to human resource management might help to deliver
Sainsbury's strategy through contributing to competitive advantage and their impacts on
internal and external factors...................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resources are the people who make up the workplace of an organisation, business
sector, or economy. In the organisation, human resources team is also the organisational function
who deals with the people and problems related to people such as compensation, hiring,
performance management, and training. This present report is based on Sainsbury's organisation
which is the largest chain of supermarket company in the United Kingdom. It is listed on the
London Stock Exchange and is a constituent of the FTSE 100 index. In this present report
company's approach to human resource development and managing them in equality and
diversity in the place are covered. Along with this their advantage and impacts on the company's
internal and external factors are discussed.
1. Company's approach to human resource development
In the past, human resource management was called the personnel department. It is the
main and important department and they hired people and dealt with the hiring paperworks and
processes. Further, human resources depart created for the organisations. Human resources
manageable plays a vital role in the company (Knowles, and Swanson, 2014). It is the main and
very important department of the organisation. Each and every company need this department for
hire the people and satisfy them. There are different types of approaches which are used to
human resources development. That approaches are very useful factor in the organisation. So
they should work according to that approach, so they can easily get the revenues and profit
which set by the managers. There are lot of approaches, but some following approaches are
better then others to human resource development:
1. Staffing - This is include the development of a planning to determine how many people they
might need to hire. They should know that which people are the best and how many people need
to hire for the organisation. Based on the strategic plan, human resource management then
performs the hiring process and recruit and select the best person for the right jobs. In staffing,
HRM use their skills and hire the people who can easily accomplish their work at their work
place. They hire the people who are best in the job which provide by the company to them. When
they recruit the people, they call them by different types of sources, then they take an interviews
of the people. Further, they select the right candidate for right job in the organisation. It is the
main approach to human resource development, because if any company will not work according
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to development, then they will not be able to get best employees for their company and also can
not get the more revenues and profit. It will not be beneficial for the organisation, if their
approaches are not better. So they should use the approach of staffing to human resource
development (Gatewood, and Barrick, 2015). Staffing is the necessary for the organisation,
because without right employees company also can not accomplish their task on time (Alfes, and
Soane, 2013).
2. Basic work place policies - Development of policies to help reach the strategic plan's goals is
the job in the human resource management. When company set their policies , then policies
have been developed, communication of these policies on safety, security, scheduling, vacation
time and flexitime schedules should be developed by the human resource department. This
approach also is the very important , because in the company policies value are the valuable.
Policies plays the vital role in the organisation. There are different types of rules and regulation
for making healthier environment in the organisation. In the organisation, lot of employees
working together, but some of the employees are not following the rule and regulation which set
by the organisation, so company need policies at that time. Through policies they can solve the
issue of employees at their work place. Human resource managers work closely with supervisors
in the company to develop these policies (Bolman, and Deal, 2017).
3. Compensation and benefits - In the Sainsbury's organisation, they have some responsibilities
of health benefits which provide to their employees. When company run their business, they
need lot of employees to accomplish their task. Some time employees can face the problems
during the job (Kehoe, and Wright, 2013). So organisation, provide a health plan to their entire
employees, so if they injured from equipment or any other thing, then they can take the benefits
of health plan. Along with this, these entire work done by the human resource management.
Different types of benefits are given by the organization and these entire responsibilities are in
the hand of HRM department. If they will not give their best at their work place then
organisation can take some serious action on them. So they should accomplish their work
according to requirement of the company. Compensation and benefits is the best approach to the
human resource development (Snell, and Bohlander, 2015).
4. Retention - Assessment of the entire workers and straitening on how to retain the better
employees is a task that HR managers oversee, but another managers in the company will also
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provide input. In the retention approach, they determine the successfully employees and their
communication, they managing employee performance. Further, they assessment of the
employees and make a plan for how to retain the best employees in the organisation. This is the
very important approach to human resource development, because employee retention is very
necessary method in the organisation. Through employee retention, company can get the best
employee for their task and they will be able to get their target and goals of the company. So it is
the useful approach to human resource development which used by the HR managers (Bakker,
and Demerouti, 2014).
5. Training and development - In the organisation, lot of employee work together. Some
employees has the skills, knowledge and information, but some employees has not these entire
things. So company provide training and development to their employees for better work.
Helping new workers develop skills required for their jobs and helping current employees grow
their skills are also tasks for which the HRM department is responsible. Sainsbury's
organisation, arrange different types of training session, development program for their
employees, they all responsibilities are handling by their HR department. They arrange the entire
training session and call their employees for attending the training session. Through training
session and development program, employees can learn how to communicate, how to behave,
how to manage the team etc. Along with this, they can increase their skills and knowledge.
Training and development are very important for the organisation, because its increase
knowledge, information and skills of the employees, and through it they can easily accomplish
their work and company also will be able to earn more profit and revenues from the business.
Determination of training need, development and implementation of training session and
development program, are important task in Sainsbury's organisation. In any organisation, it is
the very valuable approach for the business and it is provide by the HR department to their
employees (Clark, and McNie, 2016).
6. Regulatory issue and worker safety - There are lot of factor, from isue can be create, so
company approach, regulatory issues and workers safety to human resource development.
Keeping up to date on new regulations relating to employment, health care, and another
problems is generally a responsibility that falls on the HRM department. There are some various
laws of health and safety. According to it, company should provide the entire services to their
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employees, so they can get the health care services (Dries, 2013). It is the most important
approach in the organisation to human resource development. Through this approach,
employee;s motivation can increase and they will work hard and according to requirement of the
organisation.
7. Marketing approach - HR managers should focus on their marketing team, because it is very
important team who generate the profit for the organisation. HR managers should listen issue
and problems of their employees. Their issues and problems will be solved by the HRM
department. Employees are the main reason of the business's profit and revenues, so if they will
be satisfy with the human resource management and company, employees will give their best at
work place. From it, company will be able to earn more profit and revenue from the business.
HR managers should receive the feedback from the entire employees, so they will be able to
improve their services. It is very valuable approach to the human resource development, because
it is based on employee satisfaction and their happiness.
Through company approaches for human resource development, an organisation
can improve their work environment. It is the main approaches of HR manager, which are help
them in better working. Through it, they can easily accomplish their work at work place. These
approaches plays the vital role in Sainsbury's and HRM department also play the effective role
in the organisation. They try their best at work place to hire the good people. They hired large
number of people who have good knowledge, information and skills which is valuable for the
organisation and their business (Cleaver, 2017).
2. Analyse the company approach to managing equality and diversity in the workplace
There are different types of approaches to managing equality and diversity in the work
place. It help company in increasing their employee's satisfaction and their happiness. In the
organisation, employees satisfaction is very necessary factor, because if they are not happy with
the services of HRM department, then they will not give their best at their work place. There are
different types of people working together in the organisation. They entire people have different
behaviours and attitude. There are some approaches which are the managing equality and
diversity in the workplace and it is mentioned below:
1. Performance appraisal approach to managing diversity and equality - Execution appraisals is
conducted to enhance managerial and organisational performance along with employee
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motivation. This approach is based on employee productivity and their appraisals. In the
organisation, numbers of employee work together, some worker gives their better and some of
the employer are not able to give their best at their workplace. So company's managers determine
their performance according to their work and then they decide the employees number are equal
in work and number of employees are diversity for their work. Further, they start the process of
appraisals, and they provide incentives and bonuses to the employees, who are the best at their
work place (Cameron, 2013).
2. Sociocultural approach to managing equality and diversity - Cultural diversity has become a
key features of multinational and another companies around the global. Human resource
management is a set of distinctive functions, and activities. its are aimed for managing
company's human resource and is affected by social and cultural problems. HRM department
requires analysis and understanding of both the internal and external environments. It is the very
important approach to managing the equality and diversity in the organisation. When HRM
department hire the people , they can not ask to person their religious. They all religious of
people work together in the company, but main point is, are they work together or not. For
resolve this issues, company make a approach of sociocultural to managing equality and
diversity. They handle that entire people in professional way, and they motivate them for work
together. In the organisation, there are same rules and regulations for the entire employees, but
some of the rules are different for the different people of religious. So they can use the best
services of the HRM department and the company (Oswick, and Noon, 2014).
3. Capabilities approach to managing equality and diversity - The capabilities approach to
managing equality and diversity allows addressing the issues of gender equality in relation to
paid work. Along with this, caring whilst also providing a universal equality model which is
rooted in the recognition of human diversity. There are different types of people working in the
organisation, and they have lot of ability to work at their work place. Some of the employee's
ability is high but few employees can not give their best at work place. Basic capabilities are
same in the entire employees, but special abilities and skills are different in workers. That is the
reason that HRM department provides a training session and development program for their
employees, so they can increase their skills, knowledge and information. Capabilities approach
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play the vital role in the organisation for managing equality and diversity (Janssens, and Zanoni,
2014).
3. Evaluation of company's approach to human resource management might help to deliver
Sainsbury's strategy through contributing to competitive advantage and their impacts on
internal and external factors
In the Sainsbury's organisation human resource management department plays an
important role. There are number of employees, who working in a team which hired by the HR
managers. There are different types of company's approach to managing equality, diversity and
human resource development. Through entire organisation approaches, they get the different
types of advantage and it help them in increasing their employees satisfaction, brand value and
profitability (Richard, and Pieper, 2013). It resource all department of the organisation. There
are some advantage which get by the company's approach to human resource management, and
that are mentioned below:
 Help monitor progress - While the strategic vision of the organisation can influence the
creation and evaluation of HR policies, the reverse can also be true. It can help the
company monitor its progress towards achieving their target and goals. Along with this it
can help organisation achieving its objectives in the strategic plan. It is the main
advantage of the organisation from company's approach to human resource development.
Some of strategic plan is likely to rely on the cooperation and support of all employees
and individual departments or functions within the Sainsbury's organisation. If company's
employees and HR department work according to policies and company's approaches,
then their progress will be very fast. They will be able to run their business very
smoothly. Other than that, they will get some benefit of another progress of the
organisation.
 Keeps the organisation legal - This is the another advantage of the human resorce
management strategy is in keeping the company compliant with laws relating to
employees, their salary, and insurance. The laws is a most important factor of the
organisation. If they don't have any legal documents, then their business can be wind up.
So they using approaches to human resource management and set the rules and
regulations and keep documents according to laws. In every organisation, they need to
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provide salary, and insurance to their employees. So it help company in legal factor.
Business can be secure from the legal factor, if they have entire documents of the
company in legal way.
 Team building - One of the best approach of the company is training and development
program which provide to their employees by HRM department. It help entire employees
in team work and through it, they will be able to build a large team in the organisation.
With team building, their workers learn the way of handling the team. Organisation can
get the best team leader and managers from it. It help company in increasing their profit,
brand value and customers. Along with this, it help in increasing satisfy customers and
employees happiness. When company able to make a team then their operation work can
be very easy and team work is always greater then individual work.
 Help evaluate HR policies - As the organisation evaluates their HR policies, it can use the
strategic plan's aims and objectives to evaluate each HR process. It is the last advantage
of the entire approaches to human resource management. It help determining the HR
policies and that policies help employees in their increment, incentives and bonuses.
When they work according the policies, they can get the best results and will be able to
earn more profit and revenues from the business, so this types of help plays important
role in the organisation.
Its approach is affected by internal factors :-
 One of the important impact of company's approach is the strength of employees. It is
also essential internal business factor. Through their training session and development
program, their employees skills can be increase. Along with this, they can be motivated
and talented.
 It impacts on organisational and operational department. Through it, entire department of
the organisation and operational work accomplish in smooth way.
 They can able to make a plan for strategic risk and control the risk of entire business.
 Company's approaches impact on organisation's innovation. They can be able to make
some innovative plan and execute it in better way.
 Financial risk can be covered by company's approach.
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External factors :-
 Company's brand value can be increase and they can beat any of the competitor in the
market (Katryn S.,2017.).
 They can expand their business in another area, so people can get the products and
services of the organisation.
 The way company interacts with customers and its public audience impacts their
company's image.
 Effective advertisement attract to the customers for purchasing their services and
products, further, its impact on customer's satisfaction too (Susan M,. 2017).
It all the internal and external factors are very valuable in the organisation. It help
company in different factors and departments. One of the important department of the
organisation is Human resource management and through it, they hire lot of people for
accomplish their operational task. They uses some policies and rule and regulations for
employees and customers which plays the important role in the organisation.
CONCLUSION
In this report it has been recognised about company's different types of approach to
human resource development. Through this report it is conclude that, Sainsbury's can managing
equality and diversity in the work place through their approach. Along with this, it is conclude
their strategy, advantage and impacts by internal and external factors on the organisation. Other
than that it is conclude that human resource management is the effective department in the
company, and they are helping to the organisation for hiring people, and motivate them in
professional way.
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REFERENCES
Books and Journals
Alfes, K. and Soane, E. C. 2013. The link between perceived human resource management
practices, engagement and employee behaviour: a moderated mediation model. The
international journal of human resource management. 24(2). pp.330-351.
Bakker, A. B. and Demerouti, E. 2014. Job demands–resources theory. Wellbeing.
Bolman, L. G. and Deal, T. E. 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Cameron, N. 2013. The human growth curve, canalization and catch-up growth. In Human
Growth and Development (Second Edition) (pp. 1-22).
Clark, W.C. and McNie, E. 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research (CGIAR).
Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Cleaver, F. 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Dries, N. 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Gatewood, R.and Barrick, M. 2015. Human resource selection. Nelson Education.
Janssens, M. and Zanoni, P. 2014. Alternative diversity management: Organizational practices
fostering ethnic equality at work. Scandinavian Journal of Management. 30(3). pp.317-331.
Kehoe, R. R. and Wright, P.M. 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Knowles, M. S. and Swanson, R. A. 2014. The adult learner: The definitive classic in adult
education and human resource development. Routledge.
Oswick, C. and Noon, M. 2014. Discourses of diversity, equality and inclusion: trenchant
formulations or transient fashions?. British Journal of Management. 25(1). pp.23-39.
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Richard, O. C.and Pieper, J. R. 2013. The link between diversity and equality management
practice bundles and racial diversity in the managerial ranks: Does firm size matter?.
Human Resource Management. 52(2). pp.215-242.
Snell, S.A. and Bohlander, G.W. 2015. Managing human resources. Nelson Education.
Online
Katryn S.,2017. book, [Online] <https://study.com/academy/lesson/human-resource-
development-definition-importance.html>
Susan M,. 2017 book, [Online] <https://www.thebalance.com/what-is-human-resource-
development-hrd-1918142>
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