Table of Contents Introduction......................................................................................................................................3 TASK 1............................................................................................................................................3 P1. Nature of HRM related with different steps regarding planning of workforce...............3 P2: Strength & Weaknesses associated with the different approaches related to recruitment & selection..................................................................................................................................5 TASK 2............................................................................................................................................9 P3: Benefits HRM practices for employee & employer........................................................9 P4 : Effectiveness of diverse HRM practices for purpose of creation of higher profitsand more productivity.................................................................................................................10 TASK 3..........................................................................................................................................11 P5: Importance of employee relation used for influencing decision making process in HRM11 P6 : Elements of the employment legislation process and its overall impact on HRM decision making..................................................................................................................................12 TASK 4..........................................................................................................................................14 P7: Application of various HRM practices in work related secnario...................................14 CONCLUSION..............................................................................................................................18 REFERNCE...................................................................................................................................19 2
Introduction HRM is a approach that can be regarded as important function that is performedby every organisation as this function is related with management of employees and overall workforce. This function is also responsible for different activities of selection andrecruitment of such individuals for longer period of time. There are various different approaches that are used for the purpose of managing such human resources like 360 degree feedback &different developmental and training programsthat are used for maximizing the productivity level of such employees. This report is on retail organisation Sainsbury’sthat is one of the leading retail organisations of UK(Guerci,., Longoniand Luzzini, 2016). It is dealing in different products and services of the retail sector and are offering large variety of products as compared to their different competitor's such as Morrison’s and Tesco. Present report is based on functions of associated with Human Resource Department. It is also dealingwith Benefits of HR practicesfor employer and employee. Role of employee relation in the process of decision making related to different types of human practices that are practiced in organisation. TASK 1 P1. Nature of HRM related with different steps regarding planning of workforce Purpose & function of HRM: HR Departmenthas the responsibility of managing all the requirement of employees in organisation so that there can be maximization of employees efforts. In case of Human Resource Department functions of Sainsbury there is overall tanning of workforce and different human resource decision as mentioned below: 1)Job analysis designing: The function is related with the describing analysis of all the detailsof job with level of potential knowledgeto help Sainsbury as a organisation and planning of the overall workforce. 2)Performance management: It is a function that is having relation with evaluation ofperformance of employees accordingto various standards that is concerned with measurement of standard accordingly there can be planning of incentive of employees. 3
3)Recruitment and selection: This function is related with hiring of competent staff so that various vacancies can be filled in the organisation. 4)Compensation and benefits: This function is associated with controlling of cost there are unlimited resources with every organisation and in the scenario of Sainsbury this is a large retailer so this organisation is having an aim to maximize the efficiency by making the contribution oftheir workforcehigher. There are basically two approaches that can be used for the purpose of managing various functions as mentioned below: 1)Hard approach: This approach is used where employeesare the important resources for a organization achievement of objective.In Sainsbury this is an approach that is applied for achievement of some laid down specific objective andonly thoseemployees that possessthe exact qualifications according to job requirements are selected by the interviewer. 2)Soft approach: It is the process in which employees are the individual resourcesfor any organisation so thattheyareabletoachievehighcompetitiveadvantage.Inchangeworriesthereis empowerment of employees at various levels so that there can be plans for the purpose of retaining employees fora longer time period. Assessment of human resource management functions: HRMisresponsiblefor performingmanagerial& operationsfunctionto maximize efficiency of this department. According to the performance level of employees there are different benefits and compensation that have to be plant sothat employees can make maximum contribution. 4
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P2: Strength &Weaknesses associated with the different approaches related to recruitment & selection Recruitment can be regarded as a basic process for the creation ofhigher Talentby attracting applications fromcompetent individuals(Hilal, Densleyand Jones, 2017). There are basically two sources of recruitment that is internalsources & different available external sources. Internal sources of recruitment: Internal sources are usedwhen organisationis able to fill all the vacancies bypromotion or transfer from existing workforce. Itis a useful methodthat can help in saving of cost and time of HR manager: Strengthsofdifferent availableInternal Recruitments 1)There is accurate selection ininternal sources because HR managers are awareof the skills and competence possessed by a particular employee. 2) There ishigh adaptabilityin use of internal sources as it is very difficult understands the employee’s competence in external sources. 3) Employees feel more motivated when they are provided and valued by employers and their willingly putting more effort towards theirnewlyassignedresponsibilities(Jabbour,.anddeSousa Jabbour, 2016). Weaknesses of Internal Recruitments 1)Manytimesareinternalconflictsbecausethereis promotion of favouritism and employees might feel that they are unfairly treated. 2)There are very limited choices that are available in case of internal recruitment and payment of fresh talent that may not be fulfilled by such internal sources. 5
External sources of recruitment: External sources of recruitment are regarded and used as a process and vacancies occurring in organisation have to be filled from outside or external sources(Johnson, 2016). It is source that helps in attract new talent in our organisation that helps in increasing the amount of innovative ideas and more enthusiasm in the existing workforce. But there are certain limitations associated with this method that is very expensive and at also are very time consuming. Strengthsof External Recruitments 1)External sources help in developing a strong workforce as there is continuous innovation. 2)Sources is very helpful in selection of qualitative candidates is there a large number of options that are available in bringing a completely new skills and talent in organisation. Weaknessesof External Recruitments 1) External sources of recruitment in works high cost and also is very time consuming there is also requirement of training orientation that has to be provided to selected employees(Kaufman, ., 2019). 2) There are many times adaptability issues that are faced by candidates who are new to the organisation and they are not willing to adjust to the new culture. Analysis: 6
It can be analysed that for Sainsbury’s there are different types of external and internal sources thatcanbeadoptedbyhumanresourcemanagementaccordingtotheirrequirement.Is organisation will be having a competent workforce then there can be use of internal sources but if they feel that there is requirement of some higher skills apart from the existing employees then there is need of external recruitment. Selection: It can be regarded as a basic process that is suitable candidate can be selected for various frequency that are occurring in the organisation(Marchington and et. al., 2016). There is a specific process of selection that consists of screening interview process and for the group activities for analysing specific skills that are required for a particular job. Some of basic techniques that can be used for the purpose of selection are related with different search and strengths and weakness associated with such methods. Interview: Right and it has to be selected by the process of face to face interview that is taking place betweentheinterviewerandthecandidateaccordingtotheskillsandknowledge: Strengths of Interviews 1) Interview is an effective method as there is assessment of a candidate by use of some relevant questions according to the job profile. 2) It is a very effective method as help in saving lot of time and there can be in depth analysis that can be done by assessment of each candidate by face to face conversation(Marler, and Parry, 2016). Weaknesses of 1)There can be biasness of interviewer that can impact the overall process 7
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Interviewsof interview and might not result in selection of the suitable candidate. 2) It is a incomplete process many times as information provided may not be real and a candidate may use some fake information that might lead to difficulty in selection of the right candidate. Selection test: Selection test is also method where there can be a aptitude written test where a candidate can go through some written activities for the purpose of their analysis of Intelligence level(Mindia, and Hoque, 2018). This is a method that can lead to analysis of the skills and abilities of individual which is subjective and objective at the same time. It is usually done for a specific job that requires very high technical and skill knowledge. Strengthsof Assessmentand selection test 1)It helps in uniform selection of a candidate based on the scores obtained in the written test. 2) It helps to do a detailed assessment of the present specific knowledge possessed by a candidate based on qualitative and quantitative questions that are asked in the written test. Weaknessesof Assessmentand selection test 1)There may be some situations where there is difficult to draw a level confusion as test may not assess the exact personality of a candidate. 2) There can be instances where there are wrong criteria and mis interpretationmightleadto theoverallselectionprocedure and 8
difficult for selection of individual for a particular profile. Analysis: Selection of individual in Sainsbury’s the decision is according to the management that they are using which method for selection of individual but the most suitable Method can be used of aptitude written test that is followed by a face to face interview that will lead to complete analysis of individual based on their existing skills knowledge base and also their personality according to the required job profile(Primecz, 2020). TASK 2 P3: Benefits of different HRM practices for both the employee &employer BasisBenefitsofHRMpracticesto Merrill Lynch Benefits of HRM practices to the employees Cultureof Organisation Organisational culture established by use of different rules and procedures in Sainsbury’s that helps employees inworkingunderacontrolled environmentandmaintaininga positive working atmosphere. Organisationalculturehelps employees to make higher positive contribution towards the assigned job roles and responsibilities. Training& Development In Sainsbury’s there is identification of skill and training programs that helpsinachievementofhigher competitive advantage(Stewart and Brown, 2019). There are various types of training programs that helps in enhancing the competencelevelof presentemployees. 9
RecruitmentThis is a practice that helps Human Resource Department of things to get right individuals for ay right working profileandretainingthese individuals for a longer duration of time. Recruitment practices are helpful in recruitingindividualsinSainsbury thatcanhelpinprovidingmore opportunitiesandgetfromocean accordingtodifferentrolesand responsibilities. Resolutionof Internal Conflict InSainsbury’sHumanResource practicesareveryhelpfulin resolving all the issues that are taking placeintheforceofworkingof organisationandformulationof furtherguidelinesandprocedures thatareusedforthepurposeof solvingtheseconflicts. There are many employees working togetherforachievementofa common girl so there is presence of healthycompetitionwhichis beneficialfortheorganisationbut many times it can also lead to higher amountofinternalconflicts.In Sainsbury'sorganisationcandeal withsearchinternalconflictsafter taking place between employees at similar job positions and can help in solving such issues. P4 : Effectiveness of diverse HRM practices for creation of higher profit for organisational & enhancement of its productivity In every organisation there are certain practices of Human Resource Management that is helping in achievement of high competitive advantage. Human Resource Department helps in enhancing the profitability by improving the efficiency and different HR practices are considered for improving the profitability for organisation(White, 2016). 10
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In Sainsbury’s there is uses of 360 degree feedback that is a approach used by human resource manager for the purpose of analysing a candidate based on certain aspects that is their subordinates colleagues superiors who are working with a candidate. This is a criterion that helps in analysing a candidate in a thorough basis and the views provided by such superiors and subordinates of the candidate are very helpful in understanding the overall personality traits of a employee. Different methods associated with it and practices: Organisation has to follow certain HRM practices according to the objectives and nature of the organisation(Wilton, 2016). There are different types of HRM practices such as feedback approaches leadership systems mentoring programs that are some of the initiatives taken by so that they are able to maximize the effectiveness of their work force and there can be proper performance monitoring system that is used for the purpose of evaluating and analysing the overall performance level of employees according to the set standard which are set in the initial stages for every individual. Evaluation: Human resource practices are very useful in organisation as it helps in recruitment and planning of different compensation programs(Collings, Wood and Szamosi, 2018). It also helps in development of certain conflict management program so that there can be maximization of contribution of a particular employee towards their job roles and responsibilities.360 degree feedback is the most effective approach that can be used for the purpose of making a overall analysis of individual. TASK 3 P5: Importance of employee relation in influencing HRM decision making 11
Employee relations are related with effort that makes organizations for creating and managing positive relations with other employees. In Sainsbury’s their efforts made by the organisation and also the HR department so that there can be positive relations created among all the employers and employee’s importance of such relations are discussed below: 1) Healthy and positive relationships introduction of employee absenteeism at workplace and also creation of a comfortable environment which leads to facilitation of employees towards assigned Job responsibility 2)Ithelpsinenhancingtheoverallemployeeengagementandemployeeparticipation. 3) It also helps in enhancement of productivity of employee as a individual as there is more operation and reductionof internalconflict.Thatleadsto more revenue production and productivity is having direct relation with employees in every organisation. Employee engagement is a tool that can help Organisation in making employee to all the different functions that is being performed in organisation it is a strategy that has been adopted by Sainsbury’s HR manager: 1) There is more flexible working practices employee having more satisfaction towards their organisation. 2) Human resource managers in Sainsbury has in taking feedback from the employees so that they are able to understand their overall level of satisfaction and also understand what are some of the common issues after being faced by all the employees so that they can be solved. P6 : Elements of the process of employment legislation and its overall impact on HRM decision making Employee legislation refers to different employee rights and relationship with employers. Main aim of such employer solution is to maintainthe individualemploymentrelationship in 12
Organisation in a more effective way(Chowhan, Pries and Mann, 2017). The overall impact of employment legislation on the process of decision making in UK is mentioned below: 1)Data protection Act: Data Protection Act has been passed by the government of UK and his act is related with controlling the personal information of employees. According to this act in Sainsbury’s it is the responsibility of organisation to make sure that all the personal data of employees are protected and its quality is maintained. 2)Anti discrimination law: It is law passed by UK that is related with promotion of equality in every organisation. According to this law there was no not be any type of discriminatory practices according to the sex gender culture marital status education colour nationality caste Creed aur any other such type of related factor that has to be done by the management of any organisation. In Sainsbury's It is the responsibility of human resource managers to make sure that there are no discriminatory practices that are prevailing in organisation. 3)Employment right Act, 1996: Employment right act is passed by the parliament of UK. It is very necessary to understand the different laws that are part of the act have to get doctorate in organisation it is fundamental part of the labour legislation(Bos-Nehles, Renkema, . and Janssen, 2017). This act is having relation with over all rights that are possessed by a employee and the contract that has been build up between the employer and the employee. In Sainsbury's there is preparation of these contracts that have to be followed by both the employer and employee. There are certain individual rights that are provided to employer and employee in this act and having relation with the security and safety concerns of employers and employees. Evaluation: Employee relations are very important to be maintained in every organisation both for employees and employer. In Sainsbury there is a vital culture that has to be related with maintaining 13
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comfortableenvironmentforemployeesothattherecanbehighamountofemployee engagement and participation of employees so that there can be better process of decision making. Planned legislation can help in enhancement of flexibility and helps in enhancing the overall flexibility in function. TASK 4 P7: Application of Different HRM practices in work related context Human resource practices adopted in organisation there are certain different practices that are used for the purpose of hiring most competent employees in organisation(Boellaand Goss- Turner, 2019). Job description is part of overall HRM practices that is adopted related with available positions in organizations according to the responsibilities and roles played by each individual. Jobdescriptionishelpingemployeeoraprospectiveemployeestodevelopadetailed understanding of the basic requirements of a job position in organisation. Offer letter is part of overall practices of Human Resource Management that is adopted for the purpose of informing employees with respect to their selection procedure. Also part of the employee practices that have to be adopted process of suitable employee’s selection according to different vacant positions. 14
Job Advertisement: Job advertisement for informing different potential candidates related with vacant positions in organisation. There is a job advertisement related to vacant position of senior marketing manager in Sainsbury. Job Advertisement s a retail organisation that is dealing in types of products. There is vacancy for the post of a senior marketing manager for the marketing department of this organisation. Job roles for the post of marketing manager are mentioned below: 1) Managing functions of Marketing department 2) organising and leading teams for marketing campaigns Specific skill requirement: Interpersonal skills Time management Researching Skills for the target market Communication skills Salary will be competitive according to the potential of candidate. Kindly send your applications: HRmanagersainsbury@gmail.com Application deadline:10 May, 2020 Job commencement date:as soon selection will take place. 15
Job description:Job description is basically a written document that consists of detailed description of different roles and responsibility of job profile. It is used for the purpose of helping a candidate to get a detailed Idea related to responsibilities and the profile. It is also used for the purpose of making evaluation to apply for a position or not. Below mentioned is the job description for the post of marketing manager in Sainsbury’s. Job Description Company NameMerrill Lynch Title of the JobSenior Marketing Manager Location of the JobLondon Reporting personHead of the Department (Principal) Roles, duties and responsibilities1) Researching the marketing terms and making a detailed analysis of the prevailing strategies used by competitors. 2) Making a detailed assessment of the present and prospectivecustomerwaysothattherecanbe launch of new services according to search customer expectation. Working Hours10.00 am to 7:00 pm Salary7500 Pounds monthly Working Facilities for employeesHealthy & Safe environment of working for employees. Flexible timings and further more incentives are offered to employees according to their level of performance . 16
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Offer letter:It is a formal document that is with respect to selection procedure of a interview. Candidate is informed based on this letter about their selection in the organisation. Below mentioned is offer letter that is prepared by HR manager of Sainsbury’s for post of a senior marketing manager. Offer letter Sainsbury’s, UK June 10, 2020 Mr. XYZ, We are informing you that you have been selected with respect to the interview that took place on 7thJune in Sainsbury’s for the post of a senior marketing manager.The employment details are attached as annexure in this mail. We are accepting your reply in a period of two days after which further details will be communicated to you. Please revert to the initial offer letter by 12 June, 2020. HR manager, Sainsbury’s 17
CONCLUSION It can be concluded from above discuss that's Human Resource Department is one of the most cotton functional department as it is related with the function and responsibilities of managing employees of the organisation. There are different responsibilities and functions of human resource manager that are related with the overall recruitment and selection procedure. There is importance of employee relation for creation of understanding and a comfortable environment for their working. There are other human resource practices such as job role, job description that can also be used for the purpose of selection of best suitable candidate. 18
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