Functions of HRM and Recruitment & Selection

This document discusses the functions of HRM, including maintaining employee relations, training and development, recruitment and selection, and reward systems. It also evaluates the strengths and weaknesses of different approaches to recruitment and selection. Additionally, it explores the significance of various HRM practices for both managers and employees, such as organization culture, recruitment and retention, training and development, conflict resolution, rewards, and career management. The document further examines the efficiency of different HRM practices in enhancing profit.

Human resource management

TABLE OF CONTENT
INTRODUCTION.........................................................................................................................3
TASK 1...........................................................................................................................................3
P1 Determine functions of HRM.................................................................................................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives.......................................................................................................................5
P2 Strength and weaknesses of different ways to recruitment & selection...............................5
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................7
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...................................................................................7
TASK 2...........................................................................................................................................7
P3 Significance of various HRM practices within company for both manager and employee... 7
P4 Efficiency of different HRM practices in term of enhancing profit.......................................9
M3 Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context..............................................................................10
D2 Critically evaluates HRM practices and application within an organizational context, using
a range of specific examples......................................................................................................10
TASK 3.........................................................................................................................................11
P5 Significance of employee relation in term of influencing decision making of HRM...........11
P6 Key factors of employment legislation and effect upon HRM decision-making.................12
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organizational context................................................12
TASK 4.........................................................................................................................................12
P7 Application of HRM practices and work related context.....................................................12
M5 Provide a rationale for the application of specific HRM practices in a work- related
context........................................................................................................................................15
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context.....................................................15
CONCLUSION............................................................................................................................16
REFERENCES............................................................................................................................17

INTRODUCTION
Human resource is the tactical approach which is adopted by human resource manager of
company for handling it staff member. This is connected to handling all aspects related to
recruitment, selection, offering training, remuneration and so on. All activity related to human
resource are emphasized on increasing efforts of subordinate in respect of roles and also for
responsibilities. The Sainsbury’s is a supermarket chain located in UK. It was given in 1869 and
became biggest retailing company in year of 1922. This assignment is depend upon
understanding basic function related to HRM, its strength and weakness related to recruitment as
well as selection, advantages related to HRM for both subordinate and employer. Furthermore,
there are various human resource administration tools which are adopted for increasing
understanding level of hiring candidates. There is a requirement of improve insight of
subordinate relation &employee and employer legislation is useful in taking decisions of
company (Bird and Mendenhall, 2016).
TASK 1
P1 Determine functions of HRM
Background of company
The Sainsbury’s is a supermarket chain located in UK. It was given in 1869 and became
biggest retailing company in year of 1922. The organization has above 1500 outlets which is
located at global level at UK. The organization provides goods by using supermarket,
hypermarket and many more. According to 2019, the revenue or income of organization is
around to 29.007 and the growth of appropriate employee is above 1 16400.
Purpose of HRM the primary aim of Human Resource administration is to achieve
objectives within given time period. In addition to this, the primary aim is to manage healthy
relationship among subordinates so that they perform work together without any kind of issue.
Furthermore, it is important for HR professionals to offer positive atmosphere to its subordinate
as it influence them to perform work with full contribution of potential and emphasized on
achieving objective. In context of chosen organization, the HR professional make sure that their
subordinates feel safe and adapt healthy culture of working during particular phase of time
period. The HR manager makes sure that laws must be followed and compensation is offered to

subordinate in proper way. Apart from this, the organization is capable to conduct all activities in
systematic way.
Scope of HRM it is analyzed that the scope related to HRM is wider in nature and it
includes different types of activity which is important for business organization. They focus on
providing training, recruitment, selection, compensation and so on. In addition to this, it also
provides extra facility to its subordinate such as recreation facility, restroom and many more.
Function of HRM
HRM is very important for every company as it help in increasing productivity level of
organization in appropriate way. There are different kinds of function that is executed by HR
professionals that is given below:
Maintaining employee relation it is determined as a primary function which is executed
by HR professional of organization. It is considered that HR professional emphasized on
managing appropriate relation with its subordinate in order to retain them for a longer period of
time within many. In relevance of chosen organization, the HR professional execute all function
by emphasize on resolving different kind of issues and offering proper information during
particular phase of time period (Bresciani, Ferrari and Del Giudice, 2018).
Training and development it is signifies as a process by which company increase skill,
knowledge, and competence of subordinate that is linked with organization value. The primary
purpose is to offer information related to company and also provide them information regarding
updated innovative software and technology adopted by company. In context of chosen
organization, the HR professional organize different training session for subordinate for
increasing awareness regarding policy and program of organization. In assistance of this, it also
provides assistance in enhancing skill and knowledge of subordinate that impose direct effect on
productivity of company. Furthermore, the organization offer training to its subordinate for
provides them necessary update regarding new technology and also regarding new initiative
which is implemented by organization.
Recruitment and selection The other significant function which is played by HR
manager of company is recruitment and selection. It is the procedure related to selecting and also
recruiting superior candidate to execute different activity in an appropriate manner that results in

increasing productivity of company. The HR professional make appropriate use of different
method of recruitment as well as selection like telephonic interview, face interview and so on.
Reward system it is significant for company to offer incentive as well as other benefit to
subordinate according to performance as it provides motivation to perform work and achieve
target in timely manner. In context of chosen company, it is considered as a organization that
offer benefit to it subordinate according to level of performance. They provide motivation to it
subordinates to achieve objectives of organization that results in growth.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives.
The employee relation is considered that HR professional emphasized on managing
appropriate relation with its subordinate in order to retain them for a longer period of time. In
addition to this, training and development it is signifies as a process by which company increase
skill, knowledge, and competence of subordinate that is linked with organization value.
P2 Strength and weaknesses of different ways to recruitment & selection
Recruitment is a process which is adopted for certain talent by giving invitation to ample
of candidate. There are various basic sources related to recruitment which is given below:
Internal source it is a procedure in which company focuses on filling vacancy by
adopting various means such as employee referral, promotion that assists in filling vacancy by
using internal recruitment for making sure that procedure perform quickly. It results in saving
contribution and time with no need of training (Dolan and Rosenbloom, 2016).
Internal recruitment
Strength
Adaptability is high in term of internal recruitment as selected subordinate know the
atmosphere of organization but it take too much time in reference of new hiring by adopting a
source related to external recruitment.
There is an appropriate selection as per the requirement of skill that is already familiar in
selecting subordinate as per level of potential. There is a restricted choice available, that results

rising of internal or inner conflict and dissatisfaction arise between subordinate if they believe
that they do not provide any kind of progress that imposes direct effect on contribution level.
External recruitment is a process that is useful in filling vacancy as there are various
options which is available from which right choice is selected. There are different sources like
employment agency, campus recruitment and many more. It is useful in increasing creativity
level within business organization but it is determined as a lengthy process.
Strength
Competence candidate is selected from wider option because of their skill that is
considered as a part of company that will assist in increasing productivity level of whole work
force.
Weakness
There can be a presence related to adaptability issue as hiring candidate take too much
time in order to adjust within business organization culture. There is a need of proper resources
in context of time involvement and higher costs that impose direct effect on hiring procedure.
Analysis while there is a requirement of recruitment within business organization, then
there is a use of both sources as per requirement or need within business organization. There is
an internal source that helps in taking existing subordinate that needed competence level.
Selection is a procedure in which the candidate chooses by follow particular process of
selecting candidates to assess competence of subordinate as per specific requirement of job.
Written test it is determined as a selection method in which applicant is analyzed according to
written test as per needed skill.
Strength: There is an analysis of employee depending upon technical competence and
given knowledge and this procedure is used in term of job, set of technical skill. There is an
analysis of applicant and there is not any kind of issues that is practiced by interviewer as
subordinate is choosing according to scores.
Weakness: It is determined as an unreliable conclusion as there is a situation where
applicant needed knowledge that does not have a capacity to apply such kind of knowledge.

Analysis in reference of choosing employees within an organization they adopt both
method of interview as well as written test as per kind of job. Direct interview is determined as a
most appropriate way of analyzing application as per given skill level.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
Interview is determined that selection techniques assist in choosing of candidates by
asking proper question in direct way (Johnson, Blackman and Buick, 2018).
Strength the main focus is to choosing proper candidate by direct communication
between subordinate and employer. This is appropriate method as it helps in saving time and
having a direct communication with candidate helps in making appropriate assessment.
Weakness: the main weakness of interview is totally based on overall process that is
determined as ineffective as there is a choice of wrong applicant. The process is determined as
incomplete if the information that is offered by candidate is not appropriate.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples
Written test it is determined as a selection method in which applicant is analyzed according to
written test as per needed skill.
Strength: There is an analysis of employee depending upon technical competence and
given knowledge and this procedure is used in term of job, set of technical skill. There is an
analysis of applicant and there is not any kind of issues that is practiced by interviewer as
subordinate is choosing according to scores.
Weakness: It is determined as an unreliable conclusion as there is a situation where
applicant needed knowledge that does not have a capacity to apply such kind of knowledge.
TASK 2
P3 Significance of various HRM practices within company for both manager and employee..
Human resource administration emphasize on administration of need in such a manner
that help in increasing efficiency level. This is useful in offering proper motivation to its
subordinate.
Organization culture

For employer The subordinates have imposes direct effect on culture of company by using
regulation that assist in maintaining discipline (Langhof and Güldenberg, 2020).
For employees the culture of company is useful in increasing belief and value for influencing
subordinate. It is necessary to have a presence of culture that is useful in increasing process of
communication.
Recruitment and retention
For employer HRM practices assists Company in choosing right application as per practices of
company.
For employee HRM practices assists subordinate in grab opportunity related to growth as well
as motivation.
Training and development
For employer The employer focuses on assessing need of training of subordinate by using
capability that can assists in executing function as per changing requirement of company.
For employees there is a requirement of improvement session so that subordinate can increase
their knowledge that can assist in career prospect in future period of time (Zhou and Shipton,
2016).
Resolution of conflict
For employer the HR department of chosen organisation performs their work in order to resolve
all kind of issue in an appropriate manner.
For employees it will assist subordinate in handling behavior and perform work in respect of
resolving conflict that imposes direct impact on organization.
Rewards timely offer reward or appraisal by its organization to its employees help in
increasing contribution on motivation of subordinate. It is both financial and non-financial
rewards. In context of Sainsbury, the reward helps in generating motivation between subordinate
that imposes positive effect on performance level.
Career management career administration involves offering realistic career position
posting of opening and many more. In context of Sainsbury, such kind of activity with largest

subordinate in increasing rate related to employee promotion, reducing turnover rate of
subordinate. It helps in offering opportunities related to growth as well as development of
individual person.
P4 Efficiency of different HRM practices in term of enhancing profit
In every company, the HR is very important for accomplishing competitive edge. Human
resource manager assists in increasing profitability by increasing efficiency level. The HR
practices adopted for increasing growth in reference of higher profit as well as income level. The
Sainsbury focuses on administration of subordinate, existing level of performance and
monitoring as important is good for increasing productivity. There is a adoption of 360 degree
approach that help in achieving objective (Longo, Nicolett and Padovano, 2017). There are four
kinds of components of 360 degree feedback are given below:
Self-appraisal herein, there is a chances for subordinate to analyze there is strength as
well as weakness. It is determined is a technique that assists in self evaluation as per given skill
and need which arises in future period of time.
Subordinate appraisal herein, the subordinate adjust according to the ability related to
motivation and communication skill.
Peer appraisal is determined as a technique in which feedback of performance of
subordinate depend upon opinion of peers and individual person. It is determined as informal
way of assessing opinion of colleagues during particular phase of time period.
Superior appraisal herein it is necessary to have a performance review by its superior as
related to achievement and future growth.
In addition to this, there are various other HRM practices which are going to be
mentioned below:
Performance based reward herein, the employer of company analyze performance of
subordinate and provide award according to their level of performance that is helpful in
motivating them to perform work in an appropriate manner.
Training and development herein, the HR manager provide training to its subordinate
that help in increasing productivity and profitability level in future period of time.

Motivation is determined as significant practices that are advantageous for enhancing
profit of company. In context of Sainsbury, the management team provides motivation to its staff
member for conducting work (Lusch, Vargo and Gustafsson, 2016).
Different method related to HRM practices
The organization uses various practices of HRM as per nature of company. There are
various practices like training program, leadership that is adopted for aim of retaining
subordinate and increase productivity in future period of time.
Evaluation of HRM practices
It helps company in selecting competent subordinate in managing conflict that it imposes
positive effect on company. 360 degree feedback is determined approach that provide large
benefit to company as it’s motivate subordinate to increase their contribution regarding perform
work in an appropriate manner (Rinehart, Huxley and Robertson, 2018).
M3 Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context
The administration signifies all policy that is required to perform functions of HRM
within different practices like performance, administration, compensation, reward administration
to it subordinate. There are various examples related to HRM practices that are mentioned above.
This entire factor is significant for providing support evaluation. All practice is connected to HR
assists organization in reducing rate of turnover and provide strength to facing challenges in an
appropriate manner that positively affect the organization.
D2 Critically evaluates HRM practices and application within an organizational context, using a
range of specific examples.
The manager of business organization adopts different practices for achieving
competitive advantage in Marketplace. There are various kind of practices which adopted by
organization like reward administration, flexible working hour and many more. For example the
chosen organization offers reward to subordinate that help in achieving target in timely manner.
By adopting this kind of practice helps in retaining customers for a longer period of time.

TASK 3
P5 Significance of employee relation in term of influencing decision making of HRM
Employee relations signify whole efforts that are made to handle relationship with its
subordinate. In context of Sainsbury’s, there is a requirement of maintaining positive relation
with subordinate that assists in dealing with issues and grievances in an appropriate manner. It
helps in increasing understanding among subordinate and this relation are important for both of
them that is given below:
Healthy relation assists in reducing absenteeism of subordinate in order to provide
comfortable environment so that they focuses on performing their work with other colleagues in
an appropriate manner. It helps subordinate to emphasized on training to subordinate by reducing
inner conflicts that helps in increasing productivity of subordinate as employees increase
contribution in respect of increasing whole revenue and profitability of subordinate. There is a
favorable effect on engagement level of subordinate as there is a good relation with it
subordinate that assists in increasing involvement regarding activity and function of company.
Employee engagement is determined as an important factor that can assists subordinate
in increasing satisfaction level. The strategy used by chosen company that there is a requirement
to emphasize on value that is given below:
It helps in increasing flexibility as working schedule and increase productivity that helps
in increasing higher contribution.
Role of trade union Trade union are determined as association of subordinate that assists
in increasing working condition during particular phase of time period.
Discipline is depend upon belief that subordinate perform their work in specific way that
help in performing regulation of business organization.
Grievance and redundancy practices the individual person of organization can
redundant as there are various events which must be conduct personally. It will assist in
generating positive effect on mindset of subordinate as there are various issues which must be
resolved during particular phase of time (Mone, Londo and Mone, 2018).

P6 Key factors of employment legislation and effect upon HRM decision-making
There is different employment legislation that is given by government. It is significant for
company to follow that is linked with subordinate as it assists in building trust level of
subordinate that help in offering equal rights to its subordinate.
Health and safety law: According to this law, it is important for company to make sure
that employees feel safe within business organization. In assistance of this, it is implemented by
government to provide safety to its employees while working on large equipment and many
more. In relevance of Sainsbury, the HR professional follow laws and make sure that employer
subordinate feel safe within business organization.
Discrimination Act was given by UK Government and the main aim is to remove level
of discrimination that is arises due to different elements like disability, culture and so on.
Equality Law is given for offering equal treatment to its subordinate provided within
company. In assistance of this, it signifies the subordinate getting opportunity and equal salary at
workplace (Renz, 2016).
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context.
Employee relations signifies bond among employees as well as employer within business
formation. In reference of chosen organization employees consultants, Trade Union and many
more for managing relationship with subordinate. The management team focuses on feeling
valued by it subordinate in order to conduct different task in an appropriate way that help in
achieving goal in timely manner.
TASK 4
P7 Application of HRM practices and work related context
Job advertisement
HR manager needed
HR department there is a requirement for a position of HR professional interested candidate
must have a skill like graduation with 60% and experience of around 1-3 year. Having
appropriate communication as well as management skill and specializes in leadership style to

handle workforce.
Company is the second biggest Supermarket chain at UK and they possess 16% share in
supermarket of UK.
Position the HR manager focuses on handling staff for accomplishing mission and vision of
organization.
Location 4,high street, London, UK
Job Description
Company: Sainsbury
Designation: HR professional
Job summary: The skilled individual person who is capable to manage responsibilities that is
allotted by HR professional. The adoption of leadership style assists in handing subordinates
within company.
Role and responsibility:
 Managing subordinates
 Assess need of staffs
 Conflict resolution
 Resolving issues
 Master degree in Human Resource Management
Person Specification
Designation HR manager
Department: HR department
Academic qualification
Possessing specialization in Human Resource Department.
Key skills
Qualification
Essential skill:
Finish graduation

Capability
Communication skill
Conflict administration
Specialization in style of leadership.
Experience
Experience of 2 years
Managing team to perform work on a specific project.
CV
Curriculum Vitae
Name: Mr. ABC
Contact Number: 1234567
Email Id: [e-mail]
Address: UK
Position: HR Manager
Excellent interpersonal skills provide help in build good relationship among team members
in order to influence them for conducting project in appropriate manner.
Educational Qualification:
 Graduation: B.com, United Kingdom in 2012.
 Post-Graduation: MBA, United Kingdom in 2015.
Professional Experience:
 Company Name: NEXT plc
Duration: 3 years (2017-2020)
Position: HR Manager
 Company Name: H&M
Duration: 2 years (2015-2017)
Position: HR Manager
Key skills:
 Superior communication skills

 Leadership skill
Interview questions
After scrutinize applicant, there is the requirement of choosing most effective candidate
by taking rounds in interview. For this procedure, there is a requirement to prepare various
questions that assists in detailed assessment of candidate. Therefore, all application analyze that
is depend upon competency level.
 Tell me regarding tell me something regarding information given in CV?
 Explain the strengths that can assist in performing role of HR professional?
 What is your opinion regarding assets of company?
 As HR professional, explain various method of dealing with conflict among employees
within company?
 How will your experience provide permission to perform your current role in job?

Job offer letter
HR manager
Sainsbury, UK
To,
Mr. Jack Cohen
We are happy to inform you that you are chosen for post of HR professional. You have gone
through all round of interview. And you are hire for HR professional of Sainsbury. Salary which
is provided is 40k. Your date of joining is 9 sep 2020 and timing will be 10:00 am to 6:00 PM.
Your sincerely,
Michael Anderson
M5 Provide a rationale for the application of specific HRM practices in a work- related context.
It is important practices that help in achieve both objective of business organization.
There are different rewards administration practices adopted by selected organization for
increasing moral of subordinate at a higher level. Furthermore, there are different practices that
increase working efficiency in future period of time. And, it is assessing that application of
different kind of practices are required to adopt in most appropriate way.
D3 Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context.
The application practices impose positive effect on decision taken by business
organization. It is directly related with subordinate to take appropriate decisions of company/ the
application related to HRM practices imposes direct effect on moral of subordinate and taking
appropriate decisions during particular phase of time period.

CONCLUSION
From given report, it is assess that Human resource is the tactical approach which is
adopted by human resource manager of company for handling it staff member. This is connected
to handling all aspects related to recruitment, selection, offering training, remuneration and so
on. All activity related to human resource are emphasized on increasing efforts of subordinate in
respect of roles and also for responsibilities.

REFERENCES
Books and Journals
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Bresciani, S., Ferraris, A. and Del Giudice, M., 2018. The management of organizational
ambidexterity through alliances in a new context of analysis: Internet of Things (IoT) smart city
projects. Technological Forecasting and Social Change, 136, pp.331-338.
Dolan, J. and Rosenbloom, D.H., 2016. Representative Bureaucracy: Classic Readings and
Continuing Controversies: Classic Readings and Continuing Controversies. Routledge.
Johnson, S.J., Blackman, D.A. and Buick, F., 2018. The 70: 20: 10 framework and the transfer of
learning. Human Resource Development Quarterly, 29(4), pp.383-402.
Langhof, J.G. and Güldenberg, S., 2020. Servant leadership: A systematic literature review—
Toward a model of antecedents and outcomes. German Journal of Human Resource
Management, 34(1), pp.32-68.
Longo, F., Nicoletti, L. and Padovano, A., 2017. Smart operators in industry 4.0: A human-
centered approach to enhance operators’ capabilities and competencies within the new smart
factory context. Computers & industrial engineering, 113, pp.144-159.
Lusch, R.F., Vargo, S.L. and Gustafsson, A., 2016. Fostering a trans-disciplinary perspectives of
service ecosystems. Journal of Business Research, 69(8), pp.2957-2963.
Mone, E.M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Rinehart, J., Huxley, C. and Robertson, D., 2018. Just another car factory?: Lean production
and its discontents. Cornell University Press.
Zhou, Q. and Shipton, H., 2016. Making creativity an attractive option. In Human Resource
Management, Innovation and Performance (pp. 313-327). Palgrave Macmillan, London.