Benefits of HRM Practices for Organizational Profit and Productivity

This document discusses the purpose and functions of HRM, the strengths and weaknesses of different approaches to recruitment and selection, the benefits of HRM practices for both employers and employees, and the effectiveness of HR practices in terms of raising organizational profit and productivity. It also analyzes the importance of employee relations in influencing HRM decision making and identifies key elements of employment legislation and their impact on HRM.

Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................3
P2: Explain the Strength and weakness of different approaches to recruitment and selection...5
Task 2 .............................................................................................................................................7
P3: Explain the benefits of different Human resource management practices within an
organisation for both the employer and employee......................................................................7
P4: Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity.........................................................................................7
Task 3...............................................................................................................................................8
P5: Analyse the importance of employee relations in respect to influencing Human resource
management decision making.....................................................................................................8
P6: Identify the key elements of employment legislation and the impact it has upon HRM......8
P7: Illustrate the application of HRM practices in a work- related context, using specific
examples....................................................................................................................................10
1. Job Description:........................................................................................................................10
2. RESUME:..................................................................................................................................11
Interview question:.........................................................................................................................11
Job offer letter:...............................................................................................................................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is a process of controlling individuals and staff faculty of
department of the managerial field. It is a plan of action like recruiting, selecting, controlling the
individuals that provides training and improvement, performance classification, encouragement
and incentives and reward welfare. The primary goal of Human resource management is to
control the individuals for accomplishing the amended actions and achievement of goals in terms
of company. The management considered in this report is Sainsbury. The Human resource
executives and leaders have the overall social control to look their staff faculty and handle the
issues and problems that occurs in the organisation. The aim of Sainsbury is to provide a high
superiority of creation to everyone in inexpensive price. The organisation concentrates on
creating a strong goodwill and honour by providing terms of values of quality, religious service,
invention and belongings(Almajali, Tarhini, 2016) . The goals and objective of the organisation
is to create a business through pursuant that make the organisation at economic growth.
TASK 1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Purpose of Human Resource Management
The basic aim of human resource management structure in Sainsbury is to control total
demands and necessities of Staff faculty in the organisation. The management assist their
individuals to increase the efficiency of the management and arrange the procedures with the
group to accomplish the particular set of goals to initialise and control the faculty problems and
issues as well as they maintain the satisfaction of their individuals. The function are as follows-
 Fulfilling Staffing Needs: The basic aim of human resource management is to recruit the
skilled individuals for the vacant position in the management. They conditionally
informed the line of work duties, orientation and ascertain the knowledge and skills that
are required for that vacant post. The individual are viewed by additive credit checks, by
various tests and interviewing the individuals that will successfully accomplished.
Sainsbury's staff faculty also includes the transfer and content process for present
personnel staff(Armstrong, Taylor, 2020) .

 Compensation: It is a duty of Human resource management to pay the proper value to
the individuals in the organisation. Individuals are mainly considered with the salary,
they get remunerative as according to their job orientation. The HRM of Sainsbury that
evaluate it and makes the changes in pay roll composition by current way of direction in
recompense with the purpose as to provide an acceptable value to their individual. The
management also follows the respective laws while providing the remuneration and
visual compensation to the Staff faculty such as Fair Labour Standards Act.
 Performance Appraisal: Human Resource Management evaluates the respective
execution of an individual by taking adequate actions from their executives and
administrator. The management conducts the presentation sort of procedure and ensures
that every individuals realise the process and manner in the management. The individual
with influencing actions that receives honour on the basis of their plan of actions.
Functions of Human resource Management
The primary functions of human resource management are as explained below-
 Recruitment and Selection: Recruitment is a process of influencing various respective
individuals and motivates them for choosing for line of work orientation. As per the
matter of fact, recruitment means to allow the individuals for the vacant task of role,
analysing them and choose the adequate individuals as based on manner of job. The
HRM management of Sainsbury have to arrange and execute a adequate personnel plans
and policies before recruiting and selecting and they often know about individuals
requirements in the management(Berman, 2019) . Recruitment and selection is the
major procedure for the management as it reduces the various issues like unqualified and
unintended candidates.
 Training and development: By giving training and improvement of individuals is the
basic responsibility of Human resource manager of Sainsbury. This role of task that helps
the candidates to ensures their knowledge and performance by initialising their ability for
improving them. Training and development helps in encouragement and developing team
spirit and confidence in between the candidates.
 Managing relationship among employees: The Human resource management of
Sainsbury should control the flourishing and symmetrical relations between people so
that both the individuals and leader become effective in achieving the goals of the

organisation. The candidates are the keystone of the organisation so it is important to
create a good relations between the individuals and the staff faculty.
P2: Explain the Strength and weakness of different approaches to recruitment and selection
 Recruitment: Recruitment is a process of filling the vacant position in the management
by measuring the outlook as the talented and well- qualified candidates for increasing the
efficiency and development of the management(Bifulco, 2016).
Strength of recruitment: The strength of recruitment is represents that it influenced a higher
qualified candidates for increasing the profitability and productivity ratio of the organisation.
This process helps them to find out the right person for vacant job in the management as per their
efficiency.
Weakness of recruitment: Recruitment process is not an easy act for attracting the adequate
person. Sometimes an individuals are got chosen selected are not the right one for the job
position. Recruitment process is a perverse process which make it eliminate an individual by
replicate the summary and resume of them.
There are two types of recruitment like, internal recruitment and external recruitment:
Internal recruitment: This type of recruitment means that when the management fills the
vacant place in the present personnel. As to it they invite the individuals from inside and got
hired them internally. The techniques of internal recruiting are promotions, transfer, employee
recommendation and many more.
Strength of Internal Recruitment:
Internal recruitment is time consuming by manage the way of executives and also they
have their proper line of terms. This techniques is cost effective because it will not includes
resume viewing, posting, conducting interviews training and short listing of nominee.
Weakness of Internal recruitment:
The weakness of internal recruitment is that they have not unlimited roles and manner as
per placing the individuals for job point. It increases the training and developing cost for present
individuals that will also needs a activity for the new job manner.
External Recruitment: External recruitment is a procedures of hiring the individuals from
outside the management (Breidbach, Brodie, 2017). The technique of external recruitment is
relates with advertising, enlisting, line of work fairs, interns and many other sources.

Strength of External Recruitment: By such external recruitment, Sainsbury gets the top- quality
of staff faculty with new abilities and knowledge. It spread out the range and they also
influenced the adequate individual with fresh expert.
Weakness of External Recruitment: As this process engaged the wrong individuals which are
not able for the job component. External recruitment asserts a broad level of cost from Sainsbury
as they want to place it on different situation for the demand of personnel faculty. It is also a time
consuming role of task in the management that the manager have to views the hundreds of
resumes to select the adequate individual for the line of work(Choubin, 2019).
 Selection: Selection is a procedure of selecting a adequate individuals to fill up the
vacant position. That also refers to pass judgement to unsuitable and suitable candidates
and choose the best individual with complete statement and abilities to fill the vacant job
post and this make it more effective.
Strength of selection: Selection process ignores the disposition while selecting the individuals
and it also take off the candidates who are not having a knowledge, ability and quality. It also
helps to measure the various individual as per to their work knowledge, education, experience,
etc.
Weakness of Selection: The Selection process also have disadvantages that it will not present a
clarity of overall situation of the individuals and as well as it does not have guarantee of their
assure. Sometimes the management may not select the right person for the job this will harm the
management and their operations.
Selection Approach
Interview: For selecting the suitable individual for the job position the interview session
should be conducted. It is prepared to gathering the content through various process.
Strength of Interview: The strength of interview is to roll up the basic and primary by interview
procedure. It also helps to build up a link between the interviewee and interviewer.
Weakness of Interview: As it is a partial procedure that represents the written test which is more
important than interview. A state of confusion may also develop between the candidates and
interviewer as because there is no information of what will discussed at interview in the
management.

Task 2
P3: Explain the benefits of different Human resource management practices within an
organisation for both the employer and employee
The advantages of human resource management exercises in Sainsbury are as follows:
 Security to candidates: The basic sections for the candidates is one of the advantages
that is supported by the Human resource management. The safety of candidates is also
salutary for the management to continue the task in the management. The staff faculty
should provide a correct line of work security to their candidates by which they perform
their task with productivity and profitability. As there is link as between them so that
after their task they will go their place and manage their time with their family.
 Resolve issues: Human resource management assist to control the issues and problems
between the worker and leader. The human resource faculty of Sainsbury acts as a
intermediator and that will figure out the issues by appointing proper result. As when
there are executives and individuals in administration than the issues might raises due to
various intellect, as the flushed relation can also have disagreement due to discontent or
disagreement (Fan, 2021).
 Improving Turnover: Human Resource management of Sainsbury should amends the
candidates turnover rate to high the turnover just to bring it down the goodwill and total
efficiency of the organisation. The management would be broad about the values and
status as it also set up to specify those values and status to change the employee turnover
rate.
P4: Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity
The basic section of different human resource exercises as in terms of increasing the profitability
and productivity ratio of an organisation that are as follows-
 Reduce Turnover rate-
Human resource administrator choose the adequate candidate for the line of work that is genuine
for their business which increases the candidates that has been stuck for a longer interval of time.
It will reducing the individual turnover rate is particularly essential for the management as it is

expensive for them to get exchange for the candidate. It helps in reducing employee turnover that
will increase the earnings by which they don't want any other individual for job position.
 Training and Development-
By providing adequate training and development to the candidates their skills and abilities will
increase and they can manage any task with calmly and patiently which leads to ensures the
productivity of Sainsbury. If individuals present their result as in respect to the profit of the
company hence, it will also increases (Ostroff, Bowen, 2016) .
Task 3
P5: Analyse the importance of employee relations in respect to influencing Human resource
management decision making.
 Employee Relations: In every organisation individuals shares their relationship with
other individuals. As maximal time individual spends in the organisation with their
subordinates. No one can perform their task without supervision that proves their healthy
and good relationship with other subordinates in the organisation as it also manage by
such they successfully achieve their task. Sainsbury should maintain the liable relations
between the individuals as their will be growth in the task.
 Importance of Employee relations-
The importance of employee relations in respect to attracts the Human resource management and
decision making that are as follows-
Increased Productivity: Good relationship among the executives and subordinates may lead to
growth in profitability ratio of Sainsbury. It is also about relationship between executives and
individuals that feels satisfied and they are more productive at their task. Human resource
administrator should take suitable judgements to creates a good link in between the superior and
faculty.
Increase loyalty: It increase faithfulness that is an important thing to encourage the faith between
the individuals. It is an essential to change the loyalty between the executives and handler if
loyalty crimps there will the chance of holding of individuals as it also increases which helps of
the organisation in extended effort.

P6: Identify the key elements of employment legislation and the impact it has upon HRM
It is very much necessary for an organisation to follow the laws of government and work
as per the rules, regulations and protocols. If any business violates or misuse these rule then they
have to bear loss and can be penalised for doing so. There are various laws which are
Remuneration Act, Gender Discrimination Act, Health and safety Act etc. If the organisation
follows the rules than it will create a happy and healthy environment within the company.
Employees may also find comfortable and satisfied while working in a positive environment.
The laws and legislation are discussed as below:
Remuneration Act 1976: The law states that there should be equal and fair wage or
salary paid to their employees. There must be no discrimination on basis of caste,
gender,personal relations etc. the company need to pay according to their pay scale and
calibre so that employees doesn't feel discriminated. If a company do so the employees
and staff has rights to file complaint and take legal action against the company, then
government can take action for the same. Aston Martin,HR pay fair and equal
remuneration to employees depends on their pay scale, and work they are performing, of
different levels and department. So that everyone must receive the amount they work for
and they work there with full satisfaction and enthusiastically(Storey, 2016) .
Gender Discrimination Act 1984: This laws discuss about that management of an
organisation must treat their employees equally and give equal or required liberty,
freedom to their employees. There must be no discrimination between men and women,
both should be considered same at their workplace and treated equally. Management must
give equal opportunities and incentives to male and female employees, based on their
working performance. In context to the chosen company, Aston Martin HR manager treat
their male and female employees equally give them equal opportunities, handle and solve
their chaos and other issues related to their professional world too. So, that they can feel
that company is conscious for them and they are treating them in equal manner.
Health and Safety Act,1974: This law states that management must ensure full safety
sand security to their employees so that their employees and other staff members feel safe
while working in the organisation. Aston Martin provides health safety and security to
their employees by providing cab services to their employees who are working in the
night shift so that they don't feel unsafe. For their health safety the organisation provides

hygienic and sanitised environment, give health insurance,first aid services and job
security to their employees so that all these can maintain trust and ensure satisfaction
among employees and they can continue their work without any worries.
P7: Illustrate the application of HRM practices in a work- related context, using specific
examples
Job description: This represents to the statement of the activity that relates to the job and it can
be task duties, work responsibilities, social control, requirements operational working
surrounding, proper timing are mentioned. It featured about the function and manner by which is
acts by the chosen group of an individuals after linking with the management(Wiersema, Bird,
2017).
Job analysis: As per to the respective term and field which measures the line of work that
collects primary and mandatory details of their individuals for about the nature, quality, role
duty, ability and demands about the line of work.
1. Job Description:
Job designation: Marketing manager
Company's Address: Sainsbury, UK
Job role: The primary function of marketing manager is to conduct interview, consultation,
interrogation, recruit, select actual individuals for concentrate on individuals growth and
improvement and control the public presentation and execution of group of individuals.
Qualification Required:
 A bachelor's degree in Bachelor's of Business Management
 Post graduation in human resource specialisation
 Diploma course if pursued
Knowledge requirement of the job:
 Have well skills and deep knowledge about operations of marketing manager payroll
process.
 Should conscious with the regulation and laws that relates to marketing management.
 Should know how to make mutual sessions and meeting for conducting training and

development curriculum.
Required mandatory skills in an individual:
 Effective decision making
 Have good interaction and communication abilities
 Budgeting skill and knowledge
 Line of work growth and development good training abilities
2. RESUME:
Dear Harry
Address: XYZ STREET, London, United Kingdom
Phone no: 12 123 1234 1234
Aim and Objectives: To work in a notable management structure which gives opportunities
and responsibilities to setting my abilities and marketing manager exercises and assist in career
development and personality growth that will increase more skills and abilities in the marketing
manager field.
Work experience:
Internship in marketing management field in ABC organisation system for 5 months.
Worked in marketing management department for 1 year.
Qualification:
 Graduation in Bachelor's of Business Administration
 Post graduation in marketing management specialisation
Interview question:
 Tell us about your personal and professional area
 what are your strength and weakness in context to your profession?
 How you will manage workload under pressure?
 Tell us about the job profile what are the key responsibility areas?

Job offer letter:
Dear Marsh Patrik.
We are delighted and very happy to communicate you that you have been chosen for the
designation as marketing manager in our organisation.
Key responsibilities fields:
 Monitor the task and terms of individuals to conduct training and development and
growth related programmes on regular basis.
 Determine and measures the demands and necessities that has expected from
individuals in the company.
Reporting to: Marketing Manager
Basic salary: $30000000 annually
Working hours: 11:00 a.m. - 6:30 p.m.
CONCLUSION
From the above report it is been concluded that it is HR plays a very important role in the
business operation. As a marketing manager it is been noticed that the employees feel satisfied
and maintain good relation between each other. The superiors,helps, motivate, appraise the
performance of employees so that they can work efficiently. The company has a healthy and
friendly environment at their workplace, managers manager and allocate the work properly make
them understand important things, company's goal clearly. This creates less disputes in
organisation and the management has full transparency, treat everyone equally abide with laws

of the government following rules and regulation and include their employees in important
decision-making and take their suggestion. So all this make employees motivate increase their
morale, efficiency, productivity, improves performance,develops their skills and thus this all
leads to maximise their profitability.
REFERENCES
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conceptual foundations and research directions. Journal of Service Theory and Practice.
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discriminant analysis, classification and regression trees, and support vector
machines. Science of the Total Environment, 651, pp.2087-2096.
Fan, C., and et.al., 2021. Disaster City Digital Twin: A vision for integrating artificial and
human intelligence for disaster management. International Journal of Information
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Ostroff, C. and Bowen, D.E., 2016. Reflections on the 2014 decade award: is there strength in
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214.
Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.
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heterogeneity, individual dissimilarity, and top management team turnover. Academy of
management Journal.