Unit 3 - Human Resource Management

This document provides an overview of Unit 3 - Human Resource Management, covering topics such as the meaning, purpose, and function of HRM, approaches of recruitment and selection, HRM practices, and their effectiveness in raising profitability and productivity. It also discusses employee relations and the impact of employee legislation on HRM.

Unit 3 - Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Meaning, purpose and function of HRM..........................................................................3
P2 Approaches of recruitment and selection..........................................................................5
TASK 2............................................................................................................................................7
P3 HRM practices...................................................................................................................7
P4 Effectiveness of different HRM practices to raise profitability and productivity.............7
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
P5 Employee relation with relation to influencing HRM decision making...........................8
P6 Main factors of employee legislation along with its impact on HRM..............................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices........................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Human resource management is a part of management which deals with recruitments, selection,
development, performance appraisal of employee etc. This function play important role in
managing all activities of company (Stewart and Brown, 2019). Following report is based on
Sainsbury firm that was founded by John James Sainsbury in 1869. This company has second
largest chain of supermarket within UK. This assignment cover discussion about meaning,
purpose and function of HRM along with approaches of recruitment and selection. Further,
includes discussion about HRM practices and effectiveness of different HRM practices in order
to enhance the productivity and profitability of company. Also depicts significance of employee
and employer relation at workplace. Lastly there is explanation about application of HRM
practices within organisation.
PART 1
TASK 1
P1 Meaning, purpose and function of HRM
Overview of company: Sainsbury has the second largest chain of supermarket within UK
and founded by John James Sainsbury in 1869. They serve their services across the globe and
have 1500 shoes throughout the world. This organisation become the largest retailer firm of
grocery in 1922. They have good image in market because of their strategies related with
employees and quality of products.
Meaning of HRM: HRM holds Human which refers skilled workforce, resources tends to
limited availability and management means effective utilisation of limited available resources.
This is also a part of management which effectively manages all function and activities of
company for the accomplishment of organisational goal within small time frame. It has been
found that it is both arts and science in nature and a continuous process for forming effective
team within company (Soltis, Brass and Lepak, 2018).
Purpose of HRM for planning and resourcing of employee within company:
Main aim of HRM department of Sainsbury Company are as follow:
Recruitment and selection: Human resources management team plays vital role in order
to maintain the structure of company. Under this they effectively devise strategies related with
the recruitment and selection of highly skilled, experience and potential candidates. So that they

will able to accomplish their goal and touch the heights. HRM department of respective company
conduct number of innovative and advanced techniques to hire candidates in firm.
Maximizing productivity and profitability: To maximize the profitability of company, it
is vital to maintain the turnover ratio of employee. This can be done with the help of
encouragement, motivation. As well as by providing some financial benefits to employee. In
context of Sainsbury, they encourage and motivate their staff members so that they will feel
motivated and able to reach long term goal easily.
Function of HRM:
HRM department of respective firm perform both operative and managerial function that are
discussed below:
Managerial function are performed by senior executive of company for effectiveness and
efficient. Some function are as follow:
Planning: This is initial process in which objective and goal are set by manger and policies/
strategies are devised by management team so that they have proper path to accomplish the set
goal.
Organising: This tends to proper allocation of all limited resources that are available within
company. As well as management team assign roles, responsibility to all employee so that they
have clarity and engage towards task. Respective firm assigned role as per specification and
qualification of candidates.
Directing: To perform better, subordinates motivate and guide their employee for the
betterment of organisation (Flynn, Valentine and Meglich, 2021).
Controlling: This is the process which evaluate performance of employee and compare
with set gaol to assess the gap performed and actual norms.
Operative function are those function which are allocated to different departments within
company. Operative function in context of HRM department of Sainsbury as follow:
Procurement: HR manger selected those people who have ability and potential to perform
specific task. Significant company take pool of individual for selecting appropriate candidate for
right position.
Performance appraisal: Sainsbury’s manager encourage and motivate their staff for
reducing turnover ratio and improving retention of employee.

Employee relation: Positive and healthy working environment leads to maximization in
productivity and profitability. This is mange by HR manger and give fair & equal remuneration
to all people. It remove J factor in between employees.
P2 Approaches of recruitment and selection.
Recruitment and selection are considered as important function within company and that is
performed by HR manger. This is associated with the procurement of eligible candidate for the
vacant seat of company.
Recruitment: It is a process that is related with hiring of employee when there is need of
human resource happen in company. It basically reflects searching of potential people who are
capable to perform operation of company in efficient manner and full fill the vacant designation
of organisation.
Types of recruitment:
Internal recruitment- This is the process where candidates of company are transfer or
promotion within company in order to fill required vacant position. HR department of selected
firm use this technique for saving time and cost factor that are required to hire from outside
(Carbery and Cross, 2018).
Strength: There are number of benefits that is associated with internal recruitment as if
entities of Sainsbury carried out external hiring they would occur lot of expenses as well
consume lot of time and that can be saved from this method of recruitment. It support in
improving the efficiency of company.
Weakness: Sometimes people are not feeling happy while transferring from one place to
another and feel dissatisfied and resentful if any employee got promotion, they also desired and
this affect the productivity of company.
External recruitment- This is the opposite process of internal recruitment in which
candidates are not recruited from firm even from outside of company. These potential candidates
are synchronised for vacant position. Thereafter number of test are organises for choosing best
personnel.
Strength- Respective firm believes in external recruitments as it gives them opportunity
to chosen that candidates who fit for opting innovative and advanced technologies and have
knowledge related with that. External recruitment is a sources of hiring talented and skilled new
employee to organisation.

Weakness- Sainsbury Company have complex organisational structure due to large in
size. Thus, a new joiner take time to settle in their working culture which tends to increment in
boarding time and that cannot be effectively reduced in recruitment (Chaudhary, 2019).
Selection refers to final stages where final decision of hiring after organisation of all
suitable test are taken by HR manger. It scrutinize all candidates and selected the best one for
company.
Approaches of selection:
Various number of approaches are available for manger related with selection and few are
mentioned below, with their strength and weakness:
Preliminary screening: This is a screening process and carried out from all application
that are applied for vacant position. It is conducted by number of ways like minimum education,
qualification, minimum age criteria etc. If employee are not meeting with required criteria, they
got precluded at this point only.
Strength: This saves lot of time and gave clarty to all manger of Sainsbury about
necessary requirements of human resources in company. It discourages those people who are
trying to hide necessary information under some veil.
Weakness: Sometime those candidates face rejection who are more capable than selected
one as it is totally depends on personal judgment of Sainsbury manger and sometime they might
also go wrong.
Personal interview: This procedure assessed the extent of knowledge, skill and
experiences of candidates. This is conducted by interviewer who ask question to applicant and
take decision afterwards on their behaviour attitude and knowledge (Brewster, Mayrhofer and
Farndale, 2018).
Strength: Sainsbury is a largest organisation and need to form strong bond with
consumers therefore they cannot take chances of hiring wrong candidates that are not capable. So
it is vital to check their communication skill.
Weakness: This is very time consuming process and manger will judge in short span due
to which sometime they left some skilled employee.

TASK 2
P3 HRM practices
Underneath are some activities that are performed by HR manager in order to attain healthy and
relation among employee. These are advantageous for both employee and employer:
Reward management: This is a process that is related with remuneration, compensation
and benefit that are availed by employee. These rewards are two type intrinsic refers to
intangible rewards like encouragement of best employee of year and another is extrinsic, that
means tangible rewards like bonus, incentives etc. All these act as motivation factor as resolute
by Maslow’s theory of motivation.
Benefit to employee: Sainsbury’s manger provides equal and fair remuneration to all
employee and that gives satisfaction to all employee further it tends to low turnover ratio.
Benefit to employer: Equal and fair remuneration offer to all employee attract more
capable and qualified candidates and contributes in gaining better efficiency from workers
(Banfield, Kay and Royles, 2018).
Performance management: This is a continuous process of communication in between
employee and management in order to monitor their performance like they are following right
direction or not. In context of Sainsbury they obey so many approaches to measure performance
such as MBO, 360 degree management etc.
Benefit to employee: With the assistance of this, personnel get clarity about whom they are
answerable and accountable in order to accomplish the desired goal. Further it gives job
satisfaction to them.
Benefit to employer: It help entities in order to retain capable and good employee if they
carried out effective communication with them on regular basis. This removes fence of
communication in between employee and employer.
P4 Effectiveness of different HRM practices to raise profitability and productivity.
Performance management: It tends to an iterative process that is conducted by Sainsbury
aligning individual objective with organisational objective. It comprises four components, i.e.
goal setting, communication, communication, observation and evaluation. All these mentioned
components helps management team to evaluate performance and organised employee (Word

and Sowa, 2017). If they continuously check their performance, then it leads to better
formulation of strategies and improves productivity and profitability.
Rewards management: It is a process that set rules and on that basis performance of
employee will be compensated. Aim of condition of this process is to provide fair and equal
compensation to all employee who are contributing same in company. This is an effective tool
that assist entities to meet their desired goal. Primary motive of all employee while working in
any firm is to earn money for filling their needs and requirements. Effective strategies/ policies
related with reward management support Sainsbury’s manager to retain their good and capable
employee by providing the job satisfaction.
Training and development: This is the process that is related with the improvement of skill,
and knowledge that are required to perform task in company. It is a process that makes employee
familiar with their job role and task as well as make them adjust in working culture. Training
organises for newly appointed candidates and development for existing staff (Santhanam and
et.al., 2017) (Berman and et.al., 2019). This process help company to opt all new and advanced
technologies that help them to compete with competitive world. This ultimately improve
productivity and profitability of company.
PART 2
TASK 3
P5 Employee relation with relation to influencing HRM decision making.
Successful efforts that is put by company in order to create healthy and positive relation among
employer and worker implies to employee relation. For growth and development of company is
vital to maintain effective, positive and healthy working environment for the employee so that
they will able to perform their task efficiently and effectively. It comes from HRP that design
and plan activities for workforces. Sainsbury devise effective strategies to maintain positive
working culture as well to maintain good employee relation. This helps them to resolves
conflicts among employee. Some are as follow:
Grievance: This process is associated with taking feedback from all employee within
company. It should be in anonymous form so that conflicts will not arise. In this, employee will
gives their reviews about problem that they are facing while working task (Armstrong and
Taylor, 2020). Thus executives will able to remove their problem and help them in attaining

goal. Sainsbury opt this method and involve their employee in decision making process and their
view points while execution of plan. This overcome disputes and maintain positivity.
Collective agreement: Respective firm allot different task, role and authorities to all
personnel within firm it bring coordination as all task or function of company are interrelated.
Hence, they will effectively trade their business in union form.
There are n number of approaches in order to maintain employee relations such as
encouragement towards change management, dynamic nature, flexible towards working hour,
employee consultation etc. all these develop good strong bond among employee and employer.
P6 Main factors of employee legislation along with its impact on HRM
Employee legislation comprises all laws that are associated with employment such as labour
relation, benefits entitlements, pay equity, working hours, health and safety of employee etc. it
creates a strong bond in between employee and employer and consist all rights that are meant for
employees. Some legislation with relevance to Sainsbury are as follow:
Equality act 2010: This act was proposed by government with the aim of protection of
employee from any sort of harassment and discrimination within company. It is important in
company to provide equal opportunities and right to all employee who are at same position. This
create healthiness in working environment which is good for employee.
Health and safety law 1974: As per this law, the primary responsibility that need to be
performed by HR manger is to provide safety and security to employee while performing
function in organisation. This assist company in maintaining turnover ratio of employee as they
are more engaged in task and have health insurance safety within company. Respective company
guarantee that all individual are feeling safe while working and follow all safety measures that
are aligned for them (Chelladurai and Kerwin, 2018).
Data protection act 1998: This law is associated with safeguard of employee data who are
performing in company. There will be no outflow of personal data and information of staff
member. Management team of Sainsbury assure that their private data will be confidential.
Its effect on HRM decision making:
It became essential for manger to maintain effective relation among employee as it
directly affects profitability and productivity of organisation. Therefore, there are number of
employee legislation that need to be opt by all firm for smooth running of business operation.
The above obstinate employee relation are opted by respective firm to accomplish long term

objective. If the relation among employee and employer are not good then it negatively influence
the decision/ strategies of company and create conflicts.
TASK 4
P7 Application of HRM practices
Job advertisement for placing and designing
To fill vacant position, Sainsbury firm use advertisement and that is mentioned below:
Job Advertisement
Required marketing manger
Marketing department
Applicants are required for position of marketing manager
Significant skill essential in interested candidates
 Graduation with minimum 60 %
 Work experience of 1-2 years
 Have effective knowledge about promotional activities.
 Have good leadership style to manage team
Time scale
Invitation of applications 10 – 15 February, 2021
Scrutinising of applications 16 February, 2021
Date of interview for shortlisted candidates 17 February , 2021
Job description:
Important requirement for vacant position of company are as follow:
JOB DESCRIPTION
Name of organisation: Sainsbury's
Department: Marketing management
Designation: Marketing manager
Job summery
A potential and responsible candidate who have ability to manage all activities within
marketing department as well as have ability to effectively optimize all limited resources of

company.
Role :-
 To effectively conduct promotional activities.
 To make budget for marketing campaigns
 To prepare sales and advertising agencies
Person's Specification
Specification of person
 Position: Marketing manager
 Division: Marketing
 Keys:
Application form, (I): Interview, (R):Role
Attributes Requirements Desired
Experience & qualifications  Graduation with
minimum 60%
 Specialisation in
marketing.
 Experience of 1-2
years
 To prepare sales and
advertising agencies.
Qualities 1) Fluent English
2) Have knowledge about
promotion.
3) Conduction of
promotional activities
Curriculum vitae:
David John
Address: 15/146, ZXY Street, London, UK.
Contact Details: 00647- 87685
Email Id: [e-mail]
Career Objective: To work with well-known and established company where I can use my
skill and help company in gaining growth and development.

Work experience:
Worked in clothing store as marketing manager for 1 year.
6 month trainee under Marketing manager.
Qualification Required:
Bachelor’s degree in Business administration
Master’s degree in marketing.
Interview question:
After screening of applied candidates, last step of selection is interview process and that is
required some question which are as follow:
1. Give me a brief introduction about yourself.
2. What are your strengths and weakness that assist you to perform function within firm?
3. Do you have any job experience?
Job offer:
This tends to a confirmation, once a candidate got select, will be sent to selected
candidate.
Offer letter of job
Mr/Ms, Last Name
Address
City, State Zip Code
Dear Mr/ Ms Last Name,
We are glad to notify you that you have been selected for position of marketing manager in our
firm. You completed your all round successfully. Therefore we are offering to an opportunity to
oblige your skill and knowledge in our organisation.
Role & Responsibilities:
 To effectively conduct promotional activities.
 To make budget for marketing campaigns
 To prepare sales and advertising agencies
Date of joining : 18 Feb, 2020

Working Hours : 10:00 AM to 6:00 PM
Salary : $ 20000 per month
Compensation benefits: Accommodation, transportation, food facility with medical insurance.
If you made your mind then Kindly revert us on provided mail Id for conformation. Also if you
have any doubt, then feel free to ask on given contact number.
HR department
Sainsbury's
Signature______________________
Date---------------------------------------
CONCLUSION
From above discussed report it can be concluded that HRM plays vital role within company
as they are responsible for recruiting effective employee, performing number of faction that help
company to improve productivity and profitability. For this they have to design effective
strategies and maintain healthy/ positive working environment for accomplishing organisational
goal. They face certain challenges while managing the culture and that will be overcome by
opting legislation which are imposed by government for the same.

REFERENCE
Books & Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M., and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Chaudhary, R., 2019. Effects of green human resource management: testing a moderated
mediation model. International Journal of Productivity and Performance Management.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Santhanam, N., and et.al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management Annals, 12(2),
pp.537-573.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Word, J.K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook:
From theory to practice. Taylor & Francis.