Significance of Employee Relations in Decision Making Process

This document discusses the significance of employee relations in influencing the decision making process in HRM. It explores the key elements of employment legislation and their impact on HRM decision making. Additionally, it covers the application of HRM practices in an organizational context.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION...........................................................................................................................4
LO 3.................................................................................................................................................4
P5 Significance of employee relations in influencing decision making process.........................4
P6 Key elements of employment legislation and its impact on decision making of HRM.........5
Lo 4..................................................................................................................................................6
P7 Application of HRM practices in organisational context.......................................................6
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................8

INTRODUCTION
Human resource management is the process by which an organization performs various
kinds of functions based on working of an organization. Such management helps in managing of
employees and employer relationship with the help of legislation used for such purpose. The
organization taken is Sainsbury.
LO 3
P5 Significance of employee relations in influencing decision making process
Human resource department is the department which is important for taking decision
within an organization over various kinds of process taking place within it. In this term of
operations, implementation of legislation, compensation of employees and many more elements
related to an organization is covered. But for making decision to be effective HR manager holds
responsibility over maintaining effective communication with developing relationship with
different departments. This makes direct impact to be formed of HR department within an
organization like Sainsbury. Further in addition to this HR manager holds responsibility over
maintaining effectiveness within making information circulated more effectively. HR manager is
required to make changes done within management of Sainsbury (El-Ghalayini, 2017).
Still Sainsbury lacks sustainability in relation of its employees which can be improved
through various kinds of things which is required over making management done in more
effective manner. Further some methods have been suggested over improving relationship which
has been explained as follows:
 The HR manager of Sainsbury requires to provide fair treatment to its employees at
workplace by forming of cultural equality and stop practising biasness within in the
organization.
 Employees should be rewarded timely by Human resource manager upon any kind of
extra effort put by them. This makes boosting of employees towards work and improves
work efficiency.

P6 Key elements of employment legislation and its impact on decision making of HRM
Human resource department is that department in which holds importance in a way that it
is able to perform operations in more organized manner. In this various kinds of strategies, plan
and policies is covered that makes organization like Sainsbury develop itself in faster and better
manner (Ghouri and et. al., 2020). In order to make such policies more impactful HR manager of
Sainsbury is required to formulate its policies as per existing law related to corporate world
which has been explained as follows:
 Health & Safety law:- These are one of the most important laws that has been used in
order to make sure that safety of employees is been maintained within working place.
The laws are implied for making employees attain safety regarding any kind of health
issue accruing to them at workplace. It has been influencing an organization like
Sainsbury in a way that guidelines of the act makes some important points marked that
helps in enhancing more feasibility within health regulations of an organization like
Sainsbury.
 Anti-discrimination Law:- They are the laws which is been formed over avoiding of
any kind of discrimination caused within an organization on basis of gender, age, race
and colour. The laws are able to influence HR in a way that they are required over
making policies according to discrimination laws which makes working of employees
done with diversity and equality. It is been covered within Equality act 2010. Through
these laws HR of Sainsbury is able to makes employees feel trustable by developing
strong relationship between which increases profit and revenue generation (James, 2017).
 Contract Laws:- These are one of the most important law which helps in forming of
agreement and shaping them within contract. Such laws have been formed with the help
of elements which has been used in formation of contract. It impact transaction of
Sainsbury related ton money.
Lo 4
P7 Application of HRM practices in organisational context
Human resource manager holds responsibility in relation to various kinds of activities
taking place in an organization(Johansen and Sowa, 2019). It helps in achieving of goals and
objectives for an organization like Sainsbury. Some main practices of HRM has been given as:

JOB SPECIFICATION
Organisation: Sainsbury
Job title: Assistant HRM
Qualification:- MBA in HR
Essential Criteria:
 Should be having capability of performing operations in more effective manner.
 In this adequate knowledge is required in relation over marginal concept and legislation.
 Capability over dealing with difficult situation in more effective manner.
Desirable Criteria:
 3-years of experience
 Good communicational skill
JOB DESCRIPTION
Organisation: Sainsbury
Department: Assistant Human resource division
Job Title: - Assistant HRM
Job location: London
Job summary
Organization has been seeking candidate having skills and capacity in relation over Human
Resource Management.
Role: -
Formulation of policies and operations performed.
Organizing training programs of employees.
Management of ethics in its practices.
Compliance of laws regarding organizational operations.
CURRICULUM VITAE

Name: - Stella John
Address: - 28rd street, West-side lane, London
Phone No: - 142516348
Career objective: For perusing of career within an organization where opportunities can apply
skills for developing them.
Educational Qualification: -
 BBA
 MBA
Experience: 2 year working experience in retail firm.
Declaration:
I hereby declare that all above information presented by me are correct as per my knowledge.
Date:
Place:
CONCLUSION
From the above discussion it can be concluded that human resource management is the
process by which an organization manages work for achieving goals and objectives in
appropriate manner. In this file things covered is based upon HRM and various aspects related to
it.

REFRENCES
Books and Journals
Baran, B.E., Filipkowski, J.N. and Stockwell, R.A., 2020. Organizational change: Perspectives
from human resource management. Journal of change management, 19(3), pp.201-219.
Braga, B.M and et. al., 2018. An institutional approach to ethical human resource management
practice: Comparing Brazil, Colombia and the UK. Journal of Business Ethics, pp.1-20.
El-Ghalayini, Y., 2016. Human resource management practices and organizational performance
in public sector organization. Journal of Business Studies Quarterly, 8(3), p.65.
Ghouri, A.M and et. al., 2017. Enhancing business performance through green human resource
management practices: an empirical evidence from Malaysian manufacturing industry.
International Journal of productivity and Performance management.
James, P., 2016. Total quality environmental management and human resource management. In
Greening People (pp. 35-48). Routledge.
Johansen, M.S. and Sowa, J.E., 2020. Human resource management, employee engagement, and
nonprofit hospital performance. Nonprofit Management and Leadership, 29(4), pp.549-
567.