Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 P1. Purposes addition to functions of Human resource management..........................................1 Approach to workforce planning, reward system along with performance management...........2 P2. Strengths together with weaknesses of recruitment as well as selection approaches............3 TASK 2............................................................................................................................................5 P3 Advantages of HRM practices in the establishment for both the employer & employee.....5 P4 Evaluation of Human resource management practice effectiveness in increasing the revenue of the business................................................................................................................6 TASK 3............................................................................................................................................7 P5 Need of employee relations in influencing decision making in HRM...................................7 P6 Employment laws...................................................................................................................8 TASK 4............................................................................................................................................9 P7. HRM practice application......................................................................................................9 CONCLUSION..............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION Human resources are key assets of any business concern. Human resource management is primarily known as strategic approach which manages organisational personnels effectively which contributes in attaining profit advantages (ARMSTRONG and TAYLOR, 2014). It is the key responsibilities of human resource management professionals to manage human capital addition to emphasising towards implementing various plans, processes, policies and programs to avoid any type of workforce shortages and retaining personnels as well as meeting operational requirements at work premises.To understand the concept of human resource management in deep manner, Sainsbury is chosen which is among the largest supermarket chain performing workings within retail sector. The report comprises functions and purpose of HRM, distinct approaches related to selection as well as recruitment, benefits of HRM practices along with effectiveness. It further analyses significance of employee relationsaddition to employee legislation elements. At last, various HRM practices are applied in work context of organisation. TASK 1 P1.Purposes addition to functions of Human resource management. Organisational overview: Sainsbury was established by John James Sainsbury in the year 1869. The headquarters of the business concern at located at Holborn, United Kingdom. Products of the entity are available at superstores, convenience shops, hypermarkets, high street shops, forecourt shops and supermarket. It is popular as among the top supermarket chain having 15.3% share of overall retail industry. HRM's purpose and functions Human resource management involves practices to handle human capital in formal as well as organised manner within the work premises. It helps in enhancing personalities, improving skills addition to developing creative abilities that further contributes in improvement of work caliberity. Thescope of HRMis extensive due to involvement of aspects including industrial relations, managing personnels and employee welfare (HRM scope. 2019). Personnel aspects involves workforce planning, hiring, training, remuneration and productivity. Industrial aspects associated with joint consultation, dispute settlements, union management relations and collective bargaining. Welfare aspects includes medical assistance, recreation facilities and working conditions. 1
Purpose of HRM: Human resource management serves the purpose of assisting managers by following legislations addition to programs that helps in achieving objectives and effectively managing all the workings of company. At Sainsbury, the purpose of HRM is to plan strategicobjectives,programsawellasimplementingprocedureswithstrategies accordingly. Other HRM purpose is to design programmes for selecting required manpower addition to develop existing personnels with their working ways. For this, managers of Sainsbury plans workforce requirements in context to job statements that further lead the business towards achieving set targets. Functions of HRM: Recruitment and selection:This function is related to attracting, screening and selecting capablecandidateforvacantposition.Thepurposeofsuchfunctionatselected organisation is select knowledgeable as well as capable candidate who can help in achieving set objectives in effective manner. The role addition to responsibility of the function is to reduce numerous organisational costs by rejecting or firing unproductive addition to incompetent workforce (BACH and EDWARDS , 2013). Employee relations:Organisational employees are considered as main pillars who must be treated fairly. It is important for HR professionals to build effective relations with workforce so to improve coordination together with interactions that improves business productivity. Purpose of existence of the function at Sainsbury is to maintain healthy relations at workplace so to complete the workings in unified, organised and systematic manner without any hurdles. Role and responsibilities of management team in context to managing relations are to organise various events that enhances communication between personnels which motivates them to work in comfortable manner at the time activities are performed. Approach to workforce planning, reward system along with performance management Workforce planning:It is characterised as ongoing procedures that ensures that business posses existing addition to future human capital access that are required at organisation to perform effectively. By followingcompetency approach, Sainsbury 2
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managers can acknowledge as well as identify requirement of distinct competencies which will help in aligning business objectives and targets with success. Reward system: Such system is related to selecting distinct kinds of rewards that can motivatepersonnelstoworkwithfullerefficiencyandresultsindeliveringbest performances. By followingincentive approach, management professionals of selected firm provides incentives to employees according to their performances that motivates them to carry out functions, duties and operations in productive aspects. Performancemanagement:Theconceptistermedtoproceduresresultsin identification,measurementtogetherwithdevelopmentofworkrelatedaspectsof personnels (BRATTON and GOLD, 2012). It is a management technique which benefits managers to monitor as well as evaluate per romances or work of employees and whole organisation.ComparativeapproachhelpsSainsburymanagerstomeasurethe performances and rank them from high to low level through paired comparison, graphic rating scale as well as distribution technique. P2. Strengths together with weaknesses of recruitment as well as selection approaches Recruitment: The term is said to a positive procedure for attracting as well as searching potentialcandidateandatsametimeinfluencingthemtoapplyforsuchposition.All organisation has recruiting team which discovers sources that further helps in searching potential employees. Approaches of recruitment: Internal approaches:With this approach, managers selects existing personnels for vacant positions. Recruiting team of Sainsbury uses such approach to source candidates among the current available workforce. Some of its sourcing methods are: Internal advertisements: In order to promoting vacant position to recruit internally at work premises, preferences are given on internal advertisements. Recruiting team of selected business hangs notices on bulletin boards, break rooms as well as sends memos through mails to staff members. Promotion: For filling high level vacant positions, recruiting team uses promotional method.HiringmanagersofSainsburypromotescurrentcompetentemployeewhohas potentiality to work at the high level. It helps the company to retain old personnels addition to reduces employee turnover. 3
Strengths with weaknesses of internal recruitment approaches: StrengthsWeaknesses On boarding procedures are less time consuming. ThesemethodshelpsSainsburyto boost retention as well as influences existing staff membersby delivering growthopportunitiesincareer development(Collings,Woodand Szamosi, 2018). Internalapproachesgenerally demotivated personnels who were not chosen for vacant position. Theseapproachesalsoincreases biasness level as all personnels allures management team in distinct manner for desired outcomes. External approaches:It is said to attracting candidate from outside the boundaries of business concerns. Recruitment team of Sainsbury uses the approach when they feel that existing workforce is unsuitable for position as well as believes in expanding organisational diversity. Numerous external recruitment methods are discussed below: Campus recruitment:With this method, entities attracts enthusiastic young candidates having technical addition to professional qualifications from various colleges or universities. For filling junior positions, recruiting team of Sainsbury uses campus recruitment method. Media advertisements:selected organisational managers also puts ads in professional journals, social media and newspaper by providing detailed information about job position, experience expected as well as requirement of skill set that attracts diverse candidates for unfilled position. Strengths with weaknesses associated with external recruitment approaches: StrengthsWeaknesses New together with creative ideas are attracted through external methods. These methods helps in bringing fresh bloodwithmoreefficiencyin company. These methods consumes more time to reachonfinalrecruitmentdecision (Edwards and et. al., 2016). With these approaches, various morale issuesamongpersonnelsare 4
experienced by Sainsbury managers. Selection: Approaches of selection: Group exercise:one of theassessmenttechniquethrough whichapplicationsare properly examined through exercising various activities in groups. Candidates are given distinct exercises through which managers of Sainsbury maps out abilities of person to work in team. Tests:For understanding diagrammatic ability, numerical ability, general intelligence addition to sensory skills, various tests are taken by organisational managers. The management of selected business conduct tests includingperformance assessment test, psychometric test, situational judgement test as well as job knowledge tests and accordingly makes final selection decision. Strengths as well as weaknesses of selection approaches: StrengthsWeaknesses Withselectionapproaches,candidate havingrequiredcapabilities,skills additiontopotentialitiesareonly selected for positions (Gatewood Feild and Barrick, 2015). Selection approaches allows managers ofSainsburytoassessthatwhether candidates will fit in company or not and then takes selection decision. Various times, these approaches results in decreasing morale of candidate who didn'tgetchanceforworkingin organisation. Proceduresinvolvesselectioncriteria are usually hectic for recruiting team. TASK 2 P3 Advantages of HRM practices in the establishment for both the employer & employee HRM practices are generally strategic in nature which represents guidance system activities of employees with executive business plan. With these practices, flexible as well as caring environment is established that boost performance of staff members in better manner. Management authorities of Sainsbury adopts HRM practices with the aim to strengthen functions 5
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as well as cater platform for personnels to present their talents through developing skills with knowledge. HRM practices with benefits to employee and employer Recruitment and selection:With such practice, management team ensures that they have competent addition to qualified employees. Recruitment procedures begins at the time when vacant positions are identified by managers within organisation. Selection practices ends when final decision is taken about the candidate who will fill the position. Management team of Sainsburyproperlyadministersalltestsandconductsbackgroundcheckbeforeoffering employment to candidates (Harrison and Lock, 2017). Benefits to employees:With these practices, existing employers benefits in making growth in their career and they learn new things while applying for vacant job. In context to Sainsbury, it enhances employee morale addition to strengths relationships with other staff members at workplace. Benefitstoemployers:Recruitmentandselectionpracticebenefitsemployersto recognize workplace diversity values which further embraces practices to attract and select diverse application pools. These benefits employers of the selected entity in improving employee engagement and retaining valuable personnels. Rewardsystem:ItisanotherHRMpracticethatanalyseaswellascontrol compensation, pay policies, remuneration and other benefits. At Sainsbury, with such practice, managers devise and implement policies with strategies to reward personnels consistently, fairly as well as equitable. Benefitstoemployees:HRMpracticeofrewardsystembenefitsemployeesby improving their wellness and achieving satisfaction for the work they perform. In addition, such practicebenefitSainsburyemployeestoachieverecognitionwhichwillfurtherhelpin developing career opportunities. Benefits to employers: With reward systems, employers of Sainsbury gains advantages of increasing engagement of personnels in distinct activities, increasing productivity as well as boosting their own career. 6
P4 Evaluation of Human resource management practice effectiveness in increasing the revenue of the business. HRMpracticesareperformedto analysethe capabilitiesand potentialityof staff members are improved to attain targets of production. These practices assists organisational managers to select, manage human capital, guide operational work flow as well as optimally utiliseavailablemanpowerindiverseareas.ThemanagementteamofSainsburyadopts numerous HRM practices so that they can deal with compensatory issues, provide employee motivations, benefits and overall organisational development. The evaluation of effectiveness of few HRM practices are the followings: Recruitment and selection: With such practice, management authorities of Sainsbury attracts and hires qualified personnels that further contribute in organisational growth. Selection competent candidate brings new innovations and ideas which ensures effective workings in the path of achieving expected productivity together with improving margin of profit. Hiring skilled, competent and qualified employee benefits the organisation in facing tough competitions as well as earning huge revenues that aids in raising profits with productivity. Reward system:Reward programs are generally based on performances. Employees of selected firm when performs best then they are rewarded with more benefits that directly or indirectly motivates personnels to perform future activities in better aspects (Kavanagh and Johnson, 2017). These systems effectively motivates others for making improvements in existing performances and reinforce motivation that results in raising level of productivity together with profit margins. TASK 3 P5 Need of employee relations in influencing decision making in HRM Employee relations is termed to an attempt made by managers to build cordial relations with staff members. As a personnels spend most of its day time at work premises so it is important for them to build strong addition to healthy relationships with peer members in order to enhance performance level.In context to Sainsbury, good employee relation results in enhancing employee morale, increases revenue, employee loyalty, reduces absenteeism, conflict reduction and increases business productivity. Importance of employee relations: 7
Dealing with issues:Effective relationship with managers or supervisors helps in dealing withissuesincludingworkingconditiongrievances,employeecomplaintsadditionto discriminatory practices within work premise. Human resource managers of Sainsbury builds effective employee relation that results in sharing opinions so that they can deal with issues and reduces conflicts. When workers are happy then they work as per the decisions made by HR professionalsandunhappyemployeesinfluencesdecisionsbyignoringthemresultingin mismanagement of work. Communicatingeffectively:Goodemployeerelationscreatesfriendlywork environmentwhereinallinformationarecommunicatesineffectivemannerwithoutany interruptions or barriers (Noe and et. al., 2017). At selected organisation, open communication channels are build where all the information or decisions are circulated to each and every member which influences decisions of HR in positive manner as they are communicated to all personnels resulting in compliance with decisions. Adoption of flexible establishment, flexible working practice and employer of choice In relevance to Sainsbury, human resource team adopts practices related to flexible working practice addition to flexible establishment that results in enhancing business potentiality forselectioncandidatewithcompetentskillswhocanprovidevaluablecontributionsin improving production level as well as working in satisfactory aspects. Implementing flexible working practice results in bringing various benefits in personnel's life including increased job satisfaction, increased employee motivation as well as improves work balance. Employer of choice practice provides befits to selected business in terms of higher retention rates, healthy workplace culture and better productivity. P6 Employment laws Employment laws are termed to regulations which establishes conditions associated to employment. These are primarily enacted by state, federal addition to local governing bodies in order to provide welfare to employees and superiors. Management authorities of Sainsbury follows all the governed employment laws so that they can prevent discrimination, work disruptions and promote health with safe workings. Various employment laws Employment rights act, 2002:As per the legislation, employees should be provided with aspectsrelatedtoemployment,studyortraining,industrialrelations,leavesaswellas 8
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termination. Sainsbury managers follows the legislations provisions so to enhance statutory rights that are designed to help balance working as well as family commitments and resolving workplace disputes. While making HR decisions all the provisions under the act are clearly understood by HR managers as unfollowing any of the provision will influence the decisions of human resource managers at great extent (Employment act, 2002. 2019). Health and welfare act, 1974: According to the law, all personnels should be provided health benefits together with safety at work locations (Sirmon and et. al., 2011). The obligations of the act that Sainsbury follows are providing safe place, system of work, proper training with supervision, eliminating hazardous activities and choosing controlling measures. The legislation influences decision making of organisational managers to emphasise on certain factors including catering continuous training to provide safety so that machines are handled effectively and injuries or accidents are avoided at workplace. TASK 4 P7. HRM practice application. Designing of job specification for a given job position The job specification for HR executive position is as follows: Job position: HR Executive Organisation: Sainsbury Overview of Job: HR Executive will manage recruitments, employee performance programs, development activities and will design referral programs. The candidate applying for vacant position should posses effective conflict resolution addition to decision making skills so that they can maintain employee relations. Roles and responsibilities: Oversees daily operations. Manage employees grievances. Monitor departmental budgets. Devise effective recruiting, screening addition to interview techniques. Academic qualification: The candidate applying for post should have following qualification: Bachelor's degree in Human resource management. 9
Master's degree in human Resource management addition to other fields. Experience of work: One year experience in any reputed post in any organsition. Curriculum Vitae: CV of Ist candidate Christina Dsouza Address: 780, Oxfordshire, London, United Kingdom Contact Number: +083 275 1258 Email Id:dsouzachristina@hotmail.in Career objective: To work in motivated environment where I can present my innovative skills and serve workings in human resource management field that can develop my knowledge and contribute in organisational growth. Work experience: Worked for 3 years as Human Resource Executive in Malabar Atlantics Center, London. Qualifications: Master's degree in Human Resource Management from Delaware university, 2010 Bachelor's degree in Human Resource Management from Rodney university, 2008 Schooling from Oxford High school, 2005 Key skills: Problem solving skills Communication Skills Personal information: Father's Name: Peter Dsouza Date of birth: April 08, 1980 Status: Single: All the mentioned information is correct to my consideration. CV of Iind candidate: 10
Peter lewis Address: 18 street, Oxfordshire, England Contact Number: +157 258 1463 Career goal: To work in company where my potentiality and skill will help in further growth in career as well as help the entity to sustain high growth in competitive market. Career History: 2 year experience as Human resource Assistant in Airdri Limited. Skills: Managing workforce skills. Team building skills. Communication skills Decision making skills Educational qualifications: Master of Commerce degree from South university. Bachelor of Commerce degree fromDelaware University. Declaration: I declare the mentioned information correct according to my knowledge. Documentation of preparatory notes for selection criteria and interview Preparatory notes are usually designed before recruitment or selection activities. Such notes are associated withinterview and questions that interviewer will ask to candidate. in context to selection procedure includes details that are prerequisites by Sainsbury managers so to make decision about hiring deserving candidate (TORRINGTON, 2011). The responses for questions will help in determining selecting of candidate for HR Executive post. Following questions will be asked from Interviewee by Manager of the company: Interview questions Define your goals in minimum words? Describe your key recruitment approach addition to the ways you will approach in sourcing talented candidates? 11
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What will you suggest one foremost employee policy being new HR Executive? Which management style is prefer by you to manage workforce effectively? Preparatory documents for selection criteria will be based on management styles together with employee policy that will be defined by candidate for selecting at HR Executive position. For this, managers of Sainsbury will follow distinct phases including preliminary interview, screening applications, employment tests and medical check. The chart representing selection procedures is as follows: Job Offer Letter Mr. Ronald Mathew, 150 Street, Berkshire, England, United Kingdom Dear Ms. Christina Dsouza, 12
This is for the acknowledgement that you are hired for job position of HR Executive within Human Resource Department in our entity. Job responsibilities: Prepares reports for employee performances monthly. Manage employee grievances daily. Run referral incentive programs. Communicate required information to staff members. Reporting: HR Managerial Working timings: 11 AM to 6 PM Salary: $ 50000 per month Sincerely, Ronald Mathew Evaluation of procedures addition to principle in order to implementing HRM practices The practice of recruitment as well as selection are implemented by recruiting team of Sainsbury. In context to recruitment, approaches of internal along with external recruitments are used and more focus was on advertisements of job specification (Wilsens and et. al., 2016). Distinct HR practices that are carried forward to select the candidate include interview, selection test, reference check and job specification that all helped in performing activities systematically. CONCLUSION As per the discussion it is concluded that the department of managing human resources play effective role in fulfilling demands of human capital. Purpose of HRM is to assist managers and design various programmes. Functions of HRM are associated to Recruitment and selection alongwithEmployeerelations.ApproachesofrecruitmentareInternaladvertisements, Promotion, Campus recruitment and Media advertisements. On other hand, selection approaches are classified as group exercise addition to Tests. HRM practices adopted at workplace are reward system, recruitment and selection that benefits toboth employee as well as employer. Various employment laws that are followed by organisational managers are Employment rights act, 2002 as well as Health and welfare act, 1974. HRM practice that are applied to select final candidate are job specification, Curriculum Vitae, Preparatory notes, Job Offer Letter and 13
Evaluation of procedures which helped in selecting prospective candidate for unfilled position. 14