Human Resource Management Functions and Responsibilities

The provided assignment is about the importance of human resource management in organizations. It highlights the key functions and responsibilities of HR managers, including providing benefits and compensation to employees for increasing level of employee engagement and involvement. The document references various books and journals on human resource management and provides a summary of the topic, emphasizing the need for HR professionals to stay updated with the latest trends and challenges affecting their field.

Unit 3

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain purpose and function of HRM.............................................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection.............4
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for employees and employers................................................6
P4 Evaluate effectiveness for HRM practises in organisation...............................................7
TASK 3............................................................................................................................................8
P5 Evaluate value of employee relation to HRM decision making........................................8
P6 Key elements of employment legislation and impact on decision making of HRM.........9
TASK 4............................................................................................................................................9
Application of HRM...............................................................................................................9
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management, according to the Institute of UK personnel management,
HRM is defined as an integral part of management that handles responsibilities related to
employees working in the company (Albrecht and et. al., 2015). The main objective of this
within organisation is to improve relationship inside organisation which are conductive for
human satisfaction and efficiency of work. The company considered in this report is Sainsbury's.
This is is a one of the largest supermarket of UK. This was started by John James Sainsbury in
the year 1869. The first shop of Sainsbury was opened in London. This organisation has three
divisions of Bank, supermarket and Argos. The following report provides information about
importance of human resource department in the company. There is also example of job
description for post of Human resource manager.
TASK 1
P1 Explain purpose and function of HRM
Overview of the company
Sainsbury is one of the largest supermarket chain of UK and it holds around 15.4% share
of supermarket sector. This company was established in the year 1869 by John James Sainsbury.
The first shop of this company was opened in Drury Lane, London. Sainsbury has become the
market leader of supermarket chain. There are basically three divisions of Sainsbury including
supermarkets chain, Banks and Argos. This organisation was partnership organisation opened by
Mr. John James Sainsbury and his wife. This is a multinational company and it requires to
enhance performance of employees and provide them positive workplace.
Functions and purpose of HRM-
The HR department of company is responsible for playing essential role for choosing,
hiring, selecting and training workforce of the company. The various functions of HRM are
mentioned below -
Workforce planning and employment- This is major purpose of HRM and according to
this, employees must be provided proper planning for their career development and business
roles. The main thing that HR department of Sainsbury has to deal with is selection and
recruitment process (Berman, E. M. and et. al., 2019). The HR department of Sainsbury conducts
assorted & accomplishment procedure with aim of manpower planning. As per this process, it is

easy to hire and recruit talented employees (Shen, and Benson, 2016). With the help of this
planning and management, Sainsbury is able to get skilled workforce and this is beneficial for
enhancing productivity and increasing profit margins of the organisation appropriately.
Human resource development- This is another function of human resource management.
This helps in ensuring that all subordinates are given proper training. In context of Sainsbury, it
is seen that HR department of Sainsbury provides training, learning sessions and career
development classes (Brewster,and Hegewisch, 2017). The main purpose of HRM is to increase
growth and development of employees.
Policy formulation- HR department has the responsibility of making strong strategies,
plans, rules, norms and regulations. This ensures performance of employees in an effective way.
In context of Sainsbury, HR department adopts effective strategies and policies in order to ensure
that business is operated in an effective manner.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process and activity of getting attention of qualified applicants for a job role.
It is a positive procedure with its approach of attracting as many individuals as possible for the
vacant positions (Recruitment: Internal v External Recruitment. 2019). Sainsbury uses two types
of recruitment process for selecting best candidates for it’s organisation. These are mentioned
below -
Internal recruitment- This is defined as recruitment process by which vacant posts of the
company are fulfilled by existing employees of the company. In context of Sainbury, the human
resource manager uses this internal method for filling vacancy of company.
Strengths Weaknesses
 This redeems time & value as there is
no job advertisement requirement.
This is helpful in maintaining good employee
relation as existing employees are promoted to
higher positions (Stone, and Deadrick, 2015).
 This becomes a hurdle in entering new
endowment in Sainsbury.
 The HR department of Sainsbury do not
have the availability of wide pool of
talent selection for vacant job posts or
positions.

External recruitment- In this type of recruitment process, employees for the company
are hired from outside the organisation. There are many options with organisation to hire
employees from outside the company. In this way, there are more choices for employers to hire
new employees for fulfilling vacant positions of the company. Sainsbury organises recruitment
and hiring programs to reach talented employees (Functions of Human Resource Management.
2019). In context of Sainsbury, HR department of this company hire employees through external
recruitment by using advertisement, employee agencies, campus recruitment, etc.
Strengths Weaknesses
 It can develop an excavation of
individuals and best candidate is hired
for the organisation.
 When employees are hired through
external recruitment method then it
increases chances of new ideas, ability
and thoughts.
 This is more money and time
consuming method of recruitment.
 This type of recruitment includes
different steps such as orientation, job
announcement, training etc.
 If wrong applicant is selected are hired
then this has negative consequences for
the organisation.
Selection is defined as the procedure for finding the right applicant for fulfilling job
position. There are different ways of selecting employees through external recruitment such as
assessment test, interview, ability test, personality test, etc. These are discussed below -
Interview- This is a face to face interaction which helps employer to know confidence
level and other abilities of applicants (Cascio, 2015). In context of Sainsbury, it is good to
interviewer to find out inner qualities of the candidates and assist in making right decisions.
Strengths Weaknesses
 It is more personal in nature so
candidates feel more confident in
answering with the help of this activity.
 It is important to provide information
about those skills and qualities which
 It is cost and time consuming process
interviewer take time to collect
information about applicants.
 It is hard to handling candidates
personal information, there are chances

are not mentioned by the applicants in
their documents.
to leakage the information.
TASK 2
P3 Benefits of HRM practices for employees and employers
Human resource management practices are defined as various activities done by HR
department in order to provide benefits to employers and employees. Mainly focus of HR
management is to provide all benefits and compensation to workers. This increases motivation
level of employees and help them to develop interest in doing business operations effectively (
DeCenzo, Robbins, and Verhulst, 2016). As per the management, best HRM practise is one
which is successful in increasing employee involvement. The different HRM approaches adopted
in Sainsbury are mentioned below -
Training and development sessions – It is important for all organisations to provide
training and development session for improving the performance and betterment of employees.
The HR manager of Sainsbury is responsible for organising trainings and development sessions.
These sessions helps to motivate employees and making them achieve organisational goals in an
effective way. Sainsury provides some trainings associated with mentoring, coaching, orientation
program, safety programs, optimistic mindset programs, etc. The benefits to employees and
employers by these training sessions are given below -
Benefits to employees Benefits to employers
 These help in development of abilities
& skills for enhancing knowledge &
performance of workers of Sainsbury.
 Sainsbury's trainings and development
programs builds vision in employee's
mind for achieving organisational
objectives and aims.
 Sainbury is easily able to increase it's
sales and earned profits by
implementing HRM practices within
the organisation.
 Selection and recruitment of right
employees is beneficial for company's
performance.

Performance appraisal- This is a process of examination and execution of employee's
performance. This analysis and evaluation provides information about employee's knowledge
and abilities. In context of Sainbury, there is performance appraisal of employees once in a
month. This is helpful for enhancing profits of company. Employees get to know about their
strengths and weakness, so they perform better by improving their disabilities. Performance
appraisal's benefits for employees and employers is listed below -
Benefits to employees Benefits to employers
 This is helpful for employees in
measuring employee performance at
regular basis. In this way, employees
can know their weakness and develop
that skill for excelling in performing
job roles.
 When performance appraisal is given
on basis of performance of employee,
employers know about strength and
weakness of their workers. It is
beneficial for employers as they know
about weakness and strength of their
subordinates. By knowing this,
employers are able to guide their
workers affectively. Employers
provide rewards and appreciation to
employees who perform extra
ordinarily.
P4 Evaluate effectiveness for HRM practises in organisation
HR department of Sainsury is involved in managing & controlling functions associated
with employees and workers of company. Continuous trainings and development sessions are
given to employees in order to organisation's smooth functioning (Hecklau, and et. al., 2016).
Various HRM practices are followed by Sainsbury's HR manager for enhancing employee's
performance. The main aim of Sainsbury's HRM practice is to select best candidate who is best
fit for the organisation. Some of HRM practices followed by Sainsbury are listed below -
Manpower planning – It is necessary for HR managers of Sainsbury to plan and provide
procedure for developing skills of manpower. Action plan is developed for employees and clear
solutions are made for evaluation of succession gap and competency gap & demand gap.

Continuous evaluation of employees is beneficial for Sainsbury in order to enhance their abilities
and knowledge.
Performance management system - Managers of Sainsbury uses performance
management system for providing their employees an analysis of their work. HR managers of
this company thinks that it is essential for employees to know that what are skills in which they
lack and what can be done to improve their abilities and knowledge. HR manager has job
responsibility in incline mission, goal and vision of company with HR strategy.
TASK 3
P5 Evaluate value of employee relation to HRM decision making
Employee relation is defined as the efforts made by management for improving the
relationship between employers & employees. This is defined as an activity for increasing
communication among employees. A good and effective employee relation minimises conflicts
and fights between employees and between management and workers. This is duty of HR
manager to provide all rights to workers of the company. They are given flexible working hours
and facilities for providing them benefits. The importance and value of employee relation is
described in the following -
Gratification - Engagement of employees is an immaterial resource which is designating
status of workers in employment. If an organisation experiences good employee relation then
workers are able to share thoughts and views freely. This maximises their involvement in
decision making of the company and as a result they feel more engaged towards company. In
context of Sainsbury, it is seen that employees have regular meetings with management in which
they are given sessions for employee equality and motivation (Jabbour, and de Sousa Jabbour,
2016). This develops a positive attitude of employees towards company.
Issues of workplace – Employees of Sainsbury are provided learning sessions and
discussions on equal treatment of employees. It is responsibility of HR department to make
employees more responsible for working towards betterment of the organisation. Conflicts occur
in company and their occurrence is inevitable. Thus HR managers must know how to minimise
conflicts and fights among employees. In context of Sainsbury, HR department focuses on
providing positive work environment. This increases their efficiency and performance.
There are some workplace situations in which maintaining employee relation is difficult.
Some of these are discussed below -

Indiscipline of employees – If employee is not disciplined and not obeying rules and
regulations of the organisation. If he is coming late to office or bullying other individuals
working in Sainsbury, this is case of indiscipline and HR manager has to take major action for
this type of behaviour.
Employee stress – There are some cases when employees do not work appropriately.
According to this, when employee motivation decreases for working and achieving
organisational goals, in this case, HR managers have to organise motivational programs for
increasing their motivational level.
P6 Key elements of employment legislation and impact on decision making of HRM
There are various regulations and laws given by organisation for providing benefits to
employees and employers of the company. It is important for organisations to provide their
employees equal treatment and motivation for working in the company. Some of the legislations
followed in Sainsbury are mentioned below -
Equality Act, 2010- This is act according to which all organisations have to treat their
employees in an equal manner (John, and Taylor, 2016). This act was given by UK parliament
in the year 2010 for decreasing diversity. Employees and subordinates should be treated equally
and there cannot be discrimination on the basis of knowledge, gender, age, etc.
Fair labour Standards Act, 1938 – As per this act, there is fixed or minimum wage given
to all employees and workers. In context of Sainsbury's workers and employees, they are given a
fixed amount of money by the company. If employees work more than their 40 hours per week,
then they are paid extra for doing overtime.
Occupational Health and safety law, 1974- As per this act which was given by UK
authorities for providing health benefits to employees. For doing so, it is responsibility of
organisations to ensure that employees are not facing any health related issue due to business
operations and activities of Sainsbury. For a company like Sainsbury, the major products of this
company involves baking products. There are some equipments which make lot of noise, in this
case, Sainsbury workers and subordinates are given noise helmets. In this case, they are not
affected much by noise.

TASK 4
Application of HRM
Job specification
Job title- HR manager
Address- Vanilla heights, 34/C, London, UK
Job Overview- HR manager is required for a multinational firm. Should have good
communication skill and prominently manage and control work. The person must follow
regulations of the company.
Qualification-
 Degree of Bachelors in HRM
 Master of Business Administration in Marketing and Human resource management from
an recognised university.
Experience
 At least 1 year of experience of working in HR field.
 Experience certificate of participation of International seminars.
Skills-
 Good HRM administration and management skills.
 Effective problem solving skills
 Good decision making and analytical thinking
CURRICULUM VITAE 1
Albred Reficatto
Address : 189, London Street, UK
Email id: [e-mail]
Objectives
To work in a multinational corporation where I can explore and implement my knowledge and
skills for the growth and development of the organisation. As I am having good knowledge in
human resource management, I want to work in this field and grow my career and personality.
Qualifications
 Masters in business administration with marketing specialisation.

 Bachelors in business administration from a recognised universality.
Work Experience
 2 year work experience as HR assistant in xyz enterprise
 Training in customer relationship management program.
Skills
 Effective management & Commination
 Good knowledge of HRM and sales
 Analytical skills and good interpersonal skills
Personal information
Date of birth- 19th October, 1993
Status- Single
Hobbies- Cooking and Photography
Interview notes
There are following interview notes for students preparing for getting selected in a reputed firm.
 Applicant Name: Panel member:
 Essential criteria for selection
Criteria Notes
Grade level
Effective interpersonal skill
Skills of communication
Effective decision making (Noe, and et. al.,
2017)
 Desirable criteria:
Criteria Notes
Minimum 6 months’ work experience in
multinational firm
Good knowledge of Human resource

management
Work experience of personnel &
administration
INTERVIEW QUESTIONS
 As per your point of view, which is the best way for resolving employee issues and
conflicts?
 What will be the first worker argumentation which you will draft when you become HR
manager ?
 How would you ensure company's wide compliance with this policy?
 Defining your recruiting method and how would you find out qualified job applicants?
JOB OFFERE LATER
Mr. Albred Reficatto
189, London Street, UK
Dear Albred Reficatto
This is to inform you that you are slected for working in Sainsbury as HR manager. Our
organisation congratulate you for getting this post.
Job roles and responsibilities:
 Accountable for managing and controlling daily operations related to personnel of the
company.
 Maintain and record information related to workforce
 Offer trainings and development sessions for employees
Reporting: HR Manager
Basic pay: $ 30,000 per month.
Work Hours: 9:30 AM to 6:30 PM.
Benefits and compensation: Work from home facility, sick leaves, health insurance, paid
leaves, compensatory work.
Our organisation is keenly happy to inform you that offer letter has been sent to you by post
which will reach you within 7 days from the day of posting. You can begin your job from

November 4th, 2019.
Sincerely
ggkhvjgkjbfkj
Evaluation of process and principle for implementing HRM practices
HR practices followed in Sainsbury for distributing origins in an effective manner. This
helps in assisting employees for achieving objectives and goals of the organisation (Mondy, and
Martocchio, 2016). This ensures monitoring and guiding performance, earn competitive
benefits, negotiate groups, motivating and improvisation of positive environment ate workplace.
CONCLUSION
This is concluded from the above discussion that Human resource management plays an
essential role in managing and controlling activities related to individuals working in the
company. It is necessary for HR department to hire and select talented and skilled employees in
order to operate business operations in an appropriate manner. Moreover, it is responsibility of
HR manager to provide benefits and compensation to employees for increasing level of
employee engagement and involvement.

REFERENCES
Books and Journals
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Berman, E. M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp.
1-21). Routledge.
Cascio, W. F., 2015. Costing human resources. Wiley Encyclopedia of Management, pp.1-1.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Hecklau, F. and et. al., 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54. pp.1-6.
Jabbour, C. J. C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
John, R. and Taylor, B., 2016. Human resource management.
Mondy, R. and Martocchio, J. J., 2016. Human resource management. Pearson.
Noe, R. A. and et. al., 2015. Human resources management. Instructor, 2015.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D. L. and Deadrick, D. L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Stone, D. L. and et, al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Online
Functions of Human Resource Management. 2019.[Online]. Available Through:
<https://www.keka.com/5-major-functions-human-resource-management/>.
Recruitment: Internal v External Recruitment. 2019. [Online]. Available Through:
<https://www.tutor2u.net/business/reference/recruitment-internal-v-external-
recruitment>.