HR5041: Comprehensive Report on the HR Function's Impact

This report provides a comprehensive analysis of the Human Resources (HR) function within contemporary organizations, using Sainsbury as a case study. It explores the purpose and key objectives of HR, including recruitment, selection, and performance management, while also detailing how these objectives are delivered across different organizations. The report delves into methods for evaluating the effectiveness of HR functions, such as HR audits, balance scorecards, benchmarking and analytical approaches. Furthermore, it critically examines the HR function's contribution to effective change management and the importance of ethics and professionalism in HR development. The relationship between organizational performance and effective HR management is also discussed, providing a holistic view of the HR function's impact on organizational success. The report highlights the significance of employee motivation, training, and development, as well as the crucial role of HR in fostering positive employee relations and achieving both short-term and long-term organizational goals.

Module Code: HR5041

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain the purpose and key objectives of the HR function in contemporary organisations....3
Understand how HR objectives are delivered in different organisations....................................5
Methods to evaluate the effectiveness of HR functions..............................................................6
Critically understand the HR function's contribution to effective change management.............8
Code Of Ethics And Professionalism........................................................................................10
Relationship Between The Organisational Performance And Hrm..........................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13
Books & Journal:.......................................................................................................................13

INTRODUCTION
In organisation, human resource are considered as base of management. Human resource
are those who develop workforce for enterprise. HR are important part of firm as they help in
regulating, formulating policies within a company (Akbari, 2017). Main aim of this report is to
understand the impact of HR in an organisation. Sainsbury, a largest supermarket headquartered
in U.K. The entity is located globally & run its operations & functions widely. This report
comprises of purpose & key objectives of HR function, delivering of HR objectives in entity,
evaluation of HR function, contribution of human resource functions, role of ethics &
professionalisms in HR development and relationship between organisational performance d&
effective HR management.
MAIN BODY
Explain the purpose and key objectives of the HR function in contemporary organisations
In perspective of contemporary organisation, HR play crucial role in achieving
organisational goals & objectives. It is essential for them to understand purpose & key objectives
of HR functions. Functions are crucial to be focused as they assist in achieving goal in period of
time.
In relevance of Sainsbury, their HR has wide range of functions & are mentioned below-
 Recruitment & selection – It is important function in which main objective of this
function is to recruit and select the deserving candidates with aim of fulfilling the job
vacancy. In recruitment, HR search for new and talented candidates for the vacant job.
Whereas in selection process, the most deserving candidates are selected who has
capability to deliver positive results (Andia, 2019).
Purpose-
Main purpose of this function is to make fulfil vacancy within enterprise with skilled
employees.
Objectives-

 Objective of this function is to get the most talented staff so that higher productivity is
achieved.
 Another objective is to provide efficient workforce to enterprise so that goals are
accomplished within a timely period (Angrave, 2016).
 Human resource planning-
It is another important HR function which is to be carried out in which it reflects how
planning is to be done regarding kind of people entity need, future requirements of business and
many more. Through making a proper plan assist firm in other processing of functions.
Purpose-
Purpose of this function is to implement strategies & tactics in such a way that further
procedures are carried out appropriately. In reference of selected firm, they assures that these
planning is done with appropriate use of ideas & skills.
Objectives-
 Objective of this function is to fulfil the future demands through carrying out effective
planning. In context of Sainsbury, human resource of company carry out planning
through involving employees within a process.
 Performance management-
In contemporary entity, performance as well as progress are necessary to be measured.
So, human resource of Sainsbury uses this function of performance management to analyse
progress level of business. There are various types of tools which are used by human resource to
examine performance management such as 360 degree feedback tools, performance review, are
some of tools which are adopted for measuring performance (Batmani, 2018).
Purpose-
 Purpose of using this function is to examine the progress level of employees within
entity. In reference of selected enterprise, they human resource use this function through
these tools.
Objectives-
 Objective of this function is to determine whether employees are engaged at workplace
& deliver higher productivity or not.
Therefore, after analysing of above matter it is seen that it is essential to be aware about
these HR functions so that decision making is done in most efficient way. Further, through using

them it is easy to achieve better results within a work environment. A proper analysis is to be
required so that decisions are made (Cappelli, 2019).
Understand how HR objectives are delivered in different organisations
In different organisations, the objectives of human resource are different form each
other. It is important to analyse these objectives so that long & short term objectives are achieved
appropriately. First most crucial objective of HR is staff development at workplace. This can be
delivered to organisation as by engaging employees in face to face communication. Moreover,
in relevance of selected entity, they assures that all subordinates are able to provide satisfactory
services to clients & customers at all aspects. It is necessary for them to implement or initiate
training & development programmes, seminars or webinars to provide information top staff.
Other objective such as employee relations which is to be delivered to enterprise &
which can be done by formulating labour policies, & interpretation & focusing on all laws elated
with employment. Furthermore, they issues & problems related to employee are needed to be
addressed effectively. Furthermore, in context of chosen corporation they ensures that such
objectives are to be delivered at continuous level so that it is easy to fulling demand of both
employer as well as employee at all aspects (Feng, 2020).
Thus, above stated paragraph shows that it is crucial to deliver these range of objectives
to organisations so that it is easy to make decisions within a business. Moreover, it is also
examined that through delivering of these objectives help in accomplishing higher growth &
development at wider scale (Héder, 2018).

Methods to evaluate the effectiveness of HR functions
Human resources are crucial part of an organization as they put their efforts for the
growth and success of company. They put their efforts and work together to achieve predefined
goals. Here, it is essential to evaluate their performance on timely basis in order to undertake
necessary improvements. There are ample of activities that need to perform by HR managers in
order to keep employees motivated and retain them for a longer period of time. There are several
activities that are performed by managers of Sainsbury & Walmart to create positive
environment at work place. Some of them are given as under:
Recruitment- It is the most crucial function of HR manager. To run organization in an
efficient manner, it is essential to hire qualifies as well as potential employees who are able to
perform assigned task effectively. Managers of respective company execute multiple rounds of
interview to select most qualified candidates. For this, they also use a combination of internal as
well as external sources of recruitment to hire competent staff. Efficient human resources are
assets for company and provide it competitive edge at market place. In comparison with
Walmart, the HR of firm also use this activity in through properly using tools such as job
portals like LinkedIn, Bamboo, & many more.
Motivation- There are various ways to encourage employees to perform for the
betterment of organization. Motivated human resources tend to associate with entity for a longer
period of time and work with their full efficiency to achieve organizational goals. It is analysed
that management team of Sainsbury renders several monetary as well as non-monetary benefits
in order to keep work force motivated. So, they are able to get the support of staff members that
is significant for the success and growth of entity. In comparing it with Walmart motivating
employees occurs such as through intrinsic motivation like growth, development etc. Whereas,
in comparison with Sainsbury, they motivate subordinates by extrinsic method of motivation.
Training and Development- It is an essential function of HR management that is
performed to enhance in the skills and capabilities of employees. For this, organization can
arrange on job as well as off job training programs as per the requirement. It is analysed that
Sainsbury organizes appropriate training and development programs so that human resources of
entity can perform assigned task in an efficient manner. It not only improves employee’s
performance at work place but also helps in overall personality development. In context of

selected firm Sainsbury, they carry out training & development through on the job training
methods. Whereas, in relevance of other entity, they prefer off the job training methods.
There are ample of functions that are performed by HR managers which are essential to
keep employees connected with company for a longer period of time. It inspires employees and
also provide sustainable competitive edge to company. It is significant to evaluate the impact of
these functions over the performance of human resources on timely basis. As entities spend huge
amount to recruit, motivate as well as train work force on thus it is crucial to analyse the
influence of these activities. Managers of Sainsbury undertake following techniques to monitor
the performance of employees on timely basis:
HR Audit- It is a technique that is used to evaluate the effectiveness of various HR
functions adopted by organization. Under this, outcomes are examined in reference of predefined
standards to develop appropriate action plans. There are several methods such as comparative,
statistical MBO approaches that are adopted for evaluation. It helps to clarify the roles as well as
responsibilities off human resources working within entity. Management team of Sainsbury
conduct audit in regular intervals in order to resolve the cost to managing work force and operate
business effectively. For this, they take help of professionals who have prior experience to
conduct HR audit in an appropriate manner. It not only helps them to evaluate the impact of HR
activities but also retain employees for a longer period of time. Moreover, they also face issues
while in this function such managing works on tools, loss of data etc. Whereas in comparison
with Walmart issues faced by HR while addressing this functions are time management &
workload.
Balance score card- This is a tool that is used widely in order to monitor the impact of
HR functions over business setting. It comprises four important dimensions such as financial
performance, customer service of an organization, along with its internal business process and
capacity to learn and growth. Managers of Sainsbury undertake this practice in order to evaluate
the effectiveness of various HR functions within organization. Financial approach are helpful to
make effective use of funds to achieve predefined objectives. While customers services approach
is essential to know the perspective of end users for company and its offering. The final two
prospective are related to internal resources of entity that demonstrates the efficiency of
company to use its human resources. Issues faced by Sainsbury in this are conflicts between

employees, difference in opinions etc. Whereas in comparison with Wal-Mart, they face issue
such as poorly defined metrics, no process improved methodology.
Benchmarking- Under this, managers set the standards for human resources to motivate
them to work in an efficient manner. For this managers first evaluate the current performance,
capabilities of employees and them set benchmark for them. In addition, they also monitor
current market trends before setting standards. Actual performance of human resources are
compared with predefined standards in order to take necessary corrective actions. It is monitored
that HR managers of Sainsbury adopts this technique in order to keep employees inspired and
attain business goals in stipulated period of time. They also monitor the strategies of competitors
and current market trend before determining targets for work force and then compare their own
practices in order to make necessary improvements. In problem faced in this are personal bias,
wrong basis comparison etc. In comparison with other brand, issues faced by them are lack of
formal review structure & too much focused in internal factors.
Analytical Approach-It is one of the most crucial approach which helps in overall
evaluation of HR functions such as training and development, motivation, recruitment and many
more. This approach comprises the cost benefit analysis that is also known as utility analysis. It
helps to know the benefits out of cost incurred by company while conducting various HR
activities. Managers of Sainsbury, adopt this method and examine the impact of their functions
on overall business setting. It helps them to make effective use of available human resources
within company.
From the above discussion, it is analysed that there are ample of HR functions such as
recruitment, training and development & motivation are performed by managers in order to
attain predefined business objectives. These are essential to enhance the productivity of human
resources. There are several approaches such as Balance scores cars, analytical approach are
carried by managers so that they examine the effectiveness of HR functions in organization,.
Critically understand the HR function's contribution to effective change management
In enterprise, the contribution of HR is wider & broader as they contribute to business &
effective change management at larger scale. There are various types of functions which are
performed by them such as recruitment & selection help in hiring & selecting deserving
candidates who are capable for delivering better output to business. This contribute to enterprise
& change management as HR recruit new people management update their policies & structure

which leads to effective change. Further function is HR planning in which it also contributes to
effective change management as new ideas are used for planning which enhances engagement of
employees at workplace. Furthermore, it is also seen that in relevance of Sainsbury human
resource of company is aware about their roles functions & which help them in delivering of
large contribution to effective change management (Akbari, 2017).
Effective Change management-
Change management incfludes the people side of change. Creating a new organization,
designing new work processes, and implementing new technologies may never see their full
potential if you don't bring your people along. That's because financial success depends on how
thoroughly individuals in the organization engages with change (Akbari, 2017).
This concept comprises of processes, tools and techniques used to manage people side of
change & achieve desired business outcomes. Thus, it focuses on how to help personnel
embrace, adopt and utilize a change in their day-to-day work. This is both a process and a
competency. It is also examined that it is necessary to use these human resource functions in
most efficient way so that it is easier for enterprise to develop staff & workforce at higher scale.
It is important to focus on change management of contemporary organisation so that functions
are used accordingly. Also, it is duty of HR manager to assures that everything is being carried
out with proper considerations (Andia, 2019). Also, the HR department has to ensure that
employees are motivated to undertake change and participate in change management program.
Therefore, they need to recruit the right people who can think out of the box and can bring a
fresh perspective to organisation. It has been also seen that it is crucial for HR department to
have appropriate knowledge of these functions as it helps them in proper analysis of other
activities at workplace too (Andia, 2019).
Thus, it has been evaluated that HR department are the source who are responsible for
developing organisation activities & bringing up new change within management. Also, to
ensure positivity at workplace it is essential to focus on readiness of change so that decision
making is carried out properly (Batmani, 2018).

Code Of Ethics And Professionalism
Human resource are the professionals who have the responsibility for adding value to
their organisation they are serving and contributing the ethical values of their organisation, They
having the professional responsibility for decision making and taking action according to the
strategy. HRM refers to the process which includes the planning, organizing, directing and
controlling the human activities for achieving the organisational goal along with the individual
goals. Ethics in HRM refers to the motivation in the employees which contributes in the business
goals and works with effectiveness.
Role of HRM in Ethics
Hiring Either From Within Or From Outside
It is said that Hiring is one of the most important role of Human Resource. Important is
that hiring is either from within the organisation or from outside. Providing training to their
employee and skill development can create a talent. Internal hiring refers to the filling the
required job by using the internal talent of the company or organisation who already know the
company which is preferred in most of the organisation. When there is available talent for that
particular job profile then company need to hire within but when there is no talent within then
HR need to hire such talent from the outside of the company which has a longer and time taking
process.
Attraction & Selection
When its time to hire some new talent the department need attracting and selecting the
best people. It need to be sure that sufficient number of candidates are attracted and the right
people are selected.
Testing Of Employment
It is the responsibility of the Human Resource to test that how candidates are suitable for
the job.
Formal Performance Appraisal
It is the performance of the employee which are to be calculated by using the test that
their employee are performing well in their role. It helps in improving the performance of the
employee which subsequently, help in the quality of work for the company. It helps in enhancing
the employees focus. It is one of the effective tool for improvement.
Compensation

When compensation seems to be fair can motivate the employee to give their best tot he
company. No any work is done for free of cost.
Information Sharing
It is the role and responsibility of the HR department to share the needed information to
with all the employees which can help in their job performance and any need. Any
announcement, impactful event which is relevant tot he employee need to be shared with them.
Timely information sharing is the need of any organisation to run effectively.
Job Rotation
It refers to the giving practice and training in every field as providing different task. It is
also a good and challenging method for their employee which creates motivation to work for the
company.
Conflict Resolution
It is the final role of HR. Spotting and resolving any type of conflict on the early basis
which can reduce the chance of damage within the organization.
Relationship Between The Organisational Performance And Hrm
The organisational performance is said to be overall performance which is done by
including all the department of the organisation. It is said to be overall performance within the
organisation or company which is effected by each and every department of that organisation.
Which includes HR department, Marketing department, Operation department, Executive
department etc. Which have their own role play within the organisation which overall effect the
organisation and their performance. When any one of the department is fail to do their job they
directly or indirectly effect the organisational performance. So it can said that each and every
department of any organisation have their important role in the organisation which need to be run
smoothly. So to say that organisational performance result is summation of the performance of
all the respective departments.
Whereas, HRM is a department which is likely to play its role in the organisation. HRM
is a single unit in the organisation which help the organisation by playing its role in the
organisation which is one of many departments role. HRM is the cause for running the business
effective. Because they are responsible for hiring the best people for that job profile. No any
business can run by any individual. They need to have a group of people which can also be

refereed as the team members who work together and make the job done. HRM having the
different role and responsibility in the organisation. From hiring to termination, it is their
business. They also need to be taking care of their employee in their professional problem and
some personal personal problem which are or can effect the professional performance in the
organisation. When hiring for different department, they need to be careful and to be sure that
they choose the best person for that job. Any muddle in hiring can create a big loss for the
organisation which subsequently says to be a bad decision by the HR department. So for the
smooth running or better performance of any organisation depends on the decision taken by the
HR department. They also responsible to motivate their employees and managing and identifying
the conflicts in early stage and to resolve in proper time. They also the role for performance
appraisal which creates motivation within the employee and help in the growth in personally as
well as professionally.
The above paragraph includes that the HR roles and responsibility are most important to
run any organisation or company. Ii carries different roles which directly or indirectly effect the
overall performance of the organisation. HR plays their role in the organisation in such a silent
way that other departments get their information related to their job and also gets all the
information on time which is required for the employees of that organisation. Whereas, the
organisational performance is result of the summation of all the departments performance.
Overall better performance give the better organisational performance or vice-versa. HRM said
to be a unit or part of any organisation.

CONCLUSION
After a brief analysis of above report, it has been concluded that it is essential to
understand and focus on concept of HR so that organisational goals are accomplished properly.
Moreover, this report gives brief information about how human resources help in achieving
objectives at workplace & higher productivity. Thus, it has been evaluated that it is necessary for
contemporary enterprise to carry out these human resource roles & responsibilities efficiently so
that it leads to better effectiveness.
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Professionalism in Public Organizations: A Meta-Synthesis.Human Resource
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forward.Available at SSRN 3263878.
Feng, 2020. “Integrating OD, HR and Change Management: Strategies for Sustained Success”—
Insights on AODN and Foresights on Application of OD to Educational
Systems. Journal of Contemporary Educational Research,4(10).
Héder, 2018. Effect of labour market changes on HR functions.Anali Ekonomskog fakulteta u
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Huang, 2019. Impact of Artificial Intelligence in Enterprises HR Performance in Pakistan: A
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Jayakody, 2018. Impact of aging on the auditory system and related cognitive functions: a
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Lytvynenko,2019. Developing the mechanism of influence of HR policy instruments on the
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Manju, 2019. A study on hr development practices in banking sector with special reference to
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Shamim, 2016. Innovation in ethics and professionalism course: Early experience with portfolio-
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