Human Resource Management Report: Workforce Planning and HRM Practices

This report delves into the core aspects of Human Resource Management (HRM), focusing on workforce planning, recruitment, selection processes, and employee relations within an organizational context, using Sainsbury's as a case study. It elucidates the purpose and functions of HRM, emphasizing its role in aligning workforce needs with organizational goals and optimizing resource utilization. The report examines the strengths and weaknesses of different recruitment and selection approaches, and it highlights the benefits of various HRM practices for both employers and employees, as well as their impact on organizational profit and productivity. Additionally, it addresses the significance of employee relations in shaping HRM decisions and outlines key elements of employment legislation and their influence on HRM decision-making. Finally, the report explores the practical application of HRM practices within the work context, providing a comprehensive analysis of HRM's role in fostering a productive and harmonious work environment.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................3
P2 Strengths and weakness of different approaches to recruitment and selection......................5
TASK 2............................................................................................................................................8
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.....................................................................................................................................8
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................9
TASK 3..........................................................................................................................................10
P5 The importance of employee relations in order to influence HRM decisions.....................10
P6 Key elements of employment legislation and the impact came on HRM decision making.
...................................................................................................................................................11
TASK 4 .........................................................................................................................................13
P7 The applications of HRM practices in relating with the work context................................13
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

Table of ContentsINTRODUCTION 2
TASK 1............................................................................................................................................3
P2 Strengths and weakness of different approaches to recruitment and selection.................5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................7
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................9
TASK 3..........................................................................................................................................10
P5 The importance of employee relations in order to influence HRM decisions................10
P6 Key elements of employment legislation and the impact came on HRM decision making.
..............................................................................................................................................11
TASK 4 .........................................................................................................................................12
P7 The applications of HRM practices in relating with the work context...........................12
CONCLUSION .............................................................................................................................14
REFERENCES 15INTRODUCTION
It Human resource management is defined as a system in which to manage individual
within an organisation.. In this, manager is dealing with responsibility in dealing with
designing, staffing and employee compensation The authority of a manager are their in
describing areas which a manager has to deal by designing, staffing, employee compensation etc
(Al Ariss, Casio and Paauwe, 2014). The purpose for which they are leading with to maximise
productivity and optimizing use of resources. Their practice is based on hiring, recruiting and
managing employees in of an organisation. This report is based on Sainsbury's, a retailing
company which is founded in 1869 by John James Sainsbury's. It is a largest groceries retailer
company in UK. The main purpose of this assignment is look after the purpose, planning and
resourcing of an organisation is assessing its functions in a manner to fulfil objectives. It is based
on maintaining effectiveness in HRM practices. They are defined with the purpose of making
support in evaluation.In this, the approaches on recruitment and selection made by manager in

identifying strength and their weaknesses. It is lead by describing employer and employee in
practices and on enhancing profits. The practices with organisational context in making decisions
for evaluating relations. Their relations in respect to making decisions and their impact on
legislation by relating with context.

TASK 1
P1 Purpose and functions of HRM
HRM plays an important part in the success of the organisation. Their main work is to
maintain the workforce at the same time and make the best utilization of limited resources
so that business objectives would be achieved. Major functions of HRM is described
below,
Managerial functions:
Managers works is to manage the resources available in the workplace so to attain the maximum
utilization of it. Basic functions includes planning, organising, directing and controlling of
the department.
Planning: Planning is important for the Sainsbury's as it will help the company to decide their pre
set goals and how they can achieve it so that performance of the employees improves
gradually. Plans are made so that utilization of resources can be achieved like forecasting
of shortages or surplus in the company so to avoid the wastage thus increasing the profits.
Workforce planning can be considered in this. It is a process in which needs and priorities
of the company is align with the headcount of the company so to achieve the goals of the
organization. In this employees skills and what type of skills required in the future is find
out and according to that recruitment would be done so to place right people, at the right
time. Through this Sainsbury's can manage their employees and align them with the vision
of the company.
Organizing: Once the plan has made in the above stage, now its Sainsbury's manager's
responsibility to design the structure so that task would be allotted according to the skills
set(Albrecht, 2015). Coordination within the team is important to achieve the goals.
Directing: Direction functions means to guide the other employees so that they can achieve their
personal and company's goals. Sainsbury's manager can motivate their employees, clear
their path of goals so that full efficiency would be achieved by the employees.

Controlling: After all the above stages, Sainsbury's manager work is to monitor and control the
activities of their employees so that individual won't divert into wrong direction. It
includes the comparison between the planning and real work so that gap can be find out
and improves it so that pre set goals can be attain.
Operative functions
Operative functions are those in which task are done by the personnel department. Some of
the important functions are described below,
Employment: Function of HRM is to recruit employees according to their skills set so that
performance can be increased. But before the employees should be aware of the
requirements of skills and capabilities required by the Sainsbury's and how many
individual they want so the demand and supply would be matched.
Training and Development: Training and development is an important which should be done by
all the companies so that individual and organisation learning should be
improve(Armstrong, M. and Taylor, 2014). Sainsbury's manager should provide proper
training to new employees so that specific skills and competencies required for the job
should be inculcate consequently helping the individual to achieve their task. Apart from
that manager should provide training to old employees so that their skills can be improved
thus helping the company to tackle future problem.
Advisory functions
Human resource manager work is to give advice to their top management that how they
can improve their employees performance or which type of technology should be use to
increase the productivity of the employees and the Sainsbury's. Other than that they could
provide feedback to the department head in the context of job analysis or manpower
planning.
Purpose of HRM practices

The purpose of HRM is to help the Sainsbury's so that overall goals of the company can be
attained(Banfield, Kay and Royles, 2018). Their work is to maintain the peace and
harmony of the workplace so that employees would be motivated and helping the
Sainsbury's to improve their performance to a certain level. Apart from that proper
compensation should be given to the employees so that they can satisfy their needs hence
helping them to increase their motivation. P1 Explain the purpose and the functions of
HRM, applicable to workforce planning and resourcing an organisation.
Human resource management is a collective process of making the employees more
effective and efficient so that pre set goals would be achieved. HRM plays an important part in
the success of the organisation. Their main work is to maintain the workforce at the same time
make the best utilization of limited resources so that business objectives would be achieved.
Major functions of HRM is described below,
Managerial functions:
Managers work is to manage the resources available in the workplace so to attain the
maximum utilization of it. Basic functions includes planning, organising, directing and
controlling of the department. Human resource planning: Planning is important for the Sainsbury's HR as it will help
the company to decide their pre set goals and how they can achieve it so that performance
of the employees improves gradually. Plans are made like how many recruitment is
required or what type of skills required in the workplace to excel at work so that
utilization of resources can be achieved .Workforce planning can be considered in this. It
is a process in which needs and priorities of the company is align with the headcount of
the company so to achieve the goals of the organization. Through this Sainsbury's HR can
manage their employees and align them with the vision of the company. Succession planning: It is the process of recruiting the employees, develop their skills so
that employee will be ready for the advancement. It helps the Sainsbury's to find a
replacement for the top executives (Albrecht, 2015). Apart from that, HR work is to align
the vision of the company with the appropriate staffing so that strategic plan could be
made according to that. Talent hunting: Talent or head hunting is a process of finding the suitable candidate for
the Sainsbury's so that there expertise and knowledge can help the company to achieve

their goal. HR have to look down the candidates very carefully as wrong skills or
unfaithful if recruited can affects the company performance in a negative way. Training and development: Sainsbury's manager role is to train their employees
according to the requirements of the job so that they can achieve their purpose in the job.
Apart from that it will help them to increase their knowledge and skills over time.
 Performance management: Sainsbury's manager should monitor and analyse the
performance of the employee's and it can improve so that better performance will be
given in the next time. Manager should assign task and training according to the
employee's performance as it will motivate them to perform harder.
Operative functions
Operative functions are those in which task are done by the personnel department. Some
of the important functions are described below, Recruitment and selection: Recruitment and selection is a process of attracting
candidates to apply for the job and then select them according to their skills and
capabilities. Manager role is to find out the gap between the requirements and actual
headcount in the office and try to fulfil it. Sainsbury's manager should recruit the
employees according to their skills and capabilities so that they can excel in their work
thus increasing the productivity of the company.
 Training and Development: It is an approach of inculcating proper skills and
competencies according to the requirement of specific job. Training and development is
an important which should be done by all the companies so that individual and
organisation learning should be improve(Armstrong, M. and Taylor, 2014). Sainsbury's
manager should provide proper training to new employees so that specific skills and
competencies required for the job should be inculcate consequently helping the individual
to achieve their task.
Advisory functions
Human resource manager work is to give advice to their top management that how they
can improve their employees performance or which type of technology should be use to increase
the productivity of the employees and the Sainsbury's. Other than that they could provide
feedback to the department head in the context of job analysis or manpower planning.
Purpose of HRM practices

 The purpose of HRM is to motivate employees so that overall goals of the company can
be attained(Banfield, Kay and Royles, 2018).
 HRM work is to maintain the peace and harmony within workplace so that employees
would be motivated and helping the Sainsbury's to improve their performance to a certain
level.
 Proper compensation should be given to the employees so that they can satisfy their
needs hence helping them to increase their motivation.
HRM crucial work or purpose to recruit and select the candidates according to their skills
and capabilities so that company's performance would increase.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is a process of attracting or alluring the candidates to apply for the job
according to their specific skills and education.
Recruitment is a process of attracting or alluring the candidates to apply for the job
according to their specific skills and education. If the high number of candidates apply for the
job then there is a chances of selecting the best individual for the Sainsbury's thus helping the
company to improve their performance. Recruitment is a positive process as it collects the CV of
the employees and do not reject anyone at this time.
Selection is a process of selecting the best candidates out of the pool of candidates
selected by the recruitment process. It helps the company to select the best candidates so that
requirements can be fulfilled. Selection is a negative process as those candidates who did not get
selected will feel depressed moreover company perception in the mind of the candidate will get
bad. Selection is a process of selecting the best candidates out of the pool of candidates selected
by the recruitment process. Selection may be a negative process for those candidates who did
not get selected will feel depressed moreover company perception in the mind of the candidate
will get bad.
Strengths and weakness of different approaches of recruitment are as follows,
External recruitment: External recruitment are those in which company post their
vacancy of jobs outside the workplace like newspaper, magazines, online sites et so that potential
candidates can be attracted.StrengthsWeaknessExternal recruitments can bring new ideas and
perception in the Sainsbury's and can help the company to make new products.This process is
time consuming as it will take to select the best candidates from pool of candidates.People from

different experiences can be attracted so that they will bring knowledge and skills to the
Sainsbury's.
External recruitment: External recruitment are those in which company post their vacancy of
jobs outside the workplace like newspaper, magazines, online sites et so that potential candidates
can be attracted.
Strengths - External recruitments can bring new ideas and perception in the Sainsbury's
and can help the company to make new products. People from different experiences can be
attracted so that they will bring knowledge and skills to the Sainsbury's.
Weaknesses - This process is time consuming as it will take more time to select the best
candidates from pool of candidates. It is an expensive process as high cost will be incur at the
time of marketing and advertising.
Online jobs posting
Strength - This approach incurs low cost to the company as it will help the Sainsbury's to
lower down their acquisition cost(Bello‐Pintado, 2015.). Online job posting can attract high
number of employees thus helping the Sainsbury's to select the best potential candidate.
Weaknesses – It is a hectic process as lot of time get waste on scrutinizing the candidates
resumes. Use of keywords to search the right candidate can cause discrimination in potention
employees.
Press or newspaper advertising
Strengths – It creates brand awareness among the potential candidates and sends positive
messages as no discrimination is there among individuals.
Weaknesses - High cost will be incur and there is no guarantee of return on investment.
With that, these are restricted to those who have read the paper.
Internal recruitments: In this type of recruitments vacant jobs are published internally so that
existing employees can help to fulfil it.
Strengths - This process is cheaper and quicker as compare to external recruitments
(Chowhan, 2016). It won't affect the culture and business as the person is already aware about
the working environment and their policies.
Weaknesses - It limits the Sainsbury's to recruit more talented employees. It also creates
another vacancy which needs to be fulfil thus incurs the cost in training and development for the
new employees.

Promotion
Strengths - It can help the Sansbury to increase their performance as motivation would be
increase of an individual after getting promotion. It can also motivate the other employees to
work harder so to get the promotion thus improving the performance of the individual and
Sainsbury's.
Weaknesses - It can demotivate the other employees who are more qualified for the
promotion. Chances of favouritism and biasses is high thus leads to conflicts among employees.
Selection: Selection is a process of choosing the best individual out of pool candidates so that
company requirements would be fulfil by their skills and capabilities.
Strengths - Selection process is useful to find out the behaviour and communication skills
of an individual (Zibarras and Coan, 2015). Process of selecting can be modified according to the
individual as if they are not able to come on the office then interview could be conducted online.
Weaknesses - It is lengthy process and cost incur to the company is also high. Chances of
favouritism is high if interviewer and candidate are known to each other. Chances of favouritism
is high if interviewer and candidate are known to each other.
One to one interview: This is one of the most popular selection assessment techniques in which
interviewer can monitor their communications, body shape while speaking etc.
Strengths - HR can thoroughly asses the individual traits and how their abilities can help
the Sainsbury's performance. It is most flexible interview technique in which location and style
are decided according to mutually consent.
Weakness - Applicants can rehearse the interview and can speak lies with great
confidence so that HR would become confuse. This method is time consuming and costly for the
Sainsbury's.
The panel interview: In this method, two or more interviews are there to assess the candidates
skills and capabilities.
Strengths - Biases would not be there as mutually decision will be taken at the last. All
the people who might get affected from their competencies would be there so that suitable
candidate would get selected.
Weakness - This method can scare the candidates and can demotivate them while
interviewing. Risk of conflict is high and every person in the panel has different opinions. Risk
of conflict is high and every person in the panel has different opinions (Deery and Jago, 2015).

Online jobs postingPress or newspaper advertisingStrengthsWeakness
Internal recruitments: In this type of recruitments vacant jobs are
published internally so that existing employees can help to fulfil it.
StrengthsWeaknessThis process is cheaper and quicker as compare to
external recruitments(Chowhan, 2016).Promotion Strengths
Strengths and weakness of selection:Strengths WeaknessSelection process is
useful to find out the behaviour and communication skills of an
indicators(Zibarras and Coan, 2015).It depends on the mood of the interviewer
while selecting as chances of rejecting a potential candidate due to bad
mood.Process of selecting can be modified according to the individual as if
they are not able to come on the office then interview could be conducted
online. generated withinTASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
HRM practices are those which help the personnel to manage the employees so that there
performance would be improved(Bratton and Gold, 2017). Different HRM practices applied in
the Sainsbury's can help their employees to increase their productivity thus improvement in
performance while working. Different types of practices are described below,
HRM helps in Training and development: Training and development is an important
part in the organizational learning. Training helps the employees to improve their productivity
thus helping the individual to improve their performance. For employers, Sainsbury's HR should
properly provide training to employees so that specific skills and capabilities imparted in the
individual to accomplish a given task. Increase in employees productivity leads to increase in
efficiency and profits of the Sainsbury's.
HRM helps in Performance management system: PMS main work is to monitor and
analyse the performance of the employees and how it can be improved to attain more
productivity. Sainsbury's can improve their employees weakness by analysing it through PMS