Human Resource Management Report: Workforce Planning and Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Sainsbury's. It begins with an introduction to HRM and its functions, emphasizing workforce planning and resourcing. The report then delves into recruitment and selection approaches, comparing internal and external methods, and evaluating their strengths and weaknesses. It examines the benefits and effectiveness of various HRM practices, including recruitment, selection, and performance appraisal. Furthermore, the report explores the importance of employee relations in influencing HRM decision-making, highlighting the impact of employment legislation such as the Anti-discrimination Act, Equal Pay Act, and Health and Safety Act. The report concludes with an application of HRM practices, summarizing key findings and insights into effective HRM strategies within the context of Sainsbury's operations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Purpose and function of HRM in relation with workforce planning and resourcing............3
P2: Strength and weakness of different recruitment and selection approaches...........................3
TASK 2............................................................................................................................................6
P3: Benefit of different HRM practices.......................................................................................6
P4: Effectiveness of HRM practices............................................................................................7
TASK 3............................................................................................................................................8
P5: Importance of employee relation that influences HRM decision making.............................8
P6: Employment legislation and its impact on decision making.................................................8
TASK 4............................................................................................................................................9
P7: Application of HRM practices...............................................................................................9
CONCLUSION..............................................................................................................................11
REFRENCES.................................................................................................................................12

INTRODUCTION
In dynamic scenarios, it is important to manage staff members effectively and it is only
done with the practices of human resource management. The practices involves reward
management, career management, recruitment and training. It is primarily designed for
maximising personnels performances through various policies, resolving issues and rewarding
time to time. The selected company for understanding HRM is Sainsbury's that is one of
supermarket chain in United Kingdom. The report constitutes purpose, scope of HRM, pros and
cons of recruitment addition to selection approaches, effectiveness of key elements of human
resource management. Further, the report includes factors affecting decision making addition to
employment legislations of human resource management.
TASK 1
P1: Purpose and function of HRM in relation with workforce planning and resourcing
Human resource management is a process that is used to successfully design
management system by using human talent to accomplish the goals of an organisation. The
primary objective of Sainsbury company is to seek for the availability of desirable workforce for
an organisation. Thus, the purpose and function of the company in terms of workforce planning
is defined below:
Develop suitable programme: The organisation develop suitable environment in which
the employee can enhance their skills and utilise it to the fullest. This can include the designing
of various programme that offer immense benefit to the employee like health insurance,
recruitment plan and medical insurance. Within Sainsbury it act as an effective technique that is
beneficial for the planning and retention of workforce effectively.
Performance appraisal: The HR department of Sainsbury analyses the performance of
their employee after frequent interval and offer them constructive feedback regarding the same.
Further, based on existing result the desirable ones gets the benefit of promotion, salary hike,
recognition and so on. Therefore, such positive reinforcement significantly help the workforce to
meet the standard by making optimum use of the resources.
P2: Strength and weakness of different recruitment and selection approaches
Recruitment is the vital HR function that help to search and hire the best qualified
candidate which is suitable for the vacant position. This is basically the positive process as it

invite and encourages the aspirant to become the part of an organisation by applying for the
specific job. There are basically two methods of recruitment which are considered by the
Sainsbury company and are discussed below:
Internal recruitment: This is the motivating factor for the employee as the organisation
fill up the vacancy by the existing workforce which include the methods like promotion and
transfer. Like, respective company uses internal recruitment to shift the experienced and capable
person to the higher position which leads to the feeling of job security.

Advantage Disadvantage
In case if the chance is given to the desirable
candidate to attain the higher position. Then
this create the loyalty of the employee for
company.
At-times it limit the scope for company to get
the efficient workforce.
It reduces the cost as well as effort of manager
and on employee's side it reduces the turnover
issue by generating the feeling of job
satisfaction
Lose the chance to get the desirable candidate
from the external source can possibly become
competition advantage for rivalries.
External source of recruitment: It involve motivation of the suitable and skilled external
candidate to apply for the job and perform their functioning effectively. Herein, Sainsbury
inform about the job opening to the external environment via campus recruitment, walk in
interview, job portals and so on.
Advantage Disadvantage
Sainsbury company basically rest upon this
method to get the pool of desirable candidate
with whom they can make the innovative
strategies.
This whole process is time taking as the new
employee as it include advertisement,
screening and E-Recruitment activities which is
time engaging.
Here organisation gets the fresh skill and
qualified candidate which they can mould for
the long term success of an organisation.
This process may lead to internal chaos and
dispute amongst the existing employee due to
which they must not showcase welcoming
behaviour towards new employee.
Selection is simply the process of matching the requirements of vacant place by putting
the right candidate at right place. Although it is an effective process but still it is considered as

negative process because amongst the large pool various unsuitable candidate are weed out from
the organisation. Some of the methods adopted by Sainsbury company are discussed below:
Aptitude test: These test are designed to identify the ability of candidate in terms of their
verbal, numerical and mechanical ability. Sainsbury offer the sufficient duration to complete the
test also it is convenient for the organisation to evaluate the ability of aspirant.
Advantage Disadvantage
The standardisation of aptitude test leads to
valid and reliable result.
Selection based on aptitude test may not
necessary leads to the expectation of good
performance.
Interview method: This is the most common and essential method adopted by Sainsbury
company as it determine the detail information regarding the existing knowledge, opinion and
perception of the candidate.
Advantage Disadvantage
This method has better response rate in
comparison to the other as the interviewer can
even determine interviewee's non verbal
behaviour.
This is time consuming and can lead to biased
result that reduces the effectiveness of whole
process.
TASK 2
P3: Benefit of different HRM practices
HRM practices Employee Employer
Recruitment and selection This is an effective HRM
practice for employee as they
get the opportunity to become
the part of the organisation
where their requirement and
skill matches. Along with this
it motivate the employee like
The employer of Sainsbury
understand the vacant job and
hire the best aspirant amongst
the huge pool. This benefit the
employer to work with the
innovative team with whom
they can over any adverse

in terms of internal recruitment
and selection process the
internal staff of Sainsbury put
best possible efforts so that
they can gain the better
position.
situation due to which they get
the benefit either in monetary
or non monetary term.
Performance appraisal This practice is effective for an
employee as they feel that their
efforts and contribution are
considered by an organisation
due to which they get several
benefits like salary hike,
incentive, promotion and so
on.
The employer identify the gap
between the actual and desired
position and help to fill the gap
by motivate the staff through
positive reinforcement. Filling
up the gap helps the employer
to achieve the target of the
organisation due to which their
valuable efforts are considered
by whole organisation.
P4: Effectiveness of HRM practices
HRM practices are stated to policies, procedures, strategies and systems that results in
influencing attitude, performances, efficiency as well as activeness of personnels at great
manner. With the practices, administrators of Sainsbury's provides guidances so to improve
operations and dealing with issues concerned with performance management, employee
motivation, compensation and organisational development. Effectiveness of various practices
associated with human resource management are discussed below:
Recruitment and selection: The practice is related to attracting and selecting new
candidate for empty position. Successful company begins with abilities to find competent
individual along with hiring the best. The practice plays important function of supporting
business in positioning capable person with right skills so to achieve challenging tasks. The
practice helps Sainsbury's managers to use effective approaches for selecting suitable candidate.
To find quality candidate and selecting right personnel helps the business concern to produce

productive results as well as remaining in competition through achieving more revenues makes
the practice more effective.
Performance appraisal: It is another practice that evaluates employee performance
within set time duration as well as searching potential ways to improve them. The practice is
performed at Sainsbury's so to assess individual results of actual performances and then are
compared with set standards. Further, areas are identified to make few improvements so to
accomplish objectives in effectual ways. Performance appraisals helps managers to identify
issues and undertaking key actions to improve work quality and enhancing productivity which
will contribute in profitability enhancements through correcting deficiency and clarifying
expectations making the practice more effective.
TASK 3
P5: Importance of employee relation that influences HRM decision making
Employee relation is the prerequisite part of an organisation which is required to maintain
human satisfaction and enhance the productivity by offering healthy and safe working
environment to the employee. Healthy employer employee relation motivate the staff to remain
committed and involved in the functioning of an organisation. The main importance of the
employer relation in the decision making of Sainsbury is defined below:
Handling the grievances of employee: If an organisation instead of just focusing on its
profitability pays attention to provide safe and healthy environment to the employee, conduct fair
treatment as well as indulge in better decision making leads to efficient employee relation.
Application of this method assist the Sainbury company to develop the competitive workforce
that actively participate in the decision making process.
Maintain transparency: the employers of the Sainsbury conduct meetings and sessions
under which they interact with their employee on regular basis. This meeting helps them to keep
updated regarding the policies, procedure, rules as well as decision of an organisation. Further,
by keeping the employees informed leads to the better productivity and creation of sound
decision due to strong commitment of an employee.
Therefore, strong employer and employee relation can encourage effective
communication within the organisation by reducing the chances of ambiguity and conflict.

Maintaining viable relation basically encourages the participation of employee in decision
making process.
P6: Employment legislation and its impact on decision making
Employment legislation include the regulation which is formulated to maintain the
interest of different parties within the organisation. The basic purpose behind this is to sustain
employer and employee relation by safeguarding the interest of employee and protect them from
the unfair treatment.
Anti discrimination employment act, 1967: This act prohibit the discrimination during
the time of employment in terms of caste, religion, age, gender and so on. As per this act it is
unlawful for the organisation in indulge into activities like Favouritism as it decreases the morale
of the workforce due to which it adversely affect the functioning of an organisation. Herein,
Sainsbury company give equal importance to their employee irrespective of their age group due
to which everyone feel they are capable enough to participate in decision making and put their
views forward confidently.
Equal pay act, 1963: Within this act the organisation consist of different department and
functional area for which the company hire diverse employee who will be liable to perform
substantially similar type of work within same condition. So the men and women doing similar
type of job need to be paid similar type of remuneration. Herein, Sainsbury offer the same
platform to the different individual who can effectively participate in the decision making
process and completely achieve the objective of an organisation.
Health and safety act, 1947: As the employees of an organisation have to carry out
various activities so according to this law the employer need to make sure that they make the
precaution to maintain the health and safety of employees. In context to Sainsbury introduces
every new technology to their employee and also provide them training so that they can effective
handle the technology and involve in effective decision making process.
TASK 4
P7: Application of HRM practices
Job Specification
Organisation name: Sainsbury
Job Profile: Sales manager

Selection criteria
 Applicant must have effective communication, listening and persuasion skill
 Capable of managing and monitoring the performance of whole team
 Achieve the growth by hitting the set targets
 Design effective strategic sales planning
Desired criteria
 The candidate should have at-least one year of experience working in a corporate
 Good personality
 Proficient knowledge regarding the services
Job Description
Organisation: Sainsbury
Division: Marketing
Job profile: Sales manager
Location: London, UK
Job Summary: Sainsbury is looking for the sales manager that have adequate knowledge and
experience due to which they can easily meet the target. The candidate need to have positive
attitude so that they can face the challenges and resolve the particular issue because of tehir
hard working trait.
Role:
 Persuade the client to avail the services of company and arrange the meeting with them
 Attain the objective through effective planning and implementation
 Expand the customer base of company through effective selling
 Identify the emerging market and potential groups to whom the business can target to
spread awareness.
CV
Name: John Liviu
Address: 134-140 bakery street, London UK

Contact details: 165-143-156
Job experience: Two years of experience working in a renowned XYZ company as a sales
head where I was supposed to manage the team of 30- 40 members. Now I will looking to
enhance my career by working in a Sainsbury company which can provide me the immense
opportunity to groom my skill set and capabilities effectively.
Specialisation
 Technical knowledge
 Proficient communication skill
 Time management
Qualifications
 Bachelors of Business Administration
 Masters of Business Administration
Declaration: I hereby informed you that all the above displayed information provided by me is
valid and company can reconfirm it from the documentation.
Date: 04-10-2019
Place: London
CONCLUSION
Above mentioned report concluded that human resource management helps in managing
performances addition to attaining growth. The purpose of HRM is to hire right personnel with
accurate competencies and accurate duration. It plays function of motivation, training and
development. Recruitment approaches are used to attract numerous people towards vacant
position where as selection approaches are opted to make final selection decision. HRM practices
are classified as recruitment, career management addition to performance appraisal that benefits
in improving skills, providing growth opportunities, enhancing employee turnover,
performances, setting budgets and making staff members aware about about mistakes or
improvement areas. Employee legislations that are followed at entities are equal pay, health and
safety, sex discrimination, data protection and employee tribunals. HRM practices are applied for
providing training to employees to develop relevant skills and performance based compensation.

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