HRM Report: Recruitment, HR Professionals and Organisational Goals

This report provides an overview of Human Resource Management (HRM) within an organization, emphasizing the roles and qualities of HR professionals. It delves into the significance of recruitment in achieving organizational objectives, using Sainsbury's as a case study. The report discusses the planning and recruitment methods employed by HR departments, including job descriptions, budgeting, and the selection process. It highlights the importance of the CIPD Profession Map in setting standards for HR performance and concludes that effective HRM is crucial for organizational success. The report explores the connection between recruitment strategies and organizational goals, covering the role of HR in various departments, and the importance of aligning recruitment parameters with business objectives. The report also discusses the role of selection activities in ensuring the hiring of qualified candidates and the role of HR in maximizing profit and achieving organizational goals.

Human Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................2
HR Professionals .............................................................................................................................3
Recruitment for achieving Organisational Objectives.....................................................................4
CONCLUSION ...............................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
The study talks about the Human Resource evaluation within an organisation. Human Resource
means the team of people doing recruitment as per the need of organisation. The qualities needed
to become a sound HR professional are highlighted. An organisation has some objectives to fulfil
l in near future to bring down its work load and achieve revenues. It needs to have a strong
workforce for it. The procedure of planning and recruitment methods used by HR for various
departments are discussed to achieve organisation's goals.
HR Professionals
Human resource is a role which include the variety of functions and responsibilities
towards the organisation. As every organisation have different roles and responsibilities to be
followed for that an HR must be capable and having a good communication skills, proper time
management quality and self-disciplinary, trustworthy so that they can deal with the issues arises
in the organisation, take decisions regarding the staffing process, plan the goal for the
organisation, control the activities obtained in the premises, direct the employees or provide
them proper guidance , also provide compensation to the employee so that they can motivated
towards their organisation or reward them so an employee can effectively work and accomplish
the goal of the organisation (Boon, Den Hartog and Lepak, 2019). The HR department is a group
of people who is liable for the employee-life cycle. As it include the recruitment, hiring, on
boarding process , training and development programmes and the termination process. An
Human Resource Management is important for every company because they focuses on the
improving of productivity, reduces the cost , manage the changes arises in the company. Their
are some qualities which an HR has to follow as :
Provide Advise – HR play a role in every area as they are having knowledge of every
field so that they can provide advise to the firm while making any policies, procedure, and
program. The HR can suggest on the recruitment process, selection of the suitable candidates,
manpower planning, job analysis and design the strategies so that the organisation can effectively
accomplish their goal and operate the functions.
HR Behaviour - An HR having a positive behaviour towards their company so that the
employees will also behave professionally. They must support the employees and having a good

attitude towards the employees too, so that the employees can interact to the HR and improve
their work performance and complete the task.
Direct- The HR having an quality to direct and guide the employees so that the
employee will get motivated and willing to complete the goal of the enterprises.
Control- HR having an ability to control the employee behaviour towards other people in
the company, employee performance and development of the employees.
Leadership – An HR having a leadership quality so that they can handle the employees
relations and can control the employees to work smoothly.
Problem Solving- In an organisation there are different individuals with different
personality who are working together and accomplishing the company goal. If any differences
arises the HR must be liable to solve the problem and maintain the environment. And focus
towards the organisation goal.
The CIPD Profession map is a tool who set the standards to improve and develop the
performance of the Human Resource professionals, so that they can create their future demands.
As this map helps to guide the professionals towards successfully accomplishing the goal of the
organisation (Stewart and Brown, 2019). Its important for an HR department of Sainsbury to
follow the cores so that they can classify the strategies and can take decisions regarding any
changes obtained by the firm.
Recruitment for achieving Organisational Objectives
An organisation consists of various departments. It has various functions to be accomplished
such as manufacturing, processing, packaging of materials and goods. These functions to be
accomplished require work force which require skilled people with certain academic
backgrounds to achieve results. Talking of the company Sainsbury, its core business is dealing in
grocery and food items. It has later on diversified in other product ranges like clothing, home
ware and electricals.
Planning:A company's management sits and discusses the current projects along with future
projects in pipeline. The targets to be achieved like in case of Sainsbury it can be increasing
grocery sales in places where outlets are facing more competition. It may require to add more
skilled work force which are experienced and passionate towards selling grocery items. Thus
building of human resources to achieve future as well as current objectives is planned in

advance. Sainsbury may like to expand its business in rural areas and opening of new stores will
demand work force who can understand and cater to the rural segment of population. This all
requires pre-planning so as to meet the need of the hour at time defined (Kerdpitak, 2020).
The management of various departments at Sainsbury have their own set of demands for
work force as per their current and future needs. For e.g. at season time the sales department may
be requiring additional work force to achieve the targets. The department managers will get in
contact with HR and convey their needs. HR will ask the total number of candidates required by
the department and the skills required in personnel. Then it will prepare a Job description which
covers the duties, skill sets and responsibilities required by the candidate. The academic
background will have a bar set of own and additional qualifications will be shown preferred in
the job description. The salary bar is set for candidates and a hike is generally given to
experienced or candidates with a higher academic qualification.
Company has to plan a budget for the recruitment process to be undertaken. It can be at
company's office or it can be at multi-locations. Speaking of Sainsbury, it has to do recruitment
at multi-locations where it has stores. The requirement of number of days the process will go on
along with banners of recruitment drive are placed to the finance department by the HR. The
finance department then prepares the cost sheet which also covers the recruitment promotional
expenses to be done online. The HR has to arrange resources for conducting recruitment
according to the budget guidelines and present the report of expenses incurred after the
recruitment process is over (McColl and Michelotti, 2019).
Planning also involves making an estimate of people who can voluntarily quit the
company. It may happen with experienced professionals who are in search for a better job
opportunity. In this case, the company needs to have back-ups assigned to these people as they
already have knowledge of job. It may happen that some employee is on medical leave so in
these cases, Sainsbury always keeps back-ups which can do the work in their absence. Thus the
number planned is conveyed for recruitment.
Recruitment: This step comes next after planning has been done. The process involves the
preparation of job description according to the skill sets required with academia mentioned.
Recruitment tries to resource best individuals for a particular job and there are number of steps
involved in getting the best candidates. Companies give messages on different job portals

regarding the job vacancy with a listing of specifications, sometimes they use personalised
messaging by sending mass e-mails making people aware about the vacancies. At Sainsbury,
employees are instructed to give references of their friends or relatives who are fulfilling a skill
set and can be eligible for a certain post. Incentives or reward money is given to them in return.
Companies follow different approaches for recruitment for e.g. some may keep an
aptitude test, personality test and then conduct an interview. Some may do a telephonic round for
short listing and then call the candidates for interview. Sainsbury follows a comprehensive
approach in which personality and intelligence traits both are judged of candidates. As it is a
retail chain which comprises of candidates from various backgrounds the candidate's personality
should suit in such a way that the candidate should be able to adjust with the environment and
work as a contributing team member to achieve the goal (Kerdpitak, 2020).
Recruitment parameters are set of a company in a way that it is in line with organisation
goals. In the modern times of technology, where digital marketing on online platforms is gaining
popularity in retail sector with increase in online shopping. Sainsbury has recruited staff which
has made it easier for customers to avoid online traffic and given search options which takes
customer directly to the product they desire by entering some keywords. Also, the second aspect
gaining popularity is of artificial intelligence which will help companies in accurate and faster
performance of operations and calculations. Recruitment staff at Sainsbury have gauged this new
advent in technology and tied up with institutions offering this course to students which can
become potential candidates for recruitment in Sainsbury and take the company's operational
efficiency to a new level.
HR have a set salary bar which they generally display in mails although with a tag line
that candidates with relevant experience can get a hike in the previous remuneration. This way
Sainsbury HR staff when recruiting offer a decent remuneration set according to industry
standards and give a hike in previous remuneration to experienced candidates. Salary bar is
raised for candidates with an impressive profile. This way talent pool is always recognised at
Sainsbury and deserving candidates get recruited (McColl and Michelotti, 2019).
Organisational objective within which selection activity is responsible for an HR Function:
As the primary objective of every organisation is to find a right candidate for the
available profile. The HR is responsible for the hiring of the qualified candidate for the position.

As selection is a process which takes place while short listing the candidate by identifying their
skills suitable for the available position (Chams and García-Blandón, 2019). An HR is liable for
the selection process having some basics which includes applications, pre-selection or screening
the candidate, interviewing the candidate and final selection of the suitable candidate, medical
and background testing included after final selection and take decision and offer them the job.
Selection is a process in which an HR is hiring the most suitable candidate and eliminating
unsuitable candidates. As it is very important for every organisation to select or hire a perfect
candidate so that the firm can maximise their profit and accomplished the organisation goals and
reduce the losses.
For development of organisation the HR plays a very important role as they identify the
organisational structure so that the productivity will increase and develop the effective
communication within the premises so that the relationship of the employees will improved and
all the employees work together in the organisation, and hire a capable candidate and qualified
candidate who are suitable for the available position so that they can effectively perform their
work and develop their skills towards their job (John and Taylor, 2016). For a selection activity
the candidates sourced by advertising and networking or other methods. In Sainsbury
organisation their is a need for a sales staff due to festival seasons, as the sales are increasing and
the requirement of the candidates occurred, so the HR department hire a sales staff required for
sales in which the candidates are capable for sales having good communication skills who can
achieve the target of the organisation so that the goal of the firm can accomplished. The HR
recruit the suitable candidate and take final selection decision and offer them job.
CONCLUSION
It can be evaluated from the above information that the CIPD profession map design the
highest standard to improve the performance of the employees , so that the organisation can
identify the capabilities of an employee and can build the framework in which the employees can
develop themselves and focus toward the growth of the organisation. And this study also
concluded that the success of the organisation is depends upon the employees so the HR is
responsible for the planning process , recruitment and selection activity so that they can hire a
suitable candidates for the available job in the organisation.

REFERENCES
Books and Journals
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management.45(6).
pp.2498-2537.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling.141. pp.109-122.
Gravili, G. and Fait, M., 2016. Social recruitment in HRM: a theoretical approach and
empirical analysis. Emerald Group Publishing.
Hong, J.F., Zhao, X. and Stanley Snell, R., 2019. Collaborative-based HRM practices and open
innovation: a conceptual review. The International Journal of Human Resource
Management, 30(1), pp.31-62.
John, R. and Taylor, B., 2016. Human resource management.
Kerdpitak, C., 2020. The Effects of Environmental Management and HRM Practices on the
Operational Performance in Thai Pharmaceutical Industry. Systematic Reviews in
Pharmacy, 11(2), pp.555-565.
McColl, R. and Michelotti, M., 2019. Sorry, could you repeat the question? Exploring video‐
interview recruitment practice in HRM. Human Resource Management
Journal, 29(4), pp.637-656.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.