IHRM 4032: HR Functions, Planning, and Legislation at Sports Direct

This report provides an overview of human resource management functions at Sports Direct, a UK-based sports retailer facing scrutiny for its workplace practices. It addresses key HR functions in a modern business environment, including maintaining records, ensuring labor law compliance, managing payroll and benefits, maintaining employee relations, and ensuring proper recruitment and training. The report also discusses HR planning processes for managing international staffing needs, emphasizing the importance of analyzing present conditions, forecasting demand, striking a balance between supply and demand, creating a sustainable vision, and integrating a plan. Furthermore, it explores effective HR practices and performance management, focusing on creating a positive work environment, improving communication, providing training, and acknowledging employee contributions. Finally, the report examines the influence of employment legislation on HR practices, particularly in the areas of pay and wages, highlighting the need for compliance with national minimum wage laws and the provision of itemized pay slips. This assignment solution is available on Desklib, a platform offering study tools and resources for students.

Running head: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Introduction to Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:....................................................................................................................................2
Task 1: HR Functions in a Contemporary Business Environment..................................................2
Task 2: HR Planning In a Business Environment...........................................................................4
Task 3: Effective HR Practices and Performance Management in Organizations..........................6
Task 4: Influence of Employment Legislation on HR Practices in Organizations..........................8
Conclusion and Recommendations..................................................................................................9
References:....................................................................................................................................10

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Introduction:
The report aims at providing an overview into the functional human resource
management from the perspective of an interim human resource (HR) consultant for Sports
Direct (sportsdirect.com 2018). The company is one of the largest sports goods retailers of
United Kingdom and known for its affordable low pricing. However, in present times the
company has come under public scrutiny due to the implementation of inexcusable workplace
practices. The report however addresses four HR practices that can help the company in dealing
with its current issues. The first task in the report focuses on HR functions in a modern business
environment while the second task is a discussion on the planning undertaken by HR in a
business environment. The third task tries to provide an insight into the effective performance
management and HR practices of an organization. Through task four, the report discusses about
the the employee legislations influence on the HR practices.
Task 1: HR Functions in a Contemporary Business Environment
Most organizations are influenced by the modern business world for surviving in a
vibrant market environment that put forwards the need of an HR for effectively dealing with the
world business scenario. The HR at the same time also acts as dominant tool in the determination
of the success of the organization (Budhwar and Debrah, 2013). In fact, the human resource
department portrays an active role while determining the compliance with the labor laws,
maintenance of the employee records, training and hiring of the employees, determining
compensation, relational assistance and the handling of the performance issues. These functions
help the company in meeting the needs of the staffs.

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Sports Direct has been undergoing an increasing tension because of implementation of
various atrocious practices that has brought the company under the scrutiny of the enforcement
agencies of the government and the human rights group to ensure the practice of well being of
the employees within an organization. Sports Direct has been the leading sports retailer of UK
not only in terms of the revenue but also operating profit and in terms of owner of well-known
lifestyle, fashion and sports brand. Currently, the company faces two people management issues
in the form poor wages paid to the employees along with harassment and penalization of the
staffs who are unwell. Such issues often solved with the help of proactive HR management. The
HR has an upper hand in the management of the employee relations through resolution of
disputes. Thus, the functional HR department of Sports Direct can proactively deal with people
management issues through the adoption of the following functions (Aswathappa 2013):
Maintenance of the Proper Records: The functional HR department of Sports Direct
can act proactively through the maintenance of the records of employees (Sadiq et al. 2013). This
involves the records related to the expenses, income, purchases and business transactions. In
addition, the HR should also keep a tab on individual tax forms, business license, insurance
records and the inventory statistics.
Ensuring Labor Law Compliance: The most important duty of the human resource in
Sports Direct would be in ensuring that the business operations of the company are in agreement
with the labor laws (Armstrong and Taylor 2014). This involves the allotment of breaks to the
employees depending on the number of work hours in addition to mentioning work hours,
contract time of the employees and the suitable age for the recruitment.

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Determining the Dispensation and Benefits of Payroll: The functional HR department
of Sports Direct should take care of the allowance paid to the employees in relation to the payroll
(Olughor 2016). In addition, the HR department should also ensure extension of the healthcare
benefits to employees.
Maintenance of Employee Relations: The HR department in Sports Direct should also
ensure the maintenance of the employee relations (Kooij et al. 2013). This will help them in
proactively playing a role in providing a resolution to a dispute or misunderstanding between the
employees and the management.
Ensure Proper Recruitment and Training: The HR department of Sports Direct should
not only undertake the responsibility of interviewing and hiring employees but dedicate hours for
the training them.
Implementing Plan for Performance Improvement: The HR department of the
company should put forward plans in the form of the written proposals that acts as an aid for
improving the situation of the struggling workforce.
Task 2: HR Planning In a Business Environment
The success of any organization is ensured through the implementation of HR planning
which also helps in the management of the staffing needs (McGregor and Simon 2012). In
addition, the HR planning process also helps in identifying the brand value and reputation,
maintaining the trust of the public and the stakeholders, driving innovation and increasing the
competitiveness, attracting and retaining talent and encourages the company’s move towards
profitability. However, Sports Direct can viably implement the following HR planning process
for managing the growth of the international staffing needs:

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Through Analysis of the Present Conditions: In order to deal with the growing
international staffing needs, the human resource department of Sports Direct should first identify
the strength and weakness of the company within the present labor pool. For instance, the HR
department of Sports Direct needs to undertake comprehensive audit of demographics,
qualifications, skills, compensation and experience of all workers. The statistics then matched
fitted in line with the goals of the company that helps the company in dealing with the
international staff needs (Bowen 2013).
Through Forecasting the Demand: The HR department of Sports Direct must forecast
the demand on the company’s strategic goals. For instance, the HR manager should not only
examine the trends of the market but also undertake technological improvements and industry
analysis for meeting the goals of the company (Cascio 2018). Along with this, the HR
department of the company should also consider the retirements for determining the international
staffing needs. This also helps in determining the full time and the part time employee need of
the company.
Through Striking Necessary Balance: It is also necessary for the HR department of the
mentioned company in striking a balance between the supply and the demand (Fowler 2013). For
instance, this is the point where the HR must create a gap analysis that helps in laying out the
specific needs that will help in narrowing the labor supply of the company versus the future
demand. This will also help the company in creating new skills for the future and in determining
the needs for the managers. Through this step, the company is also able to understand whether
the employees play to the strength of the current role.

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Through Creation of Sustainable Vision and Mission To deal with the growing
international staffing needs, the human resource department of Sports Direct should ensure
integrating sustainable practices in the ethos and the philosophy of business of the company
(Ehnert and Harry 2012). This is ensured when the company defines its vision and mission in
keeping with sustainable business practices.
Through Integration of a Plan: This represents the final step of the planning process
that will help the HR department of the company to proceed. At stage, HR must undertake
practical steps for integrating their plan of meeting the growing international staffing needs with
the goals of the company (Balassa 2013). For instance, it is therefore essential for the department
of HR of Sports Direct to determine a budget, implement a plan and ensure a collaborate effort
with all the departments.
Task 3: Effective HR Practices and Performance Management in Organizations
The underperformance of employee severely hinders the growth potential of the
company. Thus, the HR department of Sports Direct must play a vital role in identifying and
correcting the employee performance and thereby suggests ways for improvement. One of the
developmental activities that the HR department of the company can implement includes
creation of a positive environment through effective communication and necessary training
(Alfes et al. 2013). The HR department of Sports Direct should review the work environment of
the company and make sure the superiors do not intimidate employees. The employees must also
receive an assurance from the HR department in voicing their opinion and in ensuring they are
heard. This will lead to a healthy and happy work culture and foster a feeling of recognition
amongst the employees that will help them in concentrating and working harder. Communicating

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the underperformance and allowing the underperforming employees to articulate the necessary
barriers falls under the responsibility of HR department. The HR department of Sports Direct
should also understand that performance improvement is possible when there is understanding
between manager and the employees (Haines and St-Onge 2012). Thus, to improve employee
performance the HR department should encourage proper communication between the managers
and the employees in the areas related expectations, deadlines, resources and progress. This also
opens up the opportunities for the improvement in the performance.
Ensuring proper training to the employees must also be an aspect of the HR department
of Sports Direct for improving the performance of the employees (Kehoe and Wright 2013). The
employees must receive necessary guidance regarding their doings and the most effective means
of achieving it. However, the training of the employees should be an ongoing process that will
help them in improving their performance and skills. In addition, to the training the HR
department of Sports Direct should ensure introducing fun at work and make work more
enjoyable to the employees. They should thus make sure that a particular day at work in addition
to being broken into small breaks and leisurely strolls must include additional vacation time and
bonuses. This also helps in enhancing the level of employee act. For boosting the level of
performance of employees, the HR department of the company must ensure acknowledging their
contributions. This is done by boosting the contribution and morale of the employees through
recognition of their contribution and accomplishments (Ceylan 2013). This will not only ensure
creativity amongst the employees but also improve their performance by increasing the eagerness
towards their work.
Sports Direct, the internationally acclaimed sportswear brand has been under scrutiny due
to its allegations of unethical work practices that included, poor employee wage, harassment of

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employees for underperformance, implementation of zero hour contracts and infringement of the
employee rights(Shields et al. 2015). The company also reported of racial discrimination by
prohibiting its staffs to speak in the Welsh language. This resulted in unrest amongst the
employees thereby resulting in their underperformance. The HR department of Sports Direct
can overcome such scenario through creation of a optimistic working ambience inside
organization where the employees receive enough motivation to work and at the same time
enjoy the benefits.
Task 4: Influence of Employment Legislation on HR Practices in Organizations
Employee Legislation on Current HR practices in the areas of Pay and Wages is as
follows:
The employer of Sports Direct should choose a structure of employee payment higher
than National Minimum Wage. This must find a mention in the contract of the employees. .
However, the payment mode depends on the employer since the mode of payment received is not
mentioned in the law. The contract must also include the frequency of wage payment to the
employees (Linde Leonard, Stanley and Doucouliagos 2014). The HR department of Sports
Direct must also ensure the receipt of itemized pay slips by the employees which must have
details of the net and gross amount of salary and mention the reason for the deductions along
with the amount. The pay slip must also include the details related to split wages and means of
payment. The HR department must ensure that deductions not approved by the law should have
employee consent. In addition, the staffs should receive a written explanation of further
deductions. Employee legislation influences the HR practices that would ensure payment to the

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employees while they are sick or on paternity leave. The HR practices should make the
employees eligible for certain paid holidays over the year (Storey 2016). Further, employee
legislation through the HR department must also ensure that the employees receive overtime
payments which can either be in the form of short term or the long term. This will help in
encouraging the employees in improving their performance.
Employee Legislation on Current HR practices in the areas of Working Time
Regulations is as follows:
All employees must have a copy of the written statement of the key terms of contract
(Noon, Blyton, and Morrell 2013). The key terms of the contract includes job description and
title, place of work, name of the employers as well as the staffs, date of beginning of the
employment mentioned with work time regulations. Sometimes a worker is asked to work for
longer hours which he should do choose to do and must not be enforced upon. As per the
employment legislations, the HR department in Sports Direct should mention the maximum
number of the hours worked by an employee in each week. Young people should work for 40
hours in a week which is close to eight hours in a day while for the aged worker the working
time is close to 48 hours in a week.
Conclusion and Recommendations
The report ends by throwing a light into how improved human resource (HR) practices
can help Sports Direct in dealing with its various issues. It is however recommended that Sports
Direct should focus more on its employees and resolve the issues related to payment and other
types of employee exploitation. This will not only ensure smooth running of the company but
also enhance its service quality.

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References:
Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), pp.839-859.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Balassa, B., 2013. The Theory of Economic Integration (Routledge Revivals). Routledge.
Bowen, H.R., 2013. Social responsibilities of the businessman. University of Iowa Press.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Ceylan, C., 2013. Commitment-based HR practices, different types of innovation activities and
firm innovation performance. The International Journal of Human Resource
Management, 24(1), pp.208-226.
Fowler, A. ed., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.

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Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the
impact of HR practices on employee well‐being and performance changes with age. Human
Resource Management Journal, 23(1), pp.18-35.
McGregor, D. and Simon, D. eds., 2012. The peri-urban interface: Approaches to sustainable
natural and human resource use. Routledge.
Noon, M., Blyton, P. and Morrell, K., 2013. The realities of work: Experiencing work and
employment in contemporary society. Palgrave Macmillan
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Human Resource Management. Journal of Economics, Commerce and Management United
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Sadiq, U., Ahmad Fareed Khan, K.I. and Mujtaba, B.G., 2013. The Impact of Information
Systems on the Performance of Human Resources Department.  Strategic Human Resource
Management at Tertiary Level, p.31.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Linde Leonard, M., Stanley, T.D. and Doucouliagos, H., 2014. Does the UK minimum wage
reduce employment? A meta‐regression analysis. British Journal of Industrial Relations, 52(3),
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sportsdirect.com 2018. [online] Available at: https://www.sportsdirect.com/ [Accessed 5 Apr.
2018].

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Storey, D.J., 2016. Understanding the small business sector. Routledge.