Human Resource Management in Sainsburys

8564 words (34 pages) Dissertation

16th Dec 2019 Dissertation Reference this

Tags: BusinessHuman Resources

Disclaimer: This work has been submitted by a student. This is not an example of the work produced by our Dissertation Writing Service. You can view samples of our professional work here.

Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of NursingAnswers.net.

Introduction

HRM happens to be the most important function for skill development in an organizational context. In UK’s retail industry, Sainsburys happens to be one of the most competitive supermarket chains and thriving along with sustainable HRM applications for an effective workforce planning and organizing the resource elements within the organization. As a HRM manager of the respective company, it has become essential for restructuring of the HR department of the company so as to meet up with the organizational change that has been taking place within the business domain.

Scenario 1

Task 1

Explain purpose and functions of HRM applicable to workforce planning and resourcing (P1)

Human Resource Management is defined as the process of hiring new employees and developing employees within a organisation, also includes the recruitment and selection , training and development , maintaining relationships and appraising performance ,perks and pay , performance management  HRM  is a function  and focuses on these different approaches  the recruitment and managing the people  staffing, the HRM  have responsibilities of hiring , the  company has warnings in place disciplinary the HR is  responsible (what is human resource management) The HRM will have various functions and it also includes the IT systems , marketing , finance department , all of these resources operate and we need to have a good workforce planning  and to be able to achieve the objectives in the business, to maximise the productivity of an organisation by having skilled workers to achieve the best in business. The functional areas of HRM are mainly staffing, HR planning, talent hunting, performance management, training and development. The staffing identifies the selection of skilled and persons with capabilities, knowledge and experience to fill the desired job perspectives of the company (Armstrong, and Taylor, 2014). The HR planning identifies that the respective HR will certify that the organization must have proper and sufficient skilled employees so that they can be utilized in performing their jobs to meet up their goals and also hold on a future direction for HR manager to make them utilize in better ways. Searching for best and ideal candidates for their different job roles in the company is also regarded as the most vital aspect of a HR manager. The most skilled and qualified candidate for a particular job role is approved by the HR manager so that he can be effectively meet up the organizational goals and objectives (Budwar, and Debrah, 2013). The HR manager is also responsible for maintaining performance management of the employees through rewards and appraisals and this involves another important function of HR to provide the employees with proper training and development program, where they can ensure that the employees can get better learning development aptitudes to render their aptitude and performance within the organization. The HRM function is responsible and ensures that it has the right skilled people in the right place and the right roles to achieve the business objectives. On the functional level we have the people based activities which are the Recruitment management and task based activities and they deal with the payroll administration.

Performance management is a process to improve the performance of a employee and they need to perform to the standard of the business objectives. The employees need to be involved and contribute and have a strong positive performance towards the goals of the business(cipd).

Recruitment and selection

The HR are planning the staffing requirements that are needed in the business, deploy the right number of skilled workers with the right experience and ability to work within the organization, these are based upon strategic objectives and plans of the business.  Job adverts introducing and attracting Poole of people for job the selection is part of the recruitment procedure select from the pool of candidates. (iia.co.uk)

Training and development this is also a HR function and the process are to increase the employee’s skill and knowledge and performing better by learning

Succession planning is another important phenomenon by HR as this process involves the HR manager of a particular organization to analyse and track the most skilled and capable employees of the organization and make them prepare for replacing the top management authorities of the company when their place will be vacant. This process of succession planning is undoubtedly the most important function of a HR manager as it determines that they prepare a strategy for achieving the goals and future initiatives of a company regarding their workforce planning. In many cases, it has been identified that in human resource planning strategy of any organization; this succession planning stands out to be the most important phenomenon as it identifies for a proper allocation of the resources like employees through training investment (Oppong, 2013). Moreover, the Human resource planning in the overall discourse of strategic decision of an organization raise the job satisfaction level of the employees manages the multi-generational workforce culture of an organization and thereby enhances the performance objectives of the total workforce. This overall scenario helps an organization to go through every possible competitive edge within the business domain and thereby attaining a strategic goal within the business domain.

For a retail supergiant like Sainsbury in UK, the role of a Hr manager will be to implicate the findings that whether their organization has the retrospective outlook of the HRM strategies which can ideally guide them out to a effective organizational objectives and goals to be met up with the employees being the major focus for entailing the overall strategical objectives (Boxall, and Purcell, 2011). Therefore, it is always important that there can be hiring of talented and skilled individuals in the organizational premises by the HR with a productive work flow. Moreover, the importance of Human Resource Planning for Sainsbury will indicative towards generating more manpower in each department and chalking out talented individuals through recruitment and selection process to meet up the organizational goals and objectives in a real time. Employee motivation which is another important function of HRM can be denoted as the most effective way of making strategic moves as the employees being motivated through proper training and development programs can be productive to enhance their performance and make them utilize in an effective way within the organizational culture. The importance of the human resource planning is an important element of managing the employees in the organisation, moreover planning is always being monitored so that the organisation knows it is going towards the right direction and having the right skilled workers is helping the organisation to achieve its goals in the business. The importance of the human resource planning is to make business success in planning ahead for deploying worker in the organisation and have the human resources there when there is a need in future employment that an organisation needs, also by achieving its objectives the process helps to get the strategies if what they are achieving through recruitment, deployment retention.

Identify various approaches to recruitment and selection used by organization and analysing the strengths and weakness (P2)

In an organization, the recruitment applies for identification and hiring of the talented and qualified individuals in relation to the job vacancy and most importantly in a well-timed and cost-efficient style. The recruitment and selection is allocated to be the major functions of HR and in this discourse, recruitment is the initial step for identifying an individual for selection (Jones et al., 2010). The recruitment process defines for a systematic way of outsourcing candidates to arrangement of interviews for selection. There are both internal and external sources of recruitment process within the organization. The internal sources stand for the phenomenon when the HRM team search for candidates from the referrals of the existing employees. The external source stands for when the organization adheres to various types of recruitment approaches for example applying online through various agencies like reed, the people can use this method of approach when jobs are advertised and can apply for the roles.

The recruitment agencies are one such approach where the candidates who are already enrolled in the recruitment agency are followed on to sit on a recruitment process within the organization. The main benefit of using this approach is that it has relatively expert person’s aptitude for choosing proper candidates for the desired post of the company. Moreover, the recruitment agency also promotes good candidates to be selected in particular job role and it is a quicker process of find a suitable candidate. The recruitment agencies save a lot of time than the usual hiring process, especially in the inception stages of hiring candidates. The companies in need of a perfect and suitable candidate for a following post can be already selected by a recruitment agency and place him directly for interviewing panel in the respective company. Therefore, for any organization, allocating a recruitment agency for short listing ideal candidates mainly for external approach of recruitment process can be ideal for deriving a good business sense. But despite that the recruitment agencies also come up with some disadvantages like there may occur a predominance of biasness where in many cases, the right candidates are deceived with implications for higher fees etc (Bratton, and Gold, 2012). Moreover, the processes which are used by the recruitment agencies are outdated and inefficient and often to fails to target the right market at right time.

External recruitment is when the HR department can employ new candidates and follow a process by recruiting from the various methods of sources, for example agencies, online services on the internet advertising the job vacancy. We have agencies, online, the online recruitment approach benefits the HR and the individuals seeking for employment opportunity to get a best networking platform in an easy and accessible way. Moreover, the other advantages include cost-effectiveness, propinquity, craving a larger pool of candidates, flexibility and dynamic content of job posting. There are certain disadvantages associated with online recruitment which are difficulty in measuring effectiveness, sometimes enact as an informal approach, fraudulent applicants, loss of labour hours etc.

The recruitment approach through various job fairs can be beneficial in terms of accessibility to meet multiple employees registered under the fair, immediate job response, less implications for partiality, direct marketing of the brand etc. The disadvantages associated with this type of approach are overcrowding of desired candidates and lack of proper evaluation of candidates in mass, missed opportunity for employers in selecting right candidates etc.

The advantages for newspaper recruitment process denote to selection of candidates from the regional or local basis, creating a budget friendly mode of approach and convenience to all groups of people providing employment opportunity (CHUANG, and Liao, 2010). The newspaper recruitment approach also comes up with some disadvantages like the readership view of the newspaper where the recruitment advertisement has been published, limited scope of participants, slow process of publication etc.

The selection process of an organization stands for ideal choosing of the candidates in terms of their ability, knowledge of learning, experience and other capabilities considered by the organization. The internal selection approaches can adhere to various approaches like one to one interview, Panel interviews, and group-discussion (Kehoe, and Wright, 2013). The external selection approaches stand for approaching to assessment centres for interview, preliminary screening of the candidates, taking a capability test of the candidates. The strengths of internal selection process enact the fact that the HRM already knows about the capabilities and job orientation attitude of the employee, whereas in case of external selection process, the HR has to judge the ability from their initial conversations through interviews or group-discussions which can be more difficult in approaching the right candidate for the desired job role (Bloom, & Van Reenen, 2011).

Moreover, through conducting interviews through the assessment centres, it can be costly to put on a third party during the entire process and thereby taking a lot of time of the HRM to select a qualified individual. Sometimes it is also seen that the HR are not been able to focus over the selection of the right candidates during the process of group-discussion or interviewing as there always remains a chance of ignoring some valuable questions to be thrown to the candidates. This avoids the interviewee to be rightly judged about his capabilities and skills. In a retail supermarket chain like Sainsbury, it has been observed that both the internal and external forms of recruitment and selection are entrenched, but in the recent years, it has been identified that the company has more inclined towards fetching recruitment process through various websites and newspapers advertisements so that they can get a valuable insight about young and fresh talented individuals in the various departments of their supermarket chain. In Sainsbury’s, the recruitment process determines the positioning of right person at right place and within the right time of interval. The HR manager of the company are directly involved in various types of recruitment activities like involving the line managers in the process of selecting candidates from the internal sources as well as they also comply with relevant legislations in order to make the process a smooth one. It has been observed that there have been two types of selection process approached for ideal choosing of candidates. They are short listing from the desirable candidates and measuring applicants to adhere on a decision about who should be offered with a job (Budhwar, and Debrah, 2013). One of the usual strengths which Sainsbury has undertaken is the online applications rendering. This approach has benefitted the company to effectively recruit and select individuals according to their job roles in different sectors of the company. But with this strength, one disadvantage which has been identified through this procedure is that the company is bringing on a numerous situational conflict; where various applicants are not bee able to be scrutinized because of over crowdedness in the official site of the company.

Assessment centre is another approach for the external recruitment and it is a recruitment selection process where a larger Poole of candidates are at the assessment centre at the same time and are assessed of their ability by using selection of exercises. This is the most effective way of process for hiring a candidate for the role and suitability of the job.  The advantage of this it will help the employer in selecting and avoid making poor decisions of the recruitment, as it is costly this type of approach. The employer can use the reassessment centre and shortlist the candidates who are suitable for the position. Moreover, it is a quicker way of making the final decisions where the employers will assess the candidate and score them in the assessment exercises.

The disadvantage of this approach is that the assessment centres can be very costly to have the time to host and develop, therefore the organisations should be able to justify whether this process is efficient of deciding which candidates will be suitable and the cost of having the assessment centres will justify the outcome of achieving the goals so the organisation should evaluate the outcome (Jacinta hardon).website expert hr .

Ability tests this approach is to check the ability and the skills of the candidate if they can perform the job, can go through the training and can have this test to understand the individual ability to go through the training and how well the individual will perform in a variety of tasks and in different situations, the  advantage of the ability test is that  to test individuals variety of skills and  knowledge of the job .Moreover the employer can then shortlist the candidate with the skills their require for the job. These are organised by the human resource functions of an organisation to be able to choose the right candidate(mbaskool).Also it is an inexpensive and quick process of finding the right candidate for the job post by testing their abilities and make better decisions in selecting the right candidate . The disadvantage of having the ability test is that a candidate might not be in good at the ability test, but it does not mean they will not perform well in the job. Moreover, a candidate who is good the ability test might not perform well in the role and need training in the job and be more motivated.

Interviews the advantage of using this method is good and are more clearly understood when the candidate has a face to face interview and it is clearer with the expressions and the body language they use. The employer interviewing the candidate can assess whether the candidate is confident and able to answer all the interview questions, is confident in the response. Moreover, more information is collected in depth and comprehensive understanding.

The disadvantage of the interviews method can be costly and take a lot of the time for the candidate to participate at the interview. The process is longer, and it requires a lot of time to prepare and identify, and manage the interview it can be costly to meet the candidate (Charlie Marshall). Moreover, the candidate might not be very proactive and confident at the interview, however he could be more skilled person for the role and can perform better at the job.

We can also identify the strengths of internal recruitment this is a method where a employer will understand when a candidate is considered from the inside of an organisation and how the employee is performing in the business and if they are suitable for the position.  The company will save money on the process of the cost of advertising for the position available. Less training will be needed for the employee as they will know how the business operates. Internal staff will get rewards and promotions when recognised of their hard work in the business, internal promotion acts as a incentive.

Disadvantage of the internal recruitment This is when only a small number of Poole of candidates will be selected to apply for the role within the company, there might be better skilled works from the external to apply for the position advertised. Moreover, there is limited learning opportunities and the employers a miss out on the opportunities of employing from the external with more talent and bring in new ideas to the business. Moreover, you will have to replace the position of the employee who is promoted in the business and it might upset the other staff of not being promoted.

The advantage of external recruitment is better when the recruiter will be able to select a wider selection of Poole of candidates for the suitable positions. With external recruitment it is bringing in professionals with new idea and talent skills in the organisation. Moreover, you will have majority of people applying online applying for new positions advertised and a wider selection of candidates for the role, therefore there will be no Limit on the number of people applying and interviewing them. Moreover, the organisation will have a new talent of skilled candidates that have applied for the position.

The disadvantage external recruitment it might be difficult for the new candidate to fit in a new organisation and take time to adapt to the changes of setting in the company and building relationship with other employees.

Task 2

Explain the benefits of different HRM practices of organization for both employer and employee (P3)

The HRM of an organization has been held upon with several responsibilities within the workforce of the firm. The HRM of an organization includes proper utilization of the organizational resources like employees, HR workers, team leaders and other sustaining employers at various levels of the business so that the organization can effectively imply upon attaining their organizational objective. In respect of the employers, the HR managers are responsible for managing the relations among the employees and identification of the various ways to cut down the labour costs. In respect of the employees, the HR ensures towards protecting their rights, conflict resolutions, training and development etc. From the employer’s point of view, the HRM role certainly identifies for maintaining a cohesive working atmosphere where, the managers or the employers are urged by the HR to practice promotional positive behaviour for the employees which can make the employees happy and crave out productive results for the company (Ferguson & Reio, 2010). The HRM practices for identification of ways of cutting down the labour costs also acts as a beneficial discourse for the employer’s perspective as this determines for the organization to maximize their profit margins through enacting less labour force in a department+. Moreover, it has been observed that the employers have been smoothly operating as a team leader due to the abolishing of aspects like poor attitude, disrespectful workplace behaviour and other conflictions situations arising in the organization. The HRM are also responsible for job designing role which is a step just followed after job analysis and this particular functioning of HR aims at arranging the tasks and duties of the employees by the employers in accordance to their responsibilities into a single work for achieving a certain objective. The HR through their rewards approval program which acts as a motivation for the employees also serves to be a linkage between the employer and employees working in an organization and truly identifies for a flexible workplace culture within the business domain (Vanhala & Ahteela 2011). This particular attribute also helps the organization to attain competitive advantage through attaining the business objectives in a timely manner.

The HRM practices from the point view of employees are certainly one of the main things to focus for attaining organizational productiveness and meeting business goals and objectives. Programs like training and development is an effective HRM practices from the point of view of employees as it provides the employees to improve their skills and aptitudes as well as gaining future directional experience. This also helps in seeking profitable outcome for the organization to maintain a productive workplace atmosphere with lots of future opportunities. Motivating the employees is another important practice for the employees by HRM as it denotes for employees feeling competent in their relevant job roles and thereby positively impacting the company in its various attributes (Haines III et al., 2010). The introduction of rewards, appraisals, and compensation or incentives programs is regarded as some of the best HRM practices for employee motivation and thereby encouraging the employees to more effectively work within the business domain. This appraisal programs also helps to boost up the employee’s performance within the organization and thereby contributing to motivate them to meet the organizational objectives as well as les conflict among the employees for the employers or HR manager of the company. In organizations, the staff induction program set up by the HR manager also helps to induce a strong process within business dimension for welcoming new employees and thereby helping the employer and employees rights to be rightly preserved under the context along with their various terms and conditions of employment. In organization like Sainsbury, it has been observed that there has been varied HRM approach for both employers and employees working within the firm which keeps a healthy working ambience within the firm.

Effectiveness of HRM practices for enhancing organizational profit and productivity (P4)

The HR practices within the organization are very much vital in keeping the organization survives within the competitive domain. It has been attributed that different type of HRM practices helps in maintaining coordination among the employers –employee relationship which is the foremost essentiality for succession within the competitive domain. The employers who are entrusted with promoting positive behaviour among the employees is one such HRM practice which ensures that through creating a positive organizational culture by enacting favourable benefits for the employees can be benefited from the overall of the organisation to achieve objectives goals and more profit and productivity. In terms of HRM practices for employee relation, conflict resolution is another practice which the HR manager through their resolving attitudes turns down and thereby helps in undisruptive workflow. The HRM strategies like “hiring and retaining” best candidates, automate process with technical upliftment also help the employers to meet the organizational objective with best persons involved in particular role of task as well as a cost-reducing strategy for the employers (Jiang et al., 2012). This helps the organization to comply with less employee turn-over in the company with decreasing levels of manual processing which indicates for attainment of best results in a shorter period of time. The HRM practices for the employees like training and development can certainly imbibe future opportunities for the organization to involve their employees in a process for which they have previously trained and also more skills to meet up the future requirements of organization. HRM practices like employee motivation through rewards and appraisals builds up a flexible workplace atmosphere where the employees are motivated to go for achieving difficult task without any hesitation. This helps the organization to securely go through their allocation of varied tasks and meet up difficult competitive scenario and results in relative competitive advantage in the business domain during difficult phases of business. The practices like of motivation and awards programs by HR manager is undoubtedly one of the most beneficial aspects of an organization as it helps to maintain a cordial relation through employee motivation where the employees because of their appraisal of work are boosted up by the HR managers. This entire process stands for rejuvenating the performance appraisals of the employees by HR manager helps the employees to identically go for achieving the organizational goals in a much-motivated way (App et al., 2012). The HR manager who is unable to imbibe the motivation of the employees without any reward system within the organization are liable to encounter with unprecedented loss in their revenue margins because of failure to attain the organizational objectives at time.

The strength of building and maintaining employee’s relationship is maintaining a strong relationship between both the employers and the employee relation and its positive element having that strong relation at work and the employee will be more productive in their work and less conflict with other employees. Flexibility at workplace the employees has the right to ask for flexible hours, it is there legal right and not legal liability. it is important to understand agreement between the employer and employees. Interaction flexibility different timing, the HR manage with the organisation and help manage the employers benefit from different locations.

Flexibility can cover numerical, flexibility you don’t have to have a permanent employee and it saves costs. Internal numerical flexibility is part time basis employer giving you flexible hours. This helps the organisation their purpose achievement and it is the nature of the business people who can do shift hours. Functional flexibility shares different jobs the employee can do multi task, three communication skills the worker can do more task and not have the one skill.

Flexibility in working like the information technology we have and can use, we receive flexibility through that give rise to changes and improve changes in both for employers and employee. For example, part time job sharing we have customers not in the same location and demand is needed to satisfy the customer needs and the service is available, if the customer needs to order anytime. An organisation complies with legislation with each employee has the right flexibility life balance and can request the employer for different time to work due to their circumstances, you connect with recruitment policy of strategy control labour cost.

In organization like Sainsbury, there sustains a cohesive working atmosphere between the employees and the employers as there is implications of some best HRM practices within the organizational context. With the competitive attitude in the market by other retail giants like Tesco Plc, who has also been retaining their best employees and follows on a best quality HRM practices, the particular company Sainsbury also keeps a close watch over their business retrospectives of HRM functioning so that they can maintain a less employee turnover in the retail market. market. Sainsbury involves number of HR practices like initial training and staff development for both managers as well as employees in a specific time of the year. This proves to be effective for retaining organizational productivity. Moreover, the HR managers are responsible for diversity and performance management systems within the organizational culture which helps them to manage the employees working from broadening horizons to successfully give their best performance without any situations for conflict to be arising. This helps to improve their level of customer service along with a lucrative sales deposit in their annual revenue (Ferguson, and Reio Jr, 2010). In another retail giant of UK, Marks and Spencer, the HR practices are more inclined towards motivating ethics and rights of the employees, worker’s knowledge about different products, paying the staff’s market value and offering them training and development program through online modes. These HR practices definitely help the employees to indicate for a better job success and also to venture a better future in the retail industry of UK. Therefore, it can be identified that HRM practices are very much closely related to the competitive advantage of a company in terms of the practices induced by them for both the employees and employers of the firm. The excessive workload with no appraisal system within the organizational culture can definitely enact for an organization to fail in meeting their productivity as there will be less motivation and more employee turn- over in the organization.

Task 3

The HR practices within the organization are very much vital in keeping the organization survives within the competitive domain. It has been attributed that different type of HRM practices helps in maintaining coordination among the employers –employee relationship which is the foremost essentiality for succession within the competitive domain. The employers who are entrusted with promoting positive behaviour among the employees is one such HRM practice which ensures that through creating a positive organizational culture by enacting favourable benefits for the employees can be benefited from the overall of the organisation to achieve objectives goals and more profit and productivity. In terms of HRM practices for employee relation, conflict resolution is another practice which the HR manager through their resolving attitudes turns down and thereby helps in undisruptive workflow. The HRM strategies like “hiring and retaining” best candidates, automate process with technical upliftment also help the employers to meet the organizational objective with best persons involved in particular role of task as well as a cost-reducing strategy for the employers (Jiang et al., 2012). This helps the organization to comply with less employee turn-over in the company with decreasing levels of manual processing which indicates for attainment of best results in a shorter period of time. The HRM practices for the employees like training and development can certainly imbibe future opportunities for the organization to involve their employees in a process for which they have previously trained and also more skills to meet up the future requirements of organization. HRM practices like employee motivation through rewards and appraisals builds up a flexible workplace atmosphere where the employees are motivated to go for achieving difficult task without any hesitation. This helps the organization to securely go through their allocation of varied tasks and meet up difficult competitive scenario and results in relative competitive advantage in the business domain during difficult phases of business. The practices like of motivation and awards programs by HR manager is undoubtedly one of the most beneficial aspects of an organization as it helps to maintain a cordial relation through employee motivation where the employees because of their appraisal of work are boosted up by the HR managers. This entire process stands for rejuvenating the performance appraisals of the employees by HR manager helps the employees to identically go for achieving the organizational goals in a much-motivated way (App et al., 2012). The HR manager who is unable to imbibe the motivation of the employees without any reward system within the organization are liable to encounter with unprecedented loss in their revenue margins because of failure to attain the organizational objectives at time.

The strength of building and maintaining employee’s relationship is maintaining a strong relationship between both the employers and the employee relation and its positive element having that strong relation at work and the employee will be more productive in their work and less conflict with other employees. Flexibility at workplace the employees has the right to ask for flexible hours, it is there legal right and not legal liability. it is important to understand agreement between the employer and employees. Interaction flexibility different timing, the HR manage with the organisation and help manage the employers benefit from different locations.

Flexibility can cover numerical, flexibility you don’t have to have a permanent employee and it saves costs. Internal numerical flexibility is part time basis employer giving you flexible hours. This helps the organisation their purpose achievement and it is the nature of the business people who can do shift hours. Functional flexibility shares different jobs the employee can do multi task, three communication skills the worker can do more task and not have the one skill.

Flexibility in working like the information technology we have and can use, we receive flexibility through that give rise to changes and improve changes in both for employers and employee. For example, part time job sharing we have customers not in the same location and demand is needed to satisfy the customer needs and the service is available, if the customer needs to order anytime. An organisation complies with legislation with each employee has the right flexibility life balance and can request the employer for different time to work due to their circumstances, you connect with recruitment policy of strategy control labour cost.

In organization like Sainsbury, there sustains a cohesive working atmosphere between the employees and the employers as there is implications of some best HRM practices within the organizational context. With the competitive attitude in the market by other retail giants like Tesco Plc, who has also been retaining their best employees and follows on a best quality HRM practices, the particular company Sainsbury also keeps a close watch over their business retrospectives of HRM functioning so that they can maintain a less employee turnover in the retail market. market. Sainsbury involves number of HR practices like initial training and staff development for both managers as well as employees in a specific time of the year. This proves to be effective for retaining organizational productivity. Moreover, the HR managers are responsible for diversity and performance management systems within the organizational culture which helps them to manage the employees working from broadening horizons to successfully give their best performance without any situations for conflict to be arising. This helps to improve their level of customer service along with a lucrative sales deposit in their annual revenue (Ferguson, and Reio Jr, 2010). In another retail giant of UK, Marks and Spencer, the HR practices are more inclined towards motivating ethics and rights of the employees, worker’s knowledge about different products, paying the staff’s market value and offering them training and development program through online modes. These HR practices definitely help the employees to indicate for a better job success and also to venture a better future in the retail industry of UK. Therefore, it can be identified that HRM practices are very much closely related to the competitive advantage of a company in terms of the practices induced by them for both the employees and employers of the firm. The excessive workload with no appraisal system within the organizational culture can definitely enact for an organization to fail in meeting their productivity as there will be less motivation and more employee turn- over in the organization.

 

 

Analysing the term employee-relation and its various approaches for understanding the importance of employee relation over HR decision-making (P5)

Employee relation is an aspect where the management of an organization interacts with the employee on different perspectives and prefers to maintain a comprehensive relation with them; thereby reducing any kind of workplace conflict. The employee relation is such a instance which directly indicates for failure or success of an organization. Keeping up sound employee relations in an organization is a pre-essential for hierarchical achievement. Solid employee relations are required for high efficiency and skilful workplace culture within the organization. Employee relations for the most part manage conflicts and settlement of issues concerning people which may emerge out of or impact the work situation. The HRM plays a key role in keeping on bondage among the employees and the employers which eventually comes out to be an important phenomenon for influencing the various decisions taken by the HR manager. The employee relations between the employer and employee are bind by some social and legal responsibilities where both of them have their empowered rights for their definite role (Huselid, and Becker, 2011). The legal aspects of employee relations certify, conflict management, disciplinary actions and attendance within the organization, whereas social aspects identify the behavioural attitude of the employees and employers, cooperative attitude by the employers to employees and most importantly positive attitude among the employees to their employers. All these instances help in identifying a productive HRM decision making procedures as it can be identified that the HR managers with a healthy employee relation with the employers of the firm can contribute to new and innovative working ventures which overall indicate to success of the organization. It can be identified that most of the organizations in today’s competitive arena focus on maintain a healthy employment relation as it helps in creating employee loyalty towards a particular organization which helps the HR managers to be more co-ordinately work with the sustaining employees as a loyal workforce is always effective for success of a major decision. This attribute of the employee relation is asserted to be the major implicative force for embracing equality within the workplace (Caldwell, 2011). A strong employee relation within the company relies on sound and safe workplace, overall contribution and duty of all representatives, impetuses for employee inspiration, and compelling communication framework in the organization. Therefore, it can be identified that the employee relations are one of the most favoured practices of HRM within any organization as it entails better focus and concentration of the employees and the employers within business perspective and also reduce conflicts with higher amount of productivity.

According to Bratton and gold refers employee relations the managers need to improve the workplace communication plays an important part, engaging the employees in decision making directly and indirectly and to secure the management rules if you have grievance with employer depends on the procedures need to manage all policy book (bratton &gold, 2007). The employment relationship is combined with economic, legal, social, psychological and political relationship. The economic and legal both are legal contract, legal relationship with employer.

Employees relations policies approach there are different approaches available adversarial, the employer will normally tell the employee what to do at work, if you don’t follow the rules you can leave. Then you have the traditional rules, employees will follow the employers the direction of their managers and making good relationship at work. Team should be involved; good team play and therefore the employee has some negotiating power.

Partnership approach is employees are involved and part of the policy making procedure, quality check processes the employee are involved, however the final decision is made by the manager given full response making decision.  You also have the power sharing both the employers and employees have the same power especially in large organisations. Also you have the employee relations which starts from recruitment, induction. built certain types of relationship with the employer.

Identify the key elements of Employment legislation of UK and discuss the impact it has on HRM decision making (P6)

The key elements in Employee legislation of UK are The Equal Pay Act (1970) which entitles for equal payment to the employee’s irrespective male and female and also has to be paid the same amount of money to the employee ranked in the same position in an organization. The Working Time Directive 1999 enacts that the employees should be guaranteed of working maximum 448 hours working week where the employees will be entitled to select their working time and it will be entirely their wish to work for extra hours (Cartwright, and Cooper, 2014). The Sex Discrimination Act 1975 protects the employees on the background of any discrimination regarding their gender starting from the selection and recruitment procedures, promotion of the employees, training and development programs opportunities etc. The Healthy and Safety at Work Act 1974 defines that the management of the organization must ensure a healthy and safe work place ambience within the organization for smooth flow of work. The Data Protection Act 1998 complies that all the employers ensure protection of data while processing personal data of the employees (Brewster et al., 2017). Moreover, the Employment Tribunal of UK also is responsible for hearing the claims of the individuals who are being treated by the employer or his fellow employees to be treated illegally. The following court can hear unlawful dismissal of an individual from his term of employment, discrimination in treating employees in terms of gender, sex or ethnicity and some unfair deductions from the salary of the employee (Marinescu, 2011). The employees also can go to these tribunals before they apply in court for extensive violations of norms by the employers or management of the company. In UK, ACAS is an important opportunity for the managers, employers and employees to resolve any type of workplace problems through consultation of guidance, training and appeasement (Ridley‐Duff, and Bennett, 2011). It can be identified that in UK, the HR policy for adopting new employee is entitled to be done through a contract and all the health benefits of the employee is covered through NHS policy. Overall it can be identified that the rules and legislations applied for the employees and employers working in UK companies are quite strict and more or less identifies for equal opportunity to be provided for all individuals. Therefore, the HR managers have to imply over the fact that they has to ensure that any type of discriminating activities regarding the gender, sex or class may not influence his power of authoritative control. He must not be manipulated by any employer to take a decision which can effectively harm an employee’s sentiment and disrupt the workflow of the organizational culture. In an organization like Sainsbury, the HRM must comply with the respective framework of employment legislative rules so that there can be an effective workplace culture with proper employee relations devoid of any discriminatory attributes among the employers or the employees. Moreover, the HRM also must take proper decisions about limiting the hour of working for employees within the denoted period of time mentioned in legislations which can be also induced as progressive working culture with lots of skills and efficacies in their work.

Scenario 2

Task 1

Application of HRM practices in work related context

For selecting an individual in customer service department in supermarket Sainsbury is the task which has been allocated. The role of testing the new individual for the overall recruitment process is described on the basis of the job description and the finding specifications among the interviewees applied for the following post. The job of a customer service assistant in retail industry mainly focuses over customers being impressed and satisfied with the products which have been offered by the company. The customer service assistant will be responsible for taking on any feedbacks from the customers regarding the products as well as the promotion of various products available at the store. Most of the candidates applied for the post are from marketing experiences in their respective field of study or business experience. The candidates also must have a strong communication power and equipped with English language proficiently.  In the interview section, the candidates will be asked about various customer demands in grocery stores, a thorough knowledge about various grocery products, creating a situation for seeing candidate’s response to customer’s feedback, ability to speak affluently in English, test of candidate’s patience, social media affiliation etc.

Task 2

Rationale for application of specific HRM practices in work-related context (P7)

The recruitment and selection process of selecting an individual in customer assistant service role definitely identifies for the person to be strongly progressive towards achieving customer’s responses through effective modes of communication and quality relation with the customers. During the selection process, the mental stability to deal with the customers, their affluence of language, ability to establish good human –relation, and most importantly his keenness to adapt to varied learning opportunities provided by the organization has been taken into focus while screening for the right candidate. Moreover, another thing while stepping as an intern in HR department of Sainsbury it has also been acknowledged that for a HR manager it will be certainly to denote that the selected individual is mostly focussed over achieving organizational objectives of giving priority to customer’s preferences which is undoubtedly one of the main organizational objectives of supermarket chain like Sainsbury in UK.

At Sainsbury, each employee share on an individual relationship with his co-workers. These phenomenon’s are very representative of the co-operative work culture and motivated working attitude of the employees towards the firm. Thereby it helps in better decision-making ability for the HR managers. Moreover, the staffs with maintenance of a healthy relation among each other make them to identify each other not as a competitor, but as a team for achieving organizational objectives (CHUANG, and Liao, 2010). Through the ensuring an effective equality through open-ways of communication also ensures the employees to be less affected by discrimination and thereby helps the managers allotted for supervising a particular team role can get a productive feedback in case of any dispute. In case of recruitment and selection of new employees within the firm, it can be identified that the sustaining employees of the firm are mostly hired for a vacant post and through emancipating proper employee –relations within each other, the HRM of Sainsbury can project decision making within the organizational premises.

Conclusion

From the overall report it can be evaluated that HRM is an indispensable phenomenon in every organization and in retail supermarket chain like Sainsbury, the main job role of a human resource manager is to ensure that there can be maintained an effective workplace atmosphere within the business domain with constantly holding up a competitive advantage in the overall business domain

Cite This Work

To export a reference to this article please select a referencing stye below:

Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.

Related Services

View all

DMCA / Removal Request

If you are the original writer of this dissertation and no longer wish to have your work published on the UKDiss.com website then please: