Table of Contents
1.1 Differences between personnel management and HRM…
1.2 Assess the function of human resource management in achieving Sainsbury’s purpose.
1.3 Evaluate the role and responsibilities of line managers in human resource management of Sainsbury’s
1.4 Analyse the impact of the legal and regulatory framework on human resource management
2.1 Analyse the reasons for human resource planning in organisations like Sainsbury’s.
2.2 Outline the stages involved in planning human resource requirements.
2.3 Compare the Recruitment and Selection Process in Sainsbury’s with Alhamra.
2.4 Evaluate the effectiveness of the recruitment and selection process in Sainsbury’s Alhamra
3.1 Assess the link between motivational theory and reward in Sainsbury’s.
3.2 Evaluate the process of job evaluation and other factors determining pay in Sainsbury’s.
3.3 Assess the effectiveness of reward systems in Sainsbury’s.
3.4 Examine the methods Sainsbury’s uses to monitor employee performance.
4.1 Identify the Reasons for Cessation of Faisal’s Employment in Chicken Master
4.2 Describe the employment exit procedure used by the chicken master and Sainsbury’s.
4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangement in Chicken Master.
Employees are the most valuable assets of organizations. As a result, the effective management of human resources in an organization is a significant factor. This report focuses on different human resource management factors in terms of two particular organization. The chosen organization here are “Sainsbury” and “Alhamra”. Sainsbury is the rewound retail company in the UK. Alhamra is an entrepreneurship business.
This report has classified into four parts. In the first section, differences between human resource management and personal management are described focusing on two different organizations. This part also describes the functions of human resources management in gaining Sainsbury’s purposes. Then, the roles of line managers and the legal and regulatory framework are described in the case of Sainsbury’s business. In the second part, this report analyzes the reason of HR planning, outline the staffs of HR planning, compare the recruitment and selection process in Sainsbury’s and Alhamra, and evaluate the effectiveness of Sainsbury’s recruitment and selecting process in compare to Alhamra.
The third part of this report assesses the line between motivational theory and reward at Sainsbury, process of job evaluation at Sainsbury’s, effectiveness of Sainsbury’s rewards, and method of Sainsbury’s staff’s performance monitoring. The fourth task of this report defines the reasons for terminating the job of Faisal, describes the staff exit procedures, and assess the legal and regulatory framework.
Our Recommended Resources:
1.1 Differences between personnel management and HRM
|Human Resource Management||Personal Management|
|· Human Resources Management focuses on ongoing strategies for managing and developing employees of organizations|
· Human Resource Management is proactive which emphasizes the continuous development of policies and functions for improving employees.
· HRM is considered as the key part of overall business functions, which focuses on business principle and better performance with job satisfaction.
· HRM focuses on open-minded contracts that can be changed or modified based on business demand
|· PM involves administrative tasks in both routine and traditional ways. It focuses on jobs satisfaction and morale.|
· PM is reactive in nature which focuses on demands and present concerns and ensures peaceful measurement of management relations.
· PM is treated as independent business functions, which focuses on recruitment and selection, training and development, and compensation and existing forces.
· Personal management considers strict observance of contract, procedures and rules focusing on the relationship workforces and management.
Table: Differences between HRM and PM Source: Bratton and Gold (2012)
Sainsbury’s has an HR department staff. HRM depart conducts these activities by consulting with other departments. Personal management in Sainsbury’s is considered as a staff department that helps and advises the line managers in personnel matters. Sainsbury’s personnel management works on overall functions of the business and works with employee payment, performance management, incentives and rewards, confliction and resolution, disciplinary and termination process, etc. The key functions of HRM in Sainsbury’s are creating vacancies, advertising the vacancies, conducting recruitment and selection process, dealing with the employee contracts, etc. Management of Sainsbury’s, includes staff function, employee development and their compensations. (Sainsbury’s Annual Report, 2015).
On the other hand, Alhamra is a small private ownership business. It has only a limited number of employees. A single person is enough to deal with the recruitment and selection, and the management of employees in Alhamra. Thus, Alhamra does not have any HRM department but a functional personal department. This means that all functions are being dealt with by the owner/manager of Alhamra.
1.2 Assess the function of human resource management in achieving Sainsbury’s purpose
According to Britton and Gold (2012), human resource management has several functions which support the businesses to gain their purposes, aims and objectives. The key functions which may contribute to meeting Sainsbury’s purpose are staffing, training and development, employee motivation, and maintenance. These functions are outlined in the diagram below:
Diagram: Human Resource Functions Source: Britton and Gold (2012)
The staffing functions of Sainsbury’s focuses on strategic human resource planning, and recruitment and selection. As strategic human resource planning, HRM finds out prospects skills based on business strategies. In the recruitment and selection, HRM creates vacancy with accurate job descriptions and select the right candidates for the right positions. This helps them to functions well and meet organisational goals
Training and development
HRM teaches Sainsbury’s rules, regulations, structure and culture, objectives and goals to the employees. Then, it provided an effective training and development programme to improve staff skills and understanding of Sainsbury’s business and to prepare for future positions. It also helps the staffs to adapt to Sainsbury’s changing strategic directions and help the staffs to realize their career goals.
One of the key functions of HRM is to design well-constructed jobs and a nice work environment which motivate the employees at Sainsbury’s. In addition, HRM deals with performance appraisals, rewards and compensations, incentives, standards and feedback and provides appropriate benefits to employees. These functions motivate the staffs at Sainsbury’s and retain them for a long time basis.
HRM takes initiatives at Sainsbury to keep its commitment with the employees through health and safety maintenance. In addition, it develops communication and relationship by keeping the staffs well-informed.
However, as Torrington et al. (2013) note, a number of factors (mainly external factors) impact the functions of HRM in organisations including Sainsbury’s. The key external factors which influence the functions of HRM are a dynamic environment, management thought, labour unions, and laws and regulations.
Diagram: External factors impact HRM functions. Source: Torrington et al. (2013)
According to Torrington et al. (2013) notes, the managing of big organisations like Sainsbury change their strategies and thought frequently based on business needs. The business environment is very dynamic and is being changed very frequently. Government and local authority are amending and introducing a legal and regulatory framework. The labour unions are changing their agendas and activities on a regular basis. These external issue giving hard time to Sainsbury to run their HRM functions smoothly and effectively…………..