HRM contributions to an organisation

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com)

In a short way to say about HRM is putting the right people to the right task and vice-versa to get the maximum output for an organization in a process. The people/workforce is represents one of its most potent and valuable resources in any organizations.

In this assignment I am going to discuss Human Resource Management (HRM) how (HRM) contribute the

Three HR policies across two diverse organisations.

How an organisation¿½s structureand culture contribute to HR performance

Evaluate HR policy in a given organisation.

Organisations.

Asda

ASDA is a British supermarket. Asda provide a service to their consumers. There service consists of providing their customers with food, clothing, toys, electrical appliances and general merchandise. They also have a mobile network, called Asda Mobile. Their main rivals in this sector are Tescos, Marks and Spencers, Morrisons and Sainsbury. Asad have more than 143,126 employees. (www.asda.com.uk).

Sainsburys

Sainsburys PLC is a major retailing supermarket based in England. Sainsburys provide a service to there consumers. There service consists of providing there customers with domestic grocery and in many store electrical appliances such as television, DVD players and many other electrical appliances. There main rivals in this sector are Tescos, Marks and Spencers, Asda and Morrison¿½s. Sainsburys have more then 758 stores including local Sainsburys.

Task 1

Three HR policies of Asda and Sainsburys

1. Recruitment and selection

2. Training and development

3. Employee¿½s relation

1. Recruitment and selection:

Recruitment is defined as ¿½practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees¿½ (Barber, 1998).

At Asda, the objective of recruitment and selection is to attract and recruit the right person, with the attitude while maximally utilising the available resource at its disposal. Asda has a policy set to bring in the best candidates to fit a particular post. The process described is applied in my organization and this process begins with the identification of a vacancy to the process where the actual person fit for the job is found.

Sainsbury has a policy set to bring in the best candidates to fit a particular post. The process described by of Atkinson J (1984) is applied in my organization and this process begins with the identification of a vacancy to the process where the actual person fit for the job is found,i.e defining requirement, attracting potential employees, interviewing and selecting the appropriate person for the job

Objectives of recruitment and selection

Asda

The process of achieving this objective at Asda human resource planning this has to do with describing the job available, person specification and contractual matter. To obtain the quantity and quality of employees required to achieve the objectives of the organization which is being the leading retailer in the UK and Putting customers first in all and behaving with integrity in meeting customers’ day to day food and service needs.Ensuring that the best candidate is chosen for the job as this will lead to company¿½s objectives being met as profits will increase.

In my organization, they have been able to employ the right kind of people needed to achieve the set objectives as they have an effective and planned style of recruitment which starts from recognizing the need to fill a vacancy with an identified job analyses, job description and person specification and this leads them to communicating and contacting the internal and external labour who may be interested. Internal because sometimes they promote existing staff to fill the vacancy depending on the availability of the skills and attribute required.

Sainsbury¿½s

To obtain the quantity and quality of employees required to achieve the objectives of the organization which is being the leading small format food retailer in the UK and Putting customers first in all and behaving with integrity in meeting customers’ day to day food and service needs.

Ensuring that the best candidate is chosen for the job as this will lead to company¿½s objectives being met as profits will increase.

Getting the recruitment process right. Very important as the HRM is responsible for this. Money will be lost if the process is done wrong or badly.

In my organization, they have been able to employ the right kind of people needed to achieve the set objectives as they have an effective and planned style of recruitment which starts from recognizing the need to fill a vacancy with an identified job analyses, job description and person specification and this leads them to communicating and contacting the internal and external labour who may be interested. Internal because sometimes they promote existing staff to fill the vacancy depending on the availability of the skills and attribute required.

From those that have applied a selection is made base on the ones most likely to fulfil the requirement of Sainsbury especially with regards to customer relations and this includes reviewing the applications, interviewing among others. for Sainsbury interview tools has helped them to place candidate at ease, because it is face to face , it is interactive and allows them to assess the appearance, inter personal and communication skills. This has enabled them to select employees that have the technical competence and ability to perform certain task, have the potential for training, development and promotion. Because they are customer focused, these process has helped them to identify candidates that are sociable, who can work harmoniously and fit into the cultural and social structure of Sainsbury bearing in mind the importance of compliance with all the legal requirements relating to employment and equal opportunity. They have also been able to archive there set objective through effective recruitment and selection process

.

2. Training and development

Once a worker joins an organisation, then it would be useful to train and develop the person in order to maximise his/her human recourse potential. They note that due to the ever increasing competition among present day organisation, companies need to have more sophisticated employees. (Gray and Smiltzer, 1989).

Objective of training and development

Asda

In Asda organization, training and development is a manpower strategy linked to the overall strategy, this is done by determining the training needs of the employees thru appraisal, analyses of job e moral requirement and corporate analysis. In Asda the purpose each training is identified and clears, it is usually in-house or thru external arrangements. This trainings are effective because at the end of the training, usually they would distribute end of course questionnaires which measures the reaction of the trainees, interviews are conducted, observations of improvement on job performance made and career development. This you can also see in the enthusiastic spirit among the staff. By training the staff, they are equipped for the task ahead which is giving improved quality service and these means the achievement of target, goals and objectives measured in terms of output, productivity, quality .

Sainsbury

To update the knowledge of the employee on current legislation

To improve skills and qualifications

To increase confidence and competence

To motivate employees this encourages higher productivity

To improve health and safety.

3. Employee¿½s relation

Employee relation is a modern terms alternative user former industrial relation in present time. The culture of organisation is important aspect of employment relation which contributes to the success of an organisation. It is also a mix of beliefs, values, mission, approaches to thinking and understanding. (Daniels, 2006)

Objective of Employee¿½s relation

Employees and industrial relation focus on the moral and motivation of employee¿½s communicating and consulting with staff building up a strong relationship with employee¿½s representative to make sure that employees are aware that of all decision.

Asda

In Asda we have strong relation between employee and management. It is the responsibility of HRM department of Asda to make sure the contribution of employees in decision making. Asda is also providing a supervisor to correct the performance of employees. Information that provided to employees is to promote a better understanding of management goals and policies.

Sainsbury¿½s

Give feedback on the employees work

Make salary and promotion decisions as fair as possible

Give employees an opportunity to participate in decisions affecting them

Allow for career development and training

To improve the efficiency of the organization by ensuring that individual employees are performing to the best of their ability and developing their potential for improvement.

Task 2

Organisation¿½s structure and culture contribute to HR performance and evaluate referring to two theoretical models.

1. Organisation¿½s structure and culture impact on the management of HR.

2. Models of HRM.

TWO HUMAN RESOURCES (HRM) MODELS

Two HMR models partial used In Sainsbury

1. The Harvard Framework Model

2. The matching Model of HRM

The Harvard Framework Model

The other founding fathers of HRM were the Harvard School of Beer et al (1984) who developed what Boxall (1992) calls the Harvard Framework .This framework is based on the belief that the problems of historical personnel management can only be solved when general develop a view point of how they wish to see employees involved and developed by the enterprise and of what HRM policies and practices may achieve those goals .Without either a central philosophy or a strategic vision which can be provided only by general managers.HRM is likely to remain set of independent activities , each guided by its own practice tradition.

As also explained earlier we can see that Sainsbury survival and growth have mainly been dependent on the fact that the Harvard Framework is partially followed where in Managers across Sainsbury are being given responsibilities for selecting, motivating, developing and evaluating employees. All managers are therefore taking on human resource responsibilities. Employees are the most important resources in Sainsbury, particularly in creating a competitive edge Managers across Sainsbury are being given responsibilities for selecting, motivating, developing and evaluating employees. All managers are therefore taking on human resource responsibilities. Has Employees are the most important resources in Sainsbury, particularly in creating a competitive edge.

The matching Model of HRM

One of the first explicit statements of the HRM concept was made by Michigan School (Fombrun et al, 1984).They held that HR systems and the organization structure should be managed in a way that is congruent with the organizational strategy (hence the name matching model).

They further explained that there is a further human resource cycle, which consists of four generic processes or functions that are performed in all organizations. The first and the most important among them is Selection ¿½matching available human resources to jobs is one among them that has been a key to the success of Sainsbury the reason being that as explained earlier that the Recruitment process are of two kinds external and Internal recruitment and according to the Matching Model Which is largely applied in Sainsbury the Recruitment is done internally by using Internal Job posting and no doubt has been a very successful thing ,has the individuals who are selected already have a hands on experience with the post that they have applied for as they do get trained skills required to fulfill that role by doing multitasking by carrying on doing their work and also learning the skills required for the new job that they are applying for out of their own interest voluntarily.

Task 3

Evaluate HR policy in a given organisation.

1. Critically analyse at least three HR policies in an organisation .

2. Recommendations for improvement

1. Critical Evaluation

Sainsbury require the assistance of staff to carry out the daily activities related to the nature of the organization. The people are all-important members of staff to Sainsbury and fulfil a key role in its operation. Sainsbury would not be successful without all the sophisticated technology but for human beings are responsible for setting up correctly, pressing the right buttons and repairing it if it malfunctions. Once inside Sainsbury staff performs various duties in connection with their roles and Sainsbury expects their work to be of a satisfactory standard, completed within a timescale and to be cost effective. Training is provided to help employees improve their levels of efficiency and this is rewarded with promotion or a bonus in recognition of their efforts. None of this would occur if the managers had not selected potential workers in a careful way. The skills required can be identified and matched against the abilities of people looking for work. If Sainsbury takes on staffs who are unsuitable, it can cause a number of problems, e.g.

¿½ Poor productivity levels,

¿½ Bad feeling among staff

¿½ Dissatisfaction about the job

¿½ High level of absenteeism

¿½ Customer complaints

¿½ Dismissal or resignation

¿½ The search for a replacement.

In order to avoid issues as above Sainsbury use several methods of evaluating Human Resource Performance.

Critical Incident File

The use of the critical Incident file is very essential in Sainsbury has staffing time plays a key role in the proper functioning of the store/restaurant , however critical Incident files of different colours are used by managers to make certain entries for different reasons , for example if an employee gets an appreciation from the customer an entry is made under his or her name in a green file and if an employee is late the entry is made in a yellow file and if there is a NCNS (No call no show ) an entry is made in a red file and all the data is gather for the performance appraisal period and used to rate the employee.

Balance Score Card

In Sainsbury information contained in a balance score card is displayed on the notice board on a daily basis, it shows the sales that have been made not only the previous day but up to details of sales made in the previous shift as well whether it be morning, afternoon or night shift, this actually motivates the employees again to perform to their best in their respected and delivery the best. Year on year achievements and opportunities and related information is also shared on a Intranet which is called has Sainsbury Our lounge and also through emails.

Gap Buster

In our Sainsbury have something called has a Gab Buster which is like a mystery shopper activity when compared to other organisation where in a mystery shopper can do anything question the employees satisfaction by acting has a friend , can monitor weather the Managers are treating the till members and crew members in the correct manner and not pressuring them and also basic things like cleanliness and quality as well and feed back is provided on basis of points to the store/restaurant.

Reward Management

Even though the overall objective of the reward management is to support the attainment of Sainsbury strategic goals it¿½s indeed helpful in motivating the employees themselves ,at Sainsbury an array of rewards are given for example employees of the month , employee of the quarter , employee of the year act which gives rise to a healthy competition and also team work.

Employee Retention

Sainsbury largely spoken has one of the most changeling places to work in when compared to other companies is very less on attrition due the only reason of the existence of a good Human Resource Management system, Employees at Sainsbury surprising get a month¿½s paid off ,employees have outings like visits to amusement parks ect that they can participate in which is sponsored by the company with consent of the Human Resources Management team Large area and scope of development in various sectors like finance , procurement , logistics , management and also human resource is available for employees in the form of IJPs.

2. Suggestions to Improve:

Career goals of the employees could be achieved by Motivating staff by showing them what they are working for and letting them know their competence¿½s and opportunity areas.

Performance appraisal if done on a quarterly basis would make room for the improvement of the employee and speed up the improvement process.

More Interaction between the Human Resource Management team and the Line Mangers would result in solving issues relating to staffing

More One on Ones with the employees by the Human Resource Manager could make the organization more transparent and conducive.

Surprise Visits of the Human Resource Managers in the disguise of customers would help them get the actual picture about the functioning of the store.

More IJP to be rolled out and employees within if promoted could reduce attrition rate.

Equal opportunities to be provided to employees regardless of different ethnic back grounds would increase in sprouting up of cross cultural and Innovative ideas which could help in problem solving.

Training if provided keeping in mind the latest technological aspects would result in employee¿½s skill improvement.

Rewards Management system if would offer various attractive benefits would possible attract the best employees of other organizations to Join Sainsbury.

Human Resource Management should have a person in the organisation who will be in the disguise of a crew member recording the positive and not so positive activities of each individual employee of the organisation which would have immediate and positive effectives if escalated back to the Human Resource Management team in the Head Office.

Conclusion

Human resources Management is concerned with getting the right people, using them well and developing them in order to meet Sainsbury goals. In order meet Sainsbury aims successfully; it is necessary to identify the means of using people in the most effective way and to identify any problems that are likely to occur for example recruiting the best people and then coming with solutions.

After completing this unit and also reading books related to Human Resource Management I have learnt that Human Resource Management play a very crucial and vital role in the actual existences of any organization be it large of small, it¿½s a psychological boundary with policies and procedure nicely linked with human development, reasonable requirements ,motivational and emotional support to employees , however with the learning¿½s that I have gained and achieved to conclude with an Innovate thought I feel that Human Resource Management should be called has Valuable Resource Management.