I am going to explain is how the human resources department in
Sainsbury’s recruit employees
The functional areas at J Sainsbury’s are:-
· Human resources
· Finance
· Administration
· Production
· Marketing And Sales
· Customer Service
Each functional area operates to support Sainsbury’s aims and
objectives and a range of activities goes on in each one.
How the functional areas interact with one another is important. For
Sainsbury’s to be efficient and effective there has to be close links
within different function areas, especially when their activities are
related.
Functional areas are important to Sainsbury’s as if there was no such
thing, the business itself would fall apart. Here is a diagram to show
how this would happen:-
Human Resources:
The first functional area of J Sainsbury I will be covering is Human
resources. Human resources look after and employ the employees who
work for Sainsbury’s. Human Resources regard staff as the most
important resource for a successful business. If the employees are not
motivated and only do the minimum work that is required, then all the
products and services that’s Sainsbury’s offer would not make the
business successful. If the employees are keen to do their best, are
well trained and committed to the aims of Sainsbury’s, then
Sainsbury’s will be successful. This is why the human resources
department is so important.
The Activities Of Human Resources Function:
To fulfil its purpose, human resources staff are involved in certain
activities. These include:-
* Recruitment and dismissal of staff
* Training and promotion of staff
* Monitoring good working conditions
* Health and safety
* Employee organisations and trade unions
The first section I am going to explain is how the human resources
department in Sainsbury’s recruit employees.
Recruiting applicants:
This department in human resources is responsible for hiring new staff
for J Sainsbury. The cost of hiring staff is expensive and if they
make a mistake in employing the wrong staff that could cost them even
more. The first stage is to identify the vacancy that is needed, e.g.
new manager, new shelf stacker etc. After human resources have chosen
their job vacancy they start to draw up a person specification of what
is needed from the applicant e.g. essential skills, knowledge,
qualities etc. They then need to decide which type of staff they would
like. The different types are:-
* Seasonal staff- working at a time when the business is busy in a
seasonal time, e.g. Christmas
* Temporary staff- working for a certain period of time set by the
recruitment department to which if they think that an employee is
good enough they might keep on.
* Part time- only works a short amount of times/hours but is still
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
Where I work, my human resources management team faces the responsibility of hiring and training any prospective employee who is to become part of the company's workforce. Most of the hiring at UPS involves acquiring a part time workforce. Most of the jobs offered in the facility start as part time jobs.
The whistleblower's power and the power of his adversaries who are a part of the more dominant coalition would determine the consequences of his whistleblowing. The climate prevailing in the organization in relation to a proper and constructive handling of disputes also will affect the consequence of whistleblowing.
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
questionable irregularities. The employee always has a channel open to convey their concerns to the right people within the company before the problem becomes unnecessarily large or leads to a complaint to a court. Whistleblowing consists in the creation of a system of complaints about non-compliance, by employees of a company, both internal rules, and the regulations governing their activity. Blowing the whistle carries personal and professional implications and
However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Each day an individual will make a decision that will affect their life in some way. Should I wear the green shirt or the yellow shirt? Should I order a shake or lemonade? Should I wash the car today or wait until tomorrow? These simple decisions often happen without serious thought. Why? Because these decisions are not life changing ones. But what happens when the decision is not so easy to make, when it’s life changing. Sometimes a person’s conscious greatly affects one’s decision making, especially when the topic of whistle blowing arises. In this paper, I will discuss and analyze whistle-blowing, where it occurs, the effects of whistle-blowing, the consequences of whistle-blowing, and finally I close my paper with a conclusion.
show the amount of vacancies in a job centres, if they can see if they
In the recent past, there have been several employees who have brought to light corrupt and unethical business practices on the part of their employer. Whistleblowers are known as internal and external individuals who disclose their firms’ illegal behavior. When faced with such an accusation, some companies have tried retaliating against the informer (Beatty 743). As a result of these cases, there are numerous laws that exist that protect employees from retaliation. Within this paper, the most significant whistleblowing protection statutes and acts will be discussed, as well as, important cases, and the ethics behind whistleblowing.
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
The appropriateness of whistleblowing depends to a large extent on the circumstances. A good theory of whistleblowing should provide guideline in how to minimize harm to any stakeholders of an organization. The focus should on how to attain the most ethical resolution rather instead of depend on the position of the person to whom one reports the malpractice to determine the validity of whistleblowing.
Terms of reference: This report is being produced to fulfil the criteria required for Unit four of the Advance Vocational Certificate of Education (AVCE) course in Business Studies. It will give a comprehensive overview of the way's in which the human resources function(s)', within businesses are organised and managed and how they operate, and an analytical insight into the human resource management team, of the business that I' am focusing on, which is HSBC Group Plc. The report will specifically focus on the possible conflicts of interest between employees or individuals, the way's which human resources planning procedures take place, the recruitment and selection process, training and development programmes and performance management at HSBC Group Plc, in view of the current economic climate for retailing/banking. An Introduction to the Report: In this assignment, I have been asked to structure an analytical approach, about human resources and its effects, on one business, and to file all of my information in one simple, but sophisticatedly structured report.
The level of importance that is given to the whistleblower and whistleblowers depends on its nature, its political contexture, and media portrayal. In this scenario, the supervisor made decisions oblivious to the facts presented by his staff and scientists’ opinions. The problem relied on HNF supervisor Girton lack of consideration to address the concerns of the majority and his own subordinates. The dissatisfaction
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.