Individual Research Report on HR Strategies at Sainsbury

This report analyzes the HR strategies being implemented by Sainsbury, including their adaptation to the changing business environment in 2022, integration of diversity goals, and use of digital platforms for recruitment and management. The report includes a literature review on HRM in 2022, evaluation of Dave Ulrich's role in HR, and the importance of HR planning. Primary data was collected through interviews with Sainsbury HR managers. The report concludes with recommendations for Sainsbury's HR department and limitations of the study.

Individual Research Report

Table of Contents
INTRODUCTION...........................................................................................................................3
LITERARTURE REVIEW.............................................................................................................3
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is one of the most important department, where business
fundamental decisions and strategic approaches are being taken for effective and efficient
workforce management on business grounds. Sainsbury has been taken as retail firm, having
wide range of products and services. The recent study will have determined extensive focus on
recent HRM strategies being taken by company, and also improvise new vision for optimised
expansion within longer time frame. Also research will develop in depth focus on extended new
vision, improved working scenarios which shapes efficacy diversely and synchronizes wider
optimum productivity within HR decisions.
LITERARTURE REVIEW
The context of HRM in 2022
As per the views of Holland, Dowling and Brewster, (2022) the HRM context has been
evolved and changed in 2022. This is because with the mode of evaluation and changing
business scenario the HRM and its context has also been changed. This has involved an adoption
of various changes in working which may include the familiarity of technology and the changing
mode of working. as per the Covid pandemic the mode of working has changed that has further
brought changes in the working modes of the HRM. This means now the HR are more focussed
towards the making of rules in relation with the digitalization and work from home policies. In
the same way now the HR are more concerned towards the holding of employees rather than
recruiting more employees.
In the same way the van Rossenberg, Cross and Swart, (2022) also annotates that in 2022
the working of HR has completely changed in terms of use of more technology. Online hiring,
implementation of policies through the use of digital medium, communication in digital form are
some of the changes. In the same way the HR are now concerned towards the health and safety
of the employees along with the goal of the organization.
Evaluation of Dave Ulrich role of Human Resource Practitioners
As per the views of Storey, Wright and Ulrich, (2019) the role of HR practitioners as per
the Dave Ulrich includes the 4 major role i.e. strategic partner, employee champion, change
agent and administrative expert. With the performance of these functions the HR can make a
major contribution in terms of performance of its work. This is because with the performance of

this function the role of the HR would become more efficient in terms of their contribution
towards the organization.
On other hand, as per the views of ----- Dave Ulrich HR model is complicated to be
adopted in recent business frameworks for gaining functional engagement worked on
competitively. Also recent study specifies that companies in recent time have to develop
benchmarks for many HR professionals in mobilizing extensive multifaceted roles within
administration scenarios. The author also signifies that businesses in recent time face huge
uncertainty within new decisions for extensive investments, where HR managers need to
prioritise timely for best HR strategies.
Human resource planning
Berk and et.al., (2019) annotates that the HRP is an important concept under which a
continuous planning in respect to an organization and the employees of the organization would
be made by the HR. With the mode of adequate HRP the utilization of the most valuable asset
i.e. the employees will be able to take place. This is the base that will lead to the attainment of
the goal of the company along with contributing a major role towards the working of HR. The
company future working goals, are evolving in recent business grounds for extensive diversified
benchmarks adopted towards latest services. Also HR planning further synchronises best
determined long term goals, for intricate competencies and extended decisions being taken for
higher profitable results.
In the same way the Mansaray, (2019) also said that with the mode of adequate HRP the
current as well as future demand of the talented employees in an organization would be meet.
With this planning the HR make the plans in relation with the recruiting talent as well as their
retention will also be focussed. This will also lead to maintain an adequate balance of employees
in an organization that its need and aims will be meet. The HRP will also acts as a bridging gap
between HRM and the strategic planning of the organization. This is because it will lead to
execute the actual working in terms of performance of work with the talented employees.
Method of research
Method of collection: Primary data collection method has been taken for gaining effective
information, and also accurate findings to be presented in structural format for improvised

efficiency. The method of primary data collection is also essential, to get specific details from
specific sources and management to leverage effective working competencies within research.
Sainsbury HR mangers have been interviewed, to gain accurate findings and optimum results
within research for extending study efficiency based on extended determinants. For secondary
method, internet sources have been used in vital manner for evolving towards leveraged rise
based on valid findings (Jeha, Knio. and Bellos, 2022). HR managers within top level at
Sainsbury have been interviewed, for latest competitive results and productive findings. The
retail firm has huge benchmarks within goodwill, where Sainsbury is one of the best widely
spread retail brand having huge range of services for extended customers. For secondary
research done, best articles have been taken from internet for in depth productive analysis within
study. Sainsbury recent strategies showcases that, digital platforms are also explored for more
trained efficacy expansion within employees.
Date of interview and venue: HR managers were interviewed on 30 January 2022, at Sainsbury
office. HR managers were interviewed about strategies being adopted for recruitment, and new
optimum goals planned up for extended improved diversity scenarios.
Research Findings
The results from research findings significantly specifies that Sainsbury in recent time has
adopted online interviews methods for external recruitments. HR managers in Sainsbury are
working to develop competitive business ground, best training sessions and HR working
practices for strengthening its competencies. This further develops optimum focus on adopting
best HR practices for recruitments and selection, where talented workforce is further optimised
on improvising long term goals. Findings from interview, which was taken from HR managers at
Sainsbury explains that long term vision of Sainsbury is to develop competitive business
environment and retain best talented people within retail service. Findings also explains HR
mangers are integrating diversity goals in workforce, and evolving new principles for training
new standards. Also recent analysis done within business services explains that Sainsbury has
best HR strategies, integrated to develop competitive workforce and management is extending
best investments for supervising best training sources. Sainsbury HR mangers are optimistic
towards future working scenarios and extended timely diversification, for training best sessions
within workforce. Also company prioritizes usage of digital platforms for extended recruitments

of talented workforce and also to optimise best decisions for extended development (Baykal,
2022).
Discussion
Comparison of all findings within 3 literature done will enable to gain functional criteria
analysed, for more productive examination of latest vision and goals evolving in HR at
Sainsbury. The first theme being, context of HRM in 2022 specifies that research is
extending accurate presentation in informative manner about new vision evolving among HR
managers. Findings are accurately presented, by keenly analysing latest resources and strategies
being undertaken at recent business frameworks at company for undertaking new goals.
However, the study when third research have more in detail findings as compared with first
which holds less accuracy for extensive diversified research results priorities.
The second literature analysis done on evaluation of Dave Ulrich role, of human
resources practitioners are less in depth researched and there is less focus evolved on recent steps
being taken among companies. It is also less in depth worked on as compared to first research
findings done, which significantly is less diverse for more competent further research to be
explored. There is lack of evidence within findings, which displays that first and third findings
are more competent, and productively less accurate. (Madhani, 2022).
The third literature findings done, is based on human resource planning parameters which
further strengthens focus on latest services being taken up within management goals to develop
in depth research. There has been also new aspects evolved in findings within this study findings,
where evaluation has been done more proactively as compared with first and second research
aspects. It correlates fundamental rise on latest innovation, creative business goals further
redefining extensive diversification to be presented further for more competitive results being
shaped up.
Recommendations
The research has specified that HR managers in recent time are taking best steps for developing
faster competitive rapport on adopting best technologies, mechanism for change delivery.
Further recommendations, can be analysed that Sainsbury HR managers have to be redefined and
competitively adhere to latest new targets. Developing faster adoption to new technologies,

digital sessions and brainstorming about latest services will significantly develop competitive
rapport. There has to be also faster new technology adopted, and also scale up best decisions to
be expanded on best technical pathways for gaining overall long term positive returns. HR
mangers at Sainsbury, are also fundamentally aiming to bring on new investments criteria where
adopting change management and ideally investing on extended priorities further heads on
improvement (Kulik, 2022). Sainsbury HR managers need to also leverage new digital platforms
for extending corporate competencies, functionally generate higher quality outputs and diversify
its optimized working goals within longer time run. There has to be also developed technical
efficacy improved on as per latest HR management in retail sector, where there is strong scope
for strengthening wider technical standards. Brainstorming sessions being conducted online, is
also one of the best new HR strategy which will improvise new commercial working HR
strategies being optimised on longer time run.
Conclusion and limitations
The recent study has concluded latest HR strategies being adopted among management,
where scaling best priorities and technical vision has been found to be crucial. Sainsbury being
one of the best retail company, has been optimising towards adopting long term profitable
working goals. HR business strategies in company are optimistic for responding to change, and
technical competencies pertaining for internal strength plays pivotal role in recent time.
Limitations within recent research, is that only Sainsbury company has been taken which limits
retail sector goals and intricate findings adopted in recent business grounds. The interview
method, has been taken which signifies that new methods can be further adopted for more
accurate findings to be leveraged on rapidly. Limitations, are also specifically correlated to
analyse best findings where major complexity within recent digital era are lacking to be explored
on within recent study. More in depth practical methods could be undertaken, for wider
productive results based on extended paradigms and wider scale technical vision towards
informative research being conducted (Srivastava and et.al,. 2022).
Reflection
The study within recent research, made me learn about various new methods and research
steps to be undertaken for extended in depth research aspects. I have been able to prioritize new
skills learning such as time management, analytical findings research and improvising my multi-

tasking skill innovatively. Also research enabled me to improvise further connective working
results strategically, where I also aim to develop prior outputs for improvised learning within
recent research. I aim to evolve on towards new aspects and parameters for proactive research
results within future, and improvise my consistency within extended domains informatively. I
further also plan up to take mentoring and supervision from best professionals, and primitively
explore new professional skills diversely. There has been also further extensive focus evolved
on, towards prioritising best skills, in recent working criteria.

REFERENCES
Books and journals
Baykal, E., 2022. Digitalization of human resources: E-HR. In Research Anthology on Human
Resource Practices for the Modern Workforce (pp. 200-218). IGI Global.
Berk, and et.al., 2019. Prescriptive analytics for human resource planning in the professional
services industry. European Journal of Operational Research. 272(2). pp.636-
641.
Holland, P., Dowling, P. and Brewster, C., 2022. HRM and the smart and dark side of
technology. Asia Pacific Journal of Human Resources. 60(1). pp.62-78.
Jeha, H., Knio, M. and Bellos, G., 2022. The Impact of Compensation Practices on Employees'
Engagement and Motivation in Times of COVID-19. COVID-19: Tackling
Global Pandemics through Scientific and Social Tools, pp.131-149.
Kulik, C.T., 2022. We need a hero: HR and the ‘next normal’workplace. Human Resource
Management Journal, 32(1), pp.216-231.
Madhani, P.M., 2022. The “High-Road” Approach to Compensation and Benefits Practices:
Enhancing Competitive Advantages. International Journal of Applied
Management Sciences and Engineering (IJAMSE), 9(1), pp.1-21.
Mansaray, H.E., 2019. The Consequence of Human Resource Planning on Organizational
Performance: An Ephemeral Review. Britain International of Humanities and
Social Sciences (BIoHS) Journal. 1(2). pp.50-61.
Srivastava, Y.,and et.al,., 2022. Smart HR Competencies and Their Applications in Industry 4.0.
In A Fusion of Artificial Intelligence and Internet of Things for Emerging Cyber
Systems (pp. 293-315). Springer, Cham.
Storey, J., Wright, P.M. and Ulrich, D., 2019. Strategic human resource management: A
research overview. Routledge.
van Rossenberg, Y.G., Cross, D. and Swart, J., 2022. An HRM perspective on workplace
commitment: Reconnecting in concept, measurement and methodology. Human
Resource Management Review, p.100891.
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APPENDIX
Interview to HR managers at Sainsbury
1 How does HR managers at Sainsbury take recruitment process done?
2 How is the workforce at Sainsbury coping up within recent covid-19 pandemic?
3 What are some of the best HR strategies being taken at HR in Sainsbury?
4 How are the new changes being implemented for motivating workforce at Sainsbury ?
5 Does the workforce at Sainsbury feel motivated to implement new changes?
2