Individual Research Report on HR Strategies at Sainsbury

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