Human Resource Management Report: Sainsbury Company HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Sainsbury's, a major UK-based retail company. It begins with an overview of the organization and the purpose of the HR function in achieving business objectives. The report critically evaluates the strengths and weaknesses of recruitment and selection approaches, HRM practices aimed at boosting profitability and productivity, and employee relations influencing decision-making. It also assesses relevant employment legislation. Part 2 focuses on practical applications, including a job specification for a Human Resource Manager position, a sample CV, interview documentation with selection criteria, and an evaluation of the selection process. The report covers workforce planning, training and development, and the importance of employee relations in fostering a productive work environment. The analysis provides insights into the impact of HRM on organizational performance and compliance with employment laws.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1. Overview on organisation........................................................................................................3
2. Purpose of HR function that helps to achieve predetermined business objective...................3
3. Critically evaluate strength as well as weakness of recruitment and selection approach........4
4. Critically evaluate HRM practices in terms to raise the profitability and productivity of an
organisation..................................................................................................................................5
5. Critically evaluate employee relations that influences decision making of an organisation . .6
6. Evaluate employment legislation that is applied in particular organisational context.............6
PART 2............................................................................................................................................7
1. Job specification for a particular position of an organisation..................................................7
2. Write sample CV prepared for vacant position........................................................................8
3. Provide interview documentation which includes detail of selection criteria.........................9
4. Evaluate selection process for decision making process of an organisation.........................10
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is an essential departments that helps in cultivating
desirable relationship between the employer as well as employee by significantly carrying out
diverse process like recruitment, selection, placement, training and performance appraisal
programmes (Albrecht, Macey and Saks, 2015). To better define the topic Sainsbury company
has been selected which is the part of retail industry whose headquarter is in London, UK. It
offer diverse range of household and utility items through supermarket and hypermarket store.
This rep[rot cover topics like determine the purpose and scope associated with HRM by
resourcing the talent and skill in term,s to attain the business objective. Along with that explain
the effectiveness associated with the elements of HRM within an organisation. Determine
internal as well as external factors which can affect the decision making on the basis of
employment legislation. Further, the practices of HRM in terms of work related context.
PART 1
1. Overview on organisation
Sainsbuiry company is one of the largest stakeholders of United Kingdom whose chains
are spread out all around the globe. The company started its operations in the year 1869 and
attract the customer through their discounted pricing strategy. The primary objective or purpose
of company is to maintain the supreme quality of their offerings and dominate the market place
by becoming market leader. Mission of Sainsbury company is to deliver values to potential
customers by accommodating requirement of existing and potential requirement.
2. Purpose of HR function that helps to achieve predetermined business objective
Human resource is a desirable part of an organisation which is concerned to significantly
manage the performance of workforce. There are diverse purpose of HR function which are
listed down below:
Present desirable programme: The manager of Sainsbury company promote favourable
working environment where efforts are made to preparer training and development programme
that helps to enhance existing skill as well as capability of employees to gain desirable
environment where they can collective work as a team and attain share objective effectively
(Armstrong and Taylor, 2020). The manager usually promote these programmes as it generate

intrinsic motivate and maximise the efforts of personnel in terms to achieve objective within
specific timer frame.
Performance appraisal: This is the other and most significant functioion of human
resources as here the internal manager in order to successfully manage workforce planning as
well as resourcing of activities. The performance of each and every personnel is consrtnatalay
evaluated within Sainsbury comp[any based on which they gain the constructive feedback which
helps them to enlighten the area where they are explicitly performing well and vice versa.
Allotment of monetary and non monetary benefits like promotion, salary hike, recognition
immensely encourages the staff to exploit the opportunity which is in form of target. This helps
to attain personal as well as organisational objective
3. Critically evaluate strength as well as weakness of recruitment and selection approach
Recruitment: This is considered as the primary process that helps to connect the
potential candidate with an organisation due to which it is described as favourable process. The
HRD of Sainsbury company on the basis of recruitment cycle diversify awareness amongst
personnel in terms of vacancy
Internal recruitment: Within internal source of recruitment the vacant position is only
filled up by existing staff of an organisation mainly through promotion and transfer which is
positive from as well as demotion that is negative form of internal recruitment (Berman and
et.al., 2019).
Advantage Disadvantage
It generate the sense of security as well as
belongingness amongst prevailing employment
internal sources is highly appreciated.
High dependency can somewhere restrict the
performance of an organisation in comparison
to other rivalries as there exist lack of
innovation.
External recruitment: As per external recruitment process the company focuses to hire
fresh talent from the external environment and promote diverse workforce.
Advantage Disadvantage
It helps the organisation to generate the Investment in external recruitment is time

creative thinking ability as diverse opinion
helps in deriving out better solution.
taking and may leads to chaos amongst existing
employee which may leads to issue like high
absenteeism and low productivity.
Selection: After recruitment comes selection process under which different evaluation
round takes place to promote the desirable candidate and weed out unsuitable ones. The human
resource manager effective focuses on different selection criteria such as interview, group
discussion and aptitude test so that they left out with desirable candidate.
Interview method: It is basically interaction process under which panel of interviewer ask
question to the interviewee on the basis of their qualification and background in order to
determine their existing knowledge and skill (Bratton and Gold, 2017).
Advantage Disadvantage
This method most prominent as well as widely
used selection criteria that help to to hire
potential employee for vacant post.
In case if the interviewer fails to ask necessary
questions as per the working profile so such
unstructured form may not helps in selecting
right candidate for vacant post.
4. Critically evaluate HRM practices in terms to raise the profitability and productivity of an
organisation
HRM practices Benefit for employer Benefit for employee
Workforce planning Within workforce planning the
company makes effort in order
to satisfy the existing and
potential requirements of
employee within an
enterprises. This benefits
employer by explicitly using
the resources and accordingly
gain competitive positioning.
Employee gets the opportunity to work
smoothly according to the programme
and get opportunity to build
competitive positioning (Brewster and
et.al., 2016).

Raise organisational
profitability and productivity
Training and
development
Investment in training and
development programme helps
employer to collective work
with employee and raises the
productivity of an organisation
which even help them to gain
positive reinforcement.
Employees gets benefits through this
techniques by improving their existing
knowledge and capabilities to achieve
their personal targets successfully
(Morgeson and et.al., 2019).
5. Critically evaluate employee relations that influences decision making of an organisation
Most of the competitive organisation significantly focuses to manages relation between
employer as well as employee. Existence of any situation like chances of conflicts, chaos as well
as grievances needs to be systematically manger by the HR manger in order to promote
desirable decision making ability.
Skills oriented job approach: This is highly preferable approach in terms to maintain
the employee relation as employees gets the opportunity to get the work on the basis of their
skill, specialization as well as capability. This helps in developing favourable behaviours as
employee derives out synergy to carry out the work which finally enhances their productivity and
printability (Cascio, 2015). Along with that it also promote the team work that collectively
motivate the workforce to come up with desirable decision making process to maximize the
footfall of Sainsbury company.
Human relations approach: According to human relation approach employees are
treated as an asset of an asset of an organisation due to which importance is given to significant
maintain interpersonal relationship. Within Sainsbury organisation this method helps to
maximise the contribution of employer because of the respect and position derived by an
organisation. This makes employees remains enthusiastic enough to prepare desirable decision
making through group discussion or brainstorming method.
6. Evaluate employment legislation that is applied in particular organisational context
Employees are human capital of any country, like India United kingdom also considers
their employees a valuable asset. Employment legislations are terms and conditions between

employers and employees which is base for employment relationship (DeCenzo and et.al., 2016).
UK also follows the same legislative structures to maintain this relationship to retain their
employees. There are various legislation laws which are followed in UK:
 Equity Act 2010: This law protects the employees from any discrimination in the
workplace. The government of UK believes that all the employees are equal and they
should not be discriminated in any aspect either it is religion, sex, pregnancy, maternity,
disability, age any reason which can affect the equality rights and leads to favourable
decision making process.
 Employment rights act 1996: This legislation describes almost every aspect of
employment rights which a employee have in duration of his employment. This law will
consist of contract of employment all terms which includes pension, training, salary
package, working hours, grievances, conditions of terminations that encourage them to
effective participate in decision making process.
 Healthy and safety at work: This legislation provide health and safety measures at
work place. If employer is not following these laws then they have to pay certain charges
and if the level of health and satiety conditions are very low then they will face corporate
charges (Kramar, 2014).
 Data protection charges 1998 : this legislation follows that all the relevant data such as
bank details of the employees, salary slips, address details should not be disclosed to any
other person. related with employees are collected and should be protected. Informations
related with the employees should not be disclosed. All the rules should be followed by
both the employers and employees.
 Working time regulation 1998 and the working time amendment regulation act
2007: this legislation covers all the working hours conditions which should be followed
by the employees (Ployhart and et.al., 2014). All the terms related with working hours ,
standard hours , conditions of over time working , break timings , leave conditions are
sets in this legislations.
The working time period in UK is 48 hours on average basis if they worked for 17 weeks. This is
a limit which is settled in this legislation and no employer can not go beyond this level. This
legislation provided 20 minutes off in a day if the employee is working for more than 6 hours.

PART 2
1. Job specification for a particular position of an organisation
Job Specification
Position: Human Resource manager
Reporting to: Administration Manager
Attributes Essential Desirable
Qualification and Latest
Experience
It is required that the applicant
in their academic life have
gained above 60% marks
throughout their career. Along
with that candidates should
have at-lest 2 years of job
experience in HR field from
recognised company.
Desired candidates needs to be
post graduated from
management field and have
build significant career from
their existing job experience.
Skills and Capability Proficient communication
skill can help the candidate to
deliver the adequate
information clearly. Along
with that listening ability
helps in better resolve of
grievances.
It is desirables if job seeker is
have multitasking and
persuasion ability by
significant tackling the issues
of public. Technique ability
helps in better management of
responsibilities.
2. Write sample CV prepared for vacant position
Personal specification contains all the necessary skills, experience and qualification of
job seeker which is required to prepare in terms to determine their interest for vacant post.
Curriculum Vitae is the part of personal specification which is explained below (Marchington
and et.al., 2016):
Name: Marsha Jones
Address: Sunrise eastern valley 123-124, London, United Kingdom.

Contact number: 478-124-874
Job Experience: Worked as Human resource executive for 2.5 years within Waitrose company.
Work Specialization:
 Technical knowledge of handling software like employee portal and proficient
knowledge of MS office suite
 Excellent oral and written communication as well as customer handling skill
 Work with employees and team members with diverse mindset
Skills:
 Good in performing team work
 Perform multiple task and effectively handle the queries of employees
 Effective work to acquire new skill and talent
 Desirable negotiation and problem solving skills
Qualification:
 Masters of business administration (MBA) in Human Resource Management from
Oxford university.
 Gained academic knowledge from SKP Mary school of London
Declaration: I hereby, inform you that all the above mentioned information provided by me is
valid and can be reconfirmed from the documents.
Date: 20/03/2020
Place: United Kingdom
3. Provide interview documentation which includes detail of selection criteria
Interview is the part of selection round under which the different sets of questions are
designed on the basis of which interaction and discussion take place between the interviewer and
interviewee (Sparrow and et.al., 2016). The manager of Sainsbury company makes sure they
effectively structure the interview round and make desirable choice for an organisation.
Q 1) Tell us something about yourself?
Q 2) What skills you obtained from your previous organisation and how your contribution
helped in achieving your objective?
Q 3) How HR department helps in adding value to an organisation?
Q 4) How employment legislation helps to maintain the favourable relationship between
employer and employee?
Q 5) Explain the difference between recruitment and selection?

Selection criteria
 Maintain adequate teamwork to collective perform shared task and accordingly modify
skilfulness and quality of contribution of each team members.
 Maintain desirable communication, listening and time management skills to carry out
task systematically.
 Accomplish better relationship between employer and employee that motivates to
achieve personal target for organisational success .
4. Evaluate selection process for decision making process of an organisation
Although selection is considered as an negative approach for the job seeker but in terms
of company it is the most crucial stage as the requirements for vacant position are analysed and
accordingly explored in various application. Amongst diverse poll whosoever finds perfect fit on
the basis of their education are offered the vacant post significantly. It comprises of different
stages like online screening, aptitude test, group discussion round as well as interview session
which basically varies from one post to another. It helps into indulging into decision making for
external recruitment process by making favourable discussion about the different candidate to
whom to transfer on another stage and to whom to weed out (Wilton, 2016.). Similarly, selection
for internal recruitment also involve the detail thinking and decision making approach as on the
basis of performance appraisal desirable candidate are promote to the upper level. Thus, it is
basically the ongoing process which can be required at any time like for existing employee
leaves job then to replace them. Even Sainsbury company invest to diversify their outlet for
which again the manager carry out deep discussion in order to carry out workforce planning
significantly.
CONCLUSION
From the above report it has been determined that HRM is an essential part of an
organisation which is concerned in managing the resources as well as employees in order to
improve the chances of effectiveness. The functions of HR is used to resource the skill as well as
talent in terms to achieve appropriate objective. Each evaluation process has it own strength and
weakness that needs to be adequately used in terms to hire the potential staff for vacant position.
Along with that HR practices needs to be systemically carried out as it benefits not only to

employer but enhances the scope for employee as well. Therefore, the legislation needs to be
adequately followed that assist an organisation to bind its relational with internal as well as
external stakeholders.

REFERENCES
Books and journal
Albrecht, S. L., Macey, W. H. and Saks, A. M., 2015. Employee engagement, human resource
management practices and competitive advantage. Journal of Organizational
Effectiveness: People and Performance.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Cascio, W. F., 2015. Managing human resources. New York: McGraw-Hill.
DeCenzo, D. A. and et.al., 2016. Fundamentals of human resource management. John Wiley &
Sons.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Morgeson, F. P. and et.al., 2019. Job and work analysis: Methods, research, and applications for
human resource management. Sage Publications.
Paillé, P. and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Ployhart, R. E. and et.al., 2014. Human capital is dead; long live human capital resources!.
Journal of management. 40(2).pp.371-398.
Sparrow, P. and et.al., 2016. Globalizing human resource management. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
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