Human Resource Management: A Comprehensive Study of HRM Practices in Sainsbury's

Human Resource Management
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Table of Contents
Introduction....................................................................................................................................................3
L01:................................................................................................................................................................4
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation................................................................................................................................................4
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.............6
M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives...................................................................................................................................................8
M2: Evaluate the strengths and weaknesses of different approaches to recruitment and selection........10
D1: Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...............................................................................................11
L02:..............................................................................................................................................................12
P3: Explain the benefits of different HRM practices within an organisation for both the employer and
employee..................................................................................................................................................12
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and
productivity..............................................................................................................................................13
M3: Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context............................................................................................14
D2: Critically evaluate HRM practices and application within an organisational context, using a range
of specific examples.................................................................................................................................15
LO3:.............................................................................................................................................................16
P5: Analyse the importance of employee relations in respect to influencing HRM decision-making....16
P6: Identify the key elements of employment legislation and the impact it has upon HRM decision-
making......................................................................................................................................................17
M4: Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context.....................................................................18
D3: Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context..........................................................................19
Conclusion...................................................................................................................................................20
References....................................................................................................................................................21
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Introduction
In this study, the role of HR in workforce planning in Sainsbury’s has been evaluated along with
the strengths and weaknesses of competency and contingency modes of recruitment and
selection. The various activities performed by the HR which helps to achieve the overall
objectives of Sainsbury’s have also been evaluated. Also, the benefits of the activities performed
by the HR to employees and the management have also been evaluated. The methods used by
Sainsbury’s to evaluate the performance of the employees have also been discussed and the
importance of employee relations and implementing the policies considering the employment
legislation of UK has also been evaluated in the last part of this study.
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L01:
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Workforce Planning
It can be defined as the systematic process that enables the organisation to allocate the
appropriate number of manpower required to perform the task effectively and economically. By
performing workforce planning, the management ensures that the appropriate numbers of
employees are assigned for the tasks such that the input costs of products and services are
reduced and also, the quality of the output can be maintained (Dialoke and Ifeanyichukwu,
2017).
Figure 1: Workforce Planning
Source: (Australian Public Service Commission, 2017).
Role of HR in Sainsbury’s
Demand Forecasting: The HR should evaluate the current employees and staff working in the
company and the future requirements should be assessed. This enables the company to recruit
only the required number of employees which reduces the recruitment costs.
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Identifying talents: The current expertise of the employees and staffs of performing the tasks
has to be assessed in order to ascertain the gaps. This enables to develop effective training and
development modules in order to enhance the productivity of the employees.
Manpower budgeting: The HR should plan and implement techniques which help the firm to
forecast, manage and monitor the workforce in the organisation.
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P2: Explain the strengths and weaknesses of different approaches to recruitment and
selection.
The advantages and disadvantages of different modes of recruitment and selection can be
analysed as:
Recruitment and
Selection
Approaches
Strengths Weaknesses
Competency
Approach
 Interview guidelines are
provided to the HR and
ratings are provided as per
the guidelines (Bellingkrodt
and Wallenburg, 2013).
 The HR can easily select or
reject the candidate by using
the guidelines.
 The HR will be able to
select only suitable
candidates required for the
particular process.
 The selection process is
standardised across all the
departments.
 The selection process is lengthy
since candidates are assessed
only after asking all the
questions.
 The other skills of the
candidates such as
communication and
interpersonal skills may not be
considered.
Contingency
Approach
 There are no guidelines for
conducting interviews;
hence, it is a dynamic
approach.
 Managers will be able to
 Lack of standardisation related
to recruitment and selection
across the departments
(Bellingkrodt and Wallenburg,
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