Sainsbury's HRM Practices: Job Spec & Description

This assignment focuses on the application of HRM practices within Sainsbury's. It includes a detailed job specification and job description for the role of Assistant to HR Manager, highlighting essential and desirable criteria. The task also covers key HRM practices such as health & safety measures, working time regulations, and their legal implications. Additionally, it emphasizes the importance of these practices in decision-making and company success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of Human Resource Management ......................................................1
P2 Strength and weakness of different approaches to recruitment and selection ......................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM Practices for both employer and employee ...............................4
P4 Effectiveness of human resource management practices ......................................................5
TASK 3............................................................................................................................................7
P5 Significance of good employee relation and their influence on decision making.................7
P6 Key components of employment legislation & its impact upon decision making of HRM. .8
TASK 4............................................................................................................................................9
P7 Application of HRM practices...............................................................................................9
CONCLUSION..............................................................................................................................10

INTRODUCTION
Human Resource Management refers to the function that is used in most of the firms in
order to enhance potentiality of workforce for accomplishment of strategic objectives and goals.
In past, personnel management is utilized to control manpower (Armstrong and Taylor., 2014).
But now, revolutionary changes has been bought by HRM with new processes in gaining goals
of organisation by satisfying employees. Human resource management becomes a vital part of
firms now a days which administers more effective control of individuals as well as enhance
their performance. In the present assignment, chosen company is Sainsbury's which is a second
largest supermarket chain of United Kingdom. Headquarters of firm are located in Halborn,
London and offers many products to customers. The report includes functions and purposes of
organisation that are applicable to workforce resourcing and planning. Merits and demerits of
recruitment & selection method is also defined. In addition to this, benefits and effectiveness of
HRM practices for raising organisation profit and productivity. Significance of employee relation
and key components of various employment legislations are describe. At last, application of
human resource management practices within firm is defined in this project.
TASK 1
P1 Purpose and function of Human Resource Management
The concept of Human Resource Management deals with managing and supporting
company's people and associated processes. It covers everything concerned with employee-
employer relationship. They are also responsible for anticipating manpower needs and fulfilling
them as per the requirement of organisation. HR department explicate adequate training program
as per the needs and wants of employees so that their competencies and skills can be improved.
The main purpose of HRM is to manage positive, safe and healthy work environment for the
staff members. This will help in developing sense of satisfaction among personnel and ultimately
enables them to towards higher productivity and performance.
HR Manager of Sainsbury arrange various activities at their workplace so as to raise the
morale of personnel. Training program is designed in such a manner that help in increasing their
capabilities and skills (Berman and et. al., 2012). Manager also laid stress on maintaining healthy

employee-employer relationship. This further will lead to reduce miscommunication and conflict
between them and promote positive surrounding in the organisation. It also help in developing
co-operation and co-ordination among workers so that they can have common goal towards
organisational objective.
Functions of HRM:
There are various HRM functions that assist Sainsbury in maximising employee performance
and accomplishing company's objective in an effective manner. Some of them are discussed
below:
Training and development: This deals with arranging training and development programs for
employees that help in improving their overall efficiency and productivity. It is an important
function that every company needs to follow (Boella and Goss-Turner, 2013).
Maintaining healthy work surrounding: Work-environment of any business concern directly
impact the performance of employee. Sainsbury's is promoting friendly working environment
where workers treat fellower as their colleagues not as rivals.
P2 Strength and weakness of different approaches to recruitment and selection
Recruitment refers to the process of searching perspective candidate and stimulating them
to apply for available vacant position in the organisation. Chances of hiring better person
increases when large number of persons apply for job. It bridges the gap between the person who
are seeking job and who already have job. In simple words, the term recruitment deals with
discovering various sources from where company can get potential employees. According to
Flippo “ It can be defined as a positive process where company looks for most suitable and
talented candidate who with their effective skills and abilities achieve organisational objective in
a structured manner. Generally, there are two sources of recruitment one is Internal and other is
External. Internal means when company recruit or hire employee within the organisation through
promotion or transfer. On the other hand, External means hiring candidate from outside the
business entity through direct recruitment, campus recruitment, employment exchange and job
portals.
Selection refers to the process of choosing most desirable and suitable candidate among
the pool of applicants for current job opening. It is chiefly important for a business enterprise to
hire right people on right job and at right time. Both recruitment and selection process are

equally important every business concern (Boselie, 2010). Following are the strength and
weakness of various recruitment and selection approaches which are discussed below:
Strength and Weakness of Internal Sources:
Strength Weakness
Improves morale: When present employee of
company gets the chance of higher promotion,
their motivation level increases tremendously.
Generally every personnel expect to work on
higher post with better pay and status.
Recruitment within the organisation discourage
competent person from outside to join the
company.
No error in selection: Chances of error reduced
or decreased when employee is selected within
the organisation only. Moreover company's are
already having detailed record of its workers
and can judge them in more appropriate
manner.
For post related with creativity ad innovation
skills, this method is not suitable.
Promotes Loyalty: Recruitment within the
business helps in promoting loyalty among
staff members as they feel sense of security on
account of chances of advancement.
There might be chances that education and
skills required for vacant position must not be
fulfilled by existing employees or they are not
capable enough for the concerned post.
No hasty decision: Chances of taking hasty
decision eliminates or reduced as existing
workers are already trained and can be relied
upon.
Recruitment within the company promotes
higher favourism which make organization
over-staffed but with less talented crowd.
Economy in training cost: As existing workers
are already aware of company's rules and
regulation. Therefore, the amount needed for
providing them training and orientation
reduced.
It limits the scope of fresh talent in company.
Strength and Weakness of External Sources:

Strength Weakness
Availability of Suitable Person: Sometimes
company may not able to find suitable
candidate within the company. External source
of recruitment wider their option or choices as
they can select suitable candidate among the
pool of applicant.
Demoralisation: When any new individual
from outside joins the company, existing
employees may feel demoralised because they
think that they should deserve these position.
Bring New Ideas: The main advantage of
hiring employee from outside the organisation
is they bring better and unique ideas. Prior
experience of selected candidate ultimately
benefits the company as they suggest new
methods and thinks.
Lack of Co-operation: There might be
possibility that old staff may nit co-operate
with new employees because they feels that
their rights and responsibilities are snatched
from them because of new candidate.
Economical: This recruiting method is quite
economical as selected candidates are already
trained and experienced and thus, not require
much training.
Expensive: This recruitment method is bit
expensive as company needs to invest good
amount of money in giving advertisement, then
arranging interviews, written test etc.
Competitive Spirit: This method also promote
competitive spirit among employees which
enable them to work more effectively and
efficiently.
Problem of Maladjustment: There might be
chances that new candidate cannot adjust
themselves in company's environment.
TASK 2
P3 Benefits of different HRM Practices for both employer and employee
HRM practices is used by both employees and employers of Sainsbury's to control the
activities and enhance overall organizational performance. Main activities involved in human
resource management of referred company are training, recruiting, employee benefit
administration, firing and paying. Lack of co-ordination among workers and managers may
promote unhealthy working environment and makes it difficult for HRM in controlling them.
Following are the various benefits of HRM practices:

11 Retaining qualified employees: Sainsbury provide flexibility and easy access in
employee's benefits so that their employers can have talented and qualified staff for the
company (Boxall and Purcell, 2011). With the help of this it become easier for them
manage the risk and reducing organisational burdens.11 Encouraging positive behaviour: Working environment of any company directly affect
performance of employee. There is positive and healthy working environment found in
Sainsbury which provide favourable benefits to their workers in terms of increasing their
productivity and efficiency.11 Developing employees: HRM practices of chosen enterprise helps in satisfying their
personnel and motivates them to add value to firm's intellectual property. Moreover with
the help of knowledge, skills and ability of its staff members they are gaining high
competitive advantage over its rivals (Daley, 2012). They are also arranging various
education and training program which help workers in increasing their existing
knowledge or skills.11 Improving performance management system: HR Department of Sainsbury focuses on
motivating employees which results in improving their performance and productivity.
Motivated personnel tend to remain with organisation for longer period. They also aid in
encouraging their co-workers and treat them as their colleagues not as competitors.11 Developing good relations: Maintaining good and healthy relationship among workers is
primarily essential for every organisation as it help in tracking the progress of employees.
It also assist in measuring their performance and taking necessary actions for controlling
them. Sainsbury involve their employee in decision-making process which makes them
feels valued and also allow them to give their opinion and suggestion.11 Motivating workers: The main responsibility of every manager is to maximise the
performance of workers. Therefore their employers are required to recruit such managers
who can accomplish their work in effective and efficient manner. The HRM practices of
Sainsbury helps workers to increase the thinking of being unique in their position and
positively helping the organisation. It has been believed that personnel work under
positive employers tend to feel more motivated and as a result their overall productivity
increased (Gospel and Sako, 2010).

From the above stated HRM practices it can clearly figured out that it benefits both employee
and employer of Sainsbury.
P4 Effectiveness of human resource management practices
HRM practices has been very effective in terms of increasing profits and productivity of
Sainsbury. By implementation of human resource management, firm has accomplished high
productivity and profits through following perspective:
High performing & innovative employees: Implementation of HRM practices promotes
innovative environment in firm and increase motivation level of employees (Heizer, 2016).
Sainsbury's provide good facilities and healthy surroundings to their workforce. These initiatives
assists organisation in increasing productivity and profit in effective manner.
Effective direction setting & implementation: Leaders & managers play crucial role in
setting priorities, direction, goals, purposes and roles of manpower. Human resource
management facilitates Sainsbury's in recruiting administrator for appropriate place. They lead
business to superior place with high productivity and profit.
Effective reward drive performance: Monetary rewards directly influence performance
of employees as well as organisation. Sainsbury's provide rewards to their workforce for the
work they have done. It assists in increasing motivation level of employees and they perform in
more better way. This increase productivity & profit in an effective way.
Non monetary factors to enhance employees morale: Leaders, managers and team
members of Sainsbury's administer non monetary elements that increase loyalty, energy,
excitement and motivation of employees. Learning opportunities, recognition, exposure, praise,
feedback and challenge are factors include in it. It is completely up to manager to how utilize
these non monetary factors effectively.
Updating skills of workforce: Today, there is high competition exist in market place. To
cope up with this global competition, firm has created a big pace of change that means current
skills of employees must be updated on continuous basis. It is the responsibility of Sainsbury's
manager to determine skills of workforce. This will help in developing effective training
programme that provides an opportunity to manpower for improving their skill and increasing
potential. They get motivate by this and encourage to perform well. This will enhance
effectiveness of firm and raise its profit & productivity (Hoque, 2013).

Collaboration and sharing: When other person from outside freely collaborate with
company and willingly share their best ideas and tools, profitability as well as productivity of
Sainsbury's magically improves. Human resource management assists firm in developing formal
methods to enhance the way of sharing process and collaboration.
Form the above mentioned points, it can be understood clearly that various HRM
practices plays crucial role in raising productivity and profitability of Sainsbury's over their
competitors.
TASK 3
P5 Significance of good employee relation and their influence on decision making
Every individual share a specific relationship with their fellow members. They interact
with each other for maintaining good relation (Jiang and et. al., 2012). For making any decision
in firm, they require to talk & discuss with each other. An interactive workplace assist in
motivating manpower which can not be measured in terms of monetary value. It is necessary for
employees to coordinate with each other & work collectively as single unit so that common goals
can be achieved. Significance of good employee relationship are like as defined below:
Easy working: If work is shared among all employees then, it becomes easy for them to
complete it on time. In Sainsbury, good relations among workforce eases workload on a specific
individual & it in turn increase productivity. Responsibilities and duties should be delegated
among all team members to accomplish desired goals within time as it is not possible for single
individual to do everything. If good relations have maintained among workers and team
members, they will have ability to make work easy.
Discouraging conflicts among workforce: If good relations are maintained between
workers, it will reduce the chance of occurring conflicts among them. They trust on one another
and work with coordination towards attainment of goals. In Sainsbury, workers consider fellow
members as colleagues, not as competitors. This results in high productivity which assists
manager in taking better decisions.
Employee loyalty: In Sainsbury, interactive and pleasant work surroundings assists in
creating loyal workforce. They feel motivated and encouraged to perform their duties more
willingly that are assigned to them (Marchington and et. al., 2016). They administer with more
efforts that leads company towards high productivity and return. Moreover, employee turnover
rate in firm is very low which assist in reducing cost of hiring new manpower.

Ensure equality by effective communication: In an organisation, effective
communication system ensure workforce that no discrimination takes place across firm in any
perspective. This results in increase motivation of employees and the perform task effectively to
attain predetermined goals that are set by management of company. Appropriate communication
system facilitates human resource manager of Sainsbury's in taking effective decisions on time.
So in this way, good relation between employees facilitates human resource management
of Sainsbury's in their decision making perspective.
P6 Key components of employment legislation & its impact upon decision making of HRM
Like other firms, employment legislation is also maintained by Sainsbury's for existing
employees as well as newly recruited employees (Mok and et. al., 2013). It has some critical
influence on decision making of human resource management of company. Some major
components of employment legislation are as follows:
Defining positions: At the time when firm recruit employees or conduct recruitment
process, they has to define the position of individual in company. Their rights and
responsibilities are also described in firm regarding decision making of human resource
management.
Proper compensation: At the time of recruitment process, it is necessary for firm to
define their compensation for workforce. They should tell workers about their length of working
hours and minimum wages. Firm should clearly communicate individual about all such things
and after proper agreement, company determine and hire desired employee.
Ensuring equality: At the time of appointing or hiring candidate, equality should be
ensured by company in every perspective. There must be equality in health facilities, wages,
working hours and other things. If any discrimination takes place in any criteria, worker can ask
for legal assistance in order to fulfil their demand. If equality can ensured by human resource
management department of Sainsbury's in all perspective, they are able to influence their
employees in positive way.
Health and safety: It is crucial for organisation to consider those factors which are
related to health & safety of workforce. They should provide a healthy work environment as well
as various safety measures to workers at workplace. This will increase motivation of employees
and they feel happy to working in firm (Nickson, 2013). It will also assists in improving

employment relations and reduce the chances of arising conflicts. This increase participation of
manpower in activities of firm and facilitates manager in taking effective decisions.
Time of work: Manpower should be aware about their time to firm, that is, their weekly
or daily hours of working to perform their duties. Company should provide proper compensation
to employees for overtime if they perform overtime duties. Appropriate leaves should be
allowed by company to workforce on any specific occasion. This distribution of time assists
human resource management of Sainsbury's in taking better decisions (Purce, 2014).
So, manager of Sainsbury's needs to be ensured these legal actions at the time of
recruiting candidates as they contribute to firm in it. It put positive impact on decision making of
human resource management and ensures success and growth of company.
TASK 4
P7 Application of HRM practices
JOB SPECIFICATION
Organisation: Sainsbury Limited
Job title: Assistant to HR manager
Qualification:- MBA or PGDM specialization in human resource
Essential Criteria:
 Knowledge of management skill and theories
 Ensuring cooperation and coordination among team member
 Able to manage all complex situation in an effective manner.
Desirable Criteria:
 Require minimum 2 years of experience
 Good personality and physique
 Motivational Skill
JOB DESCRIPTION
Organisation:- Sainsbury
Department: Assistant Human resource division
Job Title:- Assistant to Human resource manager
Job location: England

Job summary
Company is searching for talented individual who posses all the quality and knowledge of HR
and must be aware all management theories in order to effectively communicate with
employees.
Role:-
Compliance of legal rules and regulations
Maintaining harmony and ethical practices
Conducting training and development programmes
CONCLUSION
As per the above mentioned report, it has been concluded that HRM plays crucial role in
managing various activities of company. Their major responsibility is to recruit and hire
employees with appropriate capabilities and skills so that objectives of firm can be attained in an
efficient way. Various practices related with human resource management are proved to be very
effective in terms of increasing productivity as well as profitability of company. It is necessary
that a healthy relationship should be maintained between management and workforce so that
objectives are successfully meet. Various key components of employment legislation facilitates
manager in framing effective policies and taking better decisions regarding employees. All this
helps in attaining strategic goals of business.

REFERENCES
Books and Journals