Human Resource Management: Roles, Responsibilities, and Practices in Sainsbury

This report explores the purpose, roles, and responsibilities of HR function in Sainsbury. It evaluates the strengths and weaknesses of different approaches in recruitment and selection. The report also discusses the effectiveness and approaches of HRM practices in Sainsbury, along with the key areas of employment legislation that the organization should work within. It provides examples of applying HRM practices and offers insights into the subject of Human Resource Management.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
Purpose and roles and responsibilities of HR function................................................................3
Strengths and weakness of different approaches of organization...............................................4
Effectiveness and approaches of different HRM practices in Sainsburry.................................5
Identification of the key areas of employment legislation within which the organization should
work.............................................................................................................................................7
Application of HRM practices using examples..........................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is sector of organization that looks for recruiting, fifing and
managing the staff. HRM also focuses on the purpose of people within business and assure the
best work best in organization at all time (Ahammad, Glaister and Gomes, 2020). Sainsbury is
second largest chain of supermarket includes some product groceries, clothes, beauty products
and many more, which was founded by John James Sainsbury. The company is divided into
three splits supermarkets, Argos and Banks. This report assess of purpose and the key roles and
responsibilities of HR function and also evaluate the strengths and weakness of different in
recruitment and selection. The report states about the benefits of HRM practices within employer
and employee and different effectiveness practices of organization profit. Also, analysing the
internal and external that affect the human resource management decision-making with
employment legislation and applying the HRM practices to work related.
Purpose and roles and responsibilities of HR function
Following purpose of HR function of Sainsbury-
Performance appraisal:- In Sainsburry HR identify the performance of employee on basis of
completion of task goals or objective (Argote and Hora, 2017). HR is also responsible for
making performance of employee and keep them motivating for work and make them to stay
with organization.
Employee relationship:- HR have to maintain the relationship with employee. Sainsburry
organization HR process focus on giving benefits as rewards, promotion, bonus and proper
training just to make relation better.
Solving problem:- HR helps in solving conflicts of employee in Sainsburry as it is a
multinational supermarket they can face many challenges and HR revolving plays vital role in
accepting the situation.
People need:- Sainsbury make sure about the right position of employee at right place. HR
department have main focused on recruiting and selecting the employee with some skills and
knowledge.
Roles and responsibilities of human resource function-
Training and development:-Sainsburry HR department helps employee in developing their skills
and knowledge according to company requirements.

Hiring and selection:- The brand image of company also helps in attracting the candidates for
applying and doing job in organization. As more and more people are selected with best right
working position.
Planning:- HR planning is must important for Sainsburry organization which helps them in
achieving goals and spelled out the competitive market (Crossan and et. al., 2017). Basically, it is
mandatory for HR team to focus on growth of organization and identifies the requirement of
future goals.
Workplace safety:- Many safety rules and regulation are created by Sainsburry for employee
benefits and always make sure about providing the better environment at workplace.
Strengths and weakness of different approaches of organization
Recruitment- It is process which helps organization in finding the best candidates while by
offering the job applicants. By using this method the right person will get selected for Sainsburry
company which helps them in developing their organization in competitive market. The
followings source recruitment used-
Internal sources: In this process hiring is done only within the organization with transfer or
promotion. Sainsbury has more strengths in doing internal components as it reduce cost and save
the time and also believe in employee with more creative.
External sources: It is process which is done campus, social links or through some agencies for
organization. Weakness can be created more due to consuming more time and used more
resources. Selecting more creative candidates can be strengths of Sainsbury.
Selection- This process can be done after the applicants is being approved for candidates, and
they are being selected for organization (Delery and Gupta, 2016). Sainsburry HR team identify
the right people for company to be need and fill the vacant job. Selection process can be done
through-
Interview- This is conducting for checking the capabilities of candidates and their qualification.
It can strength for company in choosing right person for vacant job in Sainsbury.
Group discussion- Sainsburry selected their employee with good knowledge and confident
employee as they give one topic to group and ask for discussion. Strengths can be make for
company in saving time and weakness can be selecting more people.

Workforce planning- In Sainsbury HR team plan the organization and strategies for goals or
objective. Workforce panning include strategies direction and demand analysis as objectives of
organization are as follows-
Strategies direction- It focuses on objective and value of company (Guest, 2017). Short term and
long term goals are being fulfil by Human resource of Sainsburry. Strengths of Sainsburry
planning can be done for competition market.
Demand analysis- It done for analysing the future and current situation of market. If more
demand for product that can sometime cause weakness for company.
Rewards system- Rewards helps employee to keep motivating. Sainsburry offers some benefits
for employee such as insurance, bonus, salary, commission etc. there are generally two types of
rewards system :
Financial rewards system- Sainsbury also offer financial rewards to people like holiday
packages, insurance, medical facility through this employee get more attracted.
Non financial rewards- Company also offers non-financial rewards including appreciation,
honours rewards so on.
Effectiveness and approaches of different HRM practices in Sainsburry
Approaches in employee relation-
Interaction with employee- In organization they have proper relation with manager and employee
that can reduces the conflicts of communication and being more innovative (Jørgensen and
Becker, 2017). Hence, Sainsburry used the proper relationship with their manager and employee
for developing more skills and understanding to company.
Performance appraisals- Rewards and benefits plays a important role in organization for
motivating employee in Sainsburry and stay with them. By offering time to time rewards it
increases the productivity of organization.
Health and safety- Employee needs proper and safe environment at workplace so that must be
provided by them and company make ensures that employee get safe and health environment.
Better communication- Communication is process for passing the information and knowledge
about organization which can be for better understanding. Hence, Sainsbury HR team have better
communication process and provide timely feedback to them.
Employee engagement:-

This helps in building the good relationship among the manager and employee at workplace.
Sainsbury should ensure about the employee engagement that must be essential for developed. It
helps in increasing the production and have timely feedback that encourages the employee
(Maurya and Chatterjee, 2018.). Manager give them proper guidance regarding work and also
provide them training for understanding the aspects of Sainsburry and try to improve their
performance efficiency level.
Flexibility in organization-
Flexible means company give some authority to manager for making decisions and make the
changes in demand of changing in external and internal factor that are required for company.
Sainsbury gives the flexible environment for manager to take some decision which are important
for company developing.
Effectiveness of employers and employee relations-
Solving problems- if manager have good relation with their employee than the employee can
easily ask and solve their conflicts. Sainsburry HR focus on solving the problems of employee
and make them comfortable.
Increasing productivity- Employee productivity it keeps increasing because managers try to
motivate them and provide them proper training and development according to company (Reddy
and Lakshmikeerthi, 2017). Sainsburry provide all the information before starting the project of
employee which helps them to make proper use of production.
Build trust- when employee are engaged in doing project manager should try to build up the trust
among them. Sainsburry employee do not leave for short term of time regarding their work.
Motivation- Manager always try keep their employee motivate for completing the tasks goals or
objective and participate in some decision-making about the company.
Making working practice flexible-
Manager should always try to make changes in organizational culture according to the
requirement of organization. In Sainsburry more workers are attracted towards the brand image
that they can make more working practise flexible. It can be identified as modern method in
organization for employee at workplace.
Effectively of flexible organization and working-

Production- Production of employee helps in developing their skills and make their job
satisfaction while providing flexible time. It can be developed by giving them more training
about the work.
Improvement in sustainability- Flexibility in organization can be provided to achieve the goals or
objective which could help them in increasing more production (Ahammad, Glaister and Gomes,
2020) That is why there should be timely improvement in sustainability of Sainsbury.
Cost efficiency- Cost of worker basically depend upon the performance of worker and their
abilities at workplace in organization. Decreasing more of labour cost can be in off-season.
Manager of company keeps on hiring and firing of employee for having more freshers mind
which helps company to be developed.
Improving teamwork- Manager always try to improve their team and managed all team members
for working at one direction this is good for organization for making more flexible for employee.
Drawbacks of flexible working and organization-
For making more work in company it can create some uncertain for employee about their work
(Guest, 2017). Sainsburry facing some different in company within their workers or employee
because everyone need to be work with flexibility and having more additional time that could
demotivate the employee, and they can leave the company which harms the company in
developing in competitive market.
Identification of the key areas of employment legislation within which the organization should
work
Importance of employment legislation:
In UK, employment legislation are enforced because they help in preventing unethical, unfair
and discriminatory practices in the company. Employment legislation include all the dimensions
of employees to secure the rights of every employee and each and every organization should
follow fair practices. It guides the organization in forming such kind of culture in the
organization which form the employer of choice. By following all the guidelines of employee
legislation, company image can improve in the market that company is following every laws and
avoiding unethical ways in carrying business (John and Taylor, 2016). Employment legislation
framed security and safety norms that can provide the employees safe and secure workplace.
Working environment should be according to the guidelines provided by the employment

legislation where workers life is secured and they are not feared of anything. Equality and
discipline should be there in the company. Equal work distribution should be their in the
organization. Good performer should not assigned all the work because it will create burden on
them while equal division should be there. Personal information of the employees should not be
leaked rather it should be protected by the company. Without the permission of the employees
their information should not be shared by the company.
Key areas of employment legislation of Sainsbury are:
Social responsibility: Sainsbury understands the importance of social responsibilities. Society is
served by company only and company make the products which are bought by them only.
Company should also take care about the environment. They should not do pollution, reduce
wastage etc.
Protecting data: this act provides the protection of employees related to their personal
information. Company cannot share personal information of their employees without asking
them (Zhang and et.al., 2019). If they want to share any information then prior permission should
be taken from them before sharing.
Safety and health: company take care of their employees which is relating to their health and
safety. They provide clean working environment in which employee enjoy while working.
Health insurance is provided to the employees by the company and also given other health
benefits.
Equality: every employee is equal in the eyes of Sainsbury. They should not be discriminated on
the basis of caste, religion, sex, colour, language etc. salary is given on time and it is given based
on the efficiency of the employees. Division or work is also done properly no biasness is there.
Favouritism should not be followed in the organization because it will influence the existing
employees of the organization.
Dismissal: dismissal include termination of the employees. This act protects employment right of
the employee. Company cannot fire any employee according to their wish they have to give
authentic reason that why the employee is fired by the company. If worker is doing any unfair
thing then company should give them warning and not directly fire them.

Application of HRM practices using examples
Design of job specification for the position in organization
Job position: HR recruiter
Closing date: 1st january, 2021
Job responsibilities: Online sourcing of candidates, posting and updating job ads, phone
screening and background check.
Job requirements: age above 18, experience holders are preferable, minimum graduation in any
field.
Skills require: excellent communication, English must, basic knowledge of MS-Office, self
management.
CV of the candidate:
Name: John Max
Address: 10, B-Block, Green Road.
Mobile: [phone]
Email ID: [e-mail]
DOB: 9-9-1994
Career objective: work in a company which give growth and enhance skills to give best
performance.
Education: completed 10th in 2011, completed 12th in 2013, graduation (commerce) in 2016.
Experience: worked in The Way solutions for 1 year as HR recruiter.
I hereby declare that the information is true and precise.
John
10/12/2020
Signature
Preparatory notes for interviews and documentation
Questions in the interviews are:
Tell about yourself?

Company background?
Why to hire you, what qualities you are having?
Strengths and weaknesses?
Job offer to the candidate
Dear John,
Company is pleased to inform you that you are selected for the position of 'HR recruiter' in
Sainsbury. Your joining date is 10/1/2021.
Please feel free to contact for any query.
Miss Lily
HR Manager
Sainsburys
Process of recruitment:
Job advertisement is given by HR team on various platforms like social media, company's
website, newspaper so that applicant can get information about the available position. Then
company accept all the applications of the candidates. In starting on the basis of CV candidates
are shortlisted. Then all that selected candidates are call and interviewed. Then selection of
employee is done (Ahammad, Glaister and Gomes, 2020).
Training and development: training is provided to the new employees to brush their skills and let
them know about their job and their role in the organization.
Process evaluation and rationale for conducting HR practice:
Recruitment and selection process is done for filling the position of HR recruiter. Advertisement
is given on different platforms like newspaper etc to know the availability of position. Sainsbury
fosus on recruiting right employee for the right position. Cvs are analysed and some CV got
shortlisted and call out candidates for the interview. Best candidate got selected and give the
offer letter on mail.
Rationale for HR practices:
HR should select the right strategy so that employee and employer relationship can be
maintained.
Effective strategy of HR will help to recruit right employee for the right position.

Such strategies should develop to make effective team (Kianto, Sáenz and Aramburu, 2017).
CONCLUSION
Through this report it can be concluded that HRM plays a vital role in the organization. They
have many roles and responsibilities. They carry many activities like recruitment, selection etc.
HR provide training to the employees to improve their performance. They form different strategy
and apply in the organization for the smooth business functioning. They provide workplace
which is flexible to work. HR helps in building the relationship between employer and employee.
Through which employer of choice became. Evaluated due compliance with employment
legislation.

REFERENCES
Books and journals
Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
Argote, L. and Hora, M., 2017. Organizational learning and management of
technology. Production and Operations Management.26(4). pp.579-590.
Crossan, M.M. And et. al., 2017. Toward a framework of leader character in
organizations. Journal of Management Studies.54(7). pp.986-1018.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal.27(1). pp.22-38.
John, R. and Taylor, B., 2016. Human resource management.
Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity. Human
Resource Management Journal.27(2). pp.264-280.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Maurya, R.S. and Chatterjee, A., 2018. Standard HRM Practices: A Review & Theoratical
Framework. Researchers World. 9(1). pp.28-35.
Reddy, P.R. and Lakshmikeerthi, P., 2017. HR analytics-An effective evidence based HRM
tool. International Journal of Business and Management Invention.6(7). pp.23-34.
Zhang, H. and et.al., 2019. Human resource practices and migrant workers' turnover intentions: T
he roles of post‐migration place identity and justice perceptions. Human Resource
Management Journal. 29(2). pp.254-269.
1