Human Resource Management Practices at Sainsbury's: A Comprehensive Analysis

This report delves into the intricate world of human resource management (HRM) practices at Sainsbury's, a leading UK supermarket chain. It examines the purpose and functions of HRM, analyzes the strengths and weaknesses of different recruitment and selection approaches, and explores the benefits of various HRM practices for both employers and employees. The report also investigates the effectiveness of HRM practices in raising organizational profit and productivity, highlighting the importance of employee relations in influencing HRM decision-making. Furthermore, it identifies key elements of employment legislation and their impact on HRM decisions, concluding with a practical application of HRM principles through a hypothetical job advertisement, resume, interview questionnaire, and offer letter.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...............................................................................................................................2
TASK 1..............................................................................................................................................3
P1 THE PURPOSE AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT...........................3
P2 STRENGTHS AND WEAKNESSES OF DIFFERENT TYPES OF RECRUITMENT AND SELECTION
APPROACHES FOR M&S..............................................................................................................6
P3 BENEFITS OF DIFFERENT HRM PRACTICES IN AN ORGANISATION FOR BOTH THE
EMPLOYER AND EMPLOYEE........................................................................................................9
P4 EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS OF RAISING ORGANISATIONAL
PROFIT AND PRODUCTIVITY.....................................................................................................11
Task 2.............................................................................................................................................13
P5 THE IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO INFLUENCING HRM
DECISION MAKING FOR THE SAINSBURY.................................................................................13
P6 IDENTIFY THE KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS
ON HRM DECISION MAKING.....................................................................................................16
P7 APPLICATIONS OF HRM IN SAINSBURY...............................................................................18
CONCLUSION.................................................................................................................................22
REFERENCES...................................................................................................................................23

INTRODUCTION
Human resource management is the life bold of an organization that is really important for the
growth and success of the organization. the main function of this department is to hire the
capable and skilled employees for the job. In this assignment, we will be discussing Sainsbury
which is a UK based company which is the second largest chain of supermarket in the UK. It is a
retail industry which deals in groceries and supermarket and hypermarkets (Foster, 2014). This
department provides training and development to the new employees for their growth. The
human resource department plays a vital role in the success of an organization because with
the help of HR department a company can select accurate and knowledgeable employees for
the organization which will be helpful for the company's growth.
The HRM practices are really important for the effective decision making of the organization. it
will develop a healthy working environment in the company which will enhance the motivation
of employees. The HRM functions are also helpful in maintaining the good relationship between
the manager and employees of the company.

TASK 1
P1 THE PURPOSE AND FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
The main functions of HRM include hiring and recruitment of skilled employees, provide them
training and development, encourage and motivate them towards work, and evaluate the
performance of the employees for developing their skills and knowledge. The HRM department
plays a vital role in the effective functioning of the organization (Chelladurai, and Kerwin, 2017).
Workforce planning is the most important part of human resource management which is
beneficial for the organization to make effective strategies and planning which will be helpful in
attaining desired goals of the organization. The main functions or purpose of Sainsbury are as
under:
Maintain quality of work
Improve quality, services, innovation, and loyalty with the customers
Suitable positioning of employees
Accurate and strong decision making for the growth of the organization
Select capable and skilled workers and employees for the company’s growth
The workforce plays an important role in the development and growth of the organization. it is
the main responsibility of the HR department to handle and solve the problems and issues of
the employees which are faced by them in the workplace. Provide them with a healthy working
environment and fulfil their needs and requirements for maintaining satisfaction level.
There are 183, 600 employees are working in Sainsbury and they all are working in the different
department like marketing, finance, HR, and operations. The management gives them
responsibilities and works according to their knowledge and skills (Marchington, et al. 2016).
The main functions of human resource management in Sainsbury are as follow:
Administrative functions
Consultative functions
Operational functions

Managerial functions
ADMINISTRATIVE FUNCTIONS
The administrative functions are helpful in achieving the goals and objective of the
organization. it is a continuous process which helps the employee to perform effectively. The
administrative functions are helpful in developing innovative strategies for achieving the
desired goals of the organization.
CONSULTATIVE FUNCTIONS
These are the functions which play an important role in maintaining the good relations between
the employees and subordinates (Reiche, et al. 2016). In this function of HRM, the leader or
manager provide motivation and encouragement to the workers and employees to perform
with full of potential. In this function, the workforce is guided towards the improvement of
work.
Figure- HRM functions

Source- (https://keydifferences.com/difference-between-personnel-management-and-
human-resource-management.html)

OPERATIONAL FUNCTIONS
The HRM functions include the operational functions which maintain the recruitment and
selection process of the employees (Story, et al. 2014). In this function, the employees are
assigned by the management according to their skills and capability of work. The operational
functions maintain effectiveness in the work performance of employees.
MANAGERIAL FUNCTIONS
The managerial functions are the basic and most common functions of HRM which help the
company to run properly. These functions include planning, directing, controlling, staffing, and
organizing which is helpful in conducting all the activities and actions smoothly.

P2 STRENGTHS AND WEAKNESSES OF DIFFERENT TYPES OF
RECRUITMENT AND SELECTION APPROACHES FOR M&S
The human resource management includes various process and function in it for maintaining
the employee's performance. The recruitment and selection of skilled and capable employee
are one of the most important processes of HR department (Baum, 2016). As we know the
employees are the most important and valuable asset of the company by which a company can
attain success in the target marketplace. Sainsbury is having a large number of employees and
they are really helpful for the organization in achieving the targets.
Strength and weakness of an organization can be easily evaluated through the employee's
performance. Recruitment is the first stage which is done by the HR managers to hire the skilled
and suitable employees after that they train and develop the employees for achieving the
success of the organization. These are the method by which the Sainsbury can hire and select
the accurate employees such as:
Internal sourcing
External sourcing
Third party sourcing
INTERNAL SOURCING
This is the method by which the company can attract and select the employees for recruitment
and selection. In the internal sourcing, the main focus is on the existing employees which are
working in the company. The Sainsbury have done the internal recruitment by providing
benefits and advantage to the existing employees and motivate them towards their future
goals.
EXTERNAL SOURCING
External sourcing is including in the process of recruitment and selection. This process is a time
consuming and cost-effective process which is mostly done by the stable and financially strong
companies (Buettner, 2015). The process of external sourcing includes a huge level

advertisement and promotional activities. The Sainsbury can conduct a external sourcing for
hiring the new talent which will be helpful for the growth of the company.
THIRD PARTY SOURCING
This is also one of the effective processes of recruitment and selection which are adopted by
the company to select and hire the new and capable employee for the development of the
company. the Sainsbury have conducted this process of recruitment because it will save the
time and energy of the management and find out the right candidate for the right position.
(Figure- recruitment and selection process)
(Source- khan, 2010)

STRENGTHS AND WEAKNESSES OF THIS RECRUITMENT AND SELECTION APPROACHES TO THE
SAINSBURY
STRENGTHS
 Identification of the required skills for the specific job can help in dealing is the strength
of these recruitment and selection approaches
 Verbalize the active recruitment strategies can help to control the change in the
working.
 These processes help in selecting and hiring suitable candidates for a job and that is
beneficial for the company's growth
WEAKNESS
 The recruitment and selection process is cost-effective and time-consuming.
 The personal conflicts can be rises between the existing employees of the organization.
 It is problematic to select the suitable candidate for the job.
The recruitment and selection are the most important process for the success of an
organization which can be done by different methods such as internal sourcing, external
sourcing, and third-party sourcing which is helpful in finding the right candidate for the right job
(Buettner, 2015). The potentials and skilled candidates are the most valuable asset for the
organization to attain the desired goals and objectives. The recruitment and selection of new
employees bring innovation and creation in the organization which will help in enhancing the
productivity and improving the quality of work of the employees.

P3 BENEFITS OF DIFFERENT HRM PRACTICES IN AN
ORGANISATION FOR BOTH THE EMPLOYER AND EMPLOYEE
The Sainsbury is one of the leading chains of UK which is developing day by day with the help of
effective HRM practices. The HRM practices make the effective and developing environment in
the workplace which is good for maintaining the healthy relations between the employees and
employer (Pichler, et al. 2016). The Sainsbury use different HRM practices to motivate and
encourage employees towards the work and create efficiencies in the performance of work in
the organization. There are two main HRM practices which can be described as under:
SOFT SKILLS OF HRM
The soft skills HRM are used by the organization to maintain the quality of work and provide
support to the employees with their problems related to work. The soft skills of HRM state that
a person should be treated with respect in the organization for his dedication and performance.
The motivation and encouragement come under the soft skills of HRM which is useful for the
continuous development of employees the Sainsbury adopt the soft skills HRM by providing a
bonus, commutation, extra benefits, salary hike, and encouragement for work which will be
helpful for the growth of the organization.
CAREER DEVELOPMENT AND TRAINING DEVELOPMENT PROGRAM
The career development programs are conducted by the organization to develop the skills and
knowledge of employees working in the organization. the career development programs are
helpful for the employees and employer because it will develop the knowledge of an individual.
The Sainsbury conduct career and development programs for the rapid growth and
development of the company (Guo and Al Ariss, 2015). If the employee work with his potential
and full of motivation it will positively affect the performance of an organization.
There are the different type of career development and training development programs which
is conducted by the Sainsbury for enhancing their knowledge and skills such as:
 Audiovisual training
 Formal training

 Informal training
 On-the-job training
 Off-the-job training
 Apprentice training
OPPORTUNITIES
All the employees working in a company need opportunities for growth and development. the
opportunities increase the morale of employee and motivate them to work with full of
confidence and potential. The Sainsbury provide the different type of opportunities to the
employees for enhancing their performance level and confidence towards the work.
HRM practices are really helpful for the employees and employer of the company to build the
healthy relationship between them and improving the performance level of the company.
Figure- HRM practices
Source- (https://bohatala.com/hr-practices-in-australia/)

P4 EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS
OF RAISING ORGANISATIONAL PROFIT AND PRODUCTIVITY
The HRM practice which is adopted by the Sainsbury plays an important role in success and
growth of the organization. As the Sainsbury is one of the leading supermarket brands of UK
they want to maintain their position in the market and enhancing their performance to
compete with the other competitors. It can possible with the help of HRM practices.
Training and development program encourages the employees towards their work and
maintains effectiveness in their performance (Delery and Gupta, 2016). The return on
investment method is used by the Sainsbury to measure the advantages of training and
development programs which is conducted by the organization. Return on investment is a
helpful method for analysing the positive and negative impact of employees by their
performance. Sainsbury is using some different type of HRM practices which will be helpful to
the growth and development of the company such as:
The Sainsbury is using soft HRM skills which includes salary hike, extra benefits,
promotion, bonus and advantages that will encourage and motivate employees to
perform good and achieve the goals.
Sainsbury conducts training and development programs for the employees which is the
most effective technique of HRM practices (Analoui, 2017). The training and
development programs are really helpful in the growth and success of the organization.
The employees need encouragement for their performance. Sainsbury provides them
rewards for their effective performance and provides them opportunities to perform
better for their career development.
The HRM practices provide innovation and creation in the organization and enhance the
productivity which is fruitful for the company’s growth.
In addition to this, the Sainsbury can adopt the different type of HRM practices and
techniques which will be helpful in improving the performance of employees in order to
attain the overall business objectives.

COACHING
Coaching is one of the most effective techniques of HRM which is provided by the management
to the new employees in order to provide them knowledge about the working culture of the
organization. This is the framework for teaching important activities and actions to the new
employees for the betterment of their performance (Ogunyomi and Bruning, 2016). The
coaching is provided by the trainer or expert who knows all the policies and rules of the
organization.
MENTORING
This is also a technique of HRM which is used by the management after providing coaching to
the new employees. In this technique, the manager or leader support the employees and solve
their issues regarding the work. We can say that mentoring is a process in which a leader direct
and guide the employees with their work. It comes under the professional training which is
provided by the skilled person.
SHADOWING
This is the process which is conducted by the HR manager after recruitment and selection
process. In this process, the existing employees of the company help the new employee to
learn the new things and techniques which is adopted by the management (Shields, et al.
2015). The present employees share their work and experience with the new employees to
motivate them towards their work.
The shadowing process is really beneficial in maintaining the healthy environment in the
organization and develop good relations between the employee and employer.

Task 2
P5 THE IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO
INFLUENCING HRM DECISION MAKING FOR THE SAINSBURY
It is really important for the organization to maintain good relations between the employees
and employer. The Sainsbury is already a leading business organization in the UK and they have
an effective brand awareness among the people. In order to maintain the brand position of the
company, they need to develop an effective relationship with customers for gaining profit from
the target market (Tabvuma, et al. 2015). The management should maintain good relations
with the employees it will enhance the productivity and performance of the employees.
Everyone needs respect and value for their work and performance. The leader and manager
should regularly motivate and guide the employee regarding their work to maintain an effective
communication with them. An effective communication builds a strong bond between two
persons. There are some techniques which will be helpful in developing and maintaining good
employee relations like encouragement, motivation, compensation, and communication. The
effective and strong employee relations are beneficial for the decision-making process of
Sainsbury. These are some organizational HRM practices which will be helpful in maintaining
good employee relations.
HEALTHY WORKING ENVIRONMENT
This is really important to maintain a healthy and peaceful working environment in the
workplace. Everyone needs a good environment where they will feel motivated and
comfortable. The management should create a positive working environment for the
employees it will be helpful in resolving conflicts among the employees.
COMMUNICATION
An effective communication is a key to success it can be helpful in developing healthy relations
between the employees (Huo, et al. 2015). The communication builds a mutual understanding
between two people which is helpful in improving the attitude and work performance of an

individual. The HR manager and leader of Sainsbury regularly communicate with the employees
and solve their problems regarding the work.
MOTIVATION
Motivation can be an effective tool for changing someone's attitude and behaviour towards the
work. Motivation is really important for the employee and employer as well to achieve the
desired goals and objectives. Motivation can be used as a tool for developing the skills of the
employee. The Sainsbury motivate the employees for the betterment of performance.
There are some internal and external factors which affect the HRM functions and practices. The
impact of external and internal factors can be reduced with the help of maintaining healthy
relations with the employees.
INTERNAL FACTORS
The internal factors include several factors such as HR systems, mission and vision of the
organization, policies, organizational culture, organizational structure, HR system, and
organizational conflicts which affects the effective functioning of the organization. The
Sainsbury face so many internal factors which affect the HRM practices and functions.
Figure- internal factors of HRM
Source- (http://www.apkibook.com/2012/03/environment-of-human-resource.html)

EXTERNAL FACTORS
There are some external factors which affect the business functioning of the organization
(Obeidat and Abdallah, 2014). The external factors can be described as regulations, legal
policies, advancements, workforce demographics, professionalism, social and cultural factors,
economic, social, technological factors.
Figure- external factors of HRM
Source- (http://www.apkibook.com/2012/03/environment-of-human-resource.html)

P6 IDENTIFY THE KEY ELEMENTS OF EMPLOYMENT
LEGISLATION AND THE IMPACT IT HAS ON HRM DECISION
MAKING
Every organization have to follow the legal policies and regulations for the effective
performance and growth of the organization. The Sainsbury follow all the legal policies and
regulations for repaid growth and development of the organization (Kapoutsis, et al. 2016).
Employment legislation includes many opportunities and benefits for the employees. These
convince legislation acts are really beneficial to forecast their plans and working style such as:
Equality Act 2010
Data Protection Act 1998
Equal pay Act 1995
EQUALITY ACT 2010
This act describes that every individual has their own skills and knowledge and he should be
treated with respect in the organization. Every individual wants to work in a healthy
environment so that he will feel positive and comfortable to work. The equality act describes
that the organization should treat every individual with respect.
DATA PROTECTION ACT
The data protection act state that every individual's data should be maintained in a proper way
by the organization. all the personal and private information should be confidential and
secured. The Sainsbury is having an authorised person who manages all the information of
employees. The data protection act adopted by the companies to save and secure the data of
employees.
EQUAL PAY ACT 1995
This act is commonly used in the context of sexual judgement, the pay gap between the male
and female should be stopped. The Equal pay act state that every individual has the right to
gain profit according to his ability and quality (Farr-Wharton, et al. 2017). Same rights mean

same respect, value, salary, advantages, extra benefits and services. This act brings the equality
between all the employees and resolves the gender gap between men and women.
Thus, the legal acts are helpful in providing many advantages to the employees and maintaining
the disciplined and peaceful environment at the workplace. The Sainsbury should follow all the
rules and regulations to manage effective business functioning and this will also help the
company in overall growth and development. There are some advantages and disadvantages of
these legal acts which are described as under:
ADVANTAGES
An organization can maintain the brand position and customer relations. With the help of this
act, a company can improve the performance of employees. The legal acts are helpful in
reducing all the conflicts between the employees. When every individual follows the legal
policies and regulations the business run smoothly (Ingols and Shapiro, 2014). Employee
legislation protects the organization from all the disadvantages and losses. Sainsbury should
adopt all the legal policies to maintain the growth and development of the organization.
DISADVANTAGES
The changing government and legal policies impact the business functioning of the Sainsbury.
The company have to manage and maintain all the legal policies and value for reducing the
negative impact of legal policies (Garcia-Alcaraz, et al. 2017). The decision making is one of the
most important processes of a business organization to maintain effectiveness in the business
that can be affected by the legal policies.

P7 APPLICATIONS OF HRM IN SAINSBURY
The explanation of HRM practices in human resource management are described as under:
JOB ADVERTISEMENT AND SPECIFICATION
Here is a great opportunity for the people who want to start their career with a well-known
company and want to develop their career in the future. Sainsbury is having the job
opportunity for the posts of sales manager and operations manager in the location of London
UK. The interested candidates can apply for the job.
Job titles- sales manager and operations manager
Experience- 0-2 years
Qualification- Masters of business administration/ Masters of computer administration/ or
any other degree which is related to management and the candidate should have good
communication skills.

Requirements - The candidates who interested in the job profile should have good
communication skills and having knowledge of management practices.
Note- please send your resume on [e-mail]
AN EXAMPLE OF SELECTED RESUME
ABC
453 A, Bakers street
London, UK
Email ID- [e-mail]
CAREER OBJECTIVE
Want to work in Sainsbury on the desired position of sales manager.
SKILLS
 Having good communication skills
 Knowledge about management practices
EXPERIENCE
I’m having 2 years’ experience as a sales executive in a medium scale company.
ACADEMIC QUALIFICATION
Master’s in management

PERSONEL DETAILS
NAME: ABC
Father’s name:
Address: 453 A, Bakers street
London, UK
HOBBIES: Travelling and Reading
DECLARATION
I hereby declare that all the information revealed above is true and correct to best of my
knowledge.
Date:
INTERVIEW QUESTIONNAIRE
The interview will be taken by the HR department of Sainsbury. Which include several questions
 What do you know about Sainsbury?
 What is your biggest weakness and strength?
 Why should we hire you?
 What is the aim of your life?
 Are you comfortable with the office timings?

OFFER LETTER
25 JUNE, 2018
Mr ABC
London, UK
Dear candidate,
Hello, hope you are doing well. We, Sainsbury’s, are glad to inform you that you are selected
for the profile of Sales manager for the London, branch UK. We are expecting the revert
letter from your side that you are ready for the joining within in two working days. The salary
for this profile will be GBP 45,000 per annum which will be based on your performance and
behaviour. For any other details, you can contact us through our website or email you can
also visit our office.
Sincerely,
HR manager
Sainsbury’s

CONCLUSION
This report depicted the study of HRM practices and importance of HRM functions in the
growth and development of an organization. HR department has done the recruitment and
selection process for the employees which is beneficial for enhancing the productivity of the
organization. in this report, we have discussed Sainsbury that how the HRM practices are
beneficial for the success of their business. The HRM practices are most important for attaining
the desired goals and objectives of the organization.

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