Creation of Value by Sainsbury using Strategic HRM

INDIVIDUAL REPORT
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
(A) Creation of value by Sainsbury using strategic human resource management.....................3
(B) Impact of regional and national culture on the practice of HRM in Asia.............................4
(C) Organization model of employment and organizational levers used by Sainsbury to create
value.............................................................................................................................................5
(D) Difference between personnel management and HRM of Sainsbury in Asian countries
using Storey's 27 points...............................................................................................................7
(E) Importance of local culture and HRM practices in terms of hiring and firing in
international- subsidiary or transnational.....................................................................................9
(F) Difference in terms of employment laws when international HRM changes local business
system........................................................................................................................................10
(G) HR practices related to examples of firms..........................................................................11
(H) Recommendation related to HRM practices in order to enhance organizational
performance...............................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management perform essential function of organization by planning,
organizing and retaining highly dedicated and determined employees within firm for longer time
frame. It also decided several motivation method that could be used to inspired individuals to
work hard so that company can retained its competitive advantages in external environment. This
report is about Sainsbury operate its business in retail sector providing range of products and
services to customers. Such as technology, laundry, health and beauty, kitchen and clothes to
wide range of people for satisfaction of their respective requirements. This report has highlighted
crucial points related to the way organization create value by making use of HR strategies,
impact of regional and national culture on HRM practice. Differences in employment laws in
context of International HRM changes local system business. At last included suggestion that
could be used by Human resource manager for high organizational performance.
MAIN BODY
(A) Creation of value by Sainsbury using strategic human resource management
The term strategic human resource management is the base of strong organization
because it ensures that all the employees of the company are working together in order to achieve
organizational goals (Delery, 2018). This gives greater opportunity to business to become expand
and succeed in the future. It is a broad concept as it helps to generate benefits for the
establishment. The Sainsbury is a leading company in UK and the third largest chain of retail
sector with the share of 16.9% of total UK market (Storbacka, 2021). Therefore, effective
strategic human resource management process is required to approach the company objectives
appropriately. It has been identified that there are four basic purposes of SHRM process within
the Sainsbury are maintaining, development, motivation and retention.
The primary function of strategic human resource management process is to maintaining
the presence of employees within the enterprise in order to support the image and company
within the market place. The employees are the face of the company in front of their competitors
as the products delivered by the company are maintained or generated according to the needs and
demand of customers by employees only after complete research and development process. The
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Sainsbury apply some SHRM functions for maintaining employees within their enterprise such
as recruitment, selection, appraisal, compensation, management and fulfil legal and personal
requirements and framework of the organization. Second stage refers to development stage
which describes the development of employees in overall manner thus develop the organization
as well (Aramburu, 2017). For personal development of employees the company encourage the
activities related to learning and training which ultimately contributes towards the development
of employees knowledge, talent and skill. Third purpose is to motivate their employees in order
to increase their productivity. Sainsbury applies different methods in order to enhance the level
of motivation within them. Last purpose is employees retention which helps in reducing the
organizational production cost. Sainsbury encourages the retention activities in order to sustain
their employees within the organization.
(B) Impact of regional and national culture on the practice of HRM in Asia
A culture is defines as the way of living life by group of people or individuals which
describes their behaviour, values, beliefs that they share with the help of communication and
imitation from one generation to another. Within an organization culture plays a vital role in
order to satisfy the needs and wants of the employees. The culture differences in similar
organizations due to different regions also affects the human resource management practices in
Asia. The difference among the Sainsbury organization in United Kingdom is different from the
company branches located outside UK (Brewster, 2017). The cultural differences within the
organization does affect the HR practices in various ways. Sometimes it has led towards the
ineffective communication among employees, thus resulted in confusion and conflicts among
HR and employees of the enterprise.
The cultural changes impact on the human resource practices are: Recruitment policy: Every country has their own policies related to recruitment function
even the same organization have different policies regarding recruitment of employees
within the organization. Hiring employees in Sainsbury includes cultural attitude that the
enterprise follows Geocentric approach in order to recruit employees within the
organization (Hoffmann, H., 2019). The approach described as any individual can apply
for specific position of the organization all over the world. The best and suitable
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