This article discusses the challenges faced by organizations in managing people and the importance of robust and progressive HRM policies. It includes a case study of Sainsbury's, the second largest supermarket chain in the UK.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Managing People
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 Background of company..............................................................................................................3 Challenges face by company regarding human relations............................................................4 Why contemporary organization need robust and progressive HRM policies............................7 Recommendations......................................................................................................................10 CONCLUSION..............................................................................................................................10 REFERENCES..............................................................................................................................11
INTRODUCTION HR department please an important role in order to manage people and evaluate the business results. In this context the strategic HR department and administration is accountable for the enhancement of market share within the market and also leads to increase the customer base that drive the product with the help of innovation in order to increase the sales. Moreover it is also helpful for company to achieve their desired outcomes. Despite from this management can become easy if within an organisation everyone is hard working collaborative and talented. In this context managing the people is the unique craft that will leads to continue the development and redefine the entire working life(Shaw, 2017). Managing people is only for those that are goal oriented and passionate towards their success. Besides from this a leader is the one who is passionate about three major things including people customers and its businesses products and services. Furthermore why managing people within the organisation the leaders and managers need to keep their emotions in control as managing people is an activity that is reserved for those who are emotionally stable. Along with this the best leaders need to remain calm in all situations whereas the managers allowed their emotions to control their behaviour. TocarryforwardthisreportSainsburyisconsideredwhichisthesecondlargest Supermarket chain in UK and founded in 1869 by John James Sainsbury. Despite from this company became the largest retailer of groceries in 1922. The report is going to cover the various challenges that are faced by the company in terms of their human resources and the challenges include employee’s turnover and absenteeism. As somehow the employer’s of Sainsbury’s does not lead to motivate their employees to perform best within the organisation thatleadstodemoralizethemandimpacttheiroverallperformance.Thereforethelow performance of employees becomes biggest barrier within the success and growth of company. Along with this it is also describe that why contemporary organisation need robust and progressive HRM policies. MAIN BODY Background of company J Sainsbury PLCis the second largest chain of supermarket within UK and headquarters in London.MoreovertheSainsbury’sisclassifiedintothreemajordivisionsconsidering Sainsbury’s Supermarket Limited, Sainsbury’s bank and Sainsbury’sArgos. In 1995 Tesco
overtook Sainsbury’s in terms of becoming the market leader and after that it became the second largest in 2003. By January 2014 Sainsbury’s regained its second place in terms of Supermarket chain and also awaiting to merge with Asda. In April 2018 Asda and Sainsbury’s tries to merge but in April 2019 the competition and market authority announced that they would not allowed the Merger because of increase in the price for customers. Challenges face by company regarding human relations The Rapid changes in the business environment mean that there are various human resource management challenges that will continue to evolve for many years. In this context the challenges can be reduced by focusing on training and development and engagement programs and also investing in the areas that will optimize development of employees including interior Technology system and improvement in the candidate’s attraction(Seah and et. al., 2017). It definesthatHRdepartmentpreparetoincreasetheirresourcesandemployeesforthe organization regarding their growth and development. In this context the digital age become more Complex and human resource management by bringing transparency in the social media. All of the sudden changes make human resource work quite difficult which means identification and overcoming the human resource challenges on time by putting effort and money to boost their employees. In this context various HRM challenges that is faced by the company are mentioned as under: Attracting top talent:attracting and retaining the suitable talent within an organisation is becomes a biggest challenge for the HR manager. As talent acquire more flexibility and healthy working environment which some companies does not easy provide to their employees that leads to develop employee turnover within the company. In relation with Sainsbury’s to attract the suitable individuals company need to know the basic requirements of the position. Moreover they also need to consider the job roles and Expectations that are dynamic and involve the culture of organisation by adapting suitable changes as it is the difficult task for the HR manager (Gallo and Mihalcová, 2016). In that case Sainsbury’s need to start finding the market vacancies with the help of using various online platforms that can be frequently target the talent depending on the grounds of skills knowledge experience industry and job level. In this context attracting the suitable candidate leads to get out less work within the screening stage. In this context organisation need to create a suitable team of their employees which is useful in achieving the
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
probable goals and objectives of the company with the help of training and development program as it can transform the knowledge and skills of employees. Embracing change with grace and ease:changes considered as the most influencing factor within the environment that leads to impact the customers, organization, employees and competitors. It leads to impact the structural technological and managers section of the company as well. It is considered as the unknown fear and uncertainty that leads to develop stress and anxiety among the employees because there are some employees who do not want change within their working style. It becomes largest Responsibility in order to adapt employees regarding the change and also considered as the most recurring challenge that is faced by HR professionals (Saleem, 2017). Therefore for the human resource team of Sainsbury’s it becomes the biggest ask for them to not only manage employees but also boost their moral and motivate them to adopt the changes by cooperating them and continuously up skilling employees to meet the prominent changes of the business environment. Despite from this Sainsbury’s can also adopt Lewin’s change model in order to implement changes within their organization which does not impact the nature and behavior of employees and also co-ordinate with them to adopt prominent changes within an organization. Moreover with the help of the support of employers of Sainsbury’s the employees try to adopt changes within the company which is the loan that the changes are for their growth and development. Fostering the culture of continuous learning:It is becomes the biggest challenge in front of HR manager as employees leave their job because of the lack of development and opportunities within the organization. It describe that employees leave their job when they realize that at the place where they are working does not worthy for them and does not provide hike in their career(Morris, 2017). In that case enhancement expansion and training is the key factor by which company can retain their employees. In terms of Sainsbury’s training is the golden card for the company in order to keep their employees engaged and loyal with them. Despite from this, organization needs to fulfill the basic requirement of the employees that leads to motivate and encourage employees to retain them within the organization. For instance, if employees feel that they have safe and secure job and it is beneficial for their career than deletes to retain within the organization for the longer period of time. Managing diversity:in that case company need to manage its diversification and globalization because it leads to impact the behavior and functioning of business. In that case
customer reaches regarding the expansion beyond their offices in order to find the talent across the borders. Therefore it describes that increment in sales and diversity of the experience of employees leads to generate innovative and creative ideas among them that are beneficial for the company(Prasad, Singh and Ryan, 2016). In that case if employees provide innovative ideas suggestions and obedience by their own that it becomes the duty of the employers of Sainsbury’s to provide reward and recognize them in front of public as it leads to increase the moral of employees that is beneficial for the growth and development of employees. In terms of this human resource managers need to manage the diversify culture within the local team by promoting the local policies and procedure as it leads to create the suitable environment for the workplace and make employees more comfortable to work within the company. Therefore the managers of Sainsbury’s need to develop cultural awareness program that are helpful for the employees to analyze their benefits regarding a diversity considering the better ideas and innovation which is helpful in the wider customer reach. Looking after health and safety:health and safety of employees is the biggest challenge that are faced by HR managers and in that case they need to develop various policies and adopt legal laws and legislations that are helpful for the company to retain Their employees. Not only label log oven this concern but also good regarding the importance of employees well being. Moreover the health of employees within the workplace is the biggest factor that is useful in order to retain employees within the organization(Lidskog, 2016). In terms of this Sainsbury’s need to implement health and safety measures and act within the organization and also provide safe working environment to the Employees that is helpful for the workforce. In this context it leads to generate security with the mind of employees regarding their job as they start thinking that their job is safe and secure for them as there managers take care of their health. Despite from this Sainsbury’s also provide Health Insurance to their customers that protect them for any critical illness and leads to secure them. Creating quality employee experience:within the highest of turnover in the fast paced environment it is tough for HR manager to manage and hire the best employees that leads to create suitable experience for their employees and provide satisfaction to them. Despite from this it can become the biggest barrier for the growth and development of company as there are many employees who get fail to provide satisfaction to their employees and reason behind this is that even they are not satisfied with their job(Hartley, 2019). In terms of this, Sainsbury’s lead to
provide suitable job satisfaction to the Employees by fulfilling their needs and requirements that is beneficial for the company as well and the growth of employees. Why contemporary organization need robust and progressive HRM policies In today's business environment, it has been analysed that managing people is not considered as an easy task because it requires a company to develop different range of policies so that employees stays motivated and get the equal opportunities. These policies, which has been developed by organisations specifically helps subordinates to show their talents towards a particular task and also it effectively lead them to gain ample number of opportunities like gettingpromotionandsoon.Thedynamichumanassetstrategiespromptsrousethe representatives as under this subordinates get equivalent chances to speak to their ability as they feel self propel at the working environment and furthermore demonstrate themselves to be profoundly profitable for the organization. In the interim hearty human asset approaches tend to working and execution of representatives in negative manner as it persuades them that sway their presentation(Wehrmeyer, 2017). In the same way, Sainsbury’s which is one of the famous supermarket in United Kingdom is also looking forward to improve the motivation level of the staff members and to recruit the number of skilled employees so that innovation can easily be brought within the company in much effective and efficient manner. In regards to this, company has specifically taken into consideration of an effective HRM strategy which will be linked with recruitment and selection process in order to gain the profitable outcomes. HR Planning: Over the years, every single business organisation is looking forward to develop an effectivehumanresourcemanagementstrategysothatitcaneffectivelyrecruitskilled employees considering their vision, mission, and desired objective that are required for the company to attain in order to gain competitive advantages. Specifically, HR planning helps the HR manager to consider all the aspects and the requirements of the employees and develop the effective strategy so that they can stay motivated while working on a particular task. Since, company that is injuries, was facing different range of issues like high employee turnover ratio and many more other problems, HR planning is required to be e connected with the HRM strategy because then only all these issues faced by the company can easily be resolved in much effective and efficient manner(Bader, Schuster and Dickmann, 2019). In order to develop an effective HRM strategy, it has been analysed that HR planning helps in focusing upon different
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
aspects like requirements like need of Sainsbury’s and of employees along with the desired goals.This could be understood with good example where, Sainsbury’s is looking forward to improve the employee engagement by 15 percent with the next 3 months and in order to do so, HR planning will help them in looking at the different aspects like cost, training programs, and many more others elements that may lead company to motivate staff so that they can work with each other without any sort of conflicts. In order to do so, it will be required by buy silver is to follow different steps of HR planning and these are given underneath: Assessing the current HR capacity:This is considered to be the primal stage, where HR manager of sceneries will look among current HR capacity through analyzing different elements like existing skills that employees of the company are having along with the different conflicts which are faced by them while working at the workstation. Just because, company was specifically facing problems like high turnover ratio of the employees therefore it will be required by company to improve its compensation policy, training policy and many more other policies as well in order to benefit the staff so that they can sustain for a longer period of time (Swenson, 2016). This will not only help the company to make modifications among different policies but it will also lead staff to get motivated because company is thinking about them so that they can get the maximum benefits out of their work that they are doing for Sainsbury’s. Forecasting HR requirements:Another step, which will be required by Sainsbury’s to take that will not only help company to look among current situation of the employees but it will also help HR manager to take right decisions so that Sainsbury’s do not face the same problem in nearfuture.Forecastingthehumanassetthoughtaboutestimationofbothinterestand gracefulness(Renz, 2016). Along with this, it has been analyzed that this factor incorporates the determining about the prerequisite of staff aptitudes and investigation of outer condition with sway the HR necessities. Gap analysis:This type of analysis specifically focuses upon the current position and the desired position which is required by a company to get in order to attain the desired goal. In present context, it will be required by HR Manager of Sainsbury’s focus among different aspects like filling the vacant seats and recruiting the employees that consists of same skills which are acquired by the company in order to achieve the desired objectives(Ferrari and et. al., 2018). Since, the company is dealing with high turnover ratio of the employees therefore it will be required by HR manager to not only focus among the recruitment policy but it will also be
necessary for him or her to make alterations among compensation and leave policy so that staff can stay motivated. Developing HR strategies to support organizational goals:This is another crucial element which depicts the improvement of HR methodologies so as to help the strategies that has been developed by HR Manager of Sainsbury’s which meets the necessities of organization for the future reason. From the thought of HR division and HRM procedures it incorporate all those techniques that are helpful for organization and improvement of representatives also that are rebuilding systems, preparing and advancement, enlistment, Outsourcing and coordinated effort methodologies. Recruitment and selection: Recruitment and selection process helps a company to recruit an employee who is filling all the requirements of the company in relation to qualifications, experience, skills and many other aspects(Gagnon and et. al., 2017). HR manager stays responsible to recruit right candidate for the correct job. Therefore, it will be required by HR manager of Sainsbury’s to take right decisions in order to select the correct person for a particular job. This is where, it will be requiredbyHRmanagertofollowdifferentstepsofrecruitmentandselectionprocess considering the HRM strategy which has been developed by Sainsbury’s to improve the engagement of staff by 15% within 3 months. In relation to this, there are some specific links that can be seen within the recruitment selection and HRM strategy are given are presented underneath: Identifying requirements:This is the crucial element within recruitment and selection process as it stays directly linked with the HRM strategy. For the company, Sainsbury’s it will be required by HR manager to look among different aspects like need of the company like different skills and then select a candidate who is specifically fitting the job. Recruitment activities:In connection with this the HR administrator of organization put accentuation on selecting exercises as their point is to pull in right contender for the activity as it incorporates their interior endeavours considering grounds enrolment paper promotion and different sites(Bollig and et. al., 2017). For instance, on the off chance that Sainsbury’s use grounds enlistment, at that point their likely opportunities to get new and new ability inside the association.
Selection process:This area portray that the HR Manager of Sainsbury’s decide the plausible abilities, information and characteristics of contender to play out the particular employment position(Chakraborty and Upadhyay, 2018). In connection with this it is the another procedure incorporate bent test and meeting to dissect the character and information on contender to proceed with their experience and ensure that representative meets the essential capabilities for the position and for Sainsbury’s also. Recommendations By considering the above information it is recommended to the HR managers of Sainsbury’s that the need to refocus and provide attention to the Employees regarding the requirements and also worked on the common challenges which they face for the smooth running of the organization. In that case if company faces various challenges within their organization then it’s the suitable time for them to develop suitable policies and strategies in order to retain Their employees and also reduce employee turnover from the company. In that case the managers of Sainsbury’s need to conduct time to time training and development program that leads to develop confidence among them to perform their job role and also leads to develop motivation among them. Company need to provide probable rewards and fulfill the requirements of employees that is beneficial for them to retain best talent with the company. Despite from this company need to provide suitable health and safety measures to their employees that is beneficial for them to retain them. Along with this if company face continues turnover employees that we need to use emotional intelligence and feelings to retain their employees as emotion is considered as the best technique to persuade others. CONCLUSION Therefore from the preceding information it is analyzed that managing people within an organization is the biggest issue that is faced by many organization. In this context organization face various challenges in order to retain their employees and adopt various progressive strategies that are useful for the company including HR planning recruitment and selection that is beneficial for the company to retain their employees. Despite from this the concerning strategies has prominent procedure that must be followed by the company in order to retain their employees and leads to develop the reputation within the dynamic environment. Considering the
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
probablechallengesthatarefacedbythecompanyintheircurrentsituationsuitable recommendations and opinions are provided to them in order to overcome the challenges.
REFERENCES Books and Journals Bader, B., Schuster, T. and Dickmann, M., 2019. Managing people in hostile environments: lessons learned and new grounds in HR research. Bollig,Candet.al.,2017.Deferasiroxformanagingironoverloadinpeoplewith thalassaemia.Cochrane Database of Systematic Reviews. (8). Chakraborty, T. and Upadhyay, P., 2018. Managing self towards managing people: role of perceived emotional competencies in healthcare organisations.International Journal of Work Organisation and Emotion.9(1). pp.4-20. Ferrari, P and et. al., 2018. Managing people with diabetes during the cancer palliation in the era of simultaneous care.Diabetes research and clinical practice.143. pp.443-453. Gagnon, A and et. al., 2017. Pharmacists Managing People with Diabetes in Primary Care: 10 YearsofExperienceattheHamiltonFamilyHealthTeam.Canadianjournalof diabetes.41(6). p.576. Gallo,P.andMihalcová,B.,2016.ModelsofEvaluationofManagingPeoplein Companies.Calitatea.17(155). p.116. Hartley, S.E., 2019. Re-imagining the role of the physiotherapist when managing people with long-term conditions.Physiotherapy theory and practice.35(11). pp.1005-1014. Lidskog, R., 2016. Public at risk—public as risk: regulating nature by managing people.Society & natural resources.29(3). pp.284-298. Morris, M., 2017.Managing people and projects in museums: Strategies that work. Rowman & Littlefield. Prasad,K.,Singh,M.B.andRyan,H.,2016.Corticosteroidsformanagingtuberculous meningitis.Cochrane Database of Systematic Reviews. (4). Renz, D.O., 2016.The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons. Saleem, K., 2017.Method and system for managing people by detection and tracking. U.S. Patent 9,801,024. Seah, X.Y and et. al., 2017. Knowledge, attitudes and challenges of healthcare professionals managing people with eating disorders: a literature review.Archives of psychiatric nursing.31(1). pp.125-136. Shaw, D., 2017. Managing people and learning in organisational change projects.Journal of Organizational Change Management. Swenson, E., 2016.The Five A's of Great Employees: Breakthrough Strategies for Hiring and Managing People. Wheatmark, Inc.. Wehrmeyer, W. ed., 2017.Greening people: Human resources and environmental management. Routledge.