Project Human Resource Management Assignment

PROJECT HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ASSESSMENT ...............................................................................................................................1
1. Some organizations are having high levels of absenteeism.....................................................1
a) Explain why it is crucial to manage this proactively..............................................................2
b) What's needs to be included in procedural document ?...........................................................4
5. Organizations selection, recruitment policy and procedures...................................................4
6. Reward package can be enhanced in order to improvise motivation without increasing the
employee's salary.........................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management means tactful management of the people in the
organization. It is helpful for gaining competitive edge in the company. It is crucial to improve
performance level of the employees in an organization. The Study is based on Sainsbury's. It is
second largest supermarket chain in the UK. It is founded by John James Sainsbury about 150
years ago. The firm is established in 1869. Its headquarters are situated in 33 Holborn, London in
United Kingdom.
The project report will explain the fact that why some organizations are facing extreme
level of the absenteeism. Furthermore, it will define the selection and recruitment policy of an
organizations and its procedures. It will determine how an organizations reward package can be
enhanced to improvise motivation level without having increment in salary. Lastly, it will
provide conclusion.
ASSESSMENT
1. Some organizations are having high levels of absenteeism.
Absenteeism means that employees remain absent for frequent intervals in the
organization. Excessive absenteeism in the organizations can leads to decrease productivity at
the workplace. It has major influence over the company's profitability. It is a counter-productive
behaviour which is shown by the employees at the workplace.
Following can be causes of high Absenteeism in the organization -
 Harassment and bullying – The employees which are harassed and bullied by their
subordinates or co-workers can be a reason that they continuous shown absenteeism
behaviour at the workplace.
 Low Morale and high stress level – The high workload burden in the organization
might be a reason that employees don't come at office, The heavy pressure from their
seniors can leads towards high absenteeism rate in the organizations. The feeling of not
appreciation by the super senior can also be a reason. The stressful meetings bound the
employees to remain absent.
 Eldercare and Childcare – The employees might have personal problems. They miss
the work due to taken care of their children or their parents who are sick. To look-after
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them they remain absent on continuous basis (Mao, Alizadeh, Menache and Kandula,
2016).
 High depression – The employees who are facing tough time in their life cannot balance
up their life and remain absent at the workforce. The depression level exceeds to the level
where they started taking drugs and alcohol. Thus, this types of employees cannot focus
on their work.
 Illness – Personal injurers and medial appointments can also be a reason for the
employees to remain absent at the workplace. At the time of flu and cold as per the
research the employees remain absent high in the organizations.
 Injuries – Accidents can also be a reason that employees remain absent for long duration
in the organization. Chronic injuries forces the employees to remain absent at the
workplace. This can be necked and back problems.
 Disengagement – The employees who are not committed with the work and jobs in the
organizations are remained absent for long duration. If there is low motivation level they
just simply miss their work without any solid reason (Wiegmann and Shappell, 2017).
 Job Hunting – If the employees are not satisfied from the current job they keep on
seeking for the new jobs opportunities. Thus, for attending job interview in other
organizations they keep taking the leave.
 Partials shifts – The employees that arrives late and leave the office early before the
competition of the office hours. This type of employees can be problem for the
organization. They take long break between the office hours. Because of them
organization productivity get decreased.
a) Explain why it is crucial to manage this proactively.
It is important to maintain the employee's absenteeism at the workplace. As it os more
than a financial cost. According to the research in UK the employee's absenteeism cost around
£29 billion every year. This also influence the productivity of the organizations in negative
terms. Absenteeism can define broadly in two categories -
Motivational – This is due to the compensation. Work ethic and job satisfaction.
Logistical – This is due to the childcare responsibility, difficulty in transportation and ill heath.
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The reason can be anything but the organizations needs to cut ff the costs of the Employee's
absenteeism because it adversely affect the company's profitability. If the employees frequently
remain absenter than this can lead towards -
 It lowers the employees motivation and this increase resentment among the employees
who did not remain absent.
 Team is breakdown if the project is assign to whole team and if one member remain
absenter than it will affect all the team members.
 Customer service becomes poor when the employees remain absent and there is
knowledge gaps (The importance of managing employee absence, 2019).
 It lowers the productivity of the organization if employees remain absent high in number
than few employees cannot achieve the group targets on timely basis.
 The employees started disrespecting the organizational polices as they find that other
employee remains absent and keep breaking the polices.
HRM tools for managing the employee's absenteeism -
 Monitoring – If the employer are timely watching their employees they will get to know
the exact reason about the absenteeism. As they are watching the employees closely they
get to know about their problems in depth about the dissatisfaction in the company
(Morschett, Schramm-Klein and Zentes, 2015).
 Interview – This is helpful in understanding about the employee's problems. By directly
asking them about their problems in the company through conducting the interview it
would be helpful for the organization to regain the employees interest in the organization.
 Flexible working – The flexible working hours for the employees helps to improve the
work-life balance. This is helpful in reducing the chances of high stress level among the
employees in the organization.
 Incentive – By providing the employees timely benefits the absenteeism behaviour can
be reduced. These benefits can includes the bonuses and cash reward. The organization
should adopt the policy if the employees remain present for long period of time than they
will be facilitated with the additional holiday package, Through this the employee's
absenteeism can be minimized in the organization.
 Training program – The training will be helpful for the Employees to remain stress-
free. It is crucial to cope with the mental health problems. To cope with the well-being
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issues of employees in company it is a helpful exercise which can be conducted by the
HR personnel.
b) What's needs to be included in procedural document ?
Procedural document should include the following things -
The Absenteeism policy should define in the organization. It needs to include the unscheduled
and scheduled time off.
 In scheduled time the employee need to grant permission for the leave prior to the date on
which they are absent. As per the organization procedure they can request their boss and
manager that they want to approve a leave for the purpose of holiday, medical
appointments and family responsibility etc.
 In unscheduled time off the employees can go beyond the organization procedures in case
of sickness. They can ask for the urgent leave approval without informing a day earlier
(Crawshaw,Budhwar and Davis, eds., 2017.).
The employers need to explain about the organizational absenteeism polices in detail to the
employees at the time they join the organization. They need to make them aware about the
obligations at the workplace in concise and clear way.
The Absenteeism policies clauses should include -
 The importance of the filing a form of leave (any kind) in the organization.
 The Manager should be notified by their employees that they will remain absent on a
particular day so that there work can get managed (outinho, and Vargas-Sanchez, eds.,
2018).
 To indicate the employees if they remain absent for involuntary reason they can be
dismissed from the organization.
Absenteeism policy is helpful for reducing the absenteeism in the company. It is also
affective way to monitor the absenteeism rate in the organization. This will be helpful for
managing the performance level of employees at the workplace and for rewarding them.
5. Organizations selection, recruitment policy and procedures
Recruitment refers to the process of selection till the placement of the candidate in the
organization. It is discovering the potential applicants in the organization. As the Sainsbury is
known for the high standard of the customer service. Thus, in recruitment and selection process
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they ensure that they choose the best and most appropriate candidate for the vacant job role in
the company.
Purpose of recruitment in the organization
 It is helpful in controlling the personnel planning and for doing job analysis. The future
requirements of the manpower gets fulfilled through doing recruitment.
 The success rate of the organization get increased by replacing the inefficient employees
with the efficient one (Lee, Pak, Kim and Li, 2019).
 To bring innovative ideas in the organization by doing recruitment of the employees from
outside the company, it will help the organization to bring innovative products in the
market.
Selection process of Sainsbury
 First the company invites the application by collecting the letter of applicants and
curriculum vitae.
 The company do short list of the candidates in which they determine that candidate is
fitting in the selection criteria or not. If the candidate doesn't fit in the requirements than
they reject initially.
 In interview stage frequent questions are asked the candidate related to the knowledge
and skills which are required by the candidates for the particular job role in which they
are interested. Through taking interview the communication skills of the employee are
also get checked.
 Suitable candidate which fits in the company's requirements is got selected.
 Candidate background and original qualification documents gets verified once they got
selected.
Recruitment Process
For getting job in the Sainsbury the company firstly ask the candidate to send their CV at
official website of the company. The firm handles the recruitment process through this website.
At the time when there is vacant job in the company it is automatically shown on their website
(Masum, Azad and Beh, 2016.). The candidates can easily applied for the job by filling the
application form by signing on the website .
First test – Customer Service
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For rejecting the people who are unsuitable for the job role are checked initially. When
the candidate submits the application form, the company asked to fill the 25 multiple choice
questions which are related to the customer service. Thus, some candidates are rejected initially
who doesn't fit in the selection criteria.
Second test
First Section – It is similar like the customer service test which is held earlier online but this time
video is shown to the candidate and asked them about the best mad worst responses. The
candidate has to mark the answer in the answer sheet which is given by the interviewer.
Second section – The company will show the video clips and will ask the candidate about the
things that are wrong in the video clip (Nankervis, Baird, Coffey and Shields, 2016). This is the
written test in which the candidate is asked to write about the two errors in the video clip The
candidate needs to write about the two errors separately.
Third Section – General basic mathematics questions are asked by the employer which is solved
by the candidate on the rough paper. To work on them candidate has basic knowledge of addition
subtraction and multiplication etc
Final Section – This is the part where the candidate is asked about themselves. Some statements
are written on which the candidate has to agree or disagree upon them The candidate need to
think before they fill this question sheet that what their manager will think for this.
Interview Round
The HR manager of Sainsbury conducts the interview round in which the few questions
are asked by the interviewer. The questions are open-ended and candidate need to answer them
with confidence in order to select in the company. New recruited employees needs to attend two
induction sessions which are paid (abbourand de Sousa Jabbour, 2016). This is conduct for the
new recruited employees so that they become familiar with the job.
Once the candidate is selected the training and development program in the Sainsbury is
conducted. It is defined as effective process for improving the performance level of the new
recruited employees. To provide familiarity to the new recruited employees about the work
culture, their role and responsibility in the Sainsbury, it is crucial to give them training in the
organization.
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6. Reward package can be enhanced in order to improvise motivation without increasing the
employee's salary
Sainsbury increase reward packages for improving their employees motivation level in the
organization in following way -
 Autonomy and mastery – The Employees likes when they own have control over their
work instead of commanding by their rude bosses. The employees need time and space if
the manager keeps on ordering them on their head they are unable to work in productive
manner and unable to utilize their own potential. Sainsbury provide opportunities to their
employees for the growth. The manager of the company provides them feedback about
their performance in order to create development plans for the individual.
 Praise and appreciation – The company employers praise their employees about their
work. For making increase in the productivity the sense of the appreciation by the
employer is much-needed. Thus, the manager of the company keep praising their
employees if they perform good in the organization. Through this their motivation level
boosts in the organization (Banfield, Kay and Royles, 2018).
 Incentive process – Sainsbury engaged their employees in incentive process. For getting
things done from the employees in efficient manner the incentive process is beneficial. If
they get (incentive) than they are able to perform better for the Sainsbury as they feel
motivated. If the employees outperformed in the organization or manager finds that they
are worthy deserved to get incentives than this can be useful to enhance the performance
level of the employees in the organization. Thus, the employees satisfaction level get
increased.
 Flexible working time – By offering flexible working hours to the employees there
motivation level can increase. Flexible scheduling of the work helps the employees to
have control over their work life balance. Thus, the employees are able to manage their
time for their family, friends and themselves. The employees are also provided facility to
work from their own. Work is done in two tiers in Sainsbury. Hence, the employees can
adopt either the night shift and day shift as per their suitability.
 Privileges and perks - The manager of the company provides perks and privileges to
their employees. Sainsbury, HR manager provides the opportunity to their employees to
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have work on the passionate projects and tasks. Other benefits includes the parking sports
and lounger lunches (Stewart and Brown, 2019).
 Job Security – Sainsbury provides job security to their employees for boosting their
morale. The employees need to feel secure that they don't lose their job. If the employers
provides them surety and build trust among them they are able to perform at their
optimum level. In addition, the company provides them insurance. This insurance
includes life, fire and medical insurance. In case the employees are get harm or injured
while working in the company or outside than they can use this benefits. Thus, through
this employees satisfaction level get increased in the company.
 Positive working environment – By creating a positive atmosphere in the organization,
the employees are able work productively. There motivation level boosts automatically
when they remain away from the conflicts and disputes of the workplace.
 Voluntary Together -Sainsbury creates voluntary opportunities for their employees
about which the employees feel passionate. It also helps to increase the productivity of
the organization. It also attracts the employees towards the company.
 Performance appraisal – If the employees are recognized for what they have done in the
organization than their motivational level get increased (Brewster, Vernon and
Houldsworth, 2016). Sainsbury gives performance appraisal to their employees in form
of the promotion or transfer. If the employee get promoted for their work than
automatically their satisfaction level get increased in the company. Transfer helps them to
overcome the stress level and refresh their mind by working with the new people in new
environment.
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CONCLUSION
It has been concluded from the above project report that Human resource management
department focuses on maintaining relationship with the employees in the organization. The
reasons for high employee's absenteeism has been identified. Various measures to reduce
employees absenteeism has been determined. Selection and recruitment process of Sainsbury is
also determined. It has been concluded that Sainsbury conducts different interview stages for
selecting the most deserving candidate for the vacant job role. The candidates have to go through
various selection criteria to get a job in the company. Lastly, it has been determined that
company reward packages can be enhanced for improving motivation level of employees without
increasing their salary.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: Strategic
and international perspectives. Sage.
Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production.112.pp.1824-1833.
Lee, H.W., Pak, J., Kim, S. and Li, L.Z., 2019. Effects of human resource management systems
on employee proactivity and group innovation. Journal of Management.45(2).pp.819-
846.
Mao, H., Alizadeh, M., Menache, I. and Kandula, S., 2016, November. Resource management
with deep reinforcement learning. In Proceedings of the 15th ACM Workshop on Hot
Topics in Networks.(pp. 50-56). ACM.
Masum, A.K.M., Azad, M.A.K. and Beh, L.S., 2016. The role of human resource management
practices in bank performance. Total Quality Management & Business Excellence.27(3-
4).pp.382-397.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015.Strategic international management (pp.
978-3658078836). Springer.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016.Human resource management:
strategy and practice. Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Wiegmann, D.A. and Shappell, S.A., 2017. A human error approach to aviation accident
analysis: The human factors analysis and classification system. Routledge.
Online
The importance of managing employee absence. 2019. [Online]. Available through :
<https://www.freshbusinessthinking.com/the-importance-of-managing-employee-
absence/>.
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