HRM Practices for Sainsbury's Success

This assignment examines the role of Human Resource Management (HRM) in driving Sainsbury's business performance. It delves into various HRM practices, including recruitment, selection, training, and performance management, highlighting their strengths and weaknesses within the context of Sainsbury's operations. The objective is to understand how effective HRM can contribute to employee engagement, talent retention, and overall organizational success.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 The purpose and function of HRM, relevant to workforce planning and resourcing a firm. 1
P2 Explain the strength and weaknesses of the different approaches to recruitment and
selection ......................................................................................................................................2
TASK 2............................................................................................................................................3
P3 Explain the benefits of different HRM practises for employer and employee......................3
P4 The effectiveness of the various HRM practices in terms of increasing firms profit and
productivity.................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relation in terms of HRM decision making...................................6
P6 Key elements of employment legislation and impact upon HRM decision making..............1
TASK 4............................................................................................................................................2
P7 Illustrate the application of HRM practises in a work context..............................................2
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management focus on the certain modification within firm by its
effective practices to manage the manpower. The report consists on Sainsbury which is the
second largest supermarket chain business in the United Kingdom. Further, the purpose and
function of HRM, applicable to workforce planning and resourcing organisations. It also covers
the strength and weakness of various approaches to recruitment and selection used in the cited
firm and the effectiveness of different human resource practices in terms of increasing firms
profits and productivity. Learning, development and training to the employees are the main
HRM practices of the organisations. The report will also cover the importance of employee
relation in term of influencing and key element of employment legislation which impact the
HRM upon decision making. Lastly, the Job Specification document and interview question for a
nurse position.
Task 1
P1 The purpose and function of HRM, relevant to workforce planning and resourcing a firm.
Human resource management focus on improving the efficiency of employee and
maintain the relation for better outcomes. Workforce planning will assist in the organisation
performance (Armstrong and Taylor, 2014). The overall procedure of linking manpower plan of
action to desired enterprise outcomes. Resourcing a company is the key role of the human
resource management. .But the main purpose and function of the HRM in the company which
are relevant to the workforce planning and resourcing of the organisation describe such as
follows:
 Recruitment and Selection: Recruitment is the process of hiring candidate and Selecting
the candidate who have abilities and knowledge for specific jobs. The purpose of this
procedure is to attracted the competent for various job in the company. But it is important
for the firm to implement effective workforce planning before starting of recruitment
process in the organisations.
 Orientation: The various firm don't provide the proper orientation to the new employees.
It is the important function that human resource management perform to give certain
knowledge about the company in terms of objectives and goals which need to share with
new employees (Bratton and Gold, 2017). These kinds of session will assist the worker to
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know his allotted roles and responsibilities, polices of the firm as well connection to the
position with other division (Brewster and Hegewisch, eds., 2017).
 Maintaining Good working conditions: In the organisation the main role of the HRM is
to give better working environment to the worker. From getting workplace effective
employees feel motivate and work for achieving organisation goals. Human resource
management required to give the financial and non financial reward for those who are
contributing in the firm. Employee welfare is the another key element for the HR team to
manage in a firm because the employee welfare will help to promote the satisfaction of
job.
 Managing Employee relations: It is the important aspect for HRM to build the effective
relationship with employees. So managing employee relation help to foster a good
employees relations (Brewster, Mayrhofer and Morley, 2016).
P2 Explain the strength and weaknesses of the different approaches to recruitment and selection
Recruitment is the important process through which company hires the talented
candidates which helps to enhance the performance level of the company. Recruitment process
have two types of internal and external methods along with that, internal and external are used to
recruit employees. There are different approaches of recruitment and selection such as Job
Description, skills inventory, Job Posting Strategy and multi step recruitment.
Job Description: job description is the process through which candidate decide their
roles and responsibilities. It is the detailed information on all aspects of a job, job description is
important for small and large scale organization. There are some weaknesses and strength of Job
description (Cascio, 2018).
Advantages:
 Helps Hire the Right Person: Job description that are well written process for those
individuals which is qualified and prepared to fulfill the duties listed. They select the
right person which is suitable for that job. Attractive job description makes the interviews
process easier and effect full.
 Lays out Employee Expectation: It is the another advantages of job description is that
before entering into the job. They learn duties and roles responsibilities, they make
employees mentally prepared (Chelladurai and Kerwin, 2017).
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Disadvantage:
 Discourage innovation and expansion: Due to specific duties of experience for
performance employees get discouraged from deviating from it.
 Becomes Outdated Quickly: Once job description has written company does not change
as a company needs change. Company cannot change the job description if they required
to new because it takes much time on the new work (Gatewood, Feild and Barrick, 2015).
It becomes the time taking task.
Skills Inventory: in order to get the best candidate for the company profile company
needs to make the listing list for an employee in each job. List of an ideal employee may help to
select the best candidates. Along with that, along with that another major factor
Advantages
 Perform the specific Duty: With the help of skills inventory company can easily get the
person or candidate which is perfect for that particular task. It helps to give the better
outcomes and effective skills making task.
 Increased specialization: With the help of this recruitment approach. Person gets
talented and well skilled in the specific task.
Disadvantage
 Lack of other skills: This process of recruitment is not very much effective for the
organization in terms of other specialization it also may reduce the employees skills or
motivation level (Greiner, 2015).
 Limited scope of employees: This process of factors reduce the position and skills of
employees. Moreover, the main objective of the organization. This is the most ineffective
process which makes the ineffective process of controlling. Along with that
TASK 2
P3 Explain the benefits of different HRM practises for employer and employee.
Human Resource management is the most effective process which helps Sainsbury to
make proper decision making process. It includes entails planning, implementing and managing
recruitment as well as selection process. HRM has the duty to adopt fair practices in order to
maintain the motivation level of the employees. HRM make the overall plan which includes
organization development and reduction of employee turnover there are some benefits of HRM
practices which helps employer and employee for better performance.
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Reduction in employee turnover:
High turnover is the negative aspects for the company (Marchington, Wilkinson,
Donnelly and Kynighou, 2016). It is the duty of human resource management to take care of the
needs of employees and manage the whole work or process. Besides, as a Human resource
manager it is the responsibility of the individual to handle the recruitment process or selection in
order to select the talented employees for the task.
Conflict resolution:
It is the another advantage of the HRM practices that to solve the conflict between the
employees or team members. Besides, it is very difficult task to handle the individual issues and
conflicts because of different nature of employees. This is the positive factor in order to control
the effective management. Along with that, it is the other practices of HRM which provides
company better environment which helps to motivate the employee motivation level. Along with
that, HRM also make efforts to understand the issues or conflicts between the employees or
make better problem solving approach in order to meet the needs of organization. It helps
employees to focus on the organization activities. It also very effective and challenging
sustaining the employees' performance (Melanthiou, Pavlou and Constantinou, 2015).
Employee satisfaction:
HRM practices helps to make the employee satisfied with the help of different marketing
tools. Managers know how to deal with the employees and with uncertain events. This is the
positive factor which makes effective environment. HRM helps the department and fulfill the
needs of employees weather it is monetary or non-monetary terms. Overall process helps to
enhance the enthusiasm level of the employee. HRM management try to solve the issues or
conflicts of employees in order to make him satisfied and effective (Pinto, 2015).
Improve employee performance
Human Resource Department develop the performance management systems. With the
help of effective and talented HR manager company get skilled and qualified employees. Along
with that, HRM practices are very much productive for the development of the company. This
makes new environment which is effective and competitive. Moreover, the main objective of the
organization is to improve the employee performance. HRM adopts this practices on annual basis
in order to ensure the performance of employees. Along with that, on the basis of evaluation of
individual performance company get the names of talented employees or low productive
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employees. In order to increase the performance of talented employees HR manager provides
rewards and appreciation and for low productive employees they organize the training and
development session. This process helps to take the further steps to create new furthermore
strategies (Reiche and et.al., 2016).
Training and development:
It is the another benefit of the HRM which provides the another benefit which is more
helpful for Sainsbury in order to sustain effective management performance (Smith, 2015). This
is the best human resource practices which provides more opportunity growth to the employees,
with the help of these practices this is the effective process of training which affects along with
that, the most effective output is that better performance and enhancement in employees
knowledge and skills. It is the best development activity for the employees in order to learn the
new development skills. HRM must adopt productive new skills or knowledgeable training
session for the employees. Through which they get better productive performance in order to
meet the objectives of the organization.
On the basis of above discussion, it concluded that stagnation get various benefits from
HRM practices which is important for the organizational objectives.
P4 The effectiveness of the various HRM practices in terms of increasing firms profit and
productivity.
The Human resource management practices which assist in increasing firms profit and
productivity's of the organisations (Sparrow, Brewster and Chung, 2016). For firms main
objective is to earn profit, one of the effective way is from the support of employees and workers
can be encouraged with the help of better payment and Reward management practice by HR to
achieve organisation objectives. These practice not only benefits to enhance firms productivity
but also motivate employee to improve performance. There are various HRM practice which can
be describe such as follows:
Payment and Reward management: The compensation management is the challenging human
resource practices which help in motivating employee to achieve organisation goals. It is not
only involvement with payment and provide benefit to employees. But its it concerns with the
financial and non financial rewards such as recognition, training and development and give roles
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and responsibility for a particular job. The compensation considered as one of the motivation
factor in the organisations (Brewster, Mayrhofer and Morley, 2016). If the human resource
manager focus on employees which are not able to meet their performance in various task of the
organisation required to take action against such worker for reducing extra burden as salary and
other benefits. On the other hand,The organisation provide the fix payment included the wages
and salaries which do not vary form one period to the next except by increasing payment on the
year basis. The grade of the payment determined by age, designation and authority. The reward
to the employee on the basis of high performance of the worker (Greiner, 2015). These are the
important aspect for organisation which could be helpful in the increase profit and productivity.
Flexible working Option: These is also an important aspect for the firm which can be flexible
working option for the employee help to assist in work life balance. The better the choice
provide by the employees will give effective outcomes in the organisations in terms of raising
profits and productivity. The human resource management is responsible for improving firms
productivity which can be determine by with the help of employees flexible working option.
TASK 3
P5 Importance of employee relation in terms of HRM decision making
Human resource management have key duty to keep up the workers relations. Since
business are the cooperative attitude of the association. Be that as it may, infrequently the
Human asset chief needs to take ruling against the workers which will impact on the
representative relations (Melanthiou, Pavlou and Constantinou, 2015). Sainsbury have distinctive
HR management which cannot settle on much effect on their choice and the worker relationship
won't be get influenced in terms of HRM decision making.
 The efficiency may influence: If any choice has been taking against the representatives
as far as manage and direction which may influence the profitability of the workers. The
association with the HR may have opportunity to give some adaptability in the work and
that may prompt influence the basic leadership of the HR. Since HR needs to see every
one of the sides for their choice usage yet toward the end the representatives are the
objective (Reiche and et.al., 2016). Worker may go on the strike likewise if any choice
has been not return. The more the choice are the inflexible the worker connection
dependably may influence.
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 Prizes and acknowledgement: This is the most ideal approach to make worker relations
in which cannot be impact the choice of the HR (Gatewood, Feild and Barrick, 2015).
Since the prizes can be given in people in general and it will rely upon the execution of
the workers. if the reward has been given the failed to meet expectations worker and then
it will be contradicted from the representatives the individuals who are not ready to get
any prizes. This may impact the choice and the administration needs to take such choice
precisely (Reiche and et.al., 2016). On other hand the acknowledgement will bring
disarray among the representatives and the hr must be things before giving any
acknowledgement to the workers.
 Changes in the approaches: if any arrangements has been change in the association in
setting of the representatives than it will be immediate effect on the choices of the
administration (Cascio, 2018). The unbending strategies will bring the workers more
pressure and the connection with the representatives will likewise influence with such
choices. So human asset isn't for settling on unbending choices they need to think for the
representatives. The connection is the most critical perspective shape the HR in light of
the fact that if the representative are not fulfilled than HR choices will be impact.
 Choices identified with the protection: The HR is essentially need to settle on more
security choice which may impact on employees. Since the worker need to know each
and everything from the administration. The correct correspondence will get change the
relations with worker (Sparrow, Brewster and Chung, 2016). Some are the choice must
be agreed by firm which may influence to the workers and affect relation in the future.
The various event of the organisation will help to identify certain internal conflicts and
other speculation choice that may influence to the association and management required
to pay attention on these things (Reiche and et.al., 2016). In the event that once the choice
has been revealed than it will affect the representatives' execution and the association
profitability.
 Importance of trade Union in terms of employee relation: Trade union are formed by
employees of the firm which perform certain roles and responsibilities to help its
member. In the UK trade union plays a significant role in terms of employee relation but
drastically reducing member from trade union of United Kingdom shows the
ineffectiveness in handling dispute resolution in the organisation in favour of workers.
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P6 Key elements of employment legislation and impact upon HRM decision making
Companies aim at delivering their customers with high quality services. In this process
there are different types of strategies that are implemented so that the goals and objectives set by
the firm can be attained (Armstrong and Taylor, 2014). In all these process it requires to have
proper support from the side of workers so that the activities that are set can be carried out in
appropriate manner. For this context, there is different type of legislations that has to be followed
by the firm and these are followed so that all type of problems that are faced from the side of
employees can be eliminated. It requires to have certain set of motivation so that it becomes easy
for the management to make employees work with their full efficiency. In this context, below
given are the legislations that are followed within the organization:
Diversity: There are many people who belong to different counties and follow diverse
culture work together in the organization. In accordance with this legislation, it is important to
make sure that people who belong to any culture should be provided with equal opportunity. As
per the HRM, it is the responsibility of manager to make sure that all workers are free from
diversity (Greiner, 2015). When these types of legislations are not followed, then it has negative
impact over the performance.
Data protection act: All the information that is provided by employees should be saved in
the system. Further, it should not be shared with any other person (Brewster and Hegewisch,
eds., 2017). Employees prefer to keep their person information not to be shared with any one and
as per this legislation it is the responsibility of management to consider all the data and to protect
them in appropriate manner.
Health and safety act: In order to perform any type of role within the organization, it is
important to for the firm to deliver workers with all type of tools and equipment so that all the
tasks that have to be performed can be carried out in effective manner (Chelladurai and Kerwin,
2017). Apart from, employee should be provided with health and safe working environment in
which they are free to work. For example, gloves or masks should be provided so that they are
able to protect themselves from any type of smoke or conducting any activities that can harm the
workers.
Equality act: There are both male and female who work within the organization. It is
important for the management to make sure that both of them are provided with equal chances of
opportunity (Pinto, 2015). As per the perceptions that are carried out by individuals, it is
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identified that male workers considered to be more working when compared with female
employees. in accordance with this act, both male and female should be considered same and
they should be promoted as per their performance and not with their gender. In HRM, it is
essential that proper steps are taken in which both male and female are provided with equal
changes of opportunity (Greiner, 2015).
TASK 4
P7 Illustrate the application of HRM practises in a work context.
HR manager is plays a very important role in order to fix the needs of organizational
purposes on the basis of organization purpose. HR manager needs to perform different activities
in order to meet the objectives of the organization. Such for recruiting receptionist for the
organization. For that, Manager needs to select a candidate which looks perfect and having good
interpersonal skills (Melanthiou, Pavlou and Constantinou, 2015). Receptionist needs to be more
or less perfect in every step. Receptionist is the individual who deal directly to the person who
comes in the organization. It is very important for the receptionist to having good understanding
power (Sparrow, Brewster and Chung, 2016). Along with that, after the selection process of
receptionist, the next process of the organization is to provide the training to receptionist in order
to make the effective decision making process. Moreover, the main agenda of the training is to
make perfect skills and enhance the individual skills and knowledge. On the other side the main
objective of the training is to enhance the professional knowledge of the employees. Is to get the
best outcomes and results. Training session is very much effective for the employee to get new
skills and method proves ti implement the work (Greiner, 2015). These all practices is known as
Human resource management. Which take care of the employee safety and training session.
Along wit that, Training seminar must be productive for the receptionist in order to make better
understanding power, through which company gives better services to the customers.
CONCLUSION
From the basis of above discussion, it can be concluded that Human resource
management is the important aspects of the organization. It helps to manage the team work and
enhance the performance of employees. Present report based on the HRM which discussed about
the management of Sainsbury. It discussed about the purpose and the functions of HRM which
helps company in decision making process. Along with that, It also looked upon the importance
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of HRM practices which helps organization to maintain the employees' performance at top level
and helps to maintain the effective environment. Moreover, it summarized the strength and
weaknesses of different approaches to recruitment and selection. Moreover, Sainsbury needs to
adopt more HRM practices in order to sustain the talented employees and enhance the
performance of existing employees. Moreover, the main objective of this file is to look upon the
important aspects of the HRM practices which helps company to take its business into higher
level. Along with that, another key aspect discussed in this project was moreover the main
objective of this project is to covered the important aspects of the company.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association. 1(1). pp.114-125.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-
recruitment tool. Journal of Transnational Management. 20(1). pp.31-49.
Pinto, J. K., 2015. Project management: achieving competitive advantage. Prentice Hall.
Reiche, B. S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Smith, P. H., 2015. Labyrinths of power: political recruitment in twentieth-century Mexico.
Princeton University Press.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Online Resources
Benefits of HRM practices, 2017. [Online]. Available through:
<https://www.studentbrands.co.za/employment/career-guidance/6-benefits-studying-human-
resource-management/>.
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