This report discusses different practices and methods of Sainsbury’s human resource department. It covers the purpose and function of HRM, approaches to recruitment & selection, HRM practices in organization, and more.
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RECRUITMENT PROCESS
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TABLE OF CONTENTS INTRODUCTION..........................................................................................................................3 LO1..................................................................................................................................................3 Purpose and function of HRM....................................................................................................3 Approaches to recruitment & selection.......................................................................................4 LO2..................................................................................................................................................6 HRM practices in organization...................................................................................................6 Effectiveness of HRM practices.................................................................................................7 LO3..................................................................................................................................................9 Importance of employee relations...............................................................................................9 Key elements of employment legislation..................................................................................10 LO4................................................................................................................................................11 Application of HRM practices in a work-related context.........................................................11 CONCLUSION..............................................................................................................................14 REFERENCES..............................................................................................................................15
INTRODUCTION Recruitment process is one of key practices of the human resource management (HRM) of a company. Basically, the main role of HRM in is to provide an effective workforce to the company. In this dynamic world, no business can achieve its various final objectives without contribution of best efforts of its workforce. This report discusses different practices and methodsofSainsbury’shumanresourcedepartment.Sainsburyisoneofleadingretail organisations within the UK, headquartered in London, United Kingdom. Key purposes and functions of the human resource management also has been discussed in this report. This report covers benefits of HRM to employer employees as well. Impact employee relations and elements of employment legislation on the decision-making of HRM also has been included in this report. At the end, a job specification, CV and offer letter attached in the report in the terms of applying HRM practices in the work-related context. MAIN BODY Purpose and function of HRM HRM is concerned with managing people of the company which can involve training them, motivating them and include hiring and firing of employees of company.It helps the company in bridging the gap between employees performance and strategic objectives of the company. Sainsbury is the second largest chain of supermarket in UK providing a wide variety of products in segments such as groceries, clothing to home wares, electricals and many others. The mission of the company is “To be the consumer's first choice for its products with high quality of delivering services at competitive cost by working faster, simpler and together.” Purpose and objective of this company is to provide its products at a fair price where it also believes to maintain among its suppliers and distributors with no cut corners for short term gains (Angelova, 2019). Nature & scope of HRM Nature and scope of human resource management is to bring people and organization together so that goal of each other can be met. It deals with fulfilment of manpower needs of the company, by discovering and retaining the talented workforce. In Sainsbury,management of
human resource is considered as most important function of skill development in the company as it is associated with its people in order to gain competitive advantage over its competitors. Purpose of HRM Purpose of HRM isto maintain the coordination between the employees which helps in achievinggoal which are specific to the companyby optimizing the effectiveness of its employee as it provides employees with various benefits plan, deserved promotion, gifts, excellence working environment, appraisal and many others(Hollis, 2017). Sainsbury emphasizes more on the importance of HRM in workforce planning and resourcing as it helps in developing an effective workforce. Through a number of HR practices like effective training programs where employees can identify their job roles and responsibilities, as well as contribute their efforts accordingly to meet business goals. Despite hiring and selection,humanresourcemanagementfurtheraidinprovidingtoolsforidentifyingthe competencies needed in the workforce planning and resourcing such as managing reward and performance management etc. with the strategic basis to retain talented workforce for longer period. Functions of HRM HR managers of Sainsbury concerns more on successfully implementing the functions of HRM such as people resourcing which is largely all about recruitment & selection of the workforce. Under this process, they recruit employees who are suitable enough to meet the job requirements either by internal or external hiring procedure. Similarly, managing performance and reward are another main functions, where managers of respective firm constantly evaluates on performance of each and every employee, in terms of way of providing services to customers at its stores and reward them accordingly(Misir, 2020).HRM of Sainsbury also accounts to humanresourcedevelopmentwhereitconstantlyfocusesonidentifyingtrainingand development of its employee’s to increase their knowledge, skills, abilities and education. Managers of this firm also focuses on the major function of HRM that is building Employment relationship which focuses on establishing relationship between employees and employers which result in fewer chances of conflict, increases motivation, increase employee’s loyalty and many others.It also includes Job design and Job analysis where the HR of the company is involved in describing responsibilities and duties to its employees for proper functioning in the company. It
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is also concerned with maintaining labour relations which are essential to maintain harmony among employee's at the workplace.Thus, these functions help managers of Sainsbury in developing and managing the highly talented workforce, so that organizational objectives could be met in the best way(Top 10 Functions of Human Resource Management,2020). P2 Approaches to recruitment & selection Recruitmentprocess in HRMis identifying, attracting, interviewing, selecting, hiring and on-boarding employees within a company. In simple words, it can be defined as a process of involving entire procedure range from identification to staffing workers. Similarly, Selection process in HRMrefers to short-listing the pool of candidates with the necessary skill and qualification, in order to hire the best to fulfil the vacancies at workplace(Wilton, 2016). It is selecting qualified person who are able to successfully do a job and deliver valuable contribution to meet business objectives. Recruitment approaches are of two types that is internal and external. Internal recruiting is mainly done when a company looks to fill the vacancy by promoting or shifting the job role of existing workers(HR approaches to recruitment,2019). While, external recruitingrefers to how business looks to fill vacancies for the job role from outside the company. In simple, it refers to when company recruits externally from the pool of candidate who have applied for that job role. Strength of internal recruitment It helps in reducing time as well as save cost to hire as it refers to hiring from existing workforce. It also aids in strengthening employee engagement by promoting them on new position, that further motivate other workers also to do better performance. Weakness of internal recruitment Itresults in inflexible culture as employees who are hired from within the company become too comfortable to their job role which is not a good sign.It also results in conflicts amongst the colleagues as hiring internally can cause hard feelings amongst the co-worker who can not adapt to new shifts in their roles and responsibilities. Strength of external recruitment It helps in increasing the chance of the company as company gets new applicants with their own variety of implementing knowledge and how to handle the job assigned to them. Weakness of external recruitment
It can be time-consuming at the same timecan cost highly. It can also lead to demotivation among the current employee’s as they may feel of lessens chance to their promotion(Saani, 2019). Selection approach includes Interviews which assess the skills, experience and general background of the candidate to make the decision of selection of candidate. Strength of this approach is helps in building relationship between the interviewer and interviewee. Weakness of this approach is this is the incomplete process as there are certain other process for getting a candidate to select. Assessment centres is evaluation of behaviour of the applicant which is conducted through job related simulations, psychological test and others. Strength of this is it provides with accuracy as it provides with broader range of selection method. Weakness of this is it is very time-consuming and costly process. In-tray tests are test that assess the aptitude of potential employee’s which serves as part of their selection. Strength of this is it helps in knowing how the candidate will handle work related tasks and scenarios. Weakness of this is highly experienced authorities are required to evaluate the candidate. Presentation refers to presenting on topics asked by the interviewer to interviewee which serves as one of the step for selecting a candidate. Strength of this is it helps in knowing communication and knowledge level of the candidate. Weakness of this is candidate may lack confidence while speaking in presentation but it cannot sometimes let know company their level of knowledge which leads to their rejection and company actually loosing talented candidate. Sainsbury uses set of process to select a candidate which starts with short-listing the candidate, followed up with preliminary interview, selection test, comprehensive interview that are conducted by the managers under whom vacancy exists and selecting them for trial work that is probation. Sainsbury can improve upon its recruitment and selection process by improving on selectiontestwhichcanalsoincludeconductinglogicalaptitudetesttomakebetter understanding of candidate propensity to succeed in given situation .
TASK 2 P3 HRM practices in organization HRM practices is defined as practices, system and policies that influence employee's attitude behaviour and performance. HRM practices adopted by the Sainsbury's for making its workforce more competitive are Training & development, reward management. Training & Development It iseducational activities of company which is provided by company to improve upon the skills and knowledge of its employees.Specific Training programs provided by Sainsbury are On the job training methods where it allows its employeeto get training at their workplace and learn from the same.Thisincludes job rotationwhere its employees are provides training by rotational basis of related job series. This method helps employees eliminating boredom and helps in building good relationship.Benefit of training and development is it help the employees to perform tasks easily so that they can innovate new strategies to execute the given task which builds satisfaction level for employees leading to perform tasks efficiently which contributes towards organization profits and productivity. Benefits to employer and employee Training and development helps employer’s in reducing employee's turnover and will help to retain talented employee's in company which will help in achieving organizational goals. It helps employees increased job satisfaction and morale which will motivate employee's to account to productive performance in company. Reward management This practice of HRM deals with formulation of strategies that aim to reward people on the basis of their performanceand contribution in meeting organizationalgoals. Reward management in Sainsbury's is concernedwith providing good rewards that keeps its employees happy and loyal towards its products and services.Benefit of reward management is it helps in increasing the productivity of employees where the staff is more engaged, motivated and efficient as for employees the biggest motivation to work is money which helps them to achieve organizational goals in terms of profit and productivity. Benefits to employer and employee
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Reward management helps Sainsbury in increasing the productivity of its employees as rewards are the biggest source of motivating them to give more contribution in business success. It helps employees in increasing their productivity as it helps them to work more efficiently and proactively in order to do good job as employees believe their work will be rewarded and recognized(Bhatia and Tuli, 2018). Working Hour flexibility It refers the schedule which allows employee's of the company to start and finish their workday when they want. It refers to the flexible hours that allows employee to alter their workday start and finish time according to themselves(Mozzanica, 2018). Benefits to employer and employee’s It helps the Sainsbury's to attract top talent as job seekers are more interested in a flexible schedule for working hours as it results employees to be more productive as they can work when they wish to work. It helps employees to be more focused towards their work which will result in their fewer missed days to work and also make employee's to think long association with the company as they may feel to work flexibly and not in harsh culture. This all practices such as training and development, reward management, working hour flexibility and others helps the company in structuring teams, helps in building culture and helps people with engagement and development to achieve profitability and productivity. Effectiveness of HRM practices Currently the Sainsbury is a large retail organization and that’s why it has large number of employees (Wang and et.al., 2017). In this situation, different HRM practices play an effective role for it in systematically managing human resources in the workplace. In this highly competitive market, Sainsbury has an effective brand value just because of its employees’ extra- ordinary inputs. With the support of this factor, currently the business is able to gain huge competitive advantage in the UK’s retail industry. HR department of company always takes differentproductivedecisionsinthetermsofconductingtraining&developmentand performance management practices. So that, this HRM practices are very beneficial to different employees, because after participating in training and development sessions, it can simply develop its levels of skills and talent. At the end, this factor give chance to Sainsbury to increase its performance and productivity within market place. Currently ALDI, Asda, Morrisons, Tesco
are key competitors of Sainsbury, in which after having skills and talented workforce, it can gain hugecompetitiveadvantageandprofitmarginsinmarketplace.Basically,training& development and performance management practices of HRM are enough to company taking lots of productive work from different employees. At the end, this business enables to raise own revenue in market place with the support of excellent productivity of employees. Some key methods have been discussed below which HR management of Sainsbury uses for increasing its productivity and performance in market place. Methods used in HRM practices Two types of methods generally used by HRM for providing excellent workforce to company, called; external recruitment and internal recruitment. External Recruitment External recruitment is basically a method to HRM of company to hire employees from outside of the business environment. Generally, this method enables to company for recruiting freshersandnewpeople.ThismethodenablestoSainsburyforgeneratingemployment opportunities to people, and also enables to achieve new skilled employees within workplace. Internal recruitment This is another key method under HRM practices where department fulfils vacant posts of company from hiring people from internal business environment (Whitworth, 2020). This method saves many precious resources and time of Sainsbury. Evaluation These all are key practices and methods which has considered by the human resource management of Sainsbury. Currently these practices highly contribute in company for achieving great productivity and profit margins in market place.
LO3 Importance of employee relations Effective employee relations always play an excellent role to ventures in market place for taking great work from people in workplace. This aspect always affects to HRM of businesses as well,becausemainlyHRdepartmentisresponsibletomaintaineffectiverelationshipof employees in workplace. In this situation, this aspect affects to human resource management of Sainsbury also for systematically managing great relationship between employer and employees. The main role of this aspect to make comfortable to people within workplace, because when the management maintains effective relationship with its people, then they will feel comfort in workplace. At the end, they will be motivated to work hard in workplace. These factors will definitely increase the productivity and performance of Sainsbury in marker place. Some key aspects of employee relations have been discussed below; The role of trade unions:Trade unions are basically knowns as associations of workers, in which effective employee relations contributes in encouraging trade unions for playing their great role in the achievement of Sainsbury’s final goal. Basically, the role of trade union always be very productive to this company. Collective agreements:The company has always required sign an agreement with different workers after the selection process. So that, effective employee relations of Sainsbury motivate to new workers for joining the organisation by following different terms & conditions and guidelines of the company. Discipline:Discipline is the key factor in an organisation which highly contributes in gaining huge competitive advantage in market place. In this situation, excellent relationship employer has played great role in motivating employees for always following the concept of discipline while working in the workplace. According to different business experts, when people within an organisation communicates with each other effectively, then relationship between them become very effective. That’s why this factor affects to HR manager of company to take decisions towards developing communication skills of union of employees or workers within Sainsbury (Hatcher, 2016).Effective employee
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relations help to company for taking lots of effective work from all employees, and that’s why this very important to company. Maintaining effective workplace, properly communicate with employees etc. are some major strategies of making effective employee relations. Key elements of employment legislation Employment legislation or law is one of key laws within the UK’s business law environment. According to the local government of this country, every existing business or company is fully responsible to adhere this employment within its workplace. If any business not follow adhere employment law within its workplace, then it will be penalised or punished. In this situation, employment legislation fully affects to Sainsbury’s human resource department. Some key elements of employment laws that highly effects on decision process and HR practices have been discussed as below; Health and Safety at Work act (1974):This act is one of key components of employment law, which provides opportunity to employees of a company for working in a safe and secure workplace. This element highly influences the decision-making process of HRM, where managers of Sainsbury concerns on providing safe and secure working environment to its workers while making employment policies (Рахуба, 2019). This type of workplaces improves productivity and performance of employees as well. Equality act (2010):Equality act is one of the employment law that emphasis more on improving and increasing working condition of labours in a firm. So adhering this equality act, managers of Sainsbury highly concerns on giving equal opportunity to people to work at its stores, without discriminating them on the basis of biological and demographic characteristics. Employment contract:It is another main employment law that influences HR practices of every firm, in order to protect workers from any dismissal activities Therefore, it is foremost duty of every firm to sign a contract with employees while hiring them, which includes all terms & conditions, guidelines and policies of company, that must adhere by both employees and employers (Heartfield, 2017). Evaluation
HR department mostly has required to understand one basic thing that, effective relationship between employees and employer is one of best keys to company in increasing its productivity and performance in market place (Rice, 2018). That’s why it should always take decisions towardsbuildinggreatemployeerelations.Ontheotherhand,somemainelementsof employment law have been mentioned above which completely affects to decision-making aspect of human resource management within Sainsbury company. Generally, existing HR manager has always required to take decisions for following these all element during conducting different practices. LO4 Application of HRM practices in a work-related context A job specification, person specification and interview questions with offer letter has been created below in the terms of applying various practices of human resource management in the work-related context. Overview of company in deciding to recruit and select staff for the marketing manager job role; Currently the HRM of company has decided to conduct recruitment and selection practices for hiring a marketing manager for Sainsbury. The candidate who will be selected for this post of marketing manager need to follow all rules and regulations of company while conducting its marketing functions. JOB ANALYSIS The post of marketing manager is very precious for the Sainsbury, because a marketing manager always support to company for effectively promoting own products and service at the large scale in the market. In this situation, if any person wants to become the marketing manager in this retail organization, then first it should require to pass the written exam and interview session for showing its capabilities of marketing. The written exam and interview will decide that, the candidate is able to play the role of marketing manager for Sainsbury or not (Barrett, 2017).
JOB ADVERTISEMENT Jobrole: Marketing Manager Salary and location:CTC of£3200 for per month and the location is London. The introduction:Sainsbury is required a very talented and skilled marketing which can enable company for attracting maximum customers in market place. The objectives:The main objective of company behind hiring a person for the post of marketing manager is to manage all operations of marketing in effective manner. Responsibilities:The marketing manager will need to deal with all aspects and factors of marketing. -Sainsburys JOB DESCRIPTION JOB SPECIFICATION Company Name:Sainsbury Job Title:Marketing manager Qualification: Diploma or bachelor degree in the marketing management field. MBA (Master of Business Administration). Experience:Experience of three to five years is mandatory for working on the post of marketing manager in Sainsbury. Skills:Interpersonal skills, marketing skills, problem-solving abilities, people management competence, technical ability, decision-making competence are necessary for the marketing manager post to systematically handle different aspects and factors at Sainsbury’s marketing department. Responsibilities:The marketing manager will have these all responsibilities; Planning to make a productive the budget for different marketing campaigns. Work with Sainsbury’s top-level management to implement strategies of marketing accordingly.
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Need to maintain effective relations with other functional areas of the company. Require to properly analyse aims, objectives and targets of Sainsbury. Properly manage various operations in the marketing department. Characteristics:Many of characteristics traits are necessary inside a person who want to be the marketing manager at this company. Problem solver Decision-maker Appropriate leadership ability Reliable Positive attitude Excellent interaction values CTC/Pay Scale:The marketing manager will be entitled for£3200 CTC per month. INTERVIEW QUESTIONS What is the role of marketing manager in a business? What are your key skills for dealing different negative and positive aspects of marketing function? Do you any weakness? Inform us about your any experience where you have used your problem-solving ability to solve any problem or challenge in any workplace? Aware us about your main techniques and strategies of marketing management? Person Specification CV NAME:Sam Potter Contact:sampotter@gmail.com Objective -? Qualifications and experience: MBA (Master of Business Administration) Marketing manager in a reputed organization for the last four years. Hard skills:
Full information about marketing management software Marketing functions’ data understanding Technical knowledge Excellent knowledge of digital marketing Like to work with modern and digital technologies Soft skills: Great working potentialities Problem-solving ability Communication skills Effective leadership ability Ability decision-making People management competence Time management skills OFFER LETTER OFFER LETTER Company Name:Sainsbury Address:Sainsbury’s headquarter, London, UK. Recipient Name:Sam Potter Address/Mail Id:sampotter@gmail.com Dear Sam, We are really happy while informing you that, you are selected for post of marketing manager in the Sainsbury because of your excellent performance in interview session Sam, the HR department of company will be confirmed your date of joining on 15thOctober, 2020. While joining, the department will consider all polities and terms & conditions of company (Smith, 2018). After joining the organisation, you will have to follow all policies of Sainsbury. Sam, you have been entitled for£3200 CTC per month. Note:You should have graduation, post-graduation mark-sheet and passing certificate with a passport size image and a legal card of identity for the proper verification. The HR department checks these all documents very carefully.
Please send your confirmation quickly. Thank You! Sincerely, HR Executive Sainsbury. CONCLUSION It can be concluded that HRM practices are highly contributing in the all over growth of Sainsbury. In this highly competitive market, this retail business can simply maintain its effective performance and productivity in market place with the support of HRM. Basically, currently this business has a very productive workforce which provides its HR department. This workforce puts its huge efforts in daily operations of company, and that’s why Sainsbury is able to gain huge competitive advantage and profit margins in market place. Currently the recruitment and selection practices of Sainsbury’s HRM is very effective, because this management always hires such people for company who really has great talent and skills
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