Human Resource Management Analysis

This assignment delves into the crucial role of Human Resource Management (HRM) within an organization. It examines various HRM practices such as recruitment and selection processes, highlighting their purpose and effectiveness. The report further explores the influence of HRM on organizational decisions and employee engagement. Additionally, it addresses relevant employee legislation that companies must adhere to.

Table of Contents
Table of Contents.............................................................................................................................1
...........................................................................................................................................1
INTRODUCTION...........................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in Sainsbury organisation.......................................................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
in Sainsbury organisation.......................................................................................................2
P3 Explain how different HRM practices benefit the management and employees of
Sainsbury Organisation..........................................................................................................3
P4:Evaluate the effectiveness of different HRM practices in Sainsbury organisation in terms
of raising organisational profit and productivity ...................................................................5
Required Skills and Knowledge.............................................................................................7
P5: Significance of personnel relation in Sanisbury organisation influencing HRM decision
making....................................................................................................................................8
P6: The key elements of employment legislation in Sainsburys and its impact on the HRM
decision making......................................................................................................................9
P7: Application of HRM practices in related context of work in Sainsbury organisation.. .11
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

INTRODUCTION
This Report includes the scope and purpose of the Human resource Management. I this
context of report, it also includes an overview of the human resource. The functions, workforce
applied to the particular organisation has briefly described in the report. Some models and
theories for human resource has also been included in the report, tried explaining the brief about
role of HRM in the benefit of individual and for an organisation. The report includes different
methodology and influence of the decision making to an organisation. The Employment
legislation using suitable examples has been briefly described in this report. This report clarifies
the functions of HRM.

P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in Sainsbury organisation
Human resource management refers to the department which is designed to recruit and
deploys employees in an organisation and is the process of managing the employees functions
Sainsbury's HRM system is much different from the other organisation as it has adopted this
system in the early days for the recruitment of skilled employees in their organisation regarding
its diversity and performance of the employees.
Policies followed by Sainsbury's HRM was much beneficial for the growth of the
organisation and also for providing a quality services to the customer. Functions of HRM in
Sainsbury organisation:
 Selection process: Initial stage for the recruitment of the employees would be based on
the requirement of employees in an organisation and also to see the department in which
the employees would be recruited. Sainsbury recruits the employees according totheir
work experience needed for the vacant job. They would ask the candidates to fill the
registration for a particular vacancy and then analysing the Curriculum vitae of
candidate the selected candidates would be called up for the next process. They are
selected according to their skills and knowledge for the job.
 Training at Sainsbury: the candidates recruited are given the proper form of training and
development program to achieve the main objective of the company. They would be
introduced to the strategies for the growth of the company. It makes the work force
flexible and profits employees performance for the growth of the company. To aware
employees about relation to the customer and providing quality services to the customer.
 Implementing techniques: Sainsbury implement different techniques to develop the
performance of employees also for obtaining the main goal of an organisation.
According to the customer assessment of the feedback Sainsbury acquires different
techniques for improving the quality service to the customer. To develop the
performance of personnel the company they would could development programs for
improvising the performance.
 Diversity at Sainsbury: Using the diverse workforce HRM uses different methods for
aptitude and innovative thoughts which are flexible for the company to increase the
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demand of the product in the market. Diversity at workplace would inspire employees to
give their best to achieve the objective of the company. Implementing different
diverseness seminars to assort the employees for the benefit of the company.
 Performance management: Main goal of the HRM is to measure the specific
performance of the individual employee and provide targets to achieve which would hep
in better performance of the company. HRM is responsible for the better strength of the
company and make different strategies to improve the financial status of the company.
Analysis to review the performance of employees in an organisation and to perceive
actual performance reducing weakness in the company.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection in
Sainsbury organisation
Sainsbury has acquired many forms of strategies in the recruitment and selection process, the
Strength of the Sainsbury are as follows:
Hiring process: To differ Sainsbury's recruitment process differ from the companies in UK is the
uniqueness in the selection process of employees conducted through many sources and steps for
recruitment of employee's as the procedure:
 short listings the applications of employees
 Pre interview for the screening of the candidates.
 Selection test for check qualification and potential.
 Comprehensive interview to elaborate the skills and talent.
 Selection for the trail work.
 Management team: One of the major strength of the Sainsbury is the HRM team for the
recruitment and selection process. The human resource team has skilled and effective
employees for the recruitment process. The strong team of Sainsbury makes its positive
and strong strength for the recruitment process of employees. Skilled and qualified HR
in the team makes' recruitment process perfect and easier.
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 Literature review: The method to research and study the aspects recruiting through
various articles, different studies to define recruitment. Analysis and identification of
employees regarding to achieve the main objective of the company.
 Ethics and Right: presence of ethical values and employment rights in the HRM qualities
which is required to issue the ethics and values to the recruited candidates. Premeditated practice of staffing: Sainsbury HRM has the pre-planned staffing
phenomenon to which the work force is being distributed according to their ability to the
employees. The department has been divided according to the functioning of the
company.
Weaknesses of Sainsbury HRM for the recruitment process:
 Competitors: the HRM of Sainsbury lacks in analysing the competitors who are
eventually growing the companies rapidly in the competitive market. The major
weaknesses of the company is HRM is not analysing the HRM system plans of the
competitors hence it can affect the image of the company.
 Rules & policies: Improper policies implemented in HRM has lead the drop in growth of
the company. The company would implement certain policies which would be beneficial
for the employees so that the employees would give their best to grow Sainsbury
Company to the peak point of the global market.
 Rewards & Incentives: HRM of Sainsbury should analyse the performance of the
employees according to their abilities and should conduct rewarding programs to avail
incentives and offers to the eligible employees.
P3 Explain how different HRM practices benefit the management and employees of Sainsbury
Organisation
The overall functional area of J Sainsbury will be covered through its human resources.
HRM has to look to employ the employees and also for the benefit of the company. HRM is
responsible for motivating employees to build up their minds for the benefit and growth of the
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company, to implement effective policies for the employees. The practices of the HRM of
Sainsbury are mentioned below:
Relationship goal: In Sainsbury HRM process, the factor affecting the vital benefit of the
company is through maintaining relation among the employees and also to the customers and
shareholders of the company. The proper functioning of the company the HRM would like
follow up the instruction and demands of the customer to increase the profit of the company.
Technology adoption: Human resource manager would adopt the new and digital techniques in
the process so this increases the benefit of the company and also will lead the customer
satisfaction. This helps Sainsbury in the retention and consistency of the customer.
Recruitment & Dismissal: the HRM should be capable of recruiting employees to the company
and also the dismissals of employees with the poor performance as this will lead to the profit for
the company.
Training and Promotion: to provide a motivational and skilled training to the employees
regarding the growth of the company so the employee would be aware of what is right or wrong
to the company. The HRM should also analyse the performance of employees annually and
should offer promotion to the capable candidates who are performing well for the goodwill and
growth of the company.
Monitoring working conditions: For the management and creating better working environment
for the employees to work. As this will help in dedicating the employees towards the growth and
benefit of the company. The better working environment would encourage employees to perform
best in the operation of the company.
Safety measures: HRM of the Sainsbury offers the policies for the health and safety issues for
the employees in case of injury and accident while the functioning of the organisation. This
would make employees to build up their interest in the growth of the company. Employees
would be availed with the insurance and with the compensation if any kind accident occurs in
the organisation.
Motivating and inspiration: Sainsbury conducts various motivational program with the help of
HRM, in which they will lead and instruct the employees about to achieve the main objective of
the company. HRM would inspire employees for the betterment of the employee and the
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company too. Thus, the employee would feel positive and confident enough to perform well for
the growth of the company. The employees would also feel flexible to work at the workplace.
Legal policies: Sainsbury be always aware of the legal policies regarding the lagal complaints
and feedbacks, so it helps in protection of the company from the legal issues. Laws related to
employees salary, insurance and the other terms and policies for consumers too which are
governed through jurisdiction. Hence, this helps in saving the loss of the company I the legal
issues.
P4:Evaluate the effectiveness of different HRM practices in Sainsbury organisation in terms of
raising organisational profit and productivity
Increase Supply chain: Sainsbury is the one of the leading brand for the selling of fresh
food and groceries it has wide range of supply chain which is expanded in different parts of the
global market. It has over 30,000 products in the retail market from which 50% of the products
are fresh for the daily supply. It has become the main strength to stand in the competitive market
of the retail sector. HR manager have to make the supply chain expand to other parts in the
global market to increase the profit of the company.
Investor Relationship: HRM at Sainsbury would have to maintain good form of communication
skill and focus on the market analysis of the annual reports of the company. The company also
participate in the many agendas of corporates and conferences with their shareholders and the
investors. HRM focus to promote the quality of relationship with the shareholders and board
members which is the major strength of the company. Sainsbury has its strong presence in UK
market.
Customer satisfaction: It is the duty of HRM of Sainsbury for the quality service to the customer
in terms of cost, freshness, behaviour to the customer. The employees or the sales person to the
retail store would treat their customer in attractive manner so the customer to the product
becomes consistent to the product, As a result the has good reputation in customer's mind
Unique quality and cost: As sainsbury analyses the market analyses and review for the customer
demand and taste so the sainsbury would maintain the class quality and taste of the food and
product according the customer demand. Sainsbury always look forward having an effective cost
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for the product so it would affordable to the budget of the customer to buy. Due to premium
pricing policy of Sainsbury it is different from the other grocery product company.
Weaknesses of Sainsbury:
An organisation also depends on the weak points of the organisation. The factors affecting the
Sainsbury are as follows:
Competitors: As the increasing UK market in the food products and groceries and also the
increasing demand of the customer. New Competitors has evolved their existence to the market
to lead the business with the rapid growth with the quality product. Sainsbury would face the
competition with the other companies producing same category of product. Thus, there is a
tough competition to lead the company in the market.
Loyalty schemes: HRM of Sainsbury has still not introduce the loyalty schemes and policies
while the other competing companies have implemented such loyalty schemes which could
attract to the company and retain to the particular product of the company.
Research & Development: In UK, number of markets have been increased a lot to introduce
cheaper product then sainsbury, through analysis and research from the market and people
sainsbury had to somehow introduce low price product than the other supermarkets products to
increase the performance and stand as the leading company in UK.
Strategy management: The companies having strategies to manage the and provide quality
services to the customer would also affect the performance of the company. Sainsbury would
have to increase in the quality of service to the customer. The implement strategies to improve
the qualities as per the customer demand.
Team building & Innovation: HRM is responsible for boosting up the team spirit in the group of
employees and creating innovative ideas for the employees to boost up and motivate them to
work hark and achieve main objective of the company.
Job Specification for Human resource Directors
 5 – 8 years of experience in a position of HR manager in the same industry.
 Experience in managing and supervising a professional staff.
 Experience in various areas and segments will be an advantage to the HR role.
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Required Skills and Knowledge.
 Effective communications skills verbal and written.
 Teamwork skills.
 Ability to increase the productivity through various human resource theories and
methods.
Curriculum Vitae
Name of the employee – XYZ
Address- 123 Main street, UK
Phone number – 00000
Effective Skills of Human resource manager for 7 years in Tesco. Performance
driven Human resource manager with impressive recruiting, employment and
corporate laws. I am an innovative and creative thinker with a quick decision
making ability.
Education qualification
 High school from - St Mary's Church of England Primary School
 Graduation in Management
 MBA in Human resource management
Key skills -
 Recruiting skills
 Problem solving
 Effective communications
Preparation of interview
1. Research about the business organisation.
2. Comparing own skills and qualifications for the job necessity.
3. Preparing responses.
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4. Planing the attire.
5. What to carry needs to be planned.
6. Non-verbal communication should be paid attention.
7. Following up.
Job offer letter
Date
Name -
Address -
City, State, Zip -
Dear XYZ,
This is an offering employment as a Human resource director at Sainsbury. This offer is
dependent on upon our receipt of your educational institution records to confirm your degree.
Your post will be Human resource director if you accept this employment offer. You will report
to Smith, Senior manger. We would be offering $50000 with the deductions of allowance and
taxes.
Steve,
Senior HR manager (Sainsbury).
Date -
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P5: Significance of personnel relation in Sanisbury organisation influencing HRM decision
making.
Employee involvement in Sainsbury has lead the organisation to represent the
source of innovative ideas and knowledge. Interruption of employee's involvement in decision
making would empower the company to be a successful organisation but also saves times ad
money. This will help in increasing the production and maintaining outsource of the company. Production: Involvement of employees in Sainsbury helps the company in gaining
professional and personal stake in the organisation and the overall profit of the company.
This will lead to productivity and success of the company with various aspects. As the
employee get involved in the decision making this is also beneficial for the job training
workers(Brewster and Morely, (2013)). This would also help in increasing skill set and
premeditated ideas to evolve for the betterment of the company. Improving Morale: Engagement of the personnel in the organisation will increase the
morale of the company. In many companies they have distinct separation of rights and
power between the HRM ad the employees but in Sainsburys they have given equal
rights for the decision making so this leads to lower the gap, opens the medium of
communication between employee and Hrm. This will also influence the output of
Sainsbury comparing with the other companies. This increase the passion to work in the
workplace and the positive attitude towards the company. Teamwork: Sainsbury allows the participation of employees to raise the opportunity to
their opinions, and to share the ideas which could help in the teamwork at workplace. It
encourages the team to achieve the main objective of the company. Each individual in
Sainsbury give their viewpoints which strengths to the project(Chen, 2014). Performance
of the company totally depends on the involvement of employee with HRM.
 Internal Resources: using the strategy for the involvement of the personnel in the
decision making would lead to rather increase the outsources but also saves time and
offers the organisation a reliable assistance for cooperation with the HRM of the
company. If Sainsbury is hiring the consultants for the innovative ideas or suggestions
then this would be expensive for the firm(Majchrzak, 2014). Consultant will also take the
valuable fees and time for the decision making to reduce this loss Sainsbury would
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preferably consider their own employee to be involved in the decision making. Due to
fair treatment of the employees the Sainsbury would be availing the equals rights to the
employee's so the would maintain the laws of legislation for the employees concern.
P6: The key elements of employment legislation in Sainsburys and its impact on the HRM
decision making.
The employees in an organisation would get equal rights according to the
employee legislation of the country. The employee should be given the written contract to follow
up the rights according to the legislation so the employee would feel safe comfort to work in the
organisation. Sainsbury follow up all the employees' legislation and make a certain contract for
not going against the legislation in terms of discrimination due to caste, colour, culture and the
disabilities of the employees. The Employment rights act 1996: This act basically covers the main rights which are
offered to the employees to work in an organisation. The employees working at
Sainsbury are entitled to cover up all the laws and rights(Carter 2013). For example in
Sainsbury if an employee is asked to work on Sundays then can issue them the prior
notice for the service. It makes impact on HRM to help in the workforce at workplace. Discrimination Act 1975: All employees in the organisation have rights to give their
opinions and ideas. In Sainsbury the employees are given equal rights for female as well
as male which would avoid the discrimination of gender. This acts that in Sainsbury
employees are not discriminated on terms of caste, gender or culture. This will help in
maintaining relations to the co-workers of the company, they would feel free to give their
suggestions to the HRM. The Race Relations Act 1976: The race relation act was introduce to reduce the
discrimination according the origin of the individual. The concern act is against the
religion, nationality and colour. Sainsbury implemented the act to avoid the
discrimination to the nationality and origin of the employees. Sainsbury never advertises
the jobs in terms of colour of the employees(Pache and Santos, 2013). The Disability Discrimination Act 1995: The concerned act is for disabled person to
work in an organisation, Sainsbury allows over fifteen employees with disabilities to
work in the company. They will judge the employees on basis of the ability to work and
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skills of the individual not on the basis of Disabilities. If a disabled person have an ability
to work but can not be selected any company due to disability then it would make an
unfavourable effect on the mind set of a person. Sainsbury recruits the kind of person
who have abilities but not selected due to physical disabilities(Laytras And Pablos,
2016).
The employees' legislation act impact on HRM:
 The discrimination act helps HRM in selection of the personnel according to the ability
to work either male or female.
 The employment right would help HRM in overcoming the extra workload at the
workplace.
 The disabilities of the person does not affect the HRM but it includes the skills of the
employee who will help to improve the performance of the company.
 Race and ethnicity act would also help in choosing the perfect and desired employee for
the particular department. HRM would also feel comfort to work with the employee of
different origin.
 This will help the HRM to innovate new ideas and plan for the betterment of an
organisation.
 It will also grow the company performance and growth.
 From the legislation refinement, the relation between the employee and HRM will be
improvised.
P7: Application of HRM practices in related context of work in Sainsbury organisation.
The main component for the enhancement of work related context in Sainsbury totally
depends on the HRM practices in the organisation. The HRM of Sainsbury implies many
applications for the growth and the performance of the company. The role of HRM is to grow
the business with the effective and innovative ideas hence which would results in the benefit of
the company(Dann, 2012).
The major applications of HRM in an organisation: Planning: The HRM of Sainsbury has a strategic plan for the functioning of the
company. The managerial methods to accelerate the performance of the company. The
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systematic distribution of work according to the work abilities of the personnel. The main
vision of the HRM is to lead the organisation in the competitive market of the food
production. Different plans for increasing the layouts and stores in several parts where
there is more trend for the packaged food or the fresh food products (Carter 2013). For
example: The HRM of Sainsbury would make a certain plan for growing the sale of the
fresh food products so he will plan to advertise and promote more for the products in the
rural areas too where the people still are not aware of the retail stores for the fresh food
product. Thus, HRM will plan for increasing the productivity and delivering quantity of
product to the market (Hornby, (2015). Organising: Organising refers to the promotion and introduction of the product to the
market. The HRM of Sainsbury would conduct events and seminars for the promotion of
the product. And with the help of the personnel of the company they can organise a plan
to achieve the target of the company. For example: The HRM of Sainsbury would
conduct a meeting of the employees working at different department in the organisation.
In the meeting he would discuss the feedback of the people in the market regarding the
Sainsbury product, in which they would analyse the product which is much liked by the
people and the changes which are to be made in food items including the taste and
variety of the product. Company Growth: Sainsbury has a vital image in the competitive market of selling the
food product. So the HRM would desire to make the best company in the market with the
company growth. They eventually focus on the profit made by the company to increase
the growth in the market(Dabic and Martinez (2016)). For example: According to the
company growth, Sainsbury has introduced the 10 minutes drive for the 40 percent
population of UK by locating new 38 supermarkets in three quarters area of UK. Maintain Quality: Sainsbury focuses on the quality service to the customer in which the
loyalty towards the customer is shown. It implies the customer satisfaction of the to make
the image in the market. Sainsbury has always been named for the fresh quality of the
food in the supermarket to maintain the consistency and to retain the customer HRM
would be planning for the maintenance of the quality. For example: The HRM of
Sainsbury would focus on the freshness of the food produce for example if in the
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supermarket if the food product is place and purchased till the expiry of freshness then
the product would be replaced for the customer satisfaction(Boddewyn 2015). The
customer will like this phenomenon of the Sainsbury and they would be consistent to the
same brand for the food product. Premium pricing: Sainsbury has always used the effective pricing policy for the product.
In the competitive market, Sainsbury has average price than the other food products and
this company also avails the product for the low budget families such as Breads,
sandwiches etc. For example: The HRM practices are significant in the growth of the
company due to the pricing strategy by the HRM(Brewster and Morely, (2013)). They
need to analyse the market and decide which of the product of the company is in high
demand and which has become the daily need of the people, according to analysis they
decide the affordable cost for the customer as this would increase in the quantity of the
same product. Supply Forecasting: Sainsbury has designed the standard method for the supply chain
management. Human resource of Sainsbury have made the organised supply chain with
the management from the production plant till the supplier. The distribution of product
according to the customer demand and needs. For example: The Sainsbury HRM has
decided to make inventory management in the plant so to fulfil the need of the people
and also to store the food products which can not get expire in moths when they are
produced(Brewster and Morely, (2013)). This will help in the company growth if there is
huge demand for the product then the company can fulfil it with the inventory managed
in the production plant.
Conclusion
This Report concludes the main role & responsibility of the Human Resource Manager in
an organisation. The methods used for the recruitment and selection, It also concludes the
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function and purpose of HRM applicable for the business activities. In this context of report, it
has concluded the effectiveness of HRM for the benefit of organisation and also the impact of
HRM on the decision making of the company with involvement of the employees. The
employees' legislation to be followed by the company is also concluded in the report.
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