HRM Relation, Motivation, and Management Style at Sainsbury

This report analyzes the HRM relation, motivation, and management style at Sainsbury. It explores how these factors contribute to the organization's goal achievement and increased performance.

WORD

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Sources of finance........................................................................................................................3
Financial document......................................................................................................................4
HRM relation, motivation and management style.......................................................................4
Types of culture...........................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the strategic approach through which organizational
workforce can be managed in such a way that company's working capabilities can be increased.
Sainsbury is chosen for the analysis in this report with that the effectiveness of HRM activities in
goal achievement of organization is analysed in the report.
MAIN BODY
HRM relation, motivation and management style
Human resource management relation refers to relationship between employer and
employees at Sainsbury where it is being valued in workplace which helps in increasing
efficiency of business in terms of achieving goals and target of company in more productive
manner. It includes process of continuous training and development of employees, addressing to
their different needs, fostering a culture which is fun loving for employee, resolving conflict
between employees and employers, promoting better working environment and through various
means of maintaining relationship with different parties who contribute towards success of
Sainsbury which helps in retention of talented employees and not leads to employees turnover
(Alzgool, 2019).
Company keeps on motivating its employees to derive their target even in challenging
environment which in turn help company to increase and boost up there sales revenue resulting
in getting more profitability and building brand value in minds of customers. Sainsbury
motivates its employees by fulfilling their variety of needs such as basic needs of job security,
safety needs by providing safe working environment, social needs by promoting love ad
belongingness, esteem needs such as recognition and praise and by fulfilling self-actualisation
needs. Company increase motivation of its employees by providing fair compensation, status and
by various other means (Boon and Verhoest, 2018).
Company adopts to participative and democratic style of leadership where it encourages
opinion, viewpoints of employees in decision making process. This help company to account to
more productivity as a result of employees feeling more engaged in business process. This style
leads to creativity where employees at Sainsbury meet to discuss and resolve issues by giving
opportunity to everyone to contribute in process of decision making.

HRM is responsible for managing operations with in organizations like Sainsbury in such
a way that company's working capabilities can be improved, through this company is able its
business objectives. In order to achieve this HRM has to implement several changes like
developing organizational structure and organizational departments, through which work load
can easily be distributes and at the same time employees can get to know their roles within
Sainsbury (Hauff and et.al, 2019). This is important for Sainsbury that its employees are able to
understand the type of requirement which will empower them to self evaluate their performance
such that they are able to put more efforts in improving their performance. The developed
organizational structure will not only empower employees to understand the type of requirement
but at the same time this will also enable to identify the hierarchical structure of Sainsbury such
that they can showcase their issues which is affecting work flow.
By developing organizational structure HRM is not only capable for developing
systematic effective organizational culture for fast resolving the issues but also at the same time
reduces the problem solving time. This is important for Sainsbury to improve the departmental
activities, through which it is able to efficiently distribute the work load. This equal work load
distribution will reduce the work load from employee which will increase their working
efficiency and creativity for problem solving (Poór, Slavić and Berber, 2017). With that
departmental structure will also enable HRM to quickly identify the department which is not
performing as per the requirement of the organization.
It is the role of HRM that it is able to motivate employees such that their working
capabilities can be increased. This is important for organizations like Sainsbury that its
employees are working as per company's requirement because organizations have to change their
working capabilities as per changing market trends such that they are able to tackle market
competition. This is important for organization that it is working as per changing market trends
because if it is not able to work as per requirements then in that case its customers engagement in
organization will be reduced resulting decrement in organizational sales. Thus it is important for
HRM that it is able to motivate its employees to learn new skills, such that their working
capabilities can be made according to the organizational requirements. In order to achieve this
HRM is responsible for providing efficient training to employees, such that their working
efficiency can be increased and also at the same time company will be getting new creative ideas
for improving its performance on the ground level. Training will not only increase employee's

working efficiency but also at the same time increase their loyalty towards the organization. This
increased loyalty of employees arises because they are getting assured that company is taking
care of their personal and professional development (Stahl and et.al, 2020). This sense of
employee will provide Sainsbury some creative customer attracting ideas and also at the same
time increase the employee's engagement in organizational activities.
Thus HRM is a key role player in deciding the organizations working capabilities and
thus is has to perform several goal achieving activities through which Sainsbury's performance
can be improved and at the same time it is able to achieve a good position in the market. With
that HRM is also responsible for implementing innovation in organizational working procedure
as the company's requirement, it is important because company is not able to work as per
changing market trends then it will reduce customer's engagement in organizational activities.
Thus HRM has to analyses the working capabilities of organizational department and the
compare it with organizational goals which will ensure goal achievement.
CONCLUSION
It is concluded that even though organization is a collection of individuals with their
specific skills and talents but still there are less chances of goal achievement because lack of
coordination. Thus HRM is required for developing organizational structure such that
Sainsbury's performance can be increased by effectively managing the workforce.

REFERENCES
Books and journals
Alzgool, M., 2019. Nexus between green HRM and green management towards fostering green
values. Management Science Letters. 9(12). pp.2073-2082.
Boon, J. and Verhoest, K., 2018. By design or by drift: how, where, and why HRM activities are
organized in the public sector. Review of Public Personnel Administration. 38(1).
pp.110-134.
Hauff, S. and et.al, 2019. Exploring necessary conditions in HRM research: Fundamental issues
and methodological implications. Human Resource Management Journal.
Poór, J., Slavić, A. and Berber, N., 2017. The challenges of HRM activities at MNC subsidiaries
in CEE region: Based on CEEIRT 2015/16 research. Anali Ekonomskog fakulteta u
Subotici. (38). pp.109-120.
Stahl, G.K. and et.al, 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review. 30(3). p.100708.
1