Sainsbury's HRM: Development, Equality, Diversity, and Strategy

This report provides a comprehensive analysis of Sainsbury's Human Resource Management (HRM) practices. It identifies and examines the company's strategic approach to human resource development, emphasizing employee empowerment through training and development programs aimed at enhancing job performance and organizational productivity. The report also outlines Sainsbury's approach to managing equality and diversity in the workplace, highlighting its commitment to a diverse workforce that complies with UK legislation. Furthermore, it evaluates how Sainsbury's HRM strategies contribute to competitive advantage, considering both internal and external factors influencing these practices. The report delves into specific initiatives, such as executive programs, apprenticeships, and employee engagement surveys, demonstrating Sainsbury's dedication to creating a positive and inclusive work environment. The company's focus on employee loyalty, stakeholder satisfaction, and revenue growth are also discussed, providing a holistic view of its HRM effectiveness.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Student ID:
1. Identify and analyze the company’s approach to human resource development
2. Outline and analyze the company approach to managing equality and diversity in the
workplace
3. Evaluate how the company’s approach to these two aspects of Human Resource Management
might help to deliver Sainsbury’s strategy through contributing to competitive advantage, and
how its approach affected by both internal and external factors
Word Count: 3000
Name of the University:
Author Note:

1HUMAN RESOURCE MANAGEMENT
Introduction
The report here gives an overview of the human resource management of Sainsbury.
Sainsbury is the second largest retail chain in the supermarkets of United Kingdom. Here in this
report the focus is primarily on the identification and analysis of the Sainsbury approach to
human resource development. The approach followed by Sainsbury is strategic that primarily
focuses on the employee empowerment for the achievement of the organizational goals.
Sainsbury is an organization whose primary focus in on making the workplace conducive where
employees would love to work. Through the report on can also find how Sainsbury consider its
employees as it foundation, make sufficient investments on their development and training, and
make them a part of the long-term success. The report also finds Sainsbury as a company where
the employees not only feel energized and motivated but also is also able to provide best value to
the customers. The report also mentions about the competitive reward packages offered to its
employees. The report also gives an analysis of company approach in managing the equality and
diversity of Sainsbury. Through the report, one can find how Sainsbury believes in maintaining a
diverse workforce. In this context, the company has complied with the UK legislation and has
not only included women but also the minor classes as part of their workforce. There is also
discussion on how human resource strategies are helping Sainsbury in gaining a competitive
advantage and affected by the external and internal factors.
About Sainsbury
Sainsbury wants to occupy a position where people not only love to work but also shop.
Therefore, the company encourages in harnessing the creativity, talent and diversity of its
employees for ensuring greater customer satisfaction. The company also considers their

2HUMAN RESOURCE MANAGEMENT
employees the foundation for success and therefore immensely in their development and training
(About.sainsburys.co.uk. 2017). The company also aspires to be an inclusive retailer where it can
celebrate employee diversity along with the various perspectives they put forward in meeting the
diverse customer needs. The company also offers competitive reward packages which is above
National Living Wage along with employee breaks. There are ranges of benefits for Sainsbury
employees that include pension and discount. The company pays pension contributions to around
120,000 current employees and takes care of pension benefits of 80,000 former employees. The
company however makes use of various tools for understanding the feeling of the employees
towards the company. In this regard, in the year, 2016/17 the Talkback surveys initiated by the
company had more than 116,000 participants (About.sainsburys.co.uk. 2017). The company is
continuously looking for improvement in colleague engagement. This has resulted in around 77
percent of the employees in believing that the company is a great place for work and 78 percent
of the employees place their trust on the company. The company also undertakes survey built on
traditional engagement that particularly measures employee loyalty and affection towards the
company on a futuristic basis. Sainsbury also makes sufficient investment in training and
development of the colleagues and at the same time encourages an inclusive workforce thereby
creating employment opportunities for the community. For ensuring an inclusive workforce, the
company undertakes various campaigns and mentoring program for the women and the
disabilities in complying with the UK legislation.
Company’s Approach to Human Resource Development
Sainsbury follows a Strategic Human Resource Development approach. This is a
proactive approach for identification of better employee support for acceleration of employee
actions and performance (Mello 2015). This approach of human resource development represents

3HUMAN RESOURCE MANAGEMENT
how the ability of the employees improved through effective training and development program
that ensures better performance of their jobs and in increase of productivity. Thus, the better the
employees perform in their job the higher is the productivity of the organization. Therefore, the
strategic human resource development refers to a constant stream of required actions necessary
for maintaining or enhancing the competency and skills (Northouse 2015). This procedure of
human resource development determines conducting a training evaluation through the initiation
of proper training initiatives. However, the training and development strategy adopted under
strategic human resource development needs alignment with the needs of the organization for
achieving its objectives and mission. The Strategic Human Resource Development approach
depends on analysis of the training needs, classification of competencies and analysis of post
training in attainment of the organizational objectives.
Making Sainsbury A Great Work Place
However, in the light of Strategic Human Resource Development, Sainsbury wants to be
a place where people would love to work. Thus, the organization tries to harness the creativity,
talent and diversity of the employees for ensuring customer satisfaction (Banfield and Kay
2012). The company considers their employees as their foundation and therefore engages them in
ensuring long-term success of the organization by ensuring investment in their development and
training. The company also seeks to be an inclusive retailer through celebration of diversity of
the employees and thereby value the varied perspectives put forward by them in meeting the
diverse customer needs. The company also makes sure in listening to the employees so that the
company becomes a place where everyone not only feels energized and motivated but at the
same time offer best service and value to the customers.

4HUMAN RESOURCE MANAGEMENT
The strategic human resource development requires identification of the training needs of
the employees and the organization through conduction of an organization wide analysis of
training needs. This however done by gathering the necessary information through varied means
that includes conducting the interviews and holding the discussions of the focus groups
(Carberry and Cross 2015). There is also the need for studying the descriptions of the job for
each of the positions. There is also the need for interviewing the employees for identification of
the training needed for better job performance. There is also the need for talking to the managers
and supervisors for the required training needs of the employees. Referring to the performance
appraisal of every employee with consideration of the comments of the departmental head is also
necessary (Gilmore and Williams 2013). In doing this, it is also necessary to consider the
contents of the organizational succession plan.
Executive Programs for Employee Training
Keeping in terms with the Strategic Human Resource Development, the company also
ensured providing on job training and skills so that they are able to contribute on Sainsbury’s
success. The year 2016 /17 saw the company introduce a café hospitality apprenticeship program
that helped in building the skills of customer service (Smf.org.uk 2017). Presently, fifty-nine
employees have current enrollment for this program. The company has also implemented
management apprenticeships and team leaders for the program that will help 112 retail and
logistics employees in completing their program. The support centre of the company has ten
apprentices who take care of the two year structured apprentice program on software
development. However, Sainsbury continued to run the leading diploma level apprenticeship in
fish and bakery. In the year 2016/17, 304 employees enrolled for the diploma level
apprenticeship program. This program also helped in the development of the functional skills of

5HUMAN RESOURCE MANAGEMENT
English and Math along with a certificate on their completion. Thus, the company is in constant
research for new apprenticeships that will help in the development of the employees.
The company also ensures classification of competencies that helps them in classifying
training needs of the employees for better employee management (Jara and Cliquet 2012).
Further, the company also focuses on post training analysis that helps in motivating the
employees in better performance. Monitoring their performance also helps in accessing the
necessary improvements.
Attainment of Organizational Goals
The contribution of strategic human resource development primarily focuses on the
human resource management performance at Sainsbury mentioned as follows. At Sainsbury
however, the human resource management focuses mainly on the attainment of the
organizational objectives in an effective manner (Hicks and Brown 2015). Achievement of
specified goals depends on the training and skills provided to the employees in accomplishing
the task.
Human Resource Planning:
The planning refers to the analyses of human resource needs in accomplishing the
organizational goals in predicting the accurate number of employees needed for performing the
task.
Job Distribution:

6HUMAN RESOURCE MANAGEMENT
The human resource management at Sainsbury takes the responsibility of distribution of
job amongst the members of the team according to their experience and skills. This is done to
ensure that the attainment of goals is a contribution of individual capability.
Selection of Candidates:
At Sainsbury, the human resource management undertakes the selection of experienced
and skilled candidate for the company’s welfare. Thus, the management is responsible for the
selection of such candidates only who can perform the right task.
Achievement of Organizational goal
Sainsbury also makes sure that the human resource management gets converted in a
direction so that the company is able to achieve its specified goal within the given time frame.
Therefore, the company makes sure that necessary amount of training and motivation provided
for the achievement of the goals.
Providing Training and Development
At Sainsbury, human resource management also ensures the development of training
material and proper training strategy for enhancing the capability of the employees for achieving
desire results. Proper training also leads to the reduction of efforts for achieving the desired
goals.
Ensuring Career Program for the Employees
At Sainsbury, the human resource management has designed and developed an
employment program for as per their skills and needs so that they can contribute effectively.

7HUMAN RESOURCE MANAGEMENT
Ensures Employee Loyalty
The human resource management of the company in addition to implementing training
and development program has also ensured reward program that has enhanced the loyalty of the
employees towards the organization.
Helps in Growth of the Company
The contribution and judicious planning of the human resource management has helped the
company grow that now captures a 16.1 percent market share of the United Kingdom.
Ensuring Increase in Revenue:
There has also been a rise in the revenue of the company that stood at 21421 million pounds.
However, the total sales of the company rose by 6.7 percent and operating profit increased to
around 8.9 percent.
Ensuring Stakeholder’s Satisfaction:
The achievement of Sainsbury also led to the satisfaction of the stakeholder achievement.
Company Approach in Managing Equality and Diversity in the Workplace
Equal opportunity refers to the process of employment practice of an organization that is
not only unbiased but also fair (Sainsburys.jobs, 2017). Moreover, it does cause breaching of the
existing legislative provisions for employee protection. In this context, Sainsbury not only ensure
equal opportunity but also encourages employment of a diverse workforce for meeting the needs
of a diverse customer base. Thus, the employment procedure of Sainsbury ideally fits into the
definition of diversity defined as a multifaceted approach for employee management that reflects

8HUMAN RESOURCE MANAGEMENT
the changing demographics and social characteristics related to workforce. The company through
its approach also helps in reflecting the belief that respecting people and valuing them linked
with the contribution of the organizational shareholders. Sainsbury ensures managing equality
and diversity as per the ‘The Equality Act 2010’ which is a legislation imposed for ensuring
diversity and equality at workplace in terms of various aspects like marriage, disability, age, civil
partnership, pregnancy, gender reassignment, maternity, sex, race, religion and sexual orientation
(Payne, and Bennett 2015). United Kingdom (UK) however, encourages organizations to include
people from traditionally marginalized groups and the entire selection process ensured should be
on merit. Sainsbury being one of the largest retail chains in UK tries to respect the country’s
preference by making space for a diverse workforce. Thus, Sainsbury believes in being the
retailer with the most inclusive workforce where people will not only love to work but also shop
(Foster 2015). However, the company seeks to achieve this aspiration through development and
recruitment of a diverse workforce thereby resulting in the creation of an inclusive environment
that will also allow them in accommodating and anticipating the needs of the diverse customers.
However, the diversity strategy of Sainsbury is lead by four operating sponsors of the
board. Peter Griffiths who looks after the gender, Angie Risley who is responsible for looking
after race, belief and religion, Tim Fallowfield responsible for looking at the aspects of
disability, age and careers and finally Sarah Warby responsible for looking after bisexual, gay,
lesbian and transgender sections of the employees (George Thornicroft and Dogra 2015). These
members form a Diversity Steering Group responsibly met the company’s strategy and
conducted meeting on a regular basis for governing the progress. The company also has 100
diversity champions supporting diversity for governing every aspects of the business.

9HUMAN RESOURCE MANAGEMENT
During the year 2016/17, the company emphasized on inclusion and initiated a campaign.
However, as part of campaign the managers not only held huddles based on the theme but also
ensured that the employees get an opportunity of wearing badges that would ensure their
commitment as part of the program (Özbilgin et.al 2014). The managers also made sure that
employees given exercises based on the scenario for helping them make inclusive and positive
decisions. Sainsbury has also ensured employing around 25,700 people through its ‘You Can’
scheme. Moreover, the company is initiating measures for increasing the diversity of the retail
managers and aims at better reflection of regional ethnicity and gender balance. Thus, the
company does not undertake any kind of discrimination in its employment policies.
Sainsbury has also taken a great step ahead in supporting talented women in developing
their careers. This is unlike many other organizations where in most cases women are
underrepresented (14). In this regard, the company has undertaken a female mentoring program,
launched in November 2015, for spreading a message that gender no longer remains a barrier and
that woman can move forward in fulfilling their career aspirations. Sainsbury also remains a part
of Everywoman Network that gives the female employees access to a large range of tools for
development. Moreover, many female employees also signed in for a campaign that deals with
inspiring the schoolchildren through experience sharing to give rise to aspirations from a very
early age.
The company also working towards the challenges faced by the Black, Asian, and Ethnic
Minority (BAME) employees (Bal and De Jong 2017). Sainsbury is making efforts in increasing
the percentage of BAME workforce especially at the grades of senior managers through progress
of talented employees within the business. This achievement is possible through an increased

10HUMAN RESOURCE MANAGEMENT
participation in the cross-organizational mentoring circles put forward by the Race for
Opportunity program but also in the internally organized mentoring circles.
As per the UK legislation, the company also works towards creation of a workplace that
is disability friendly. This has enabled the company to win Disability Smart Award for the
second time in a row (Grugulis 2016). Sainsbury has also initiated an awareness program for the
non-visible disabilities through a video that would teach its employees the basic sign language
for communicating especially with the deaf customers. This unique aspect Sainsbury in terms of
selection of workforce makes it stand out from its competitors. The company is a part of the
Advisory Group of Paralympic Legacy and has a key role in the initiation of a confident program
for the disabilities undertaken by the government. The company also sets an unconventional
norm by being a member of the Diversity Champions program of Stonewall, has successfully
launched the lesbian, gay, bisexual, transgender, and allies (LGBTA) network. This network
helped in organizing quarterly events that brought together likeminded employees and helped in
informing the company’s strategy.
Role of Human Resource Management in Delivering Sainsbury Strategy of Competitive
Advantage
Human resource (HR) is vital aspect in the success of an organization like Sainsbury.
The importance of human resource has gained prominence after its recognition as a major
organizational asset (Stredwick 2013). The human resource strategies of an organization define
how effectively an organization can achieve its visions and objectives through translation of the
day-to-day task. Moreover, the strategies adopted by the human resource also help Sainsbury in
realizing its long-term plans and in defining its competitive position. The presence of resources

11HUMAN RESOURCE MANAGEMENT
in an organization is not adequate for achieving and sustaining the competitive advantage.
Therefore, to manage these resources there is a need for human resource management.
Organization like Sainsbury implements and manages human resource in a manner so that it is
coordinated with the functions of the organization (McGurk 2014). The strategies adopted by
Human Resource in Sainsbury are required for the organization’s future growth and achievement
of goals. Sainbury’s strategic human resource planning helps the company in estimating the
attrition and employment rates. In other words, the strategic human resource development helps
in predicting the number of employees that is required for the company. The human resource
strategy of huge cost and low wages in case of Sainsbury is quite stable but the employers are
keen on reducing the overtime salaries portrayed as a real picture in the salaries of the low paid
employees. Therefore, with the adoption of human resource strategies the company tries to attain
huge profitability (Morden 2016). This helps in reducing the training cost of the company that it
undertakes for its employees. The strategies adopted by the human resource also help Sainsbury,
the second largest retail chain of UK, to undertake product differentiation and effectiveness of
price. There are also various rewards and subsidy based strategy adopted by the human resource
of the company that helps to enhance the job satisfaction of the employees (Armstrong and
Taylor 2014). Sainsbury through its human resources strategy helps in making the company a
great place to work so that the employees can work hard to make a difference to its customers.
Moreover, the company also makes sure that they listen to their colleagues that help them to
understand their feelings towards the company so that they can contribute to the company’s
success in every possible manner (Sparrow, Brewster and Chung 2016). Further, the human
resource management strategies enable the company to keep away from any kind of unfair
practice in employment and concentrate on achieving the organizational goals. There is also