Human Resource Management Report: HRM Practices at Sainsbury

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case of Sainsbury's, a major supermarket chain. The report examines the core functions of HRM, including recruitment and selection, training and development, and performance management, highlighting their importance in achieving organizational objectives. It analyzes the strengths and weaknesses of various recruitment and selection approaches, such as internal and external recruitment, and preliminary screening. The report further discusses the benefits of HRM practices, such as improved employee motivation and organizational competitiveness, along with their limitations. It also explores the significance of employee relations and employment legislation in influencing HRM decision-making. Finally, the report evaluates the application of specific HRM practices within Sainsbury's, examining their rationale and impact on employee relations and overall decision-making within the enterprise. The report provides a detailed overview of the current HRM practices and strategies used by the company to achieve its goals.

Human Resource
Management
Word Count: 3527
Table of Contents
1.0 INTRODUCTION.............................................................................................3
TASK 1...............................................................................................................3
P1 Examine the purpose and functions of HRM, applicable to workforce
planning and resourcing an organisation.......................................................3
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P2 Analyse strength & Weakness different approaches of recruitment and
selection .......................................................................................................4
M1 Access functions of HRM to meet business objectives..............................6
M2 Describe strength & weakness of methods...............................................6
D1 Examine strength & weakness different approaches of recruitment &
selection of several approaches.....................................................................7
TASK 2................................................................................................................7
P3 Briefly discuss benefits of HRM practices..................................................7
M3 Various approaches of HRM practices.......................................................8
D2 States evaluation of practices of HRM & application.................................9
TASK 3................................................................................................................9
P5 Explain importance of employee relations in respect of influencing HRM
decision making..............................................................................................9
P6 Identify & analyse elements of employment legislation & impact upon
HRM decision making...................................................................................10
PART 2..............................................................................................................11
TASK 4..............................................................................................................11
P7 Analyse application of HRM practices.....................................................11
M5 State rationale for application of specific HRM practices........................12
D3 Examine & evaluate employee relations & application of HRM practices &
influence decisions making in enterprise.....................................................13
CONCLUSION....................................................................................................14
REFERENCES...................................................................................................15
Books & Journal:............................................................................................15
1.0 INTRODUCTION
In organisation, human resource is an important function which is to be carried out in proper
manner. HRM is wider and broader which is required to be carried out with proper consideration
(Ahammad, 2017). Main aim of this report is to understand the importance of HRM in organisation.
Sainsbury, a supermarket chain headquartered in U.K. It is located at global scale and has many
competitors such as Tesco, Asda, Morrison’s etc. Main vision of a firm is to be most trusted retailer
where people work and shop. Main mission of Sainsbury is to be customers first choice for food
and deliver higher quality. Core objective of firm is to provide quality of food at affordable price.
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This report comprises of purpose and function of HRM, strength and weakness of recruitment and
selection, benefits of HRM practices, effectiveness of HRM practices, importance of employee
relations, key components of employment legislation and application of HRM practices.
TASK 1
Examine the purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation.
In this contemporary business, HR play important role in development of business goals and
objectives. It is crucial to have appropriate information about HRM & activities so that strategies
are implemented in proper manner. Workforce planning is also important which is to be done with
proper considerations. In relation of Sainsbury, HRM purpose and functions are discussed as
follows-
Objectives
• Main objective of HRM is to increase the productivity of organisations.
• To adopt appropriate strategy with aim to achieve competitive benefits.
• To access employee behaviour to examine the impact of external forces.
Functions
Recruitment and selection
It is crucial function of HRM in which main work is to hire, recruit and select the subordinates
within in a firm (Barlow, 2019). The human resource of Sainsbury execute this function with proper
considerations and with use appropriate tools as well as techniques. Both recruitment as well as
selection are essential to be focused so that enterprise goal are accomplished. Main benefit of this
function is that it helps in achieving of skilled employees in easier way.
Performance management
It is also important function of HRM which is to be executed with aim of analysing and accessing
performance of subordinates. It is essential to access performance management so that better
decisions are being undertaken. The manager of Sainsbury make assure that performance is
analysed at appropriate level. By accessing to performance management, it is easy to assign
complex duties to employees in effective manner (Benabderrahmane, 2017).
Significance that HR plays in acquiring talent to meet business objectives
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HR plays important role in acquisition of talent and meeting business objectives. It is essential to be
well aware about HR roles in hiring talent which is further described as follows-
• HR act as strategist and hire new talent so that productivity and performance is increased at
higher scale. In relation of chosen company, company's human resource make ensure that
effective strategy is being used to hire new talent.
• HR act as visionary person as because they provides a new change in business and on the
basis of which it is easy to access new opportunities (D'Silva, 2020).
Workforce planning
Workforce planning refers to process which is used to analyse and access and future staffing
needs. It is duty of HR of selected entity, to make assure that workforce planning is being done in
appropriate level. It is time consuming process which is to be carried out with effective manner.
So, it is analysed that it is essential for HR of company to be well aware of purpose and functions
of HRM so that goals are accomplished in easy way. Moreover, it is too examined that with use of
analysis, HRM functions are to be used properly (Heilmann, 2020).
Analyse strength & Weakness different approaches of recruitment and selection
Recruitment and selection are crucial to be access and performed by entity so that talent employees
are being hired within firm. The work role of human resource is broader and which is to be executed
in correct way. So, evaluation of such type of approaches are further given below- Recruitment
It refers to process and procedure of hiring, analysing and identifying candidates with purpose of
achieving objectives of company (Iqbal, 2019). In regards of chosen firm, recruitment is done with
various methods which are explained below-
Internal recruitment
It is kind of method which is used by entity in which recruitment is done on basis of internal
referral and sources. In relation of Sainsbury, HR of entity uses this method to fill the vacant posts
as soon as possible.
Strength
• Main strength of this approach is that it is less cost expensive and human resource is able to
achieve deserving candidates.
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• Another strength is that it HR is already aware about targeted employees which can be hired
easily and research is not have to be done (Jirjahn, 2018).
Weakness
• As the source is used internally, chances of favouritism and biasness is more.
Talent pool data bases-
It is kind of method in which recruitment is done through accessing to data base of talent pool. In
relation of selected organisation, they can use this source of method to hire talented candidates
easily.
Strength
• Main strength of this approach is that HR of Sainsbury is able to access the deserving
candidates easily (Koster, 2020).
Weakness
• The database of talent pool is large and it is not possible to access every employee and
select candidate.
Selection
It is defined as process through which candidates are being selected by human resource on basis of
their skills and qualification. In relation of chosen firm, the selection process carried out by HR is
long and time consuming.
Preliminary screening
It refers to method in which selection is done basis of qualification and experience who is able to
increase the profitability of firm (Mahadevan, 2017).
Strength
• Main strength of this approach is that every employee gets equal chances when screening is
being used.
Weakness
• This limits the potential and inner capabilities of candidates because it selection is done on
academic qualification rather than inner capabilities.
Development and training
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Development and training and important part of HRM as because they are the methods which are
used with aim of accessing and increasing the capability of employees. Development and training is
defined as process of imparting new knowledge and skills within subordinates. In relation of
selected entity, they too uses this method which leads to improvement in employees capabilities
(Merga, 2021).
Performance management and reward system
Performance management and rewards system are also crucial methods which are needed to be
used so that appropriate employees are being hired. Performance management is process through
which performance is analysed and accessed of every subordinate. Reward system is also used by
human resource of firm in which reward is being given to employees who perform better at
workplace.
Access functions of HRM to meet business objectives
Function of HRM are important which are to be executed so that it is easy to Sainsbury to meet
firm objectives within period of time. It is often seen that there are various types of functions such
as recruitment, selection, training and development that are performed by HR of company.
Describe strength & weakness of methods
Recruitment- strength
• Strength of this method is that it helps in identifying and examining of employees that can
fulfil the needs of organisation (Potnuru, 2021).
Weakness
• Main weakness of this method is that it is time consuming and cost expensive process.
Selection- strength
It is defined as approach in which selection is done through short listing of candidates.
Strength is that it assist in analysing of deserving candidates (Subat, 2020). Weakness
It is negative process as employees who are not selected gets demotivated in the process.
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Examine strength & weakness different approaches of recruitment & selection of several
approaches
There are various methods that are used HR of firm such as recruitment and selection that are used
by HR to achieve business goals.
External recruitment
Strength
Main strength of process is that it assist in accessing to deserving candidates in effective manner
(Suksod, 2020).
Weakness
Weakness of this approach is that it is time consuming and cost expensive method.
Preliminary screening
Strength
Main strength of this method is that it helps in selecting of a deserving candidates relying
on academic qualification (Suksod, 2020).
Weakness
Preliminary screening is a kind of method which is known as negative process (Subat, 2020).
TASK 2
Briefly discuss benefits of HRM practices
Human resource management activities are the policies used to conduct an organization's routines.
Which includes staffing, management of success, management of pay, workforce growth, employee
participation in decision making etc. In this competitive world, it is crucial to use different types of
strategies and tactics so that goals are accomplished appropriately. In case of Sainsbury, the human
resource manager of company make assure that practices and strategies are being adopted by
scanning of business environment. To use effective practices, it is essential to be well aware about
the employees and other market situations so that most appropriate type of HRM practices are used.
So, in context of selected organisation, HRM practices are used of various types and are discussed
below-
Training and development
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It is to be viewed as most appropriate practices that is adopted by HR of Sainsbury. As because
training & development refers to approach which are used to enhance and improve the capabilities
of employees.
Advantages
• Main benefit of this approach is that it improves the employees motivation level at higher scale. In
relation of selected organisation, they conduct training as well as development on weekly, hourly
basis.
Limitations
• Drawback is that it is cost expensive procedure which is to be carried out with proper research and
analysis (Merga, 2021).
• Employee benefits: the HRM practise increases workers' abilities and expertise that
contribute to their success in the future. In the sense of the organisation, the human
resources officer uses this strategy to improve their employees' productivity .
• Employer benefits: This HRM technique helps a business to meet its target and enhances the
company's competitiveness and profitability within the corporate environment.
Performance management
It refers to practice which is used with aim of access employees performance. Performance
management is defined as process through which progress level of subordinate is analysed.
Advantages
• Main benefits of performance management is that it helps in accessing of employees progress level
(Potnuru, 2021).
Disadvantages
• Limitation of this practice is that it leads to negative employees become aware about their
performance and it leads to stress which impact on their performance.
Reward system
It refers to system in which it provides a reward to employees on the basis of their
performance level and skills.
Benefits
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• Main advantage of this system is that it enhances and increases the performance level of employees
and motivation too.
Limitations
• Drawback is that it makes employees greedy and work only some reward is given to them. In
context of chosen firm, sales person of entity only works
• Employment benefits: They devise a suitable pay and incentive distribution scheme in the context
of the relevance of the chosen business. The selected organisation offer monetary and non-currency
benefits such as bonuses, high salaries, profit sharing, safety at work, and opportunities for training
which encourage them to work with maximum effectiveness and productivity.
• Employer incentives: The incentive management lets HR motivate workers about the importance
of chosen companies by supplying them with diverse monetary and non-monetary benefits. It would
make Naturopah employees more efficient and productive, which would help to achieve the
company's objective.
Various approaches of HRM practices
The approaches of HRM are crucial to be used so that effective practices are being
adopted . It is important to use these practices so that goals are accomplished. With of HRM, it is
easy to be well aware about such methods are discussed as follows-
Soft Model
It is a kind of model which is adopted by HR with aim of self-regulated behaviour, commitment
that are used within firm. Through use of this model, it is easy to access employees behaviour and
attitude (Mahadevan, 2017).
States evaluation of practices of HRM & application
The practices of HRM is necessary to be adopted in proper manner so that objectives are
achieved in effective manner. In context of selected entity, HR of company make assure that at
every aspect practices are being used with proper considerations. Application as well as practices
are required to be used with effective manner (Koster, 2020).
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The management of human resources relates to various processes, procedures and structures that
affect employee conduct, attitude and efficiency. The main goal of HRM activities is to improve
employee and organisational efficiency. From the topic above it is possible to determine the
different HRM procedures employed by a company help to improve the effectiveness and
competitiveness of the company. HRM's reward management practise motivates workers to perform
fully efficiently and maximise organisational morale and income.
Training & growth is another HRM activity, used by chosen companies' HRs, which provides
instruction and guidance for staff to increase their talents and knowledges in connection with a
given job. The organisation selected carries out various learning plans that improve staff mindset,
behaviour, personality, etc. Training & learning programmes enable employees to learn and inspire
them to accomplish the business objective. This HRM practise enhances employee performance and
competitiveness and reduces company resource waste, thus increasing productivity and income in
chosen companies.
TASK 3
Explain importance of employee relations in respect of influencing HRM decision making
In enterprise, it is essential to establish positive employee relation so that it is easy to achieve
business goals in appropriate manner. Employee relations helps in accessing to effective HRM
decision making. In context of Sainsbury, they focuses on developing of relations through fulfilling
needs of employees at all aspects.
Importance of employee relation
• Increases productivity- Employee relation is important because when positive relations are
developed they work more effectively which leads to higher productivity. In relation of
selected entity, they are located globally and have well positive relations among employees
(Jirjahn, 2018).
• Goals are easily achieved- It is another reason for establishing of employee relation as it
helps in achieving of goals and objectives in proper manner. In case of chosen firm, they it is
easy for them to fulfil goals within period of time.
Effectiveness of employee relations & engagement
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When employee relations are developed and established, it is easy for firm to understand the
behaviour and personal goals of subordinates in appropriate manner. Both employee relations and
engagement are crucial on the basis of which it is easy to achieve positive outcomes. Employee
engagement leads to accessing to subordinates mind and making them more responsible towards
their roles as well as responsibilities.
Influencing HRM decision making
HRM decision making is important which is needed to be carried out in effective so that it is easy
to achieve positive output. Employee relations is essential and it have direct impact on decision
making at wider scale. In relation of selected entity, they conduct group discussions and
brainstorming session on basis of which it is easier to make appropriate decisions. The human
resource of company make assure that it is critically important to be well aware of situations so that
positive decisions are being undertaken.
So, above explained matter shows that it is necessary to use manage and maintain employee
relations so that better output is achieved. Also, it have been stated that proper internal and external
analysis is needed to be done so that strategies to develop relation is adopted in correct way.
Moreover, by focusing on employee relations it is easy to access business goals within a time
interval (Iqbal, 2019).
Identify & analyse elements of employment legislation & impact upon HRM decision making
Employment legislation refers to set of rules and regulations that consists of rights of workers and
which reflects relationship with employers. It is critical essential to focus on employment legislation
so that it is easy to execute activities in proper without facing an issue or problem. In corporate
sector, it is necessary to have appropriate information about such legislation so that decision
making in HRM is taken effectively. In context of Sainsbury, different types of legislations are
described below-
Health and safety act- 1974
According to this act, it states about the health and safety requirements and standards that are to be
focused by enterprise (Heilmann, 2020). In reference of selected entity, human resource of company
make ensure the safety and health of employees as they provide health insurance, wages, bonuses as
a means of safety. Health as well as safety is first most important thing which is focused by
employees at workplace. So, by focusing on the such measures entity need to provide safety to their
employees so that goals are accomplished and work is done in appropriate manner.
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Impact on decision making
It does affect the decision making of HRM because any issue faced by employee in terms of health
and safety than company has to face issues. Also, Sainsbury of HR has to increase their level of
knowledge regarding legislation (D'Silva, 2020).
Human rights act -1998
According to this act, it specifies that every individual has equal rights on the basis of which they
need to be treated by others. With consideration of this act, selected entity hire both men and
women, with equal process and procedures of hiring and selecting. Human rights act is important
which is needed to be focused in proper manner so that better relations are developed between both
employer & employees.
Impact on decision making
It also impact on decision making because it every person is different from each other and it is
necessary for HR of chosen company to be well aware about the way how employees are being
treated (Benabderrahmane, 2017).
Employee relations & employee legislations on decision making
Both employee relations and legislations are crucial to be adopted with proper considerations so
that HR of organisation is able to make decisions in well organised way. In relation of selected firm,
they adopt focuses on these both which assist them in accomplishing of positive benefits. When
organisation adopts these both it allows them to access opportunities and execute business functions
as well as operations in proper manner (Barlow, 2019).
Therefore, above discussed paragraph shows that employment legislations are required to be
adopted on basis of which it is become easy for firm to execute their organisational activities in
effective manner. In viewpoint of selected entity, legal department of firm is well aware about all
the legislations which are needed to be focused by firm & those regulations are properly considered.
PART 2
TASK 4
Analyse application of HRM practices
Job Specifications
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