Human Resource Management Report: HRM at Sainsbury's - Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on their application within Sainsbury's. The report begins with an introduction to HRM, outlining its purpose and functions, followed by an examination of different approaches to recruitment and selection, evaluating their strengths and weaknesses. It delves into talent and skills management, emphasizing their importance within HRM. The report then explores the benefits of various HRM practices, including conflict resolution, training and development, and employee relations, assessing their effectiveness. Key elements of employment legislation and their impact on HRM decision-making are also identified. Furthermore, the report discusses the application of HRM in a workplace context, providing a rationale for the implementation of HRM practices and concluding with a summary of the key findings and recommendations for effective HRM strategies.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Functions of HRM.............................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
M1 Talent and Skills with functions of HRM.............................................................................5
D1 Strengths and weaknesses of different approaches to recruitment and selection, supported
by specific examples...................................................................................................................6
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices......................................................................................6
HRM Practices............................................................................................................................6
P4 Effectiveness of different HRM practices..............................................................................7
M3 Methods of HRM practices...................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect to influencing HRM decision making............9
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making........................................................................................................................10
M4 Key aspects of employee relations management and employment legislation that affect
HRM decision-making..............................................................................................................11
TASK 4..........................................................................................................................................12
P7 Application of Human Resource Management in context to workplace.............................12
M5 Rationale for the application of HRM practices.................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource refers to the personnel of the organisation. An individual who works for
the company can be termed as human resource. Human Resource Management is the approach of
training and development of the employees to increase the effectiveness of the organisation. It is
planned to increase and motivate the performance of the members of the company. Efficacious
use of human resource management helps both the employer as well as the employee (Alfes, and
et. al., 2013). It consists of four main activities: acquisition, development, motivation and
maintenance of the human resource. Sainsbury's is a public limited self-service retailing industry
founded in 1869, by John James Sainsbury and is the second largest chain of supermarkets in the
United Kingdom. Its product are Hypermarkets/superstores, supermarket, convenience shop and
forecourt shop. The industry's subsidiaries are : Sainsbury's Bank, Sainsbury's Supermarkets Ltd,
Argos, Habitat, Nectar and Sainsbury's Local. Under this report scope, functions, key elements
of human resource management is discussed. It also includes effectiveness of human resource
management practice enables at Sainbury's helps to achieve its goals and objectives.
TASK 1
P1 Purpose and Functions of HRM
It is the process of management of people is done formally within organization. Human
resource are the most important assets, without effectively manage this resource, a business
cannot be successful. To manage this important asset a Human resource Manager is required.
The responsibilities of HRM falls into three categories: Defining work of people, benefits of
employees and defining their work. The main purpose of HRM is to maximize the productivity
of an organization by taking best of its employees. (Armstrong and Taylor 2014.). Purpose and
functions of HRM is described here:
Purpose
HRM is responsible in making employees as an asset in the organization and it also
creates job satisfaction to the employees. The life cycle of employees is leaded by HRM and it
facilitates the organization by hiring right employees for the post. It is responsible in making best
out of its employees so that they can work for the organisation effectively. A positive
environment is created by it and thus increase the efficiency of employees. As being a leading
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retailer, Sainsbury should ensure human resource management to be effective at work place.
HRM at workplace makes efficient use of human resources to the organisation.
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Functions
To achieve the goals and objectives HRM of Sainsbury should perform following
functions. HR planning: The planning of human resource should be effective so that the employees
can work for the organization effectively. The planning includes increment in skills,
knowledge and ability to work for Sainsbury. Recruitment and Selection: It is another main task of human resource manager. It has the
responsibility of recruitment and selection. The recruitment of candidates should be done
with proper skills required for Sainsbury so that it can move on the path of success.
(Bamberger, Meshoulam and Biron, 2014.). Training and development: Training is the process to develop and increase the employee
performance at workplace. HRM at Sainsbury focuses on employee development through
training. Compensation: The compensation is important for an employee in the form of incentives
and voluntary. The manager of Sainsbury should provide effective means of
compensation that would be beneficial for the company and employees also.
 Employee relations: HRM at Sainsbury focuses on the maintenance of employee
relations. If it fails to manage good employee relations, the overall performance of the
company will get deteriorated.
M2 Strengths and weaknesses of different approaches to recruitment and selection
Sainsbury is the second largest supermarket chain in the United Kingdom with thousands
of employee working there (Bos‐Nehles and et. al., 2013). Organization hires la huge number of
employees every year that is why company must use different type of approaches while
recruiting candidates.
Recruitment: It is the process of alluring the candidates to apply for the job according to
their skills and capabilities. Large number of applicants means company has a better chance to
recruit the best.
Selection: A right number of candidates are selected in this process from a list of
candidates (Bratton and Gold, 2017). This process is mainly taken by HR team and manager.
Different types of approaches for recruitment are as follows,
Internal Approach
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This approach inspire the employee to apply for the vacant jobs which are accessible
within the organization. Sainsbury employee can apply for the different jobs within the
organizations if the person matches the requirements of the job. Different types of Internal
approaches are,
1) Transfer: This is an essential process by which Sainsbury can motivate their employees and
change their perception of working easily. This is done by transferring the employees in different
departments of an organization.
2) Promotion: When the employee are elevate to the upper level of the same position according
to their competencies. It helps the Sainsbury to retain the old employee and decrease the
employee turnover. Besides this the productivity of the promoted employees also increases.
Strengths Weakness
It takes Short period of time as the candidates
are already available.
It discourage the employees those who are not
selected for the position.
Employee turnover will decrease gradually as
it motivates the employee to work harder and
get the promotion.
Level of biasness also increase as every one
will try to allure the management in different
ways for the desirable results.
External Approach
This technique is used when the existing employees are not suitable for the jobs or
company wants to expand the diversity of the company (Brewster and Hegewisch, 2017).
Sainsbury can use different approaches to attract the right candidate from the external
environment like,
1. Advertisement: Company can give an ad on the newspaper or on the internet to attract
the right candidate for the vacant jobs.
2. Campus recruitment: Company can attract and select the enthusiastic young candidate
from the university or colleges. Junior level positions are fill through this approach.
3. Agencies: Company can recruit the candidate through agencies. They have a widespread
contacts and best candidate can be selected according to the requirements (Briscoe,
Tarique and Schuler, 2012.).
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Strengths Weakness
Qualified personnelfor the specific job can be
selected through external sources.
This techniques consumes time and could be
expensive for the company.
Innovative and creative can be inculcate by
the company through them.
Risk of employee turnover could be increase if
the candidate does not fit in the environment.
Approaches for Selection:
There are many ways through which right candidate from the pool of candidate can be selected
which are as follows,
1. Psychometric test: This test is use to measure the mentality, aptitude and reasoning
ability of the candidate. As it helps the company to select the fittest candidates for the
company (Buller and McEvoy, 2012).
2. Group exercise: Different types of exercises is given so that company can map out the
candidate ability to work with team.
3. References: This criteria is use to find out the credibility of the candidate through asking
their previous manager, colleague etc.
Strength Weakness
Thoroughly selected candidate would decrease
the employee turnover.
This process demoralize the candidate if they
didn't get a chance to work with company.
Motivation of the newly joined candidate
would remain high for the longer period of
time
Selection process is time taken and hectic for
the management.
M1 Talent and Skills with functions of HRM
Proper business needs are fulfilled with the effective use of human resource management.
HRM it defines the nature of employees to work for an organization and thus the employees are
enhanced to work for the organization. It is vital part of the organisation. It constantly
contributes to organisation by enhancing the productivity and development of personnel
occupation. It is a designing management system to make certain that human talent is used
successfully to accomplish organisational goal (Chelladurai and Kerwin, 2017.).
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D1 Strengths and weaknesses of different approaches to recruitment and selection, supported by
specific examples
1) Transfer: Sainsbury can promote the employees according to the vacant jobs. It decrease
the employee turnover as the employee retention would be high then. But it also
demotivates the other suitable candidate who does not a get a chance.
2) Advertisement: Company can give ads in newspaper or on internet. It will help the
Sainsbury to select the best fit for the organization. But the time and money spend on this
will be high beside this there is a chance of increase in employee turnover if the candidate
does not like the company.
3) Group exercise: Group exercise is an activity in which people work together to perform
an activity while being watched by mentors. In this people discuss about a particular
topic, debate on work related trouble and accomplished a work in Sainsbury if get
selected (Daley, 2012).
TASK 2
P3 Benefits of different HRM practices
HRM Practices
Practices that help to manage people and work effectively and enhances their
performance. It aims at establishing flexible and caring techniques so employees gets motivated
and work for the betterment of the organization. The managers of HR department have many
responsibilities in an organization such as the interests, relations and rights of both employer and
employees are protect by them. There are different HRM practices which are beneficial for both
employees and employers in Sainsbury:
Conflict resolution
In Organization HR managers help in solve dispute and issues between employees and
employers. They interpret in company policies and procedures and define appropriate workplace
behavior (Fine, 2012). They communicate and make interaction with both and solve their issues
related to the organizational goals and related their employees or employers and to the
organization's environment. It is five step process:
 Identify the source of the conflicts
 Look beyond the incident
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 Request solutions Identify solutions both disputants can supportive Agreement
Training and Development
It is process of of polishing and improving the skills of employees and employers
to make them perfectionist and skilled in their field. This practice states the companies that they
should do investment on the high basis in training time so that the employees can improve their
skills and knowledge if they get training programs time to time. HR managers regularly provides
training opportunities to employees so that they can take advantages to gain experience for
development of organist (Jackson, Schuler and Jiang, 2014). They help both of them for develop
a career track to pursue future opportunities.
Employees Relations
It is one of the best beneficial factor that either spoils and improve the relationship among
employees. Employees and Employer both are two wheels of organization's engine, for a good
and healthy relationship, to take the organist forward.
Information Resource
It is another essential responsibility of HRM to provide information to employees. Open
communication about strategy, financial and operations create a culture in which they are trusted.
This help in providing information towards the employee benefits, leave of absence, employee
assistance programs and worker's compensation benefits. For the personal guidance the
employees need personal assistance mangers so that they can motive them
Fair evaluation system
HRM help in developing of an evaluation system that clearly link individual to achieve
goals and priorities. Every employee of the company should have well and clear reporting
system. Self rating should be a part of the evaluation process. It becomes fairer if it is based on
achievements of the employees. On the basis of offer regular feedback to keep employees on the
right track. By giving them a chance to express their perspective which allow them to take
responsibility for their performance and ask for the help they need (Jiang and et. al., 2012).
P4 Effectiveness of different HRM practices
The main motive of HRM is maintain good relationship at the workplace with the
employees. This effectiveness is important for improving the performance and productivity of
the organization. There are following types and the basis of them, here the evaluation of the
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effectiveness of different HRM practices in terms of raising the profit and productivity of the
organization:
Extensive Training
After recruiting the best employees, HRM need to ensure that they remain the front-
runners in the field. Training is a refining process which done with the recruiting candidates to
make them perfect and adaptable for enhance the profit and productivity of the organization. In
this process, it has been search that what are the weakness of the employees and provide training
according their need which is helpful to achieve their organizational goals (Jiang and et. al.,
2012).
Learning
It is a part of an organization's talent strategy and it is designed to align employees goals
and performance. It is the result of such knowledge, skills and experience which can change the
previous perception, way of thinking and way of doing things. If employees learn from their past
experience, they never repeat those mistakes which create barriers in their goal achieving path.
Learning also comes from motivation which they can get through their leaders by rewarding
them for their good work. When they rewarded they motivate to do work for the growth of
organization.
Performance Management System
It is the process of reviewing employees 's performance during the preceding year and
deciding where they stands as far their goals. The leaders creating development plans that
support employee's goals, career interests and potential for the organization's talent and goal.
They provide knowledge, training, feedback and direction for their better performance. If the
managers and the employees work together to plan and monitor their objectives or goals, they do
good for productivity and profit of the organization (Kehoe and Wright, 2013).
M3 Methods of HRM practices
It is the process of recruiting, selecting, training, assessing performance and motivating
the employees. There are different methods of HRM practices.
Selecting Method
This method are used by the company for selecting the employees on the basis of some
functions such as screening, telephonic interview and face to face interview. It is a recruiter's
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task to select the best employee for a particular position and find a best employee that would do
well for the organisation.
Training Method
It use for providing the knowledge and experience to the selecting candidates from
different job assignment such as coaching, job instructions, internship training, case study
method and through role play.
Induction method
This method is used by the employees to introduces about their skill, knowledge and
abilities to the company which include the theoretical and practical knowledge of the employees.
(Kim, 2012).
TASK 3
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee Relation
The term 'employee relations' refers to the attempts of the organization to manage the
cordial relations between the employees and employers. It maintains equality among all the staff
members of the company. An individual spends his maximum time in the workplace so its
important to build healthy relationships with his colleagues to improve their performance level.
The benefit of strong employment relations are discussed.
Communicate Effectively: Creating a friendly and healthy work environment requires an
effective communication with his colleagues. Effective communication means maintaining an
open channel of communication. In Sainsbury, effective communication helps the employees to
get information about the products and strategies of the market which will help them to increase
the sales by delivering the knowledge about the products to customers. This will also help the
employees to maintain better relations with the customers and give their best performance.
Boosting the morale of employees: It is an initial step to build better relation of
employees. Encouraging employees will develop a good relation between the employee and the
employer. Employees can be motivated by giving rewards, appreciation, compensation,
incentives and more. In Sainsbury's, motivation helps the employees to be more effective to their
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