Human Resource Management Practices in Sainsbury’s

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Human Resource Management
Assignment 1: Explanation of the
purpose and scope of Human
Resource Management
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Student first Name_
Unit Code_
Assignment Number- Assignment 1
Assignment Type- Report
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Table of Contents
Introduction......................................................................................................................................3
1.1 Explain the purpose and functions of HRM, applicable to workforce planning resourcing of
your selected organization...............................................................................................................3
1.2 Explain the strengths and weakness of different approaches to recruitment and selection of
your selected organization...............................................................................................................5
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil the
business objectives of your selected organisation...........................................................................6
1.4 Evaluate the strengths and weakness of different approaches to recruitment and selection of
your selected organisation...............................................................................................................7
1.5 Critically evaluate the strengths and weakness of different approaches to recruitment and
selection, supported by specific examples from your selected organisation...................................8
1.1 Explain the benefits of different HRM practices within your selected organisation for both
the employer and employee.........................................................................................................9
1.2 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity with examples from your selected organization...................................11
LO3................................................................................................................................................12
2.1 Analyze the importance of employee relations in respect to influencing HRM decision-
making in your chosen organization..........................................................................................12
2.2 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organization...........................................................................14
2.3 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in the context of your chosen organization.........................15
2.4 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in the context of your chosen organization.............................16
3.1 Prepare a job description and person specification for a team leader in your selected
organization, taking into account legislation and company policies.........................................17
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Conclusion.....................................................................................................................................17
Reference List................................................................................................................................19
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Introduction
Most of the business organizations are heavily invested in acquiring a greater competitive
advantage in the market place and acquire higher profitability by operating in an efficient
rhythm. However, the market performance of the organization is heavily reliant on their internal
operational capabilities, i.e. the capabilities of their organizational structure. In this regard,
Human resource management can be described as fundamental function that enables an
organization to manage their key human resources in an effective manner for higher
organizational productivity. As per the words of Collings et al. (2018), the HRM practices play a
major role in organizing the human resources in such a manner that enables the organization to
accomplish their strategic goals significantly while fulfilling the goals and requirements of their
employees as well. With respect to this, the following report is based on the HRM practices of
Sainsbury’s in order to evaluate its efficacy in benefitting both the organization and employees
with the help of current insights.
P1
1.1 Explain the purpose and functions of HRM, applicable to workforce planning
resourcing of your selected organization.
The globalization of business in the recent market scenario is not only dependent on the
productivity of the retail company and acquired profits. The application of Human Resource
Management plays a huge role in engaging the work force with an appropriate mission and
works on the internal and external issues that prevents in easy flowing of business. The
appropriate purpose of human resource management is to construct an effective team of
employees associate with the advancement of the company. The functional aspects of human
resource management include worthy recruitment strategies to understand the suitability of
the hired employee with the company. Suitable functionality of the employees starts effecting
the company when they are efficiently trained and adjusted with the working methods in the
retail company. Sometimes, worthy employees are unable to grow in the retail company due
to unadjusted background of the employee. In such cases, the employee needs help form the
human resource management in understanding the different strategic changes that are
essential to make to employee the back bone of the company. The human resource
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management team plays a key role in motivating the employee and remove the growth of any
kind of work dissatisfaction that can arise. A proper retail company is not successful if the
communication problem is not sought after, internally and externally. The company requires
a huge skill of smooth communication without which the employee force cannot build strong
customer relationship and reliability. The employees are also to be rewarded and praised for
their working methods in order to instigate them in working harder and effective employee
retention can be achieved by the retail company. The overall purpose and functionality of the
human resource management team in a retail company gradually improves the concerned
business. These key areas of human resource management are essential for the retail
company to function effectively without any such delay.
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P2
1.2 Explain the strengths and weakness of different approaches to recruitment and
selection of your selected organization.
The application of human resource management in a retail company leads to its fundamental
growth and enlarges its future prospects through human resource management approaches.
The human resource team of the company is its central pillar and the company regulates
accordingly. There are many potential key strengths that arise due to implementation of
human resource management. The application of innovative human resource strategies
strongly upraises the company’s potential capability. With the changing work front and key
methods of working in a company, the human resource strategic changes are of elementary
significance in sorting the change requirements in the company. The establishment of a
prevailing organizational hierarchy in the company is dependent on the human resource
team. This organized hierarchy is effective in achieving a strong company management of
employee and the work modes. The Human Resource planning help in providing a better
market reach for the concerned company with regard to globalization and
internationalization. This is also effective for customer satisfaction and building a strong
relationship with its consumers. Human resource strategies include many motivational
forces for the employee to stay active in the field of respective works. The motivating factors
are inclined towards the deserving employees with regard to special attention to their
requirements and skill. The key demerits in the field of human resource management and
strategy is its lack of universality and correspondence to limited industries and companies.
This is another problem which results in acquiring various definitions of human resource
management with regard to personnel management and traditional personnel management.
The lack of support from the head management of a company for human resource
implementation can cause adverse effects for the company. The employees need to follow the
strategic management ideas that cannot be forced upon them. The significance of the
strategies for globalisation of the company needs to be learnt by the employees.
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M1
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil the
business objectives of your selected organisation.
The functional aspect of human resource management compliments the retail company in the
three prime areas of concern that includes managerial functioning, operational functioning
and advice related areas of functioning. The managing in a retail company includes the skill
of decision making as a prime objective in conducting administrative work forces. The prior
planning is done with regard to related details that are effectively collected by the human
resource team and scrutinized in order to provide talented and skilful employee in the work
front. Human resource management helps in prime organizing and leading the employees on
a daily basis for achieving the desired goal of the retail company. Implementation of the
human resource planning effectively results in the regulation of employee related issues and
steady control of their planned actions. The HR operations help in recruiting suitable
employees for the retail company and gain monument in retaining good employee. In
recruiting and selecting employees, the human resource team specifies a structural work
design for better understanding of the employee about their domain. The result of
implementing appropriate strategic management changes in the retail company helps to
strengthen the internal work force by providing the employees with job motivation and
satisfaction through small rewards and words of encouragement. Implementation of training
development of the employee is done by the steady decision of the human resource team.
Every retail company has a different set of rules and regulations and are stuck with periodical
changes in the mode of work. The HR management team structures the employees in their
required areas of action and provides a familiarity to them about the changing work
environment in terms of strategy and planning. The growth of challenges in employee
retention and attraction are demolished in a way with a suitable team of efficient employee to
drive the company goal.
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M2
1.4 Evaluate the strengths and weakness of different approaches to recruitment and
selection of your selected organisation
The human resource management in the UK based retail company of Morrisons has
effectively helped the company in extending its trading branches of supermarkets all over
United Kingdom. The key areas of strength through implementing human resource strategies
in the company has resulted in the easy going work environment that prevails in the
company. Morrisons as a growing brand of the retail company has accentuated its victory due
to proper utilization of various strategic change managements in the company. The assurance
of the productive build of the company is dependent on how fast andhow effectively the HR
trends can be brought up and implemented through selective strategies and methodologies.
With the increasing market demand and gradual development of advantageous technology,
professionals of human resource need to be alert and upright about the possible areas where
they can use their strategies and bring about the success of the Morrisons Company. The
company’s motivational strategies appointed by the human resources team are structured by
thorough understanding of Maslow’s Need Hierarchy Theory. The continuous activated
motivation of Morrisons employees are strategized by Maslow’s five levels in the need
hierarchy. The five stages include physiological needs, safety needs, social needs, esteem
needs and self-actualization of the concerned employee. The application of the motivational
theory can only affect the employees if they are ready to accept the human resource strategies
and planning and if they accept to work in that way. The drawbacks of this motivational
theory causes some demerits in the retail company of Morrisons. The proposed hierarchal
pattern is not always followed by the employees. Thus, there is a chance of overlapping
hierarchal stages. The proposed motivational model for conducting business cannot be
applicable for every area of concern in the company. Further researches have proved man’s
multiple behavioural patterns that degrades Maslow’s hierarchy.
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D1
1.5 Critically evaluate the strengths and weakness of different approaches to recruitment
and selection, supported by specific examples from your selected organisation.
The application of human resource management is necessary in Morrisons mainly in
structured ways of hiring suitable and valuable employees. The necessary job descriptions
are emphasized in their job requirements and specifies the upcoming employee regarding
their area of need. The related job areas in Morrisons that is highly governed by suitable
human resource management include store operations, customer care, logistics, marketing,
administration and finance along with automotive skills. This vast area of vacancies can be
effectively dealt by the human resource team who systematically sought after ad looks for
various qualities in the employee. The screening of the employees are done by suitable
interviews that take place physically with often implementation of telephonic interviews. The
modes of recruitment by human resource team can be centralized with the decision of top
management as final. But the HR strategies help in applying the decentralized mode of
interview that also concern the middle management heads that helps in taking better decision
for the company. The employees selected are further trained by the company’s special
training programs set by the human resource team of Morrisons. The effective stabilization of
high employee retention in the company is a huge strength that the company gains from its
HRM decisions. The rising areas of weakness in Morrisons is the slow work functioning in
the company. The strategies shared by the HR team are abandoned and not effectively
articulated by the employee work force. This results in increasing cost pressure on the
company due to lack of employee communication and unification. The company has its own
fixed set of manufacturing and supply plants that are not well maintained and complicated
understanding of the human resource understanding can result in the company’s collapse.
The employees are needed to be trained by proper action of human resource training
programs for the company to gain profits.
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LO2
Task 1: Evaluate the effectiveness of the key elements of Human Resource Management in
an organization
1.1 Explain the benefits of different HRM practices within your selected organisation for
both the employer and employee
As per the opinion of Guerci et al. (2015), the human resources management is fundamentally
accountable for safeguarding of interests of both the employers and assigned workforces. For
instance, the HRM practices are efficiently utilized in terms of employee relation management,
minimization of labor costs etc. and several other means to benefit the employers. On the other
hand, HRM practices also play a major role in safeguarding the workforces’ rights and assuring
that the employer organizations are not violating the legislatives guidelines of employment /
labor laws (Stone and Deadrick, 2015). In this regard, implementation of effective HRM
practices can be highly beneficial for Sainsbury’s in terms of safeguarding both the employers
and employees interests in a significant manner.
Training and development programs- The training and development program of Sainsbury’s
comprise of both on-the-job and off-the-job training activities that enable the employees to
broaden their professional competence largely. The organization also focuses on job rotation that
enables the employees to engage in multi-tasking activities to develop higher as professionals
(Collings et al., 2018). In this regard, the HRM practices benefit the employees to a paramount
degree.
Establishment of positive employee relations- The Human Resource management of
Sainsbury’s is significantly concerned about the well-being of their workforces, for which they
strictly criticize workplace harassments, violations of labor laws etc (Stone and Deadrick, 2015).
The managers are always in support for the employees that undergo discrimination amidst
workplace and safeguard their privileges. It can benefit the interests of the employees, which
would optimize their organizational commitment and task engagement to enhance organizational
productivity. Furthermore, establishment of good relations also provide a paramount standard of
assistance to the employees in tracking their professional development progress.
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Recruitment procedures of Sainsbury’s- the HRM practices of Sainsbury’s also allow external
recruitment procedures, which helps the organization in being facilitated with the most capable
and competent candidates for their job vacancies. Due to its implementation, the overall
productivity of the organization can be optimized largely, which can be beneficial in terms of
development of an influential brand image for Sainsbury’s PLC (Mostafa et al., 2015).
Retention of efficient employees- As per official reports, the HR of Sainsbury’s PLC enables
their employees with job flexibility opportunities. As the employees are facilitated with sub
benefits regarding their job roles, they normally tend to extent their employment tenure in the
organization for a longer period. This helps the employers by maximizing the organizational
productivity of their business largely. This also acts as a major driver to avoid non-requisite
conflict amid the workforces and the upper-tier management, which helps in optimization of
overall organizational productivity.
Performance management system of Sainsbury’s- The GRM practices of Sainsbury is also
comprised of an efficient performance management system that enables their employees to
optimize their professional efficiencies broadly. Through efficient and constructive feedback
regarding their performance on a consecutive manner, the employees are facilitated with in-depth
analysis regarding their capabilities. It further encourages them to focus on their areas of
improvements.
Employee motivation- The managers associated with Sainsbury’s are consistently dedicated
towards being effective leaders, which can help the employees in driving for higher professional
development through motivation. In brief, the employees are always surrounded by motivating
and influential managers that always assist them in executing their operational activities in a
significant manner (Stone and Deadrick, 2015). Furthermore, they are always present to guide
them through stressful situations that may potentially harm their professional growth. In this
regard, the employees always look up to their managers and give their best efforts to broaden
their proficiencies under their influential guidance.
Promotion of positive behavior- The overall benefits provided by the organization to their
employees result into the development of a positive environment in the workplace premises. As
the employees are highly satisfied with their jobs and additional benefits such as discount of
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official products, pension after retirement, bonus payments etc, they reflect a positive behavior
towards each other and the employers (Stone and Deadrick, 2015). It can be a good measure
undertaken to minimize the chances of conflicts and benefit both the employers and the
workforces in a significant manner.
1.2 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity with examples from your selected organization
As per the opinion of Ustundag and Cevikcan (2017), HRM practices have been highly effective
for Sainsbury’s PLC in terms of optimizing their organizational productivity largely. The
efficacy of proper HRM practices has been reflected as Sainsbury’s annual revenue has been
consistently optimizing in every financial year period. In this regard, the key practices of
Sainsbury’s HRM practices that directly contribute organizational profit and productivity are as
follows-
Innovative workplace environment- The workspace atmosphere of Sainsbury’s PLC is highly
innovative in nature due to the managers that consistently motivate the subordinates to drive for
higher performance levels. In this regard, the organization is automatically renowned for its
openness towards innovation that drives them towards higher organizational profit and
productivity (Papa et al. 2018).
Lucrative rewards for performance optimization- The HRM strategy of Sainsbury’s is
focused religiously on the growth and development of their employees and benefitting the
organization significantly. In this context, the company primary adopts monetary rewarding
strategies in order to drive their employees towards higher professional performance. As the
employees are facilitated with justified rewards for the efforts they put ion for organizational
productivity and profitability, they are motivated to enhance their performance levels for higher
professional growth and benefits (Sareen, 2018). In this regard, the HRM facilitates the
employees with bonuses, incentives as well as salary revisions based on professional efforts.
This effective controlling process is established by the HRM of Sainsbury’s to enhance
organizational productivity and profitability largely.
Non-monetary reward for employee motivation- The HRM practices of Sainsbury’s PLC
enables the managers to uplift the morale of their subordinates and motivate them to attain higher
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