HRM Report: Analysis of HRM Practices at Sainsbury's Supermarket

This report provides an in-depth analysis of Human Resource Management (HRM) practices within the context of Sainsbury's supermarket. It begins by defining the purpose and scope of HRM, emphasizing its role in workforce planning and resourcing, including job analysis, recruitment, selection, and employee orientation. The report then critically evaluates the strengths and weaknesses of various recruitment and selection approaches. Furthermore, it examines the effectiveness of HRM practices in raising organizational profit and productivity, focusing on training, performance appraisal, and compensation systems. The report also highlights the benefits and practices of HRM for both employers and employees, such as work-life balance and training and development. Finally, it explores the importance of employee relations in influencing HRM decision-making, addressing issues like employee indiscipline and workplace conflicts, while emphasizing the significance of retaining loyal employees.

Human resources
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
The purpose and scope of HRM and applicable to workforce planning and resourcing an
organisation.................................................................................................................................3
The strength and weakness of approaches to recruitment and selection. ...................................4
The effectiveness of the HRM practices in the term of raising the organisational profit and
productivity.................................................................................................................................5
Benefits and practices of the HRM for both employer and employee........................................6
TASK 2............................................................................................................................................7
The importance of the employee relations in the respect to influencing HRM decision making.
.....................................................................................................................................................7
The key elements of employment legislation and impact on HRM decision.............................8
Human resource practices can be applicable in following situations at the work place- ........10
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resource management is a strategic approach for the effective management of the
individuals in the organisation and help the company for gaining the competitive advantages and
it also designed for maximising the performance of the employees in the service of the
employees strategic objectives and goals. Sainsbury is the third largest supermarket of the UK. It
share the market by 16.9% and also it becomes the largest retailer of the groceries and also adopt
the self-service in the retail market. This report has been examine the scope and purpose of the
HRM planing and also the functions which has been fulfil the objectives of the business. It will
study the strength and weakness of the recruitment and selection approaches. Furthermore, this
report examine the effectiveness of the key elements of the HRM in the organisation and also
internal and external factors affect the HRM decision making process. It has been describe about
the apply of the HRM practices in the work-related context(Noe and et.al., 2017).
TASK 1
The purpose and scope of HRM and applicable to workforce planning and resourcing an
organisation.
The scope and purpose of HRM fall into major area of where it helps in maximising the
profit and productivity of the Sainsbury and optimise the effectiveness of the employees. There
are some points which has been describe below;
Human Resource Planning:- It is a process from which Sainsbury identify the vacant
jobs and also organisation excess the staff or shortage the staff and to deal with the shortage and
excess. It prepares the inventory for assessing the present and future needs of the Sainsbury. The
planing of the HR has been forecast the demand and supply for identifying the sources of the
selections.
Job Analysis Design:- It is an important task for laying down the structure,
responsibilities, relationship and authority. It also provide the detailed and explantation about
each and every vacant job which is based on the job analysis for preparing the advertisement.
Recruitment and Selection:-it based on the information which has been collected from
the job analysis of the Sainsbury. In this process of recruitment and selection of candidates. This
include the matching and expectation of the people within the specification of the job and also
the career pate has been available within the Sainsbury(Cascio, 2015).

Orientation and Induction:-when the employee has been selected then the program of
the orientation and induction has been conducted where Sainsbury has provide the information
and background about the organisation and told about the beliefs, culture and values of the
organisation.
Training and Development:- its important to provide the training and development
program which helps the employees for putting the better performance on the job and also
conducted
for the existing employees for having the experience. It is an process where organisation has
spend huge amount(Bratton, and Gold, 2017).
Performance Appraisal:- when the employees having the experience of their work then
it come to the next step where which has been based on the performance of the employee where
the HR department of the Sainsbury check the performance of the employees then decide to give
the appraisal for the future promotion such as incentives, increment in salary which has been
decided.
Compensation Planing And Remuneration:- it is totally based on the HR top plan
about the compensation and remuneration of the employees. It is a area where the wages and
compensation is fixed scientifically for meeting the fairness and equality between employees.
Motivation, health & safety:- It is one of the most important for sustaining the numbers
of employees on the Sainsbury. Its important to motivate and encourage employees and apart
from this followed the benefits of the health and safety in the company.
Employee assistance:- each and every employee has the unique and different character
for their own such as the personality, attitude, temperament etc. each and every employees facing
problems everyday in the organisation which is removed for making the mark for making more
productivity and also be happy(DeCenzo, Robbins, and Verhulst, 2016).
The strength and weakness of approaches to recruitment and selection.
There are so many strength and weakness of the recruitment and selection such as;
Approaches Strength Weakness
Job descriptions It include all the information
of the job aspects.
Not all the details has been
mentioned in the description of
the job.

Skills inventory In this it has identify the skills
and talents of employees
which is helpful for selecting
the suitable candidate for the
vacant job.
The weakness of the skills
inventory is it define the
weakness of the candidate and
also capability of the person.
Job posting strategy It develop the strategy for
posting the opening of the job.
Sometimes there are lots of
unsuitable candidates also
apply for the job.
Multi step recruitment It is a select the desired
candidates for the job and also
Issues has been created while
interviewing of the candidates
in the collaboration of the
managers.
The effectiveness of the HRM practices in the term of raising the organisational profit and
productivity
Training system:- It is effective fro the Sainsbury because for the improvements which
refers to the planned efforts that Sainsbury has been facilitate for learning the job-related
behaviour that is the part of the employees. It is effective because the overall objective of the
training is to achieve the skills and knowledge which has been lead to motivation of the
employees. It is effective for increasing the profit and productivity of the Sainsbury because it
encourage employees for working(Chelladurai and Kerwin, 2018).
Performance appraisal system:- Performance appraisal of the employees also
encourage and motivate them for working with full potential and interest because it identify and
observe the strength and weakness of the employees . It has been defined that reviewing the
performance of the employees and give appraisal motivates them which is very effective for
Sainsbury to increase the productivity and sales that easily raise the profitably and revenues of
the organisation.
compensation system:- it is very effective for increasing the productivity and profit of
the Sainsbury because it is kind of reward which has been given to the employees who are
performing well in the firm and it also motivate them because it is a kind of bonus and extra pay.

In this contrast each and every employees work with their full efforts so that reach the achieving
the goals and objectives of the Sainsbury(Brewster and Hegewisch, 2017).
Selecting and staffing system:- it is also one of the effective HRM practices for the
Sainsbury because recruiting and staffing generally means the search of attracting new people
which has been select the eligible candidates for the desired vacations and also the accurate basis
for the detailed job descriptions and it is very effective because from recruiting and selecting
they fulfil the shortage of the human resources in the Sainsbury and from which it increase the
productivity and sales which also retain the profitability and revenues of the Sainsbury.
Benefits and practices of the HRM for both employer and employee.
There are some benefits and HRM practices which can increase the profit of the Sainsbury and
also beneficial for both the employee and employer such as;
Recruitment and selection:- It generally the practices where it is totally based on the
mission of the Sainsbury and also the culture of the workplace. It is beneficial for both employee
and employer because it underline the functions and activities where the the organisation recruit
the right candidate who is suitable for the vacant job and also employee get the job which
suitable fro him/her(Brewster, Chung and Sparrow, 2016).
Achieving work-life balance:- From implementing the work schedule and providing the
telecommunication options and also the supervisor for spotting the signs of workplace stress. It
remote the training sessions and which is essential for employee for performing better in the
Sainsbury and it is the responsibility of the employer fro providing the training session because it
improves the performance of the employees which increases the productivity and profitability of
the organisation. it usually created the result in the work environment which enable the greater
efficiency and increase the time of the employees which devote the obligations of the employees.
Training and development:- Training and development is the major practices of HRM
which involve the orientation of the employees because this improves the job skills of the
employees and increases the values of Sainsbury. It is a professional development for both
employee and employer because its a succession planing for the firm where the HR manger
make the strategy for preparing the future leaders for achieving the higher level of the job and
also the responsibility. This HRM practices reflect the promotion an and also support the work
goals of the employees which is valuable for the both employee and employer(Buckley, Wheeler
and Halbesleben, 2018.).

Compensation and benefits:- compensation and benefits has been overviewed for
presenting the comprehensive views for the employers rewards to their employees. From looking
at the compensation and benefits it offers the clear picture of the HR management practices
because from providing the benefits related to the salary, wages comprise the employee
behaviour and also the employer because from providing them benefits help the Sainsbury for
improving the performance of the employees and also retain employees in the organisation.
employer never ignore the portion of the employee compensation because benefits can sweeten
the employment contracts with the priorities which is need of the most employees(Stewart and
Brown, 2019).
TASK 2
The importance of the employee relations in the respect to influencing HRM decision making.
Employee indiscipline:- its important observe the norms of the employees behaviour
because from slow performance and problems is a form of employees indiscipline whereas
Sainsbury managers has to take an action for the behaviour of the employees and it fails to meet
the standard of the management. At that time mangers has to take a step towards the employees
and solve their problems which also make the good employees relations. It also affect the
decision making process of the Sainsbury because when the employees are not properly working
together and discipline then they have to take decision for those employees and also find out the
reason behind their in disciplinary.
Retain loyal employees:- Its important for having an strong relations with the employees
because when the employees feel good and comfortable around them then its easy to appreciate
them and from them employees always remain loyal. It also affect the decision making process
of the Sainsbury because when it retaining the loyal employees which means all the employees
are work with their full efforts and potential which means Sainsbury has to provide more facility
for those employees. Sainsbury encourage the positive environment an relationship between
employees and mangers and generally achieve success. There are so many employees which like
to seek around and spend on recruiting, training an development which easily retain the
employees and make good relation with others(Horwitz and Mellahi, 2018.).
Fewer workplace conflicts:- when employees enjoying their company then it decrease
the rate of conflicts and problems which has been arises in the Sainsbury because from a
peaceful and healthier working environment makes good relations with others and when any of

employee suffering from any of problems then its the responsibility of the manager to solve the
problems and feel them safe which decrease the conflicts of the workplace. It easily affect the
decision making process of the Sainsbury because due to increasing of the conflicts an problems
has been affect the behaviour of the employees then its not easy to take handle the situation at
that time management has to take actions and decisions towards the conflicts and problems.
Increased productivity:- its important to have positive relationship with others because
its important to be productive because it increase the revenues of the Sainsbury when happy to
work with the managers and company then its easy to work productive which increases the
productivity and profit of the Sainsbury. Sometimes it also influence the decision making process
because when the productivity is increases then sales also arises then its responsibility of the
management to provide incentive and compensation to the employees who work hard fro all that.
It also helps in maintaining the personnel stale and then employees put efforts in their working
which helps the organisation for increasing the competition in the market(Masud and Daud,
2019. ).
Works become easy when it shared among all:- its important to have an healthy
relation which has been only made when al the judgements are in favour of the employees and
management such as workers would ease the load of work and it turns to increase the
productivity of the Sainsbury. Roles and responsibility has been divide to all equally and
accomplish to assigned task to all the employees of the Sainsbury. Its the responsibility of all the
mangers to distribute work equally between employees.
Decrease absenteeism:- when the employees of the Sainsbury serious about their work
then it feel goods for coming to the office. It frequent leaves and also start to enjoy the work .
From that employees stop complaining against each other and also give their best for their work
role and from taking interest in the work decreases the absenteeism at the workplace. It also
influence the process of the decision making because there are lots of reason of absenteeism
which affect the whole Sainsbury then its time to take a formal decision which stop the
abstention of the organisation and retain employees which is only when employees get motivated
so organisation has to conduct so many activities and also encourage them for work(Berman, and
et.al., 2019).
The key elements of employment legislation and impact on HRM decision.
Employment legislations

The role of the employees legislation has been identified the employees and Sainsbury
also offers the job and treated during the process of the engagement and also the minimum terms
and conditions has been under which can work and it involves all types of employment
protection which has been measure and it refers to the regulations for concern hiring and firing of
the employees. There are some key elements of the employee legislation such as;
Industrial dispute act 1947:- it extend to the whole country where it regulates the
employment legislation and it concern with the trade unions as well as the employees. The main
objective of the industrial dispute act is to secure the peace and harmony in the Sainsbury by
providing the procedure and mechanism for the settlement and investigation of the industrial
disputes by the attribution, conciliation and adjudication which has been provided under the
statute of the Sainsbury. If industrial disputes has been arises then its not easy to solve them so
its the responsibility of the organisation for taking the decision which is in the favour pf both
employees and management and does not affect the Sainsbury at that time it influence the
decision(Lee and et.al., 2019).
Health & safety act 1974:- It is a fundamental act, structure and authority for
encouraging the enforcement and regulations of the workplace health & safety within the
country. It has been defines as the provisions of securing the health welfare and safety of the
individual at work. It protect others against risk to the health and safety in connected to the
activities at workplace. It is a act which has settle and mange the health & safety act at
workplace and also give securities to the employees and workers at Sainsbury. It enable the
specific requirements through the regulations of the health & safety act. When any of health
issues arise at workplace then it influence the decision making process of the Sainsbury.
Minimum wages act 1948:- This is the act which has been passed by the government
which set the minimum wages has been paid to the skilled and unskilled labour and employees of
the Sainsbury. It has been defined as the level of the income of each and every worker and
employees will ensure the basic standard of the living which involves the goods, dignity, comfort
and any of contingency. Minimum wages act refers that Sainsbury has to provide minimum
wages for fulfilling the demands and needs of the employees(Liebregts and Stam, 2019.).
Administration labour law:- it has been defined as the features of the labour law for the
Sainsbury such as the department, inspection services and other organise of the enforcement of
the Sainsbury. It encompasses the operations of the labour laws and also influence the decision

making process and other settlement of the grievances which has been arises from the existing
contracts and also from the collective agreements. It solve the industrial disputes which has been
arises by the labours and managements(Suleman, Lagoa and Suleman, 2019).
Application of Human Resource Practices in work related context
Human resource practices can be applicable in following situations at the work place-
Expansion or setup of new business branch- It is a situation where an organization
plans to establish or set up its new business or branch. Here the organization invest its huge
financial resources to set- up this branch. Hence in order to perform the activities of this new
business established there will be requirement of skilled human work force. This task will be
accomplished by HR manager by its HRM practice of Recruitment and Selection, where the HR
manager uses best methods for recruitment and prepares Job Description and Specification as per
the requirements of the company. This will help the company to get the skilled and the required
workforce as according to the tasks. Hence the need of workforce requirement will be fulfilled
by application of this HRM practice.
Dissatisfaction of employees at workplace- Dissatisfaction of the employees arises
when there is immense work pressure at the organization and the employees are stressed for their
work.
This makes the employees to loose their efficiency in the performance as well as their
engagement from the job. Its an responsibility of HR manager to handle this issue in an
organization. The manager applies the practice of maintaining the work life balance. Here the
stress and workload to the employees is being monitored by the supervisors and accordingly the
task is being assigned. This reduces the pressure of the employees related to their work and help
them to work with ease. This also makes the employees remain engaged in the organization and
also result job satisfaction by them. The supervisors also communicates and discuss with the
employees regarding their work performance and accordingly informs the managers about their
queries. This makes the HR manager to understand the level of stress and pressure that is faced
by the employees and accordingly decide what all changes can be made to maintain the balance
between it(Noe and et.al., 2017).
Time Conflicts- Time conflicts arises when the time of the employees is not fixed and
they are made to work for longer duration than he actual one. This creates dissatisfaction of the
employees from their job. This issue is being controlled by HR manager by applying the

management practice of Compensation and benefits to the employees. The manager can provide
extra benefits for the work done by the employees in the form of incentives or appraisal. This
will influence the minds of employees and provide value for their work done. Also this will
reduce the dissatisfaction among them and also keep them engage at their job.
Hence it can be observed that the HRM practices can be useful and applicable in various
situations that arises at work place which will benefit the employees and the organization as well.
CONCLUSION
Human resource management is a strategic approach for the effective management of the
individuals in the organisation and help the company for gaining the competitive advantages and
it also designed for maximising the performance of the employees in the service of the
employees strategic objectives and goals. It will conclude that the purpose and scope of the
human resources management in the term of resourcing of the organisation with the skills and
talent fulfil the objectives of the firm. It will conclude the effectiveness of the key elements of
HRM in the organisation. moreover, it will conclude the internal and external factors affect the
HRM decision making ad include the employment legislations. Further, it conclude the HRM
practices in the work-related context.

REFERENCES
Books and journals
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DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
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human resources management. Emerald Publishing Limited.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Horwitz, F.M. and Mellahi, K., 2018. Human resource management in emerging markets.
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management in public service: Paradoxes, processes, and problems. CQ Press.
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