Human Resource Management Report: Sainsbury's HRM Practices and Impact

This report analyzes Human Resource Management (HRM) practices within Sainsbury's, a leading UK supermarket chain. It begins with an introduction to HRM's purpose and functions, emphasizing workforce planning and resourcing. The report then explores different recruitment and selection approaches, evaluating their strengths and weaknesses. It examines the benefits of various HRM practices, such as training and development, performance management, and reward management, for both employers and employees. The report evaluates the effectiveness of these practices in raising organizational profit and productivity. It analyzes the significance of employee relations in influencing HRM decisions and identifies key elements of employment legislation and their impact on HRM. The analysis includes illustrations of HRM practices in a work-related context and concludes with a summary of the findings.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
................................................................................................................................................5
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................5
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................5
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................5
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.....................................................................................................................5
PART 2............................................................................................................................................5
P7 Illustrate the application of HRM practices in a work-related context, using suitable
examples.................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource is responsible for hiring the potential candidate who is having the
required skills and knowledge by which they can perform well in order to attain the
organisational goal. They are also concern for the training and development of the employees so
that they can improve their weak areas in order to get effectiveness in their working (Welch and
et. al., 2018). Sainsbury's is the chosen organisation for this report. It is the second largest chain
of supermarkets in the United Kingdom. It is established by John James Sainsbury's in 1869 and
its headquarter is in London, England, UK. This report will cover the Purpose and the function of
the human resource manager and also evaluate the different sources of recruitment and selection.
Moreover, it will examine the effectiveness of the various HRM practices in raising the
organisational profitability.
PART 1
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Sainsbury's is the leading company is the retailing industry has their three division
includes the supermarkets Ltd., Sainsbury's bank and Sainsbury's Argos. It is the main company
which is dealing in the convenience shops.
Vision
The vision statement of the company is to be the most trusted brand where people love to
shop and work. It means harnessing the talent, creativity of the employees and ensuring best
services to their customers.
Purpose and Core Objectives of Morrisons
 The purpose of the company is to hep our customer live well for less.
 They make the best sue of their employees in order to offer the quality servcies.
Purpose and the functions of HRM
Human resource is the valuable assets of the company which resource the organisation by
having the excellent set of skills and knowledge (Shin. and Konrad, 2017).They are responsible
for making the right use of each resources so that they can attain the organisational goal in an
predefined manner. Workforce planing identifies the set of skills and experience so that they can
3

match the higher level of profitability. Effective planning in the Sainsbury's can be done by
analysing the functions and purpose of the HRM that is explained as follows:
 Training and Development: It is the process of updating the skills and competencies of
the individual. Development is related to the preparation of the employees for the present
and the future needs. In context of Sainsbury's, It is the duty of HR professional to give
the various training sessions to their potential employees so that they can improve their
weak areas.
 Benefits and Compensation: Compensation refers to the monetary value that is given to
the employees in return to their working in a specific job role (Nunez and Prieto, 2019). It
is the important function which help the employer to reward the right candidate in order
to get the high working employees.
 Ensuring Legal Compliances: It is the main consideration for an employees that must
be there within the organisation. HR professional ensure the protection of employment
law so that all the employees can get the right use of policies and the law that includes the
minimum wages act, income tax allowance etc. Sainsbury's must ensure that all the
operations are running in the lawful manner so that employees can get the right
compensation over the various factors.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment: It is the process of hiring the potential candidate by evaluating their skills
and knowledge so that they can perform their job in an appropriate manner. It is the first stage of
selecting the deserving candidate.
1.Internal Sources : under the sources the employee having hired within the
organisation who are currently working in their business. This help in getting the potential
candidate who can complete their task in an appropriate manner.
 Transfer- it is the horizontal shift of an employee to the other branch of company and
this can be for same job role with the similar package(Munzhedzi, 2017).
 Promotion- it is the vertical shift of the employee from lower level of job to the upper
level of job which results in more responsibility and progress of the 10th date.
Strengths- this approach help in in hiring the employee who is having good experience in the
specific job profile and can develop their new skills in an easy manner.
4

Weaknesses- this approach to restrict the entry of young talent by which organisation may face
various challenges in context to innovation and advancement in their company.
2.External Sources : under this approach the fresh talent is search out who can perform
their job role in an better way by having excellent set of skills.
 Advertisement- In this source the organisation publish and advertisement in magazine or
newspaper and invite the applicants to apply for a specific job role.
 Recruitment agencies- In this, organisation contact to the external agency who is having
a large pool of candidate and they provide the right candidate who is having relatable set
of scales in order to perform a specific job.
Strengths- this source helps in finding the right candidate who can complete the given task in an
appropriate manner.
Weaknesses- sometimes the external sources confuse the interviewer to find the right candidate
and make a complicated process of selecting a deserving candidate.
Selection- It refers to the process of selecting the deserving candidate by taking their
various test and interviews in order to to evaluate their skills and competencies (Lin and Sanders,
2017).
1. Assessment Test : under this, candidate is being selected after undergoing the test which
examine the knowledge of the candidate to perform their job.
2. Interviews : in this, interview of ramus set of question and ask to the interview in order
to understand the verbal and nonverbal behaviour of the candidate.
Strengths- this source help in knowing the knowledge and capabilities of the individual in an
more effective manner.
Weaknesses- sometimes these test or interview fails to find the appropriate attributes of the
candidate and unable to get the right and fruitful candidate.
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Training and development: it is the most essential practice of the company which
enhance the performance of their employees by tracking their productivity. training is not
the learning but it is the ability to build a set of skills so that can individual can apply in
5

their specific job role. In context of Sainsbury, they are giving various training session to
their employees so that they can enhance their learning in order to increase the
productivity and profitability of the organisation.
Benefits To Employees Benefits To Employers
 It helps the employee to shape their
skills and knowledge which results in
increasing productivity.
 With the enhancement of the employees
skills, employer get better performance
and result in their business operation.
Performance Management: it is the process of evaluating the progress of the
employees in order to enhance their productivity (Kim, and Hyun , 2017).Human resource
manager consistently work in order to develop the employee by giving clear instruction and
welcome the valuable feedback in order to get better result. In Sainsbury, HR manager is
continuously monitoring the employee performance in order to identify the loopholes and
correct them in an appropriate manner.
Benefits To Employees Benefits To Employers
 With the help of this practice, the
employee can work towards a particular
vision in order to get a desired goal
with the organisation.
 Through this employer can enhance the
efficiency of the workforce so that the
firm can generate a good revenue by
having excellent set of skills in their
employees.
Reward management: It refers to the process of identifying the high-performance
employee in order to reward them with the monetary or non monetary rewards. This
process helps in influencing the employee so that they can work for a better vision by
getting fair compensation for their job role. In context of Sainsbury, HR manager is
emphasising on identifying the high-performance working in order to reward them
appropriately.
Benefits To Employees Benefits To Employers
 This practice motivates the employee  with the help of this practice employer
6

which results in enhanced productivity
and profitability of them.
can build a a strong relationship with
their employees in order to get best
outcome from their efforts.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
HRM play a vital role in ensuring the productivity and profitability of the organisation buy
frame in various strategies so that employee can work effectively in their assigned job role. The
focuses on identifying the loopholes in various operation so that they can take the corrective
measures in order to connect them so that they can get a better results from their efforts. In
context of Sainsbury, HR manager is ensuring the effective working of their workforce so that
they can get the best result within the organisation.
 Training and development- when an organisation is emphasizing on giving the various
training session to their employee with the consideration of shaping their skills and
capabilities in a better way (Hervie and Winful, 2018). This helps in in increasing the
profitability and productivity of the organisation with the best efforts of their employee in
their given job role. Sainsburys focusing on training of the employees so that they can get
the better results in their various operations.
 Reward management- It refers to the process of identifying the deserving candidate and
reward them for their best performance. this process help in influencing the individual so
that they can give their more efforts in achieving the objectivity of the business.
sainsburys enjoying the monetary and non monetary rewards to their employees so that
they can work effectively.
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
employee and employer are the two pillars of an organisation who work together in
attaining the organisational goal. When they have a a strong employer relationship in an
organisation this will leads to effective accomplishment of several activities by which
company can enhance their productivity and profitability.in context of Sainsbury, there as
various factors which enlist the importance of employee relation in decision making.
7

 Communicate employee expectations- the employee can fieldvalue and motivated when
the employer focuses on the employee expectation by having effective communication so
that they can give their full potential in performing and gaining better results(Grund and
et. al., 2017). In context of Sainsbury, they are emphasising on employee expectation so
that they can get a best outcome from their effort.
 Regular feedbacks- The employer must focuses on having a regular suggestions and
feedback from their employees by which they can identify the the various problem
associated at the workplace. This helps in making a better decision regarding various
operations.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation is the wider concept which is related to to protecting the rights of
employees and save them from being exploited. This is the duty of the employer to protect rights
in relation to employees so that they do not get any problem or difficulty in their working and
sensory is ensuring and complaint with the employment law so that employee can feel safe at the
workplace which results in high productivity of them. Some of the employment legislation is
explained as follows.
 National Minimum Wages Act, 1998- this legislation is related to the the fair
compensation to each employee in exchange of their work.(Bringezu and Bleischwitz,
2017).It places obligation to the employer that they must give the minimum wages to
each employee irrespective of their company status and Sainsbury's ensuring the
minimum wages of their employees.
 Health and safety at work Act,1947- it is the law which import duty on employer to
provide the healthy and safe environment to their employees so that they can work in a
positive working environment. It also plays overriding duty on employees to comply with
the safety law in order to ensure their good health. Sainsbury is focusing on taking all the
security measures in order to comply with this law.
 Equality Act, 2010- it is the legislation which Anchal the fair and equal treatment to
each employee and there will not be any discrimination on the basis of colour,caste,
8

gender etc., So that every in individual can showcase their skills and knowledge in order
to get the deserving opportunity in their career enhancement(Distanont and et. al., 2018).
PART 2
P7 Illustrate the application of HRM practices in a work-related context, using suitable
examples.
Job Advertisement
Customer Relationship department
This applications are mainly invited for the job position of HR Manager. For this job profile ,
the candidates must have core HR knowledge and skills and good communication skills which
can help to create good relationship with the customers so that they he or she can easily deal
with their employees and customers.
Education and Qualifications-
Eligible candidates must have various skills to apply like communication, critical thinking,
decision making and Leadership skills.
Must completed post graduation from the authorised university.
Must have at least 1 year of experience.
Time-scales
Inviting applications from the candidates 21 - 27, February, 2021
Short listing of applications 7- 9 March, 2021
Interview date 15-18 March ,2021
PERSON SPECIFICATION
Essential Skills:
 Candidate must have at least 2 years’ experience as a HR manager in a retail firm
 Effective communication skills
 Experience of customer base Analytical & problem solving skills
9

Desired skills:
 Willingness to organise various activities
 knowledge about core GR concept and training and development session
 Commercially aware & financially literate
Description of CV – Necessary information and qualification for HR manager to
increasing the market sales.
1. General information
Name – Cheery Jackson
Phone no. - 2358715580
E-mail id – [e-mail]
2. Education and qualifications
MBA Oxford University 58.00%
BBA Oxford University 52.00%
Higher education Trinity Business school 63.00%
Secondary education Trinity Business school 86.00%
5. Personal information-
10

Father name – Handly Jackson
Mothers name- Saira Jackson
DOB- 28th April 1993
Achievement – Rugby winner at national level in 102h standard
Got 2nd prize in the debate competition
Preparatory notes of interview
Interview plays a vital role to examine the skills and capacity of the candidate. In order to
fill the vacant post of human resource manager, the manager of the Sainsbury has framed the
various interview question that is been asked by the interviewee which are as follows:
Q1. Tell me about yourself.
Q2. Why do you want to join this organisation?
Q3. What are you expecting from your job role?
Evaluation of the process
After conducting the recruitment and selection process, it is analysed that Sainsbury can
appoint deserving human resource management by following a various steps of selection and
using appropriate source of recruitment. It is is cost effective em time saving process and
Sainsbury's is suggested to use online test method and external source of recruitment so that they
can get the right candidate for a specific job role
11

CONCLUSION
it is concluded from the above report that human resource management play an important
role in resource in the organisation by which they can enhance their productivity and
profitability. they are responsible for training and development performance management
and reward management of the employees so that they can influence them for their better
working. Moreover, interviewer must emphasize on choosing the right source of recruitment
and selection so that they can hire a deserving candidate. Every organisation must comply
with the employment law and inches to protect this law so that employee can work in a
positive working environment with good health and safety measures.
12

REFERENCES
Books and Journals
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
Distanont and et. al., 2018. Collaborative triangle for effective community water resource
management in Thailand. Kasetsart Journal of Social Sciences. 39(3). pp.374-380.
Grund and et. al., 2017. Personnel economics: A research field comes of age. German Journal of
Human Resource Management. 31(2). pp.101-107.
Hervie, D.M. and Winful, E.C., 2018. Enhancing teachers’ performance through training and
development in Ghana education service (A case study of Ebenezer senior high
school). Journal of Human Resource Management. 6(1). pp.1-8.
Kim, W. and Hyun, Y.S., 2017. The impact of personal resources on turnover
intention. European Journal of Training and Development.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal. 27(2). pp.300-317.
Munzhedzi, P.H., 2017. A reflection on the relationship between performance management and
training in the South African public service. SA Journal of Human Resource
Management. 15. p.7.
Nunez, I. and Prieto, M., 2019. The effect of human capital on occupational health and safety
investment: An empirical analysis of S panish firms. Human Resource Management
Journal. 29(2). pp.131-146.
Panagiotopoulos, G. and Karanikola, Z., 2017. Labor Market and Development: UNESCO
Research Data on Human Resource Training. European Journal of Training and
Development Studies. 4(3). pp.62-72.
Sarala, R.M., Vaara, E. and Junni, P., 2019. Beyond merger syndrome and cultural differences:
New avenues for research on the “human side” of global mergers and acquisitions
(M&As). Journal of World Business. 54(4). pp.307-321.
13