Analyzing HRM Practices at Sainsbury's: A Unit 3 Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices, using Sainsbury's as a case study. It begins with an introduction to HRM, its purpose, and functions, particularly in workforce and resource planning. The report analyzes the strengths and weaknesses of recruitment and selection approaches, differentiating between internal and external recruitment methods. It explores the benefits of HRM activities for both employees and employers, emphasizing the impact of HRM on organizational profitability and productivity. The report further examines the importance of employee relations in decision-making processes and the influence of key elements of employment legislation. Finally, it discusses the application of HRM practices in organizations, including the design and placement of job advertisements, concluding with a summary of the key findings and insights related to effective HRM strategies.

Unit 3- Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Purpose & Functions of HR Manager for workforce planning & resource planning of a
company ................................................................................................................................3
Weakness & strength of recruitment & selection approach...................................................5
LO 2................................................................................................................................................7
Benefits of HRM activities for employees & employer both.................................................7
Effectiveness of HRM practices for enhancing organisational profitability and productivity8
LO 3 .............................................................................................................................................10
Importance of employee relation in influencing the process of decision making .............10
Key elements of employment legislation & its influence on decision making process by
Human Resource Management.............................................................................................11
LO 4 ..............................................................................................................................................11
Application of HRM practices in organisation.....................................................................11
Designing and placing job advertisements...........................................................................12
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource is a strategic approach that is used by human resource department of
organisations in order to manage their workforce. This function is related to managing all the
aspects such as recruitment, selection of candidates, providing them training, remuneration
plans, Motivation policies etc. All the human resource activities are focused on enhancing the
contribution of employees towards their assigned roles & responsibilities (Delery and Gupta,
2016). Sainsbury's is a chain of supermarkets having Presence in UK it was founded in the year
1869 and in the year 1922 it became one of the largest retail brands. The report is based on
understand the basic functions of HRM, strength & weakness of recruitment & selection, benefit
of HRM for employee and employer. Further there are different Human resource management
tools that are used for understanding the process of hiring a suitable candidate. There is a need
to develop insight of employee relation and employee legislations in the decision making process
of the organisation.
LO 1
Purpose & Functions of HR Manager for workforce planning & resource planning of a company
About the Company:
Sainsbury's is one of the largest supermarket chain of UK which was established in the
year 1869 by John James Sainsbury's. The company has a worldwide presence that is it has
more than 1500 shops globally and its head office is located at London, United Kingdom. The
company offer its product through convenience shops, supermarket and Hypermarket as well. AS
per the year 2019, the revenue of the organisation is £29.007. one of the main re4saon of its
higher growth is its effective employees which is more than 1,16,400.
Mission: Sainsbury's mission is to provide high quality products & services to their customers.
Purpose: Purpose of sainsburys is to maximise financial returns to their stakeholders
Core business objective: Sainsbury is willing to exceed customers expectations for safe, healthy,
fresh and tasty food to make lives of their customers easier.
Purpose of HRM: The main objective of human resource management is to attain
organisational objectives within stipulated time period. Along with this, the purpose is to
maintain a healthy and good relationship between the employees so that they can work together

without any issues (Armstrong and Taylor, 2020). Further, it is significant for HR manager to
provide positive working environment to the employees as it motivate them to work with full
potential and focus on attaining organisational goals. In relation to Sainsbury's, its human
resource manager ensures that their employees feel safe at workplace and a healthy working
culture is provided too them. In addition to this, HR manager ensures that laws should be
followed and compensation as well as benefits is provided to them in a proper and timely
manner. With the assistance of this, company is able to carry out all the activities in a systematic
and effective manner as well.
Scope of HRM: It is analysed that the scope of human resource management is broad in
nature as it involve various activities that is important for an entity. This are training &
development, recruitment & selection, induction, compensation & benefits, incentives,
retrenchment and many more. Along with this, it also consist of development of extra service
that is provided to the staff members like medical assistance, recreation services, rest rooms etc.
Functions Of Human Resource Management:
Human resource plays vital role in every organisation as it assist in enhancing the
productivity and performance of the company in an effective manner (Chams, and García-
Blandón, 2019). There are various functions performed by HR manager that is describe below in
context to respective company:
Maintaining Employee relation: It is consider as one of the main function that is
performed by HR manager of a company. It is determine that Human resource manager focuses
on maintaining good relationship with staff members so that they can retain for longer time
period within the organisation (Macke and Genari, 2019). With reference to Sainsbury's, its HR
manager performs all such functions by focusing on resolving employee issues rapidly, fulfilling
their needs and by providing them an appropriate information in an effective manner.
Training & Development: It is defined as a procedure by which an organisation enhance
the skills, capabilities as well as knowledge of employees associated with the company values
and objective as well (Brewster, 2017). Herein, the main motive is to provide al the information
about company and make them update about new software as well as technologies used by the
organisation. In relation to Sainsbury's, its HR manager conducting training session for the staff
members in order to make them aware about policies, rules and programmes of company. In
addition to this, it also assist in raising the capabilities and skills of employees that direct has

positive influence on productivity and performance level of Sainsbury's. Moreover, the company
also provide training to its existing employees in order to give them update about innovative
technologies and also about new initiatives taken by company.
Recruitment and Selection: Another important function that is played by HRM of an
organisation is recruitment as well as selection. It is basically a process of selecting and hiring
the best candidate who has the potential and capabilities to implement activities in an effective
way that leads to enhancement in productivity and profitability of the organisation. If it is taking
about Sainsbury's, its Human resource manager make use of various recruitment and selection
methods such as face to face interview, telephonic interview and many more.
Reward System: It is important for an organisation to provide incentives, compensation,
recognition and any other benefits to the employees according to their performance as it motivate
them to work potentially and meet with their targets and objectives timely and effectively. With
reference to Sainsbury's, it is determined that the company has to provide incentives and rewards
to its employees as per their performance level and in front of all the members. This motivate
employees to focuses on attaining objectives of company that leads organisation towards growth
and success as well.
Weakness & strength of recruitment & selection approach
Recruitment is a basic process that is used for certain of a talent pool by inviting applications
from large number of candidates. There are two basic sources of recruitment that are mentioned
below:
Internal sources: It is the process in which a organisation is willing to fill their vacancies by use
of different means like employee referral, transfer, promotion (Boella and Goss-Turner, 2019). It
helps in filling of vacancies by use of internal recruitment in order to ensure the process by
economic and fast. It leads to saving of efforts and time with no requirement of training.
Internal Recruitments:
Strengths :
Adaptability is very high in case on internal recruitment as selected employee is familiar
with the environment of organisation that takes lot of time in case of new hiring with use of
external recruitment sources.

There is accurate selection according to skill requirements as employer is already
familiar with potential and competence level of each employee that helps them in selection of
employee according to their actual potential level.
Weaknesses :
There are very limited choices available if selection is done from existing workforce.
There can be arising of internal conflicts and dissatisfaction among employees if they feel that
they have been not been given preferences which may affect their level of contribution.
External recruitment: It is a process that can be very helpful in filling all the vacancies as there
are large number of options that are available from which correct choice can be made. It includes
sources such as campus recruitment, employment agencies, walk ins etc. this source is very
helpful in enhancing level of creativity in organisation but at same time is a very lengthy process.
Strengths:
Competent Candidate can be selected from available large number of options.
There is new skill set that is part of organisation and it will help in enhancing the productivity of
overall workforce.
Weaknesses
There can be presence of adaptability issues as newly hired Candidates can take time
to adjust and get familiar with the organisation culture.
There is requirement of adequate resources in terms of involvement of time and high cost that
can affect the hiring procedure.
Analysis: while there is need of recruitment in Sainsbury's there can be use of both type of
sources according to requirement in organisation (Jabbour and de Sousa Jabbour,, 2016). There
can be use of internal sources if existing staff posses the required level of competence.

Selection: It is a process in which suitable candidate can be selected by following a procedure of
screening of candidates, group interviews to analyse Competence of employees according to
particular job requirement.
Interview is a selection technique that can help in selection of right candidate by asking suitable
questions directly.
Strengths:
There is selection of suitable candidate by having a direct communication with the employer.
This is a effective method as there can be saving of time by having a direct communication with
the candidate it helps in making a proper assessment.
Weaknesses:
Many time if the interview is biased then whole process can be ineffective as there can be
selection of wrong candidate.
This process can be incomplete if the information provided by Candidate is not true and incorrect
(Azeez, , 2017).
Written test: It is a selection method in which a candidate is assessed based on use of a written
test according to required level of skills.
Strengths:
There is assessment of employees based on technical competence and their existing level of
knowledge this process is usually used in case of jobs requiring technical skill set (John and
Taylor, , 2016).
There is fair assessment of candidates and no biasses that can be practised by interviewer as
employee is selected based on their scores.
Weaknesses:
There can be unreliable conclusions that as there can be situation where a candidate has require
knowledge level but does nit posses capacity to practically apply such knowledge.

Analysis: In case of selecting a employee in Sainsbury's management can use both the methods
of interview or written set according to job type. Direct interview is one of most effective
methods of assessing a candidate accordance to existing level of skills.
LO 2
Benefits of HRM activities for employees & employer both
Human resource management is focussing on management of employees ins such a way that
their efficiency can be enhanced. This function is very helpful in providing the right motivation
to employees.
Organisation culture:
For employer: Employer can posses impact on culture of organisation by establishment of
regulations, procedures that is helping in maintaining of discipline.
For Employees: Culture of organisation is very helpful in enhancing beliefs and common values
for motivating employees. There is presence of culture that is helping in enhancing the
communication process.
Organisation productivity: When there is a positive workplace culture that is offered to
employees then they are able to work with a positive mind set & attitude. Further there are no
politics or internal conflicts that can affect their level of productivity in a negative manner. HR
department can focus on other functions as organisational culture is supporting functioning of
their overall workforce that is leading to a direct positive impact on productivity & profitability
of Sainbury's.
Recruitment & Retention
For employer: HRM practices will help Sainsbury's in recruiting right candidate according to
policies and practices of organisation. It also leads to competitive advantage as reattainment of
employees help in reduction of employee turnover that adds additional cost to organisation
(Kaufman, , 2019).
For Employees: HRM practices helps employees in getting opportunities of growth and
motivation.
Organisation productivity: Employees are recruited according to specific vacancies in the
organisation. It further assists in filling-up of vacant positions with required job roles and

responsibilities. When employees are retained for a longer time period then it helps in enhancing
overall cost effectiveness.
Training & Development
For employer:Sainsbury's can identify the need of training of employees by identification of
capabilities and skill that can help them in performing functions according to changing
organisation requirements.
For Employees: There is need of development sessions so that employees can upgrade their
level of knowledge that can help in future carer prospects.
Organisation productivity: Training and development assist human resource management of
Sainsbury to train their employees with upgraded skills so that their present level of potential can
be increased in the organisation.
Resolution of Conflicts:
For employer: HRM department of Sainsbury's is working towards resolving all the internal
issues & situations of conflicts by formation of requited procedures and guidelines.
For Employees: It will help employees in managing their behaviour and then working towards
resolution of conflicts so that it does not has any negative impact on employees and organisation.
Organisation productivity: When all the workplace conflicts are timely resolved with the
support of HR managers in the organisation then there is a positive impact on the overall
functioning of employees and their performance level.
Rewards: Timely rewards of offered to organisations it lead to creation of a positioned response
on part of employees as they are able to maximise their contribution because of high level of
motivation. It can be both monetary or non monetary rewards. In Sainsburys timely rewards will
lead to creation of a competition spirit amongst the workforce that will have a direct positive
impact on their present level of performance.
Employers: Employers are providing rewards these policies help in creation of a competitive
spirit amongst employees as they are focussing on both monetary and non monetary incentives
that leads to employee contributing best of their performance level so that there can be
achievement of laid organisations objectives.

Employees: Employees in Sainsburys get powerful motivators that are acting as recognition
programs. Getting rewarded assist employees in feeling valuable so they are having a positive
attitude towards their working environment.
Organisation productivity: Motivated employees in Sainsburys are more productive as they are
contributing towards higher employee engagement and high return on investment so that
employees are satisfied. Happy and motivated employees are contributing towards bottom line
as they posses higher revenues.
Career management: Career management activities consist of providing realistic career oriented
appraisals, posting of opening and offering of formal career development plans. In Sainsburys
such activities will help employer in increasing the rate of employee promotion and decreasing
of employee turnover. It is going to have a positive impact on employees in form of as they will
feel that organisation is providing opportunities of individual growth & development.
Employers : There is a satisfied workforce in Sainsburys who is willing to maximise their
present level of contribution towards laid organisations objectives. It also assist by identification
& facilitation of training opportunities and needs.
Employees: Career management programme in Sainsburys helps in accommodation of position
which is utilising them better by recognizing of strengths & weakness.
Organisation productivity: Career management practises in Sainsburys are assisting
organisation in-alignment of employees aspirations with organisations overall performance.
Application of practises such as job rotation and transfers there can be achievement of higher
operational performance and effectiveness.
Effectiveness of HRM practices for enhancing organisational profitability and productivity
In every organisation
In every organisation human resource aspects plays a very crucial role in achievement of
a competitive advantage. Human resource helps in enhancing the profitability by improvement of
efficiency. HR practices help in ensuring tremendous growth in case of higher profits and
revenue. Sainbsury's is considering the management of employee existing performance and
monitoring as crucial aspects for improvement of productivity. There is use of 360 degree
approach where managers and employees have to set objectives and they are reviewed after
completion of specific time period.

There is 360 degree feedback in which there are four integral components:
Self appraisal: In this aspect there is a chance to employee to asses employees according
to their own weakness and strength, it is a technique that helps in self evaluation according to
present skills level and its future needs.
Subordinates appraisal: In this a employee is judged based on motivation abilities and
communication skills.
Peer appraisal: In this technique there is review of employee performance based on
views of peer groups or colleagues of individuals. This is more of a informal method of
analysing the view points of colleagues of a prospective employee.
Superior appraisal: In this there is performance review by superiors according to the
Present level of achievement and perspective of future growth (Ahammad, Glaister and Gomes,
2020). According to the results obtained from all this analysis there is use of training programs
if there is high potential level of employees that can be developed.
Different methods of HRM practices:
Organisation has to adopt different HR practices according to nature and type of
organisation. There are different HRM practices such as leadership, training programs, inecntiev
systems that can be used for the purpose of retaining of employees and further working towards
improvement of their productivity that is linked to revenue of organisation.
Evaluation of HRM practices:
HRM practices help organisation in recruitment of competent employees, planning their
benefits and compensation. Management of conflicts. Sometimes it can posses a negative impact
in terms of high training and mentoring cost that can lead to high losses. 360 degree feedback is
a approach that has large number of benefits for Sainsbury's as it motivates employees to
contribute more according to their Present level of contribution.
LO 3
Importance of employee relation in influencing the process of decision making
Employee relations consist of the overall efforts that are made to manage the relation
with employees. In Sainsburys there is a need to maintain positive employee relations that can

help them in dealing with disputes. Enhancing understanding between employees (Sparrow,
Brewster and Chung, 2016). Such relations are very crucial for employers and employees as
discussed below:
 Healthy relations are helpful in reduction of absenteeism of employees so that they are
able to comfortable work with other colleagues. It helps employers to have focus in
training and development of employees and not just solving the internal conflicts.
 There is enhancement of employee productivity as employees are contributing according
to acquirements and there is increasing overall revenue and productivity of employees.
 There is a positive impact on the level of employee engagement as employees posses
good relations with employers that helps in enhancement of their level of involvement
towards activities of organisation.
Employee engagement is one of critical factors that can help employees in having a higher level
of satisfaction. This strategy can be adopted by Sainsbury's for this there is need to focus on
several aspects as mentioned below:
 Encouragement of flexibility according to working schedules and enhance the
productivity so that they are able to make higher contribution. HR managers of Sainsbury's are focussing on taking timely feedbacks that is helping in
understanding if there are any issues that are being faced by them and solving them as
early as they arise.
Role of trade unions: Trade unions are association of employees that can help in presenting
interests & improvement of working conditions and pay. It will help in enhancing employer
employee relations in Sainsburys as employees are able to represent their skills that helps in
protection of employee rights.
Discipline: Discipline is based on a belief that employees are behaving in a particular acceptable
way and are adhering to all regulations and rules of organisation. Discipline is a critical factor at
workplace that will help in ensuring that employees are behaving in a decent manner. It is going
to lead to employees contributing according to maximum of their present capabilities and
competence which will enhance employer, employee relations.