HRM Report: Organizational Structure, Culture, and Training

This report delves into the realm of Human Resource Management (HRM), specifically examining the organizational structure of Sainsbury and its effects on employee motivation. It explores Sainsbury's hierarchical structure, chain of command, and its impact on staff. The report also analyzes Sainsbury's organizational culture, aligning it with Cameron and Quinn's model, and assesses how the company's management style influences employee motivation, highlighting its democratic approach. Furthermore, the report emphasizes the importance of training and development within Sainsbury, differentiating between on-the-job and off-the-job training methods. The conclusion underscores key factors for maximizing employee motivation and recommends strategies to boost productivity and improve the overall effectiveness of HRM practices within the organization.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1. Organizational structure of company and its influence on staff motivation...........................1
2. Cameron and Quinn's 1999 model; the most suitable organisational culture for company; its
influence on the type of people recruited....................................................................................2
3. The way management style followed by company influences employee motivation.............2
4. Importance of training and development as a primary function and the way it is used in
company......................................................................................................................................3
CONCLUSION & RECOMMENDATIONS..................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management is considered to be an essential part for making business
activities more effective as serves them proper handling of employees and their related issues
which affect the functioning of firm. Therefore, it is necessary to manage the human resources
for timely accomplishment of goals and objectives (Albrecht and et.al., 2015). This report
consists of description related to organizational structure of Sainsbury and its influence on the
motivation of staff. Apart from this, the culture of company has been assessed which is very
important for making productive atmosphere. The management style of firm has been provided
for motivating employees.
TASK
1. Organizational structure of company and its influence on staff motivation
The organizational structure of Sainsbury is a tall hierarchical . It means that it works in a
series where there are various level of people and the each level have a control system. The
hierarchical structure starts with the CEO or any chairperson of the company and other managers
and staff people who comes under the hierarchy according to their job. To have a proper
communication system, they form a chain of command (Monks and et.al., 2016). Main aim of
brand is to make buying fast and easy for customers. Hierarchical system means that staff is
ranked from the highest to lowest which means order passes from up to down and information
passes from downwards to upward. This is the oldest system. The more is the level in hierarchy,
the less effective would be the communication process.
Impact of Sainsbury on the motivation of staff:
 They encourage the staff of their organization and promote what they practice.
 The brand treats the customer in a right manner and also treat their staff in fair manner
and pay them healthy wage.
 They motivate their customers by providing incentives and encourage them in stressful
situations to tackle it easily and ask for feedback from employees.
 They act in the interest of their customers to deliver what they want.
2. Cameron and Quinn's 1999 model;
Hierarchical Culture is followed in the organisation. It is the most suitable organisational
culture for company. It has an influence on the type of people recruited. Sainsbury works on the
1

oldest 20th century method of hierarchy which have a high degree of control behaviour and is
internally focused. There is a flow of chain of command from a leader to its subordinates. This is
considered as the most effective way of communication and follows a structure of what people
are supposed to do. They have a formal and structure of rules and regulations to keep the
organization functioning (Function and practices of human resource management, 2018). They
work on proper planning, keep the cost of goods low and provide timely deliveries. Sainsbury
have a flexible organizational structure according to need and demand of their customers for
expansions which is based on the distribution of Authorities on the basis of hierarchy
In this structure, the communication flows from one central authority, everyone has to
follow their orders and all work within a set of procedures. It has a tall hierarchy and multiple
chain of command from highest to lowest. It expands when we go from top to bottom. Role of
everyone is clearly defined in the organization. The people recruited gets ample opportunities,
they get motivated. It helps employee to become specialist and expert in a field, they are
working. A proper training is to be given to employees to make familiar with the work and the
working environment. People recruited may face difficulty to adapt the changing environment.
This structure focuses on the structure as well as its control on employee through dividing
individuals according to their responsibilities which tends to control each other. In this, the
leadership is based on coordination and effective monitoring.
3. The way management style followed by company influences employee motivation
Sainsbury follows a democratic style of management. This helps the organization to
achieve its objectives. It is the one in which everyone works in team. It has a positive impact on
the employee motivation and productivity. The organization follows a flexible style which
changes according to the changing environment. In Sainsbury, people are motivated and
encouraged to share their ideas and reviews. Their ideas are put into the best way possible and if
the ideas are not considered, it is just that they listen to what they said. Since company has
changing environment and the needs of customers are not same, so they can easily adapt the
flexible environment. Company gives platform to their employees to bring their creative and
innovating ideas. The power and responsibility helps in decision making. They empower their
leader for effective and efficient utilization of resources by providing education and training for
2

completing a particular task (Currie, Burgess and Hayton, 2015). To maintain a healthy working
environment, the manager acts as a mediator and a facilitator. Strong teams are formed which
require less supervision.
4. Importance of training and development as a primary function and the way it is used in
company
Sainsbury provides training to their employees to make them familiar with the work and
the working environment. Being the primary function of HR, it helps in the fast completion of
work and reduces delays which ultimately benefits company and employees. Training helps in
boosting the knowledge and leaders consider it as an investment because talented employees are
like an asset to organization which will benefit for many years. There are two ways of imparting
training in the organization like:
ON THE JOB TRAINING
Employees learn by performing their jobs actually at the original workplace. It works on
the values of learning by doing (Yassine and Zein, 2016). The training is of the raw employees.
Job rotation method helps to enhance their skills and knowledge as well as training is provided
on rotational basis. Through this, the complete stress gets reduced and thus, it helps in motivation
of employees. It includes task rotation, responsibility shuffling, etc.
OFF THE JOB TRAINING
Training is given outside organization away from the real work. The training is given at a
different place so that employees can put their whole time in learning and put dedication towards
the job. Interpersonal skills of the trainee gets improved. Some hypothetical situations are
created to make the employees interact with job situation. Sainsbury invests a very little amount
in the growth and development of their employees.
CONCLUSION & RECOMMENDATIONS
It has been concluded that for maximizing motivation of employees, there are many
factors which must be adopted so that it can lead to increase in an efficiency of the productivity
which will be beneficial fororganization in many ways. Apart from this, human resource
management tends to control relation with employees.
3

REFERENCES
Books and Journals
Albrecht, S. L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1).pp.7-35.
Currie, G., Burgess, N. and Hayton, J. C., 2015. HR practices and knowledge brokering by
hybrid middle managers in hospital settings: the influence of professional hierarchy.
Human Resource Management. 54(5).pp.793-812.
Monks, K. and et.al., 2016. Enhancing knowledge exchange and combination through HR
practices: reflexivity as a translation process. Human Resource Management Journal.
26(3). pp.304-320.
Yassine, N. and Zein, R., 2016. Human resource management in the Middle East: Lebanese HR
practices in NGOs and the private sector. SAM Advanced Management Journal. 81(1).
p.34.
Online
Function and practices of human resource management. 2018. Available through:
<http://smallbusiness.chron.com/functions-practices-human-resource-management-59787.html>
4