Human Resource Management: Practices and Functions at Sainsbury's

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Sainsbury's, a major UK supermarket chain. It begins by explaining the purpose and functions of HRM, specifically in workforce planning and resourcing, covering recruitment and selection methods, including internal and external recruitment, and their respective strengths and weaknesses. The report then examines the benefits of various HRM practices for both employers and employees, evaluating their effectiveness in terms of organizational profit and productivity. Furthermore, it analyzes the importance of employee relations in influencing HRM decision-making and outlines key elements of employment legislation and its impact on HRM. Finally, the report illustrates the application of HRM practices in a work-related context, using specific examples within Sainsbury's, including compensation, performance classification, and the role of HRM in addressing employee issues. The report concludes with a summary of the key findings and references relevant academic sources.

Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 : Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................3
P2 : Explain the Strength and weakness of different approaches to recruitment and selection..5
Task 2 .............................................................................................................................................7
P3 : Explain the benefits of different Human resource management practices within an
organisation for both the employer and employee......................................................................7
P4 : Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity.........................................................................................8
TASK 3............................................................................................................................................8
P5 : Analyse the importance of employee relations in respect to influencing Human resource
management decision making.....................................................................................................8
P6: key elements of employment legislation and the impact it has upon HRM decision-
making.........................................................................................................................................9
P7: Illustrate the application of Human Resource Management practices in a work- related
context, using specific examples...............................................................................................10
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the process and practising of managing people and staff
members towards the achievement of goals and achievement. Human resource refers to the
skilled workforce which is in an organisation. Resources refers to the limited availability. Human
resource management is meant for proper utilisation of human resources in an organisation. And
management refers how to optimizer and make best use of such limited resources. It is important
to have effective human resources operation in the company this helps the employees in
providing training and development sessions and other benefits so that they can increase their
potential and productivity. The company which is taken in this project report is Sainsbury which
is positioned at second rank in chain of supermarket in the united kingdom. It was founded in the
year 1869 and have objective of sustaining for longer durations. It is a public limited company
which was founded by John James Sainsbury. There are about 116,400 employees working
currently in the organisation. The company deals in selling grocery products and household
products(Bush, Bell, Middlewood, 2019). The report discusses about purpose and scope,
various approaches associated to recruitment and selection and and certain number of HRM
practices. It also highlights key employment legislations as well as their effectiveness in the
business concern. At last, HRM practices that are applied in context to the company are
discussed in context to fill a vacant position.
TASK 1
P1 : Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Purpose of Human Resource Management
The primary purpose of human resource management structure in Sainsbury is to control
total condition and requirements of staff faculty in the management of business. The
management helps their group of an individuals to modify the effectiveness and efficiency of the
business management that arrange the process with the aim to execute the specific set of
objectives to determine and control the ability of problems and issues and as well as they hold
up the satisfaction of their respective (Clarke, 2018) . The primary function are as follows-

 Fulfilling Faculty Needs : The primary purpose of human resource management is to
recruit the skilled individuals for the vacant post in the management. They conditionally
informed the formation of business duties, position and determine the manner of virtual
ability and skills that are required for that vacant position. The individual are present by
accumulative credit appraisal as by various tests and interviewing the respective
individuals that will successfully completed(Del Giudice, Della Peruta, 2016).
Sainsbury's personnel faculty includes the transfer and contented procedure for
immediate personnel department.
 Compensation : It is a manner of responsibilities of Human resource management to pay
the adequate value to the respective in the organisation. Individuals are mainly
considered with the rewards and incentives that they get remunerative services as
according to their job position. The HRM of Sainsbury that evaluate it and makes the
changes in pay roll composition by current way of direction in recompense with the
purpose as to provide an acceptable value to their individual. The organisation also
follows the respective rules while providing the earnings and visual compensation to the
personnel faculty like to be incudes in Standards Act.
 Performance Classification : Human Resource Management determines the respective
execution of an individual by taking adequate actions from their executives and
administrator(Berman, 2019). The organisation presents the presentation as sort of
operations and it ensures that every individuals realize the procedure and manner in the
organisation. The individual with influencing actions that receives honour on the basis of
their plan of responsibility.
Functions of Human resource Management
The basic functions of human resource management are as follows below-
 Recruitment and Selection : Recruitment is a procedure of influencing various
individuals to motivates them for choosing their formation of business orientation. As per
the manner of concept, recruitment defines to allow the respective for the vacant position
of function that analyse it and pick out the capable respective that will suitable for their
manner of job (Fan, 2021) . The HRM management of Sainsbury have to plan it and
execute as a capable organization thought of idea and plan of action by before recruiting
and selecting as they often know how to deal with individuals who are recruiting in the

organisation. Recruitment and selection is the leading activity for the social control as it
decrease the different issues and problems like unconditional and unqualified candidates.
 Training and development : By giving activity and improvement of respective that the
basic responsibility of Human resource manager of Sainsbury. This role of task that helps
the candidates to ensures their skills and performance by determining their performance
as per their capability for improving them(Hou, Jiang, Wang, 2019) . Training and
development helps in motivating and processing the team spirit and security in between
the individual.
 Managing human relationship among individuals : The Human resource management
of Sainsbury should handle the growing and bilateral relations with individuals. In the
organisation both the individuals and executives become effectual in achieving the
objectives of the management. The individuals are the key support of the organisation so
it is essential to build up a good relations between the candidates and the personnel
faculty.
P2 : Explain the Strength and weakness of different approaches to recruitment and selection
 Recruitment : Recruitment is a procedure of filling the vacant post in the organisation by
analysing the mindset as the talented and well- eligible individuals for increasing the
efficiency ratio and growth of the management.
Strength of recruitment : The strength of recruitment is defines that it may attracts a higher
well-qualified individuals for increasing the profitability and productivity ratio in respect of the
organisation. This process helps them to find out the adequate individual for vacant job post in
the organisation as per their efficiency ratio.
Weakness of recruitment : Recruitment procedure is not a casual act for attracting the adequate
person. Sometimes an individuals are got chosen selected are not the right one for the job
position. Recruitment process is a perverse process which make it eliminate an individual by
replicate the summary and resume of them.
There are two types of recruitment like internal recruitment and external recruitment that
are as follows:
Internal recruitment : This type of recruitment means that when the management fills the
vacant position in the present organization(Kallio, 2016) . As to it they evoked the individuals
from inside and got hired them internally. The techniques of internal recruiting are promotions,

transfer, employee recommendation and many more. That will ensures the organisation to relates
it with the subjective content as further it will increase their effectiveness ratio.
Strength of Internal Recruitment :
Internal recruitment is immersed time overwhelming by negotiate the way of
enforcement and also they have their adequate line of position. This method is price effectual
because it will not includes resume screening, posting, directional of the interviews activities and
short listing of nominee.
Weakness of Internal recruitment :
The weakness of internal recruitment is represents that they have limited roles and style
as per placing the respective for line of work factor. It increases the training and processing cost
for existing respective that will also revived the actions for the new task manner.
External Recruitment : External recruitment is a procedures of hiring the individuals from
outside the management(Narayanan, Rajithakumar, Menon, 2019). The technique of external
recruitment is relates with advertising, enlisting, line of work fairs, interns and many other
sources.
Strength of External Recruitment : As per such external recruitment, Sainsbury gets the top-
attribute of personnel staff with new quality and knowledge. It diversely extend out the limit and
it also influenced the proper candidates with fresh skilled abilities.
Weakness of External Recruitment : As this process involved the inaccurate respective which
are unable for the job section. External recruitment asserts a wide level of expenditure from
Sainsbury as they need to place it on various respective situation for the condition of
organisation body (Bifulco, 2016) . It is also a time overwhelming function of undertaking in the
direction social control that the managing director have to oversee the thousands of curriculum
vitae to choose the capable candidates for the formation of business.
 Selection : Selection is a procedure of selecting a capable candidates to filling up the
vacant post. It also mention to pass opinion to proper and appropriate individuals to
select the best respective to complete the ideas and quality of work to fill the vacant job
position and this sort it more impressive.
Strength of selection : Selection process disregards the nature while as selecting the candidates
that can also take it off the individual who are not having a knowledge, quality and attributes. It

also helps to determine the different candidates as per to their activity knowledge, qualification,
attributes, etc.
Weakness of Selection : The Selection procedure also have vantage that it is immediate a clarity
of total condition of the respective and as per the regards it does not have assurance of their
sections. Sometimes the business executives might not recruit the adequate person for the
business and hence, it will harm the business and their functions.
Selection Approach
Interview : For selecting the appropriate respective for the line of work that orientates the
interview meeting that should be conducted(Breidbach, Brodie, 2017) . It is prepared to
assemble the subject content by respective procedure.
Strength of Interview : The strength of interview is to revolve up the primary and particular
manner by interview process. It also assist to create a relation between the responder and
questioner.
Weakness of Interview : As it is a incomplete process that defines the graphical attempt that is
more essential than consultation. A state of confusion may also create between the individual and
enquirer as because there is no source of data as what will discussed at interview in the
managerial function.
Task 2
P3 : Explain the benefits of different Human resource management practices within an
organisation for both the employer and employee
The advantages of human resource management practises in Sainsbury are as follows:
 Security to individuals : The primary sections for the individuals is one of the benefit
that is corroborated by the Human resource management. The status of individuals is also
beneficial for the social control to proceed the work in the managerial operation. The
personnel faculty that should provide a accurate formation of business and its safety of
their individuals by which they execute their work with efficiency and effectiveness ratio
(Obeidat, Al-Suradi, Tarhini, 2016) . As there is relation in between them so that after
their policies and task as they will go their points and control their interval of time with
their close ones.

 Resolution issues : Human resource management help it to management the problems
and difficulty between the individual and executives. The human resource staff of
Sainsbury acts as a negotiator who will analyse it for the matters that are appointing
adequate outcome. As when there are leaders and individuals in management than the
problems that might raises due to respective faculty, as the healthy abstraction can also
have conflict due to discontented or disagreement.
 Improving Turnover : Human Resource management of Sainsbury should redress the
individuals turnover ratio to broad the turnover rate just to put it behind the goodwill and
total ratio of the organisation(Schaufeli, Maslach, Marek, 2017). The management would
be broad about the belief and position as it also primed up to contract those values and
state to change the worker turnover ratio.
P4 : Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity
The primary field of section of respective human resource practises as in position of increasing
the efficiency and effectiveness ratio of an management that are as follows-
 Reduce Turnover ratio -
Human resource executive select the capable individual for the formulates the manner of
business that is genuine for their management of business which increases the individual and its
confidence that has been stuck for a longer period of case. It will loss the respective turnover rate
that is specially essential for the management of business as it is high- priced for them to get
dealing for the individual. It helps in loss of individual turnover rate that will increase the
earnings through which they don't want any other individuals for job emplacement.
 Training and Development -
By providing adequate training and improvement to the individual their ability and quality will
increase and they can handle any duty with calmly and patiently which leads to assures the
profitability of Sainsbury(Choubin, 2019). If respective present their events and issues as in
respect to the earnings of the management of business however, it will also increases.

TASK 3
P5 : Analyse the importance of employee relations in respect to influencing Human resource
management decision making.
 Employee Relations : In every management of business individuals that shares their
social relation with other individuals. As maximum interval of time that respective
expends in the management of business with their inferiors. No one can execute their
work of task without management direction that proves their flourish and good human
relationship with other individuals and respective in the management of business as it
also control by such they successfully achieve their task and plans of actions
(Semarkhanova, 2017) . Sainsbury should hold up the liable social relation between the
respective individual as their will be development in the plan of action to ensures the
growth and development.
 Importance of Employee social relation -
The importance of worker social relation in respect to determine the Human resource
management and decision making task and plan of actions that are as follows -
Increased Productivity : Healthy relationship between the enforcement and inferior that might
lead to development in profitability ratio of Sainsbury. It is also about human relationship
between executives and subordinates that feels contented and it ensures as more productive to
their task. Human resource executive should take appropriate functions to build up a good
relationship in between the superior and staff faculty.
Increase loyalty : It increase faithfulness that is an important thing to motivates the belief
between the individuals in the management. It is an important point to change the commitment
between the governing body and manager if loyalty folds it and there will the opportunity of
keeping of respective as it also increases which assist of the management in prolonged activity.
P6: key elements of employment legislation and the impact it has upon HRM decision- making
The organisations are having many employees and they are helping them in increasing
the performance. The customers of the organisation are having good products(Smajgl, Ward,
Pluschke, 2016). The organisation in UK are having legislations which re helping them in
increasing the performance. The Sainsbury is a retail organisation who is focusing on the giving
good products at the reduced prices. The employees are important for the organisation and they

help them in improving the performance. The organisation is having laws that are protecting
them and solving the issues.
Equal Pay Right, 1970 - It is the right given to the employees of the organisation where the
males and females should get the equal salary to help them improve the performance. The
organisation should give the equal rights to the employees to help them in increasing the
quality of the products(Stewart, Brown, 2019). Sainsbury is the organisation who is giving
equal rights to the employees and they are reducing the impact on the performance. The
organisation is not discriminating between the employees on the basis of sex, colour, caste
and religion and they are giving equal rights help them increase the quality of the products.
The employees will help the organisation in increasing the performance.
Health and Safety Act, 1974 - The organisation will give good environment to the employees. It
is important for the organisation to take care of the health and safety of the employees
because they are helping them in increasing the performance. The organisation is having
employees At the higher level who will help them in getting the environment which is
helping them in increasing the quality of the products . Sainsbury is having many employees
and they are helping them in getting the environment to increase the performance. The
organisation should select the employees who are working for giving good products and
they should get the safety to give good products.
Minimum Wages Act, 1998 - The organisation is having many employees and they are helping
them in increasing the performance. The employees should get the salary that is according to
the average salary of the industry. The organisation should focus on the need of improving
the performance and salary is the most important factor for the employees. Sainsbury is
having many employees and they are giving the salary according to the level of
performance(Zhou, 2016). They are getting better salary than the average of the industry.
The employees will increase the performance when they are getting salary according to the
needs and they will help the organisation.
The organisation is having many factors that are helping them in improving the
performance. The employees are important for the organisation because they are giving good
products. The organisation will focus on the factors that are protecting the rights of the
employees.

P7: Illustrate the application of Human Resource Management practices in a work- related
context, using specific examples
Sainsbury is one of the multinational organisation which is hiring employee for the Floor
Supervisor. To fill this place managers of Sainsbury UK are performing following activities:
Job Specification:
Job specification is a document in which qualification, skill, skills, training,
responsibilities to perform a particular job has written. Job specification of Sainsbury UK for
floor supervisor is as follows:
Job Specification
Job Summery:
Floor Supervisor is an individual who provide training to new employees and also provide fresh
environment to employees. They need to monitor daily operation and maintain discipline at
work place.
Job Roles and Responsibilities:
Monitor cleanliness at work place.
Maintain Attendance record of employees.
Provide training to employees.
Job Skills:
 Excellent communicator
 Leadership skills
 Problem solving skills with decision making
 Conflict resolution
CV:
CV Stands for Curriculum Vitae which is written document which provide detail about the
individual's whole course from education to work experience. Here is a CV for individual
suitable for profile of Floor Supervisor:
Curriculum Vitae:
Anamaria Claudia Voinea
61 Orchard Grove, HA3 9QR,

London, UK
Experience:
Cleaning Supervisor at Get Set Clean, London, UK
Current organisation (From June 2019)
 Responsible for supervision of team and and monitor their performance
 Provide training to new employees
 Maintain cleanliness at work place
 Maintain Supplier and other client relationship-orientated
Cleaning Supervisor at OHS, London, UK ( From May2018 to May 2019)
 Supervise and monitor performance of employees
 Provide training to new employees
Housekeeping Supervisor at Moxy London Heathrow Airport, London,UK (From April 2018 to
May 2018)
 Maintain team of 20 employees and monitor their work efficiency
 Provide housekeeping supplies and toiletries for guest
 Develop training program for employees in order to improve their performance
Interior Cleaner at PGM, London, UK (November 2017 to April 2018)
 Cleaning and maintaining hygiene at flats and disinfect them
 Maintain good relation with client
 Cleaning of bathroom
Room Attendant at Mercure Hotel, London, UK (September 2017 to November 2017)
 Providing guest with paper product and toiletries
 Cleaning and dusting of furniture and corridors and lifer area
Room Attendant at Pullman St Pancras, London, UK (November 2016 to August 2017)
 Providing guest with paper product and toiletries
 Cleaning and dusting of furniture and corridors and lifer area
Education:
2016:
 Natural sciences High School Graduation Certificate
2015:
 NVQ Level 1 LABOURER,

Interview Selection Criteria:
Manager of Sainsbury will select the qualified employees on the basis of their skill of
communication, confidence, handling things and decision making power as the job required
these things. The following question they will ask to judge the employee:
 Tell me something about yourself?
 Why you want to join us?
 Why should we hire you?
 What is your short term and long term goal ?
 How will you handle employees?
Offer Letter:
Job Offer Letter
Ms Anamaria Claudia Voinea
This letter is to inform you that you are selected for the position of Floor Supervisor in
Sainsbury. We are happy to share this news to you that your recruitment and selection has
successfully completed. Your joining date as Floor Supervisor will be 25 February 2021. Other
important information are mentioned below:
Key roles and responsibilities:
 Supervise the work of employees of your team.
 Maintain cleanliness and hygiene at work place.
 Provide training to new employees.
Position: Floor Supervisor
Salary: 20000$
Thanks and regards
Team HR
(Sainsbury UK)
CONCLUSION
From the above report it has been concluded that it is human resource management that
plays a very important role in the business operation. As a HR it is been determined that the

workers feel contented and hold up good links with each other. The superiors helps their
subordinates to motivate and measure the execution of worker so that they can work effectively.
The management has a flourishing and cordial surrounding at their workplace, managing
director, administrator allot the activity as properly to make them interpret the important things
and organisation targets broadly. It builds little challenges in structure of management and the
social control that has full clarity that treat everyone equal to continue with rules of the
authorities that are following concept which include their worker in essential decision making
task and take their thought of idea.

REFERENCES
Books and Journals
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of educational leadership &
management. Sage.
Clarke, M., 2018. Rethinking graduate employability: The role of capital, individual attributes
and context. Studies in higher education. 43(11). pp.1923-1937.
Del Giudice, M. and Della Peruta, M.R., 2016. The impact of IT-based knowledge management
systems on internal venturing and innovation: a structural equation modeling approach to
corporate performance. Journal of Knowledge Management.
Fan, C., and et.al., 2021. Disaster City Digital Twin: A vision for integrating artificial and human
intelligence for disaster management. International Journal of Information Management, 56,
p.102049.
Hou, Y., Jiang, F. and Wang, X., 2019. Marital commitment, communication and marital
satisfaction: An analysis based on actor–partner interdependence model. International Journal of
Psychology. 54(3). pp.369-376.
Kallio, K.M., and et.al., 2016. Ethos at stake: Performance management and academic work in
universities. Human Relations. 69(3). pp.685-709.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development Review, 18(2),
pp.228-247.
Obeidat, B.Y., Al-Suradi, M.M. and Tarhini, A., 2016. The impact of knowledge management on
innovation: An empirical study on Jordanian consultancy firms. Management Research Review.
Schaufeli, W.B., Maslach, C. and Marek, T. eds., 2017. Professional burnout: Recent
developments in theory and research.
Semarkhanova, E.K., and et.al., 2017, July. Information technologies as a factor in the formation
of the educational environment of a university. In International conference on Humans as an
Object of Study by Modern Science (pp. 179-186). Springer, Cham.
Smajgl, A., Ward, J. and Pluschke, L., 2016. The water–food–energy Nexus–Realising a new
paradigm. Journal of Hydrology, 533, pp.533-540.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

Zhou, B., 2016. Lean principles, practices, and impacts: a study on small and medium-sized
enterprises (SMEs). Annals of Operations Research. 241(1). pp.457-474.
Berman, E.M., and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bifulco, F., and et.al., 2016. ICT and sustainability in smart cities management. International
Journal of Public Sector Management.
Breidbach, C.F. and Brodie, R.J., 2017. Engagement platforms in the sharing economy:
conceptual foundations and research directions. Journal of Service Theory and Practice.
Choubin, B., and et.al., 2019. An ensemble prediction of flood susceptibility using multivariate
discriminant analysis, classification and regression trees, and support vector
machines. Science of the Total Environment, 651, pp.2087-2096.