Effective Human Resource Management Practices at Sainsbury's

This report provides an overview of Human Resource Management (HRM) practices within Sainsbury's, a major supermarket chain. It begins with an introduction to HRM, its purpose, and the functions performed by HR departments, including managerial, operative, and advisory roles. The report then delves into workforce planning, outlining the steps involved in analyzing talent supply, considering future needs, identifying gaps, and finding solutions. A significant portion of the report focuses on the recruitment and selection processes, examining the strengths and weaknesses of both internal and external recruitment approaches. The report also analyzes the advantages of various HRM practices, such as conflict resolution, training and development, and employee relations, highlighting their benefits for both the employer and the employees. The report concludes by discussing the advantages and disadvantages of selection and recruitment methods and their impact on the organization. The report aims to provide growth to Sainsbury's by explaining the importance of HRM in achieving its business objectives through knowledge and skills. This report is a student submission to Desklib.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management are the methods which is used to develop the
effectiveness of the company by creating developing and administering programs. It helps in
maximizing the performance of the employees and is concerned with managing the employees
within the organisation (Alfes, and et. al., 2013). HR departments has the responsibility of
ensuring staff members benefit, employees recruitment and selection process, developing the
people and managing compensation,salary and rewards. This report is about the application of
principles of effective human resource management in Sainsbury's organisation, which has the
second largest chain of supermarkets and was founded in 1869. It is a retailing public limited
industry and doing work in three industry which are Sainsbury's supermarkets Ltd, Sainsbury's
Bank and Sainsbury's Argo. This assignment the motive is provide growth to Sainsbury and the
importance of HRM in this organisation are explained which help in achieving its business
objective through knowledge and skills. It also include the key elements of human resource
management that affect the decision making of HR through internal and external factors of
HRM.
TASK 1
P1 Purpose and the functions of HRM
Human resource management is the function of the organisation which has the
responsibility of hiring, developing and firing of employees. It has main concern with the
function of the people ensuring the effective achievement of the organisational goals.
Workforce planning refers to continuous process that is used to be align priorities as
well s requirements of firm with those of workforce to assure that it can meet its regulatory,
production needs legislative and also objectives of firm.
Purpose
The purpose of the human resource department is to increase the productivity of the
company by using the effectiveness of their staff members within the organisation. Its main
aim is to hire, develop and retain the talent of the people by coordinating the employees with
the organisation and contribute potentially in the workplace (Andreeva, and Kianto, 2012). In
Sainbury's the HR manager encourage the employees to achieve the objectives and maintain
their sustainability within the company.
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Functions
There are some functions of HRM, they are as following:
Managerial functions: In this function in Sainsbury the manger use managerial function
which are use for the management of the organisation. These functions are as follows:
 Planning: For an HR, planning refers to analysation of the employees programs
such as determining vacancies, anticipating the sources of recruitment, etc. that will
help in the effective achievement of the goals of the company.
 Organising:After making the plans for the goals, the HR must develop organisation
structure to move ahead with the various operations.
 Directing: The directing function of the manager includes motivating the to work
potentially and effectively for achieving the objectives of the enterprise.
 Controlling: It helps the manager to monitor the performance of the employees in
different operative functions and includes performance appraisal and personnel
audit.
Operative Functions: They are those tasks which are basically committed to human resource
department and is related to the Sainsbury employees their development and the organisation
maintenance or others. (Armstrong, and Taylor, 2014). There are some function within this,
they are as following: Employment: Employment includes the selection and recruitment of the suitable
candidates within the organisation. It involves recruitment, selection, placement,etc. Of
the employee.
 Development: the next step after recruiting the suitable candidate is the training and
development. It is the responsibility of the manager to train and develop the employees
within the workplace as it will help in enhancing the knowledge and skills while doing
the jobs and giving effective results (Bakker, and Demerouti, 2014).
Advisory functions: As the personnel manager is skilled in his area so can give give advices
on the topic or issues related to human resource of the company. HR offers advice to: Top management: Manager give advices related to formulation of personnel policies
and procedures and advice for maintaining healthy human relations (Brewster, and
Hegewisch, 2017).
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 Departmental Heads: In this function personel manager offer advices regarding
different departments on issues which is related to hiring process and selection of the
candidates or analysis of the job.
The process of workforce planning are as follows:
Step 1: Analyse talent Supply- It is very important for HR manager to identify internal
and external talent assessment. If candidate is skilled and talented then they should select them
for organisation. It is very necessary to analyse each and every talent workforce working in
enterprise.
Step 2: Consider Future Needs- If organisation is selecting planning for workforce
then they should think in perspective of future need and requirement and select. They can helps
in achieving goals and objectives.
Step 3: Identify gaps- The third step is identification of gap between current and future
needs. The supply and demand should be compared in effective manner for better outcome in
organisation. Different tools are available for identifying gap.
Step 4: Find solution- After all above process, solution should be found in terms of
current and future staffing needs. Being manger of Sainsbury opportunities should be identify
for training and developing current employees.
P2. Weakness and strength of recruitment and section
Recruitment is the process for determining the suitable candidate for the job with the
requirements mentioned in the application forms that have been arrived at the company. There
are two approaches of recruitment which are internal and external (Bratton, and Gold, 2017).
Internal Approaches
It refers to recruiting the suitable candidate from their existing employees. Sources of
internal recruitment are:
Transfer: It means shifting an employees one place to another place on the same
position without making changes in his duties but location is differ.
Strengths Weakness
 Improve employee skills
 Reduce monotony boredom
 By providing training make employees
 Inconvenient to employees who
otherwise don't want to move.
 Sometimes they do not fit in the new
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capable for the work of the
organisation.
 Improves satisfaction and morale of
the employees.
location.
 Shifting of the employees affect the
organisation's productivity.
 The transfer of the employees affect
their morale and do not work properly.
Promotion: Here the employee is moved to the upper levels with a higher reputation
and more responsibilities.
Strengths and weakness of internal approaches are:
Strengths Weakness
 It is easier to asses candidates as more
information is available.
 A person who is promoted is already
aware about the organisation culture ,
policies, etc.
 It can treated as signals to the
employees that there are chances of
career development opportunities for
the workers.
 It may not help in the growth of the
company.
 Internal politics will take place. For
example: possible discontent of rejected
applicants, new subordinates discount
new boss, etc.
 It will lead to difficulty in achievement
of the affirmative goals.
External Approaches
It refers to selecting the suitable candidate for the job from outside the organisation.
The major types of external sources are as follows:
 Advertisement through newspapers: Vacancy post for seniors are filled by this method.
This strategy is followed by organisations in three types, they do not give they own
advertisement for following this process they use other agencies which give
advertisement for their vacant seats. (Briscoe, Tarique, and Schuler, 2012). Second,
some companies give their own advertisements but give only box numbers. Third, some
companies which do not reveal their names in their advertisements.
Strengths Weakness
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 It positively communicates the
recruitment messages and brands.
 Sends a positive message about the
company too the market place.
 People who were not willing to move
can be encourages by seeing the
advertisements.
 It includes a higher costs and there is
no guarantee of success or return on
investment.
 Requires a lot of time as it is a slow
process.
 Limited to the people who read
newspapers.
 Field Trips: A group of people who takes interview travel to different places to hire
employees required. Dates, timing and venue is been classified in the advertisements.
Strengths Weakness
 Good way to get introduced to
many people in a short duration
time
 Demonstrates the employer brand
 Increases the reputation and
awareness about the organisation
to different people.
 No chance to sift candidates
 there will more competition as
there will be interviewers from
different companies too.
 Chances of cost effectiveness
Selection
It is the process of choosing the suitable candidate out of the job applicants who have
the knowledge and skills to fill the vacant job in the company (Buller, and McEvoy, 2012). The
process of selection start with testes, interview,selection, physical testes, offering the job and
final selection. Then a company select the candidates and after that they evaluate them for
some time or days.
Strengths and weakness of selection process are:
Strengths Weakness
 Proper assessment of the candidates
is done.
 Provides a uniform basis for
 Unreliable
 Fear of exposure
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comparing
the performance of the applicants.
 Selection of better persons
 Reduced labour turnover
 Wrong use
D1. Weakness and strength of various approach of selection and recruitment
Strengths and weakness recruitment :
Strengths Weakness
 Less paper work
 Continuity of operations
 Increase the morale and retention of
the employees
 It can create a disorder in the
organisation.
 It can lead to a competitive
disadvantage
 Lack of diversity
Strengths and weakness of external approaches are:
Strengths Weakness
 Generation of creative ideas.
 Identification of candidates who
can deliver new skills and inputs.
 Lesser internal politics .
 Involves higher risk.
 Time consuming.
 Requires a huge cost.
Strengths and weaknesses of selection
 Proper assessment of the candidates
is done.
 Provides a uniform basis for
comparing
the performance of the applicants.
 Selection of better persons
 Reduced labour turnover
 Unreliable
 Fear of exposure
 Wrong use
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P3 Advantages of various HRM practices
Human resource management have many responsibilities as they have to focus on both
the employer as well as the employees. There are various advantages of HR practices for both
employer and employee are:
Conflict Resolution: Human resource manager helps to resolve the conflicts between
the employer and the employee. They make the employees aware about the policies and
procedures of the employees and the behaviour which one needs to adopt while working in the
organisation. They also manage to resolve the disputes regarding poor attitude, inappropriate
language and other disrespectful behaviour of the employees in the workplace (Cleaver, 2017).
Here in Sainsbury's the HR manager helps the workforce in to maintain a disciplinary action
during work and to resolve their issues related to the organisation.
Training for development: HR manager helps the employees of the company to train
and develop themselves. In Sainsburry's they conduct training programs for the employees
which will help them to develop and they guide them to track to pursue future career
development opportunities.
Employee Relations: HR manager provides help to the workforce who thinks that there
rights are being violated. In Sainsburry's the employees who have faced harassment reports to
the manager to get answer to the solution.
HRM practices benefits the employee
Human resource management helps in boosting the morale of the employees. It help in
increasing the worker's knowledge and enhancing their skills. Satisfaction of employees are
being taken care of and encouragement is done to contribute in achieving the organisational
objectives effectively. It also help the employees to improve their performance level (Dries,
2013.). They also handle employee relations with the employer, payroll benefits and training of
the workforce. It helps in dealing with issues of the employees related to compensation,
performance management, wellness, organisation benefits, development and more.
Benefits of HR for an employer
The human resource management helps the employer to resolve the employee issues.
Build a healthy relation with the employees and employee and employer will coordinate with
each other which will help the organisation to increase its productivity. It will also help in the
reduction of the turnover of the employer and will give guidance to the employer on the ways
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in which they can motivate and encourage the employees. A positive behaviour of employer
will analysed the thee will be less conflict issues between the employer and the employee.
They protect the rights and makes sure that the employer is operating within the scope of
employment and labour law (Drucker, 2012). Human resource management provides
information about the achievement of the targets and organisational goals. Personnel manager
also help the employer to get employment benefits along with incentives and promotion and
direct them on the ways they can make the employee work within the organisation for
achieving the organisational goals and in successful accomplishment of the target. They plan
the objectives, direct them and coordinate administrative functions of the company and give the
strategies and plans for development and training of the employees.
The benefits provided to employer and employees helps in increasing productivity of
organisation. As their need and demand are fulfilled then they work organisation to show their
talent and performance for achievement of goals and objectives.
P5. Employee relations importance for influencing decision making of HRM
In present time, maintain employee relationship is critical because the reason behind of
this the growing size of the organization. Decision making is important for creating good
employees relationship within the organisation for achieving the success. Strong employee
relation are important to create good environment and for the growth of the organisation. If the
employees relations are good then they can deal with those issues and conflict which affect the
work and work environment and providing the solution tom resolve them. Good employee
relations are depended on friendly behaviour of the employees and good environment of the
organisation. Positive and friendly environment help the employees to do good job and
motivate them for challenging work or task and maintain an effective environment for the
growth of the company and employees also (Fine, 2012). Positive and healthy employees
relationship help in productivity and motivation of the employees which help the organisation
in increasing sales. The positivity of employees relations crate a healthy environment and help
in resolving or removing the conflicts or issues which are generate in the organisations.
The employees of Sainsbury have a specific relationship with their colleagues because
when they are working ion a task they can work properly with any conflicts and hurdles and
support each other in decision making. If the employees of the Sainsbury intact with each other
they create better relationship which help them in achieving their targets and goals. In
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sainsbury if the employees relations are good they feeling comfortable during the time of group
work or they are working for achieving a common goal.
Reducing conflict among employees
Healthy relation between employees of Sainbury's cut down possibility of battle and
conflicts between the employees. To accomplish the goals and objectives of the company so
the employees believe on each other when they are working in a team or for achieving a
common goal. During the time when they are working in a team, they do not create
competition because that time they are working in a team or for the growth of the organisation.
If the conflicts are not arise, it increase the productivity and enhance the performance of
Sainsbury (van Dijk, And et. al., 2013).
Communicate effectively
When in organisation create healthy and good environment so it will good for
employees. Effective communication helps the employees to communicate with top level
management is easy way and provide communication helps. It will helps to solve problems that
are effect on performance of the employee.
Employees Loyalty
Good and healthy environment of Sainsbury make loyal employees towards the
employees. Cause of good environment they feel motivated and perform better in the task
which is provided them by the organisation. They show their loyalty by providing with more
efforts in the productivity which increase the profit of the company (Glendon, and Clarke,
2015).
Opportunities for Career Development
For generating career development opportunities the employees of the organisation
create or maintain better relation within the Sainsbury. If the employees will take initiative for
doing challenges work which are helpful for the organisation growth, they help in career
development of the employees. If they do this, the organisation promoted them , awarded them
or rewarded them.
Providing motivation to the employees
If the employees of Sainsbury are motivate, they create good relationship between the
employees. In Sainsbury's motivate to employee for effective work and helping them for
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feeling freely. Motivation helps to employee also for effective performance, and motivate to
employee with the help of reward, appreciation, compensation and incentives.
Work is easy if it is shared among all workers
In Sainsbury's work is easy if it is divided between the all employees. They do it with
their total efforts and finished it on time which create the product6ivity of the organisation. If
the employees of the organisation have good relation with their subordinates they do not face
problems and if problem arise they solve it with the help of each other.
Ensuring equality
Good or effective communication between the employees of Sainsbury help in
removing discrimination within the organisation. If there are no conflicts the employees feel
motivated and perform their task by using their full efforts which help them to achieve their
desired goals. Good and proper communication help in HRM of the company in decision
making (Harrison, and Lock, 2017).
So good employee relations help Sainsbury's HRM in the perspective of decision making.
P6 Key elements of employment legislation and impact upon HRM decision making
Compare with another organisations, Sainsbury's is generate employment when they are
hiring new candidates for the company for equal the current employees. These create the
critical impact on the decision making ability of the HRM of the organisation. So the major
element that are following by the company -
Time of work
In the company employee perform daily and weekly tasks in particular working hours
so that means complete task employee should be aware for their timer of the organisation. For
getting extra income from company so employees have to perform the overtimes duties that
will provide proper compensation. The company provide facility to employee for the proper
leave and leaves on any particular occasion (Stewart, and et. al., 2018). This time arrangement
to the company helps the HRM to take improved decisions.
Defining Position
While recruitment process business organization needs to specify the employees
position at workplace. Mainly, it is related with the rights and responsibilities in the company
of the employees in detail to help for decision making in HRM decision.
Guarantee equality
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