HRM Report: Functions, Practices, and Legislation at Sainsbury's

This report provides a detailed analysis of Human Resource Management (HRM) practices at Sainsbury's, a major UK supermarket chain. It begins with an introduction to HRM, defining its functions and purpose within the organization. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external recruitment methods, personal interviews, and selection tests. It further examines key HRM practices such as training and development, reward management, and flexible working, assessing their effectiveness in increasing profit and production. The importance of employee relations and key employment legislation are also discussed. Finally, the report explores the application of distinct HRM practices in a work-related context, providing a comprehensive overview of Sainsbury's HRM strategies. The report references multiple academic sources to support its findings and conclusions.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Functions and purpose of HRM. ...........................................................................................3
Strength and weakness of selection and recruitment approaches...........................................4
HRM practices and its benefits...............................................................................................6
Effectiveness of HRM practices to increase profit and production........................................8
Importance of employee relation............................................................................................9
Employment legislation........................................................................................................10
Applications of HRM...........................................................................................................11
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management can be referred as the process of compensating, appraisal
of employees, training and recruit and mobilize the activities of the organization in such a way
that organisation can achieve its target. This assessment report is based on the Sainsbury, which
is one of the largest supermarket chain in UK. It was established in year 1869 and its headquarter
is located in Holborn, London, UK. In 1922 it has become the largest retailer of the country. It is
public limited company which have 1,415 shops around the UK country.
This report is going to explain the purpose and functions of HRM. This will also contain
the strength and weakness of different recruitment and selection approaches. This report of HRM
will also explain the importance of HRM for both employer and employees. Evaluation of
different HRM practices will also be included. Importance of employee relation in decision-
making is also going to be explained via this report. Key employment legislation will further
have included. Lastly, application of distinct HRM practices in work related context is also going
to be described.
TASK 1
Define HRM:
Human resource management is defined as the process of managing employees in a company
and it can involve hiring, firing, training and motivating employees. An example of human
resource management is the way in which a company hires new employees and trains those
new workers.
Functions and purpose of HRM.
Sainsbury is one of the largest supermarket chains of United Kingdom. HRM department
of the Sainsbury is very effective and powerful that help to achieve its target (Berman and et.al.,
2019).
Purpose
The main purpose of the HRM of the Sainsbury is to coordinate and manage the different
need of the organization. Purpose of the HRM is to manage the workforce in the Sainsbury by
staffing, recruiting and ensure the adequate number of workforces in the company. Key functions
of the HRM is to staffing, recruiting and workforce planning, these help the managers of
Sainsbury to have theb skilled employees who can contribute to achieving the target.

 To provide the effective and strong training and development program to their
employees.
 Another purpose is to maintain the quality of Sainsbury by bringing quality employees in
organization.
 Purpose of the HRM of Sainsbury is to maintain the and build the employee benefit
scheme.
Functions
HRM of Sainsbury have basically two functions, which they perform in the company to
achieve its target. These are:
Operative functions
Recruitment — This is one of the main functions of HRM of Sainsbury, through which
they recruit and bring new and fresh talented employee in the organization.
Professional development — This another main function of HRM of Sainsbury. HRM
provide the best growth opportunities to their employees, education and management training as
well (Stewart and Brown, 2019).
Compensation and benefits – Sainsbury get help to achieve its target with the help of
their effective employees and to retain the best employees in organization, HRM provide
working flexibility, medical insurance and other benefits to employees of Sainsbury.
Managerial function
Planning — Planning is the one of the important managerial function of HRM of
Sainsbury. They set goals and target for their employees, plan policies and procedures according
to set target. Planning help the HRM to create job specification and person specification in order
to hire the right employee for right post in Sainsbury. This will help the company to achieving
their objective by understand their role clearly.
Directing – HRM of Sainsbury provide direction to employees of in order to achieve the
set target and implement various practices to motivate them to work effectively.
Advisory function
Top management advice — HR managers of Sainsbury are very skilled and specialist in
their area of expertise. They give advice to their top management to perform their key functions
like staffing, controlling, monitoring etc. as well to form policies and plans for Sainsbury
(Banfield, Kay and Royles, 2018).

Strength and weakness of selection and recruitment approaches
Recruitment is the process to attract a greater number of talented pool for their vacant
post ion the organization.
Purpose of the recruitment and selection is to bring the talent in the Sainsbury
organization in order to increase the productivity. Another purpose is reduced the need of
retraining by having talented pool in organization.
Functions of the stage of recruitment and selection
 HR plan is being create in order to recruit employee
 job analysis is being done to identify the need of the post
 Job description is done to explain the need and requirement of the job
 Person specification is done in order to analysis the requirement of the person like
education qualification and experience.
 Staffing application like screening of the CV
Internal recruitment
Internal recruitment refers to hire the employee for the vacant post, from within their
organization
Transfer – As Sainsbury has number of branches across the UK, they need number of
employees as well. To hire the employee in many branches, HRM of Sainsbury transfer one of
their employees to another branch.
Promotions – Rather than recruit the employees from outside, HRM of Sainsbury give
opportunity to their best performer employee via promote them to upper level.
Strengths
 This internal recruitment helps in increasing the moral of Sainsbury's employees.
 Also helps to improve the loyalty of their employees toward Sainsbury.
 This also helps the company to reduce the hiring cost.
Weakness
 One of the major weakness is that, this method blocks the entry of new fresh talent in
Sainsbury (Horwitz and Mellahi, 2018).
 This internal method can be lead the biased process of selection, this will create the
conflicts in Sainsbury.
External Recruitment

External recruitment is to hire the employee from outside the organization.
Recruitment agencies — Recruitment agencies help HRM of Sainsbury to find out the
potential employee for the organization for specific position.
Online job boards — HRM of company post advertisement for the vacant post in
different job websites and portals.
Strengths
 These external methods of recruitment help to saving times of HRM, so that they can
focus on other functions.
 This helps to attract more and more candidates for the vacant post for the specific job
profile.
Weakness
 It can be expensive, as HRM of Sainsbury may have to expand more to hire employee.
 There may have the chance that number of unqualified applicants also can apply for the
vacant job, this will become more time-consuming (Terziev, Banabakova and Georgiev,
2018).
Selection
Selection is the process to select best out of the number of candidates who applied for the
vacant post in organisation.
Personal Interview – This is the oral and formal way of selecting a candidate for the
Sainsbury, which is designed in proper structure.
Strength
 This helps the managers of Sainsbury to determine the communication and social skill of
candidate which is necessary to deal with customers (Terziev, 2018).
 It also helps to assess the knowledge of candidate personally and make relation with
them.
Weakness
 It can be time-consuming to assess each and every candidate personally.
 Decision to select candidate can be made only on few minutes’ conversation, which may
be wrong sometimes.

Selection test – To select the candidates for the Sainsbury, HRM use this selection method to
assess number of candidates at one time. Some of the tests includes aptitude test, personality test,
intelligence test etc.
Strength
 This helps the HRM of Sainsbury to select the best candidates for organization at single
time. This help tops save time of HRM.
 This is the cost-effective method of selection.
Weakness
 Result of the assessment test may be subjective, as they are being checked manually.
 But sometimes, it becomes time-consuming process to check the large number of
candidate's test results.
Selection method have different stages, such as:
Preliminary interview
Receiving applications
Screening
Employment test
Interview
Reference checking
Medical examination
Final selection
TASK2
HRM practices and its benefits
HRM of the Sainsbury perform different practices in their organisation, in order to
achieve the target by formation of effective strategies. In this, they provide the different practices
like:
 Providing security to employees
 manage effective team
 Selective hiring
 Training and development to their employees
 Compensation and benefits

 Reward management
From the above practices training and development and reward management are best and
important practice which is being performed by the HRM of Sainsbury (Stewart, 2018).
Less supervision — Training and development helps the employers of the Sainsbury, as
they do not need to give intense supervision to their employees. Employers can focus on other
skills to improve it.
Address weakness — With the help of the training and development, employers get the
help to address the weakness of their employee, so that they can address it and make
improvement to get the best result (Ferrell and et.al., 2019).
Training and development
Training and development are management activity which is being provided to their
employees in order to enhance their skills regarding to the job post in the Sainsbury organisation.
Training and development will help the Sainsbury's employees by giving them training and
enhance their skills as required in their post.
Benefits
 It helps to increase the productivity of the employees by enhancing their skills.
 It helps Sainsbury organisation to increase its production and can full the demand of their
customers by providing effective training to their employees.
Kirkpatrick partners
This model includes the four level of the training in which four models are:
 Reaction, in which participants find out whether the training is effective and favourable
to them or not.
 Second is learning level, in this participant learned from the training and acquire the
skills, attitude, confidence.
 Third level is behaviour, in which participants apply all those skills, attitude and
knowledge in their behaviour on the job.
 Last is result level, results of the training will be identified.
Reward management - Reward management can be referred as the motivational tool for the
employees, which is being applied by HRM to achieve success. This has two types, which are:
Intrinsic rewards are like, job satisfaction, -pride in the organization, having feelings on
work environment, attachment. These help employees to work effectively.

Extrinsic rewards are like money, other fringe benefits and promotions, that give the
satisfaction to employees and motivate to work efficiently.
To motivate the employees of Sainsbury, HRM of company use Maslow's hierarchy of
needs model. This include the five stages such as, basic needs, safety needs, belonging needs,
esteem needs, and self-actualization needs. With the help of this motivation model, Sainsbury
HRM fulfil the intrinsic reward of their employees and motivate them to work in order to
increase the productivity of organisation.
In order to manage the extrinsic reward in the Sainsbury, HRM of the company use and
apply the Vroom's expectancy motivation theory. This theory is based on the three stages such as
expectancy, instrumentality and valence. In this employee get motivated by management to
deliver best, then in next employees work accordingly and lastly, they get the reward according
to their performance (Sarvaiya, Eweje and Arrowsmith, 2018).
This will help to motivate the employees of the Sainsburry, as if they will get the
resources to fulfil their requirements this will motivate their employees to work in Sainsburry
company and increase their productivity.
Benefits
 This helps the employers of the Sainsbury to get effective and motivated employees who
work efficiently.
 This helps the employers of Sainsbury, that they can easily direct and guide them easily.
 This also get helps to employers to achieve its small target of their team.
Effectiveness of HRM practices to increase profit and production
Flexible working practice
Flexible working refer as the to provide the ease in their working time in the company.
As Sainsburry provide the ease to their employees by provide them different shifts, so that they
can come according to suitable time. Also give them holidays and leaves to give time their
family as well.
Atkinson’s model
With this model management focus on the competence and competition, this competition
in the market and this factor motivates the individuals in the organization and workforce of the
organization. This also include the Dynamic actions model like instigation, inhibition and
consummation. These all motivate the employees.

As HRM of the Sainsbury perform number of practices in their organization in order to
achieve the target of the organization. These practices also give benefits to and increase the
productivity and profit of the organization in them market. In this flexible working of employees
helps to achieve it.
Flexibility in the working hours by the HRM of the Sainsbury, helps the employees to
work according to their comfortable timing so that they can work effectively without any tension
and pressure of their home. This helps to increase productivity of organization and this
productivity helps to gain profit by the Sainsbury.
Flexibility in the organizational culture of the Sainsbury helps to provide the flexible
environment, where they can behave freely and communicate with freely with other employees.
Having the positive and friendly environment in organization helps employees to work
efficiently by coordinating each other. This coordination helps to increase productivity of
Sainsbury, and by having the productivity, profit share also be increased in market.
Performance management
In order to increase the productivity and profit, performance management by HRM of
Sainsbury also helps their employees. As the performance management is a tool that helps to
align the task of employees with overall target of the Sainsbury (Richards and Sang, 2019). This
helps employees to understand their job responsibility to work accordingly. This understanding
of the job role and clear target helps to perform the task more efficiently. In this way, it helps to
increase productivity of employees. Great productivity helps to fulfil the demand of customers,
and ultimately profit of company will be increases.
Performance indicator and reward system, both give the ease to HRM of Sainsbury. As
performance indicator helps to identify the weak skill of employee so the HRM can work upon it
to conduct training session for employees to increase the productivity of Sainsbury.
Reward system also helps to motivate employees of Sainsbury. In order to gain more
rewards by their top management, employees get motivated and work efficiently. This helps to
increase the productivity of company in market. Increased production level of Sainsbury helps
customer to get different variety of products, and this helps the company to increase its profit.
360-degree appraisal

It is the systematic evaluation technique to review all the subordinates, co-ordinates and
managers to rate the employees at all level. This helps the Sainsbury organisation to create plan
for compensation, promotion and employee’s rewards and many more.
Employee relation
Employee relation refers to the relationship of the employees with the top management
and also the relationship among the employees in the organization, that helps them to maintain
the strong relationship that create healthy environment and helps to work effectively and
efficiently.
Importance of employee relation
Relationship among the employees and employer play great role in the organization as it
helps to increase the productivity of the Sainsbury. Healthy relationship in organization help to
develop the health environment at workplace, where every employee feels comfortable and work
freely (Fryer, 2018).
 Employee relation helps to reduce the conflicts in the Sainsbury. Having good
relationship with employees and top management increase the working capacity of
employees, they work as a team to achieve target.
 As employees will work as an effective team and willingly engage in any task, then it
becomes easy to obtain any target by the Sainsbury, this coordination and team working
skill help to increase the productivity of Sainsbury.
In order to increase the relation within the Sainsbury organization, HRM of the company
can provide the reward management and can also give the competitive salary to their employees.
This lay the important role in the Sainsbury company, as the environment of the company
will be healthy and create the positive work culture as well. Employees easily can complete the
task within the time by coordination.
Employee participation
This refers to the equal participation of the employees in all the activities and
performance management by the organization that helps to get engaged to the employees and
maintain the healthy relation with them. This participation helps the employees to get the work
done in minimum possible time and effectively.
Role of trade union

Trade union can also be referred as the labour union, this is being formed with the
employees of Sainsbury in order to represent their common interest and improve their salary.
This also be formed to improve working condition of the employees in Sainsbury and show any
problem regarding organization. This trade union in the Sainsbury plays important role. Such as:
 Trade union have the rights and authority to know their constitutions and regulations and
also manage their work. This affect the decision-making of HRM of Sainsbury if trade
union of the organization stand against any rules and regulations.
 Trade union also have the rights to control the activities of the employees. This also
affect the decision-making of the human resource management of Salisbury.
 If workers of the Sainsbury are not happy with their salary and other benefit, then Union
of the Sainsbury can stand and ask HRM of the company to bring change in their pay
policies.
Employment legislation
Employment legislations are referred as the laws and regulations that affect the union,
employee and employers of organization. These affect the HRM of Sainsbury, to make effective
decisions for their employees or the betterment of them.
Business ethics are the part of any business organisation which is being take into
consideration in order to follow the responsibility not only in the organization but also outside
the organisation like environmental, cultural and social structure of the communities. This affect
the decision of human resource management. If Sainsbury is facing the low productivity in their
organisation, then they have to make change in their business ethics and make new policies that
employee has to follow.
Social responsibility refers to the policies and strategies to make improvement in the
society and environment and also help to improve the living standard of the society. If Sainsbury
have negative image in the market, this affect the decision of HRM as they have to make change
in their social responsibility. They have to build CSR that can create social power and help to
improve the public image as they initiate to work for the society and environment.
Employment legislation
Employment legislation are the rules and laws that are managed and developed by the
HRM of the Sainsbury (Diaz‐Carrion, López‐Fernández and Romero‐Fernandez, 2019).

Equality act 2010 – This act helps to employers and their characteristics of them, these
characteristics are age, disability, gender reassignment and race and many more, components
have to behave equally with every employee.
Safety act 1974 – This law is being used to provide the safety measures and insurance to
employees of Sainsbury. This also affect the decision-making process of HRM as employees not
feeling safe while working in Sainsbury.
Discrimination act – This act specify that, no difference among the employees will be
done. There is no partiality on the basis of the age, gender, cast and culture will be performed
with heir employees and have to treat equality with each other.
Applications of HRM

JOB SPECIFICATION
Human Resource Executive
Zack city group
Purpose of Job: This is being developing to assist the human resource department by defining
the different roles and identify the different selection method accordingly.
Qualification Required Essential Desirable
Master of business administration in
Human Resource management
√
Graduate in business management √
Skills Required Essential Desirable
Interpersonal and communication skill √
Time management skills √
Decision making skills √
Knowledge and Experience Required Essential Desirable
Technical knowledge √
1 years working in Sainsbury √
Summary:
Prepared by:
Title: Human resource Executive

CURRICULUM Vitae
Name: Johns Charles
Email id: [e-mail]
Date of Birth: 12-11-1997
Contact NO. 54897964
Academic Qualification
 Master of business administration in Human Resource Management.
 Bachelor of business management.
Skills and knowledge
 Interpersonal and communication skills.
 Technical Knowledge in MS office like Word, Excel and power point presentation.
 Decision making and time management skill.
 Problem solving abilities and competencies.
Experience
 1 years working experience in Unilever.
 2 months Internship Training in Tesco.
References
Mrs Robert warrior
123 River road
Tel:[phone]
Interview notes for HR executive
 What is your management style?
 What do you know about the recruitment and selection method?
 Why do you want to be a HR?

Selection Criteria Sheet: Candidate A
Interview: HR Administrator
Interviewers: Interview: HR Administrator
Interviewee: MRS John Cartel
Date: 10/07/2019
Time:11am
Total Score: 24/30
Selection Criteria Poor (1) Average (2) Good (3) Very Good (4) Outstanding (5)
Communication Skills 4
Problem Solving Skills
Teamwork 3 3
Self-Confidence 5
Knowledge about the
Company
4
Motivation 5

Job offer letter
It is great delight that I am writing to you job offer letter for the position of Human Executive
with Zack city group. Your experience and spirit will be an asset to our organization.
Pleas review attached document your salary, benefits and sign where indicate. We will contact
you once we have received the paperwork as your start date 16/07/2019 at 9am to 5pm
We look forward to welcome you as part of the team of Zack city group.
Regards

CONCLUSION
From the above study it has been concluded that, HRM of the Sainsbury perform the different
functions like managerial and operative functions. These functions help the HRM of the
company to achieve the target. This also been concluded that, different practices of HRM like
reward management and training and development play great role in order to increase the
productivity and profit of the Sainsbury. Lastly, it has been concluded that employee relation and
employee legislation affect the decision-making process of the human resource management of
Sainsbury.