Evaluation of HRM Strategies and Talent Management at Sainsbury's

This report provides a detailed analysis of the Human Resource Management (HRM) system at Sainsbury's, a major UK retailing company. It begins with an introduction to HRM, highlighting its crucial role in organizational management and its various functions, including recruitment, selection, training, and development. The report evaluates the role of HRM within Sainsbury's, emphasizing its impact on operational functions and overall success. It then examines the effectiveness of recruitment and selection strategies, comparing internal and external sourcing methods and analyzing the strengths and weaknesses of different selection procedures like interviews and written tests. Furthermore, the report delves into different practice model approaches for talent management, focusing on the Harvard model. Finally, it analyzes HRM system procedures and their contribution to achieving company objectives, concluding with a summary of the key findings and recommendations for optimizing HRM practices within Sainsbury's.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Evaluation of role of the Human Resource function in context selected organisation..........3
Effectiveness of recruitment and selection strategies in an organisational setting ...............5
Analyse different practice models approaches for talent management human resources.....7
Analysis of HRM system procedures and how it helps in the accomplishment of company
objectives................................................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCE.................................................................................................................................12

INTRODUCTION
Human resources management is one of the essential functional part of the organisation
management system, as it involves the different role of the HR manger for productive results of
the organisation task (Braganza, Brooks 2017). This includes the handling of employee's from
the recruitment to till their professional or productive development. Human resources function is
comprises of different roles and responsibilities such as recruiting, selecting, training,
development and all. This all roles of manger is related to business growth along with the
development of productive staff which aid for this growth. Sainsbury's was stabilised in 1869,
which is now the UK biggest retailing company. This assignment involves the study of Human
resources management system in context of the sainsbury's in order to get clear understanding of
roles of the HRM functions in organisation, to understand recruitment and selections process
effectiveness in company setting, to analyse the different practice model approaches for talent
management of employee's along with the study of HR system procedure and how it aid for the
achievement of organisation goals.
Evaluation of role of the Human Resource function in context selected organisation
Human-resources function is one of the crucial function of the business company's and it
pays very important role in the organisation such as in the management operational function
and success with the aid of its different roles such as the recruitment and selection, training and
development, employee's relationship management along with the application of reward system
and productivity improvement models for motivation of employee's which finally helps in the
success of company.
Background of the company
sainsburys is the supermarket which offer different variety's of goods to the customers by
the aid of its long supermarket chain. It was founded in 1869 and then it developed as a Biggest
retailing organisation in 1922 (Clark, Bamber 2020). it almost having more than 1400 outlet
located in the UK, they are having employees more then the 1 16300.
Purpose of the Human resources management- The most important purpose of the
HRM is to make suer the achievements of organisation task and objectives within the given time.
Along with these their other essential aim is to manage the team work environment and
relationship between the employee's and mangers, so that they can solve all the task by working
together. Its the HR manger responsibility to make the work environment positive and

productive with all the facility's which can influences the employee's to give their best for
accomplishment of organisation goals. Sainsbury's HR manger have to make that sure that they
are providing the safe and healthy work-culture of during every task and functions of
organisation. In another terms they have to be focused about legal laws of employment which
should we followed by organisation (Collings, Wood 2018).
Scope of the HRM- Human resources management system is sitting the biggest scope
which involves the different type of the task and activities essential for the company. Such task
involves management of training programmes for the employee's development, recruitment
process to select the staff with specialized skills, motivation and compensation activities for
employee's with different rewards and bonus.
Function of HRM and its role in the organisation
HRM is the essential functional part for every type of the organisation because it leads
the company towards the success and productivity in systematic way. The different roles of the
HRM function is given below.
Maintaining employee relation- This is one of the crucial role of the HRM function
which is done by the HR manger of the company. In this role HR has to give their best efforts to
mange strong relationship with the employee's with the selection of correct leadership style
according to the situations. So that employee's can retain at the organisation for long period of
time because of the appropriate behavioural and management strategies of mangers. In
Sainsbury's manger done this role by focusing on particular problem and situation in order to
solve it with the aid of right leadership style.
Training and development- It is another one of the important role of the HRM which
emphasize on development of employee's professional skills and knowledge along with the
competence level of worker, which is play the important role in the reflection of organisation
values. Once the employee get selected for the job role then their training start with the
presentation of company information, job role description, training for the processing of task, it
also involve the Introduction of employees with different techniques of company adopted for its
work accomplishment and how to use it, such as the software, machinery and gadgets.
Sainsbury's HR manger conduct various training programs according to employee's job role and
department in order to make them aware about the policy related to their job role (Cooper and
Quick, eds., 2017). Manager is also focus about their professional skill development in training

session which influence the productivity and profitability of organisation. Manager is also try to
make suer that they can provide the updated training about their newly implemented
technology's and strategy's.
Recruitment and selection- HR has to mange the employee's training and development
but other then this most important primary role of HR is to recruit qualified and specialised staff.
Which is done to steps recruitment and selection. Recruitment procedure involve further more
step and section too where they have to analyse specific job role requirement of the company
then publication of the job vacancy at recruiting site, then telephonic interview, written
interview, face to face interview and the final screening of the most fitting once for the job role
then final selection of the employee's (Hasan and Abdullah 2018). It is crucial because the
specialized recruitment help to get the high productive staff which result as the achievement of
organisation goals.
Reward system- This is the role of HR manger to watch the performance of employee's
and reward them with the relevant offers by concerning with organisation directors. Reward is
the important part of the motivational theory's which aid to motivate the employee's for more
productive work and this has to accomplish by manger. Sainsbury's is one of the organisation
which offers the different reward's and benefits to their staff on the basis of their performance at
company. Organisation main purpose is to make employees motivated for highest growth of the
organisation.
Effectiveness of recruitment and selection strategies in an organisational setting
As recruitment and selection procedure of the HRM is one of crucial process which
involves further more steps in themselves such as internal sourcing, internal recruitment
interview, selection and written test, which is positive and negative effects on organisation. The
brief analysis of affectivity of recruitment and selections in context to the Sainsbury's is given
below.
Recruitment- It is the method of analysing and adopting different talent for the
organisation task work requirement by inviting the numbers of candidates. This can be done by
the aid of different sources given as follow.
Internal source- This is the process of recruiting required talent for organisation and
fulfilment of job role with the help of internal information such as referral techniques or by

offering the promotion to the existing staff for the referring the specialised candidates for job
vacancy (Huber, Finelli and Stevens 2018). This process can be more time saving for the
recruitment of staff which do not need that much of training.
Internal recruitment
Strength
Adaptability- Internal recruitment is more adaptive then external recruitment, because in
this process subordinates refer this job to their knowns how can easily get adjusted with
organisation environment and work role culture. It is more time saving if subordinates take it
seriously (Kianto, Sáenz, and Aramburu, 2017). As the existing employee's know about the
work role and the level of potential required for it, so they can refer it to relevant person. For
internal recruitment company gives the limited options or choice for selection, so this can effect
the contribution of the employee's on the basis of their believes.
Weaknesses
The pre selected rules and regulations some time create conflict in the mind of
employee's that they can not do their responsibilities as per the organisation requirements, which
effect their contribution level.
External recruitment- This is the professional way of recruiting right staff with the aid
of different sources like campus recruitment, online recruiting, recruitment cunsetency and so on.
These are the sources which provide the multiple choices for selection. This is time taking but
beneficial for developing creative level of the business company.
Strength
Competence- External recruiting provide the opportunity to increasing the competence
level of the employee's. As it aid to select the candidates with multiple skills which lead in the
higher productivity of the work task.
Weakness
The employee's hired from the external resources can take time to adjust with the
organisation environment and work-culture. This process require the higher amount of time, cost
and resources which directly influence the hiring process.
Analysis- HR manger has to use the both sources for the recruitment process according
to the requirement vacancy of the company (Nejati, Rabiei, and Jabbour, 2017). Internal

sources aid to select the new employee's with in a minimum time period and best suitable skills,
It also helps to increase competence level.
Selection- In this step HR manger has to focus on candidates skills and competence,
which can be done by the use of specific selection procedures (Nawaz, 2017). Then manger can
finally select the subordinate for company.
Interview- This is one of the recruitment process in which person is selected by the HR
for the next round. In this method HR set the some sets of Question for specific job vacancy and
then ask the candidates to answer each question, manger ask this questions in directive
technique.
Strength- Interview process is the best and time saving as it aid to select the candidates
with the direct communication, where both candidates and employer intersect to each other. This
direct interaction helps manger to judge the subordinate skills and behaviour easily.
Weakness- Interview selection some time causes the selection of wrong candidates for
job role, if it can not be further proceed with documentation and written test. Because the given
information the applicant is can be wrong.
Written test- This is the kind of the skills analysing method which helps to select the candidates
according to the job role requirement.
Strength: This is very helpful process for the recruitment of correct employee's. This
helps to analyse the candidates for job role according to their job role skills requirements.
Employer can easily asses the employee's skills according to the result of written test.
Weakness: Some time this can be a uncertain process of the recruitment, because some
of the skills and knowledge can not be presented by the written test. This can not work effective
without interview and selection procedures.
Analysis- In context of of the Sainsbury's it has been analysed that they are using both
type of recruiting procedures along with the written test and interview in their organisation for
the selection of appropriate employee's (Obara, , 2017).
Analyse different practice models approaches for talent management human resources
Best practice model is used for managing human resources in a company which helps in
improving organisational performance (Stewart and Brown 2019). The model used for analysing
performance
The Harvard model

This model is consist of six critical components which helps in
The stakeholder interests- This interest focuses on the importance of trade offs between
employee and owner of company. It includes various interest groups such as shareholders,
management, employee, government, community and trade unions. These interest groups have
major influence on the performance of an organisation which affects operations of a company.
HR manager is require to create balance between all the stakeholders and their interest. This has
direct influence on the performance of a company (Tambe, Cappelli and Yakubovich 2019).
The situational factors- These factors have direct influence on the choice of
management strategy in a company. Due to the presence of various contingent factors have
major impact on the performance of an organisation. These include employee characteristics,
management philosophy, labour market, availability of work, technology and social values.
These situational factors majorly influences HR strategy leading to effective changes with
inclusion of these factors. This help in formation of varied
HR policy choices- It emphasizes on management's decisions and actions which has
direct influence on the operations of an organisation. These are the major areas which influences
decisions and actions on the basis of HR policies and their interaction between constraints and
choices. This model reflects management as the main actor which is responsible and capable for
making unique contribution within environment and organisational benchmarks. These
benchmarks can be influenced with due time leading to implementation of changes in a
company.
Human resource outcomes- These are consist of various outcomes such as
organisational commitment, employee competence, congruence and cost effectiveness etc. The
predetermined premises used in this is that human resource of a company has most of the talent
which is not been able to be exploited for the growth of a company. In this employees are
considered as important asset for the growth and development of a company. This can be
achieved effectively with the help of participative environment available in an organisation.
The long term consequences- It includes well-being of community, organisational
effectiveness and individual welfare in a company. There is strong linkages between all the three
long term consequences (Van Cuong, Dart and Hockings 2017). Employee welfare is important

for overall organisational effectiveness and efficiency with overall contribution of an
organisation towards the societal well-being.
The feedback loop- The sixth element of Harvard model states that situational factors of
a company influences human resource policies and choices and are influenced by long term
consequences of these choices made. These factors are linked with each other leading to
influencing human resource performances. In addition to this, stakeholder interest has influence
on the human resource policy choices which is impacted by the long term consequences.
Thus, this model helps Sainsbury in achieving organisational performance which leads to
better management of stakeholder interests with consideration of various situational factors.
These factors have long term consequences on the individual well-being, organisational
effectiveness and societal well-being in a company (Wandasari, Kristiawan and Arafat, 2019).
These factors also influences human resource policy choices and rewards leading to various
outcomes such as commitment, competence, congruence and cost effectiveness in company etc.
Analysis of HRM system procedures and how it helps in the accomplishment of company
objectives
HR processes and system has a major influence on the management of organisational b
performance of a company leading to achievement of objectives effectively. Human resource
department plays an important role in the realization of company vision and mission. It is
achieved with formulation of strategies and their execution. It involves various HR processes and
its effectiveness in the implementation. These are as following:
1. Human resource planning- It is the process in which employee anticipation with the
amount of requirement fulfilled with right people at the right position in a company. It
includes various elements such as recruitment, selection, hiring and training and
development in a company. It aims at attracting applications which matches with job
requirements after which selection process initiates in which prospective candidates get
filtered. This leads to hiring of candidates with assessment of training and development
needs of candidates. Sainsbury performs this function by attracting candidates with the
help of utilising various channels optimally leading to achievement of company's goals.
This also leads to enhance organisational performance with involvement of right people
inside the company.

2. Employee remuneration and benefit administration- This process involves decision
making on compensation opportunities, incentives and perquisites etc. It is one of the
vital function due to presence of money as motivator in any job. Employees with good
performances seeks monetary benefits with salaries such as bonuses. Sainsbury has been
utilising this functions as one of the essential factor for improvement of organisational
performance which leads to achievement of objectives. Company keeps motivating its
employees with the help of number of benefits and incentives for their better
performance and outcomes.
3. Performance management- It is the process in which employee performance is
assessed with the help of various tools and techniques. With automated performance
management system leads to evaluation of performance which leads to assessment of
training and development needs. Company uses various methods for the evaluation of
employees and assessment of their development needs in key areas. This helps company
in finding deviations which leads to better performance and achievement of objectives
effectively.
4. Employee relations- It is one of the important concept which helps in employee
retention with job satisfaction (Wehrmeyer, ed., 2017). It leads to management of labour
laws and relations, working environment, employee conflict management, quality of
work life, employee well-being and compensation etc. This leads to effective employee
relations which helps in achievement of objectives with improved employee
productivity.
All of the process are integrated for the successful completion of HR roles and
responsibilities in Sainsbury. This helps in achievement of organisational objectives and
performance of a company. Company utilises all these processes for the achievement of vision
and mission with the help of strategic human resource management. This has
CONCLUSION
From the complete analysis of the human resources management system it has been
concluded that this is one of the essential function of organisation management system which
play various roles in the organisation. For the smooth running and operational functioning of the
organisation task and this include the recruitment of productive staff and management of that
staff with different training programmes to make keep them skilled and productive along with

motivation. So that they can work hard and smart for achievement of organisation goals.
Recruitment and selection process is one of the HRM role which is posing different effects on
organisation it has its own weaknesses and strength which has to be manage properly. Manager
can use different models for their practices such as the Harvard Framework, Guest Model and so
on. HR procedures is involving different steps such as job vacancy analysis, job role
advertisement, Job Description, Person Specification, Interview questions, Job offer letter
development which are very important and it helps in the achievement of organisation goals by
selecting the best employee's for company along with professional skills development of them.

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