HRM Strategies and Practices at Sainsbury's: A Comprehensive Report

This report provides a comprehensive analysis of human resource management (HRM) practices within Sainsbury's, a major UK supermarket chain. The introduction establishes the context of HRM, its importance, and the structure of the report. Part 1 delves into Sainsbury's organizational structure, mission, and vision, followed by an explanation of HRM's purpose and functions, particularly in workforce planning and resourcing. The report then explores the strengths and weaknesses of various recruitment and selection approaches, evaluates the benefits of different HRM practices for both employers and employees, and assesses the effectiveness of these practices in terms of organizational profit and productivity. Part 2 focuses on practical HRM elements, including a job description, person specification, and offer letter. It analyzes the significance of employee relations in HRM decision-making and examines the key elements of employment legislation and its impact on HRM. The report concludes with a summary of findings and a list of references.

Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
PART 1............................................................................................................................................3
1. Introduction to the organisation..........................................................................................3
2. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................4
3. Explain the Strength and weakness of different approaches to recruitment and selection 6
4. Explain the benefits of different Human resource management practices within an
organisation for both the employer and employee.................................................................8
5. Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity..................................................................................10
PART 2..........................................................................................................................................12
1. Job Description.................................................................................................................12
2. Person Specification.........................................................................................................13
3. Offer Letter.......................................................................................................................15
4. Rational.............................................................................................................................15
5. Analyse the importance of employee relations in respect to influencing Human resource
management decision making..............................................................................................16
6. Key elements of employment legislation and the impact it has upon HRM decision- making
..............................................................................................................................................16
CONCLUSION .............................................................................................................................18
REFERENCES..............................................................................................................................19

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 (Andrew, 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.
PART 1
1. Introduction to the organisation
Introduction : Sainsbury is the second largest chain of the supermarket in the United
Kingdom with a 16.0% market share in respect of the super market section. The sectional level is
chaired by store manager as regional level operations handled by staff faculty of management
and group of HR directors.
Mission : Sainsbury's mission is to be visitor's first priority for food and delivering
products of quality of services at a competitive cost of price that makes the surrounding faster
and simple.

Vision : Sainsbury's vision is to be most trusted retailer, where the people love to work
and shop. It termed as the talent, creativity and diversity of staff faculty to enhance the visitors
services.
2. 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 (Aquilani, 2017) . 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 (Atkinson, 2021). 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(Bird, 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.
Operative 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 (Bogers, Foss, Lyngsie, 2018) . 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 (Bresciani, Ferraris, Del Giudice,, 2018) .
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.
 Employment : In respect of Sainsbury, the basic function of human resource of
personnel department is sort the number of persons in a manner to accommodate their
objectives and targets of the management. As the induction and placement of an
individual for their better performance that encompasses the functions and operations.

 Development : It is a duty of management to train each and every individual for
developing their skills and ability that is the main function to be operated by the
executives and leaders of Sainsbury. It is important to place an arrangement for training
and their personal growth to update their sense of knowledge in the manner of modern
techniques and methods.
Managerial functions of Human resource Management
 Planning : It is the basic function in the management to deal with the individuals that
includes various segmentations to achieve the goals and objectives of management. It
also termed as the sort of form that helps the organisation to gather the source of
information to initialise their plan as compared to other organisations.
 Organizing : In the business management of Sainbury, every task is allotted as per
individual skills and sense of knowledge through which organisational common goals can
be all set to achieve.
 Directing : It includes various sections through which leaders and executives of
Sainsbury gives directions to their staff faculty to achieve the target orientated objectives
in the management.
3. 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 (Carter, Youssef‐Morgan, 2019) . 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 (de Sousa Jabbour, 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 (Fontana, Musa, 2017) . 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 (Harmon, 2019) . 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.
4. Explain the benefits of different Human resource management practices within an organisation
for both the employer and employee
Practices of HRM:
 Conflict resolution : It is the procedure through which issues can be resolved and ensure
the positive outcome that are prioritized the skills and abilities of management. It
includes the workplace that precludes the manner of conflict and a management team that
will be successfully handles and solve the issues. As poor communication or social stress
can easily cause the simple disagreements in the management. The sense of knowledge
to see a condition from others point of view and to understand their wants, motivations,
and possible misunderstandings is mainly the critical issue for the effective conflict
management.

 Performance appraisal : Performance appraisal is the systematic evaluation of the
performance of employees and to understand the skills and abilities of an individual for
future growth and development. It helps the executive and supervisor to understand the
credibility and importance of the selection procedure. It also serves as a motivational tool
that evaluates the performance of the employees that determined the orientated targets
and objectives.
 Developing HRM policy : The management of business take policy development
seriously in the matter of fact to promote consistency and help it to build the more
positive culture of the company. As having a distinctly manner plan of action for a
particular condition that can help subordinates and employees to feel that they are treated
fairly and equally.
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. As it relates with the HRM
policy in the management that manage at each quora of section . 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 (Johnson, Roberto, 2019) . 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. As it relates with the conflict issues
in the management that arises due to lack of communication at each quora of section .
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 (Khan, 2020) . As it relates with the performance appraisal

in the management that disciplined employees performance at each quora of section 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.
5. 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- Conflict resolution : The aim of conflict management ensures the responsibilities to
manage the appropriate strategies to minimise the structure that featured the manner of
social issues and problems. As in the management employees in various field of
organisations are arranged into a administrable section in respect to accommodate the
common objective. As the probability of conflicts to arise is very high. Nowadays, most
serious conflicts make headlines in the newspapers, which might affect the public image
of the company. It will impaired the manner of satisfaction that can lead to increase in
absence of individual and poor turnover. Conflict will also decrease that relates to trust
on supervisors and blighter workers it can slow or stop the progress of project execution.
The leaders of the business need to admit the organizational issue and problems and its
state of existence as it open the door for versatile resolution in the management of
business. It might also promote a flexible surrounding in the management of business that
make out the task and work as efficiently with the dynamic changes that are faced by
modern form of business segmentations. Performance appraisal : Performance appraisal is an essential part of the human resource
management at every section that involves the greater contribution at each sector. As an
effective performance appraisal not only eliminate the quality of work issues and
problems that with bad behaviour and poor communication. All the positive alteration of
attitude of knowledge can directly affects the revenue of the management of business and
the net profit of the company. As most of execution reviews leave workers to get
motivated and inspired in an adequate procedure that leads to increase in staff turnover
ratio. As in response most of the advanced management of business are performing low
in the manner of the overall performance of business and the performance of employees
as per the appraisals and placing in activity of plan of action that relates to the cultures

with regular appraisal. As there is also an outgrowth of high performing activities in the
management of business as where all the individuals are guide to give adequate response
and not just from the executives. These employees are also guide how to receive a
adequate response as with balanced state and credibility.
 Developing HRM policy : As the human resources policies might go a long way in
generating the employees productivity ad profitability to enhance the organisational
effectiveness. In the case that the HR function operates as to ensure the organisational
effectiveness that is closely link with the productivity of employment such as innovation
and employee friendly policies that can go hand in hand as for long way. This will help
the employees in the management to turn the organisational perspective at the higher
quality. As it is because the HR Managing directors are unlikely to immediate the skills
and sense of knowledge of their managers of the employees that focus on the attribute of
the side of employees that effect in the productivity and profitability ratio as rather than
the specialized manner or field of area that related to possible aspects in the management
of business. It means that the human resource policies are frequently abstracted and well
defined from the former filed of area.
 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 (Kuhn, Maleki, 2017) . If respective present their events
and issues as in respect to the earnings of the management of business however, it will also
increases.
 Planning : Planning is the fundamental managerial function that includes the intellectual
procedures which lays down an management of business. As in respect of Sainsbury's

objectives and goals as per to their plan of actions through which management of
business can achieve those target orientated objectives as effectively.
Characteristics of planning : Goal orientated : It concentrates on the targets and goals of the management that
identifies that alternative plan of actions to be taken for accommodating the orientated
targets.
 Continuous procedures : The plan of actions are set for specific term that focuses on the
management of business in the required segmentations. As it is an ongoing procedure that
are framed and execute in the following manner as per to other sort of plan.
PART 2
1. Job Description
Sainsbury is one of the multinational organisation which is hiring employee for the Marketing
Manager. 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
Marketing Manager is as follows:
Job Specification
Job Summary:
Marketing manager is an individual who devises as well as creates marketing strategies for
business for the purpose of meeting brand reputation and objectives.
Job Roles and Responsibilities:
 Planning of annual marketing budget of company.
 Understanding marketing trends.
 Doing market research to understand need of customer
 Monitor marketing activity of team
Job Skills:
 Commercial Awareness Skill
 Creativity as well as writing skill
 Networking ability