People Management Report: Tesco and Sainsbury HRM Analysis

This report delves into the core aspects of people management, emphasizing the critical role of Human Resource Management (HRM) within organizations. It begins by defining people management and the HRM system, highlighting their significance in talent acquisition, optimization, and retention. The report then focuses on two major players in the retail industry, Tesco and Sainsbury, examining their respective HRM approaches, including strategic, management, and proactive approaches for Tesco, and reactive, systems, and human resource approaches for Sainsbury. It explores the advantages and disadvantages of HRM, analyzes the impact of HR strategies on organizational policies, and provides a comparative analysis of the two companies' practices. The report also discusses the key roles of HRM, such as building a talent pool, managing employee engagement, ensuring employee wellness, providing training and development, fostering employer-employee relations, facilitating communication, solving problems, planning resources, and designing job analyses. Finally, a self-reflection section is included to analyze strengths and areas for development in relation to the concepts discussed.

PEOPLE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
What is the role of HRM and HRM System in people management.........................................3
TASK 2............................................................................................................................................8
Self Reflection.............................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
People management refers to the process which involves systematic management of the
individuals from talent acquisition, talent optimisation and talent retention while providing
support to the business. The human resource management is the process which helps in properly
managing the workforce of the organisation. The HR strategies are formulated in order to utilise
the human resources which helps in achieving the targets of business. This department is liable
for properly supervising the employment conditions in organisation(Alfes, 2018). This report
will be on Tesco and Sainsbury which operates in retail industry. The report will be discussing
about the development of HRM over the years and also covers the pros and cons of HRM in the
business. The various HR policies followed by these two companies will also be examined in the
report. The impact of these strategies on overall organisation's policies will also be covered. A
self reflection is prepared for analysing the strengths and areas for development.
TASK 1
What is the role of HRM and HRM System in people management
The HRM plays a very essential role in the operations of every business organisation.
The HRM system can be defined as a software which manages the overall human resources of
the organisation in a systematic and proper way. It aims at providing the best solution for the
issues which are faced by the businesses in their working. It combines all the major systems and
processes of human resources in order to make it easy for the management to take decisions
quickly(Chowdhury and Jacob, 2019). The companies can analyse the data of the employee's
with the help of this system of HRM without the use of paperwork. The data and information of
the workers are kept in a safe and efficient manner. This safes a lot of time of the management of
the organisation and they can utilise this time in taking much more informed decisions. There are
various other benefits which are provided by this systems such as recruitment management,
employees’ performance and pay roll of the employees. The main benefit provided by the
human resource department to the business is to appoint right type of people for the right job. It
makes it very convenient for the managers to allocate the work to the employee's(DahlgaardPark,
Reyes and Chen, 2018). It also helps the companies in retaining the existing skilled workers and
attracting new and fresh talent from the market. The conflicts and disputes are handled in a good

way due to the presence of this department in the organisation. It also has certain disadvantages
which cannot be ignored by the businesses in establishing these functions. The first drawback is
it is very costly and small companies cannot even think of creating a separate human resource
management department in their business. Sometimes the external environment is wrongly
predicted by this functions which can affect the overall organisation. The business cannot
develop a coherent approach in their working due to this inability of prediction(Denning, 2018).
The two companies which are taken into consideration are Tesco and Sainsbury. The
HRM system of Tesco focuses on improving the performance of the workers so that they do
quality work for a very long period of time. The company tries to hire those individuals which
possess great skills and knowledge so that they can perform good quality work in the
organisation. Tesco thinks if the workers do their job properly, then it may lead to achievement
of goals and targets. On the other hand, the human resource management of Sainsbury provides
quality training to its employee's in order to improve their productivity and develop a connection
with the organisation's objectives. It shows that the management of company is realizing the
importance of its workers in accomplishment of tasks. Both the organisation choose different
approaches in their business in relation to the management of human resources in the
company(Duff, 2018).
Role of human resource management: -
 Building a pool of talent: Every business performs its functions in a highly competitive
business environment which makes it very difficult for the management to frame
policies. The aim of organisation's is to take out best from the workers according to the
best of their potential. The HRM department is very crucial in properly managing the
human resources in the business. This helps in building a strong and effective workforce
which is very essential for the achievement of all of the business objectives and goals.
All this can help in adding more value in the business which develops a positive image
in the market(Golledge, Ward and Watts, 2019).
 Manage the retention by employee engagement: The hiring of workers is a very
different aspect as compared to retaining the employee's. All the companies focus on
adding more workers to its business along with retaining the existing skilled employee's.
The process of recruitment involves large cost which is not afforded by every business

organisation. The employee's need to be engaged in various activities in order to keep
them busy which lead to improved performance of the business.
 Employees wellness with compensation and benefits: The main focus should be on
enhancing the job satisfaction by providing various benefits to the workers. The primary
role of the HR managers is acting as a mediator between the human resources and
management of the organisation(Khan and Naeem, 2018). It is the responsibility of every
company to look after the needs and requirements of the employee's. The necessary
measures should be taken by the businesses for ensuring that compensation and benefits
are being provided to the workers. The role of mentorship is also being performed by the
HR department which involves evaluation of the performance and quality of the
employee's. The HRM of the companies should also appraise the extra work done by the
workers by giving them monetary benefits and other various perks.
 Training and Development: The HR managers play a very crucial in launching
employee development initiatives. This mainly involves additional on the job training,
educational opportunities and professional development programs which will allow the
workers to grow and develop in their existing roles. By providing these trainings to
employee's, the companies make the workers feel that they are important for the
organisation(Kozinets, 2018).
 Employer- Employee Relations: HR department makes sure that the relations between
the employer and the workers are positive and healthy. The managers also helps in
determining policies which ensures equity and fairness in the workplace. It is very
important to keep good relations so that the employee's can ask their doubts regarding the
work. This will help in improving the quality of work of the overall organisation.
 Communication: Human resource management is very essential for making proper
communication in the organisation. All the policies and strategies which are formed by
the top level management is communicated by the HR managers to the employee's of the
company. It makes it very easy for the workers to work on a single objective which is the
success of the organisation. It is very essential for every business to have a proper
communication channel.
 Problem Solver : Every business involves various conflicts and disputes which directly
affects the working of the organisation. The HR managers solves all the problems which

arise in the company. It will lead to improved productivity and performance of the
organisation and also enhances the overall image of the business in the market(Lenka and
Singh, 2019).
 Human Resource Planning: The HR managers are responsible for the planning and
accomplishment of the goals and targets of the companies. They are involved in
identifying, preparing and executing business objectives with the top-level management
of the business. This helps in assigning the right resources to the right project and ensures
the timely delivery. This proactive participation in planning enables HR managers to gain
a deep understanding of the activities which are very essential for the successful
development and growth of the company.
 Job Analysis and Design: The HR managers are also responsible for designing the job
analysis to hire the employee's. A job analysis includes description of the job, salary and
incentives, resources available in the organisation and making the proper work schedule
of the employee's(McConnell, 2018).
The HR approach used by Tesco:
Tesco is a British organisation which was founded by Jack Cohen in the year 1919. It is
headquartered in Welwyn Garden City, England, UK. The company is one of the biggest
multinational retail chain in the world. The company uses the HR approach which makes it very
successful in the market. The approaches which arr used by Tesco are discussed below:
 Strategic Approach: The workforce is the greatest asset of every organisation. It helps
the business in achieving the objectives and goals within the specified time period. Tesco
uses this approach in order to make various strategies in order to take out best from the
employee's. Human resources are the combination of skills, knowledge and talent in the
individual(Nikitina and Lapiņa, 2019). The company focuses on long term solutions and
people management. It aims at formulating such policies which are suitable for both the
organisation and the workers. It helps the employee's in adding value to their work and
also contribute more towards the success of the business.
 Management Approach: HRM is a part of general management which involves
managing people in the workplace. Tesco manages the employee's so that they can
perform their work effectively and properly. The company is getting benefits by using

this approach in its business operations due to the right supervision and guidance on the
workers by the managers and leaders. This also helps in maintain an effective
environment in the workplace because every employee knows his job and the way to do it
efficiently(Purwanto, 2020).
 Proactive Approach: It is very important for every business to use this approach in its
working. It has been seen that prevention is always better than cure. The HR managers of
Tesco anticipates the problems and challenges of the business before they are actually
arise. This proactive approach saves a lot of time and money in the short and long run
which is very essential for the performance of the business.
These approaches help the company in properly managing all the resources which are available.
Tesco makes sure that it uses those approaches which will help in improving the performance
and help the organisation in fulfilment of its goals and targets.
The HR approach used by Sainsbury:
The company is the second largest chain of supermarkets in the United Kingdom. It was found
by John James Sainsbury in the year 1869. The headquarter of Sainsbury is in London, England,
UK. The approaches used by the company in its business are discussed below:
 Reactive Approach: This approach is helpful for those businesses which take the
essential decisions after the occurrence of an event or problem. Sainsbury loses time and
money in solving the problems of the business. The company also face the issue of
compounding of problems, opportunities missed and making loss. It should try to identify
the problems as soon as possible in order to find our a proper solution. This approach is
more of a negative kind and also reduces the moral and confidence of the employee's
working in the organisation.
 System Approach: This is related to the various parts and elements of business working
together for a common goal or objective. Sainsbury uses this approach in order to provide
a complete evaluation of the performance of the business. In this various departments are
interlinked to one another which may sometimes creates a headache for the companies.
The HRM is a system that may have parts such as procurement, training, performance
appraisal and reward.

 Human Resource Approach: It identifies the abilities and potential in the particular
individual for the purpose for evaluation of the current performance. Sainsbury uses this
approach to manage the human resources in the organisation. It is very essential to treat
people with respect and dignity. The company focuses on allocating right work to the
right individual so that the quality and performance of the business.
Both the companies use contrasting approaches in their business operations but even then both
are highly successful in the market. It highlights that approaches are meaningful only upto an
extent. It is to be noted that there are various factors which are to be considered by the businesses
in order to make effective and efficient decisions.
TASK 2
Self Reflection
It is crucial to address that times must be given to self. It aids the individual for analysing the
strengths and weaknesses of self. For managing individuals it is important for knowing the self
capabilities. As managing the peoples needs skills of leadership and communication. Evaluation
of the self aids in realization of traits which is lacking in self and areas which must be paid
attention. After this evaluation here are the results recognised-
Strengths
Teamwork- I believe that teams good player is the great skill which I have. It aids in
keeping the organisations environment healthy. I believe that each individual must be
given chance for presenting their views for keeping the morale high. Understanding of
opinions of others is important for completing the project successfully.
Ex– In my team there are 4 individuals. At project discussion time, each one is free for
expressing their ideas and ask questions. It help in keeping the atmosphere positive between the
organisations employees.
Adaptability- I am adaptable in every situation. As I analyse the situation first and then
understand what work is to be done.
Ex– If work is done by member of team in a wrong manner, I ensure that I know and understand
the reason or it and plan action according to it.

Weaknesses
Impatience- I sometimes think that I lose patience which results in wrong decisions. I
must stay patient in each kind of situation for enhancing my work quality.
Ex– Once I got panicked after seeing project deadline. I must stay calm and give response as per
the situation .
Time management- My skills of managing time is very bad as I get confused what task
must be done and this waste my valuable time.
Example : If I had to do a work in 3 hours, I generally waste around half an hour in deciding
from where I start my work.
Areas for development
Skill Present
ability
Target
ability
How to improve Judgement
criteria
Time duration
Patience Low High I will try to be more
patient in all kind of
situations. For this
purpose I will listen
opinions of
everyone patiently. I
will take view of
long term for taking
any decision.
I discussed it
with my
colleagues and
they all have
find changes
in my
personality
after taking
improvement
measures. I
have become
more patient
person than
earlier.
3 weeks

Attention to
information
Low High From now onwards
I will focus on
paying attention to
the work. I will try
to listen and
understand the
instructions very
carefully. I will
make the notes of
things which are
vital.
I have
recognised
that following
all these rules
I am been able
to give
attention
required to
each and
every thing. It
has been
found out that
my quality of
work is
enhancing day
by day.
4 weeks
Time
management
Low High From now onwards
I will do my work
on priority basis so
my time is nor
wasted. I will pay
attention on
significant issues. I
will also set the
goals for short term
for self.
Now I am able
in completing
the work even
before
deadline. I try
to achieve my
goals which I
set daily. I try
nor to waste
my precious
time in
disruptive
activities.
4 weeks

CONCLUSION
It can be concluded from the above report that human resource management is very
essential for every organisation. The roles of HR managers in the functioning of business is
discussed in the report. The HR approaches used by Tesco and Sainsbury in their operations is
also covered in the above report. These approaches are very crucial for the success of the
companies in the market. A self evaluation report is also discussed which has identified the
importance of people management and team working abilities in the effective completion of task.
The strengths and potential areas for development has also been covered in the report which
gives an idea about the existing status of the management.

REFERENCES
Books and Journals
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and their carers.
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artery disease. Current Opinion in Lipidology, 30(6), pp.470-476.
Khan, B.A. and Naeem, H., 2018. The impact of strategic quality orientation on innovation
capabilities and sustainable business growth: Empirical evidence from the service sector
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Kozinets, R.V., 2018. Netnography for management and business research. The Sage handbook
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Lenka, S. and Singh, L.P., 2019. Transforming HR as agile business partner: The case of
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McConnell, C.R., 2018. Interpersonal competence in the management of people. The Health
Care Manager, 37(4), pp.358-367.
Nikitina, T. and Lapiņa, I., 2019. Creating and managing knowledge towards managerial
competence development in contemporary business environment. Knowledge
Management Research & Practice, 17(1), pp.96-107.
Purwanto, A., 2020. Does Quality, Safety, Environment and Food Safety Management
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Industries. International Journal of Control and Automation, 13(1), pp.22-35.