Strategic Human Resources Management: Sainsbury's Workplace Analysis

This report provides a comprehensive analysis of Sainsbury's strategic human resource management, focusing on the aims, scope, and purpose of its strategic workplace plan. It evaluates internal and external factors impacting the HR function, including operational strategies, conflicts, corporate objectives, financial strategies, competition, government regulations, and economic stability. The report also evaluates key strategic and operational considerations, such as markets, people, services, facilities, training, recruitment, and customer engagement. Furthermore, it links contemporary HR management theory with practices, emphasizing talent development and the evolving role of HR in strategic business planning. The report concludes by highlighting the importance of aligning HR strategies with business goals and creating relevant metrics for organizational success. Desklib provides access to this and other solved assignments, along with essential study tools for students.

Strategic Human Resources
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1. Aim, scope and purpose of strategic workplace plan..............................................................1
2. Internal and external factors affecting HR function................................................................2
3. Evaluating key strategic and operational considerations of the organization. ........................4
Contemporary theory linked with practices for the demonstration of the HR strategy...............5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The strategic human resource management involves a great future oriented process of the
development of the implementation of the HR programs which helps the business in the
addressing and solving business which can directly contribute to the major long-term business
objectives which are very helpful for the HR management to consider. For this project the chosen
organization is Sainsbury which is second largest supermarket retailer chain in UK. In this
project the determination of the key current trends and developments which has influenced the
organization's HR strategy will be discussed. This project will also analyse both the external and
internal factors influence over the HR strategy and practices in the organization. This project is
the application of the relevant theories and concepts which are related to the growth and
development of the organization. In this project appropriate change management model will be
provided for discussing the HR strategy for the application of the relevant organization
examples. This project will also discuss the different ways in which the HR outcomes can be
monitored for the application in the organization. This project will also help in the evaluation of
the effective HR management and development of the supporting sustainable performance and
growth for meeting the organization objectives.
PART 1
1. Aim, scope and purpose of strategic workplace plan
In order to achieve strategic goals and objectives, the Sainsbury PLC human resource
management adopts this method. The main aim of strategic human resources management is to
improve innovation and competitive advantages (Greer, 2021). It is helpful to develop
organizational culture, business ethics and also improves performance of business. Human
resources team plays a vital role as a strategic partner when the firm’s rule and regulation are
implemented. They perform various activities like training, hiring, promotions and rewarding
employees.
The purpose of HR is to develop and retain the employees in order to meet the needs of
company’s long-term plans and for future requirements (Berman and et.al., 2021). When the
team members of the company are working together towards same goals then the business can be
more successful. This strategy also finds out the employee weaknesses and strengths to develop
HR techniques. A strategic human resources management increases job satisfaction among the
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employees and workers. If the company’s employees are being motivated through this strategy,
then it will increase productivity and profitability.
This strategy is a proactive approach used by HR team in order to manage the needs of
employees within the company. An effective human resources strategy will help to avoid costly
surprises that interfere with achieving business goals (Collins, 2021). To avoid any crises and
obstacles the HR help to solve the issues in a timely manner. The HR team helps to promote the
employee’s performance and their productivity in business activities. It is the HR responsibilities
to keep the employees focused on organizational goals and providing strategic focus to guide
them in every aspect (Human resources' management, 2021). HR arranges the training session
and provide a positive direction to the employees. The main objective of HR is to set the suitable
system of compensation for the employees. To be reviewed regularly employee’s workability is
taken into consideration.
The major scope of HR consists of development and control of human resources within the
organization. The role and scope of HR start from manpower planning to resignation of
employees in the company. It manages and matches the availability of manpower in the firm and
prepare job evaluation which includes basis of salary and wages (Sabet and et.al., 2021).
Motivation is essential for every company as it improve performance of employees like pay-
scale-hike and promotions helps to encourage them. The most recent trends and development in
human resource management strategy that will help to change overall working structure and
environment in the firm.
Online skill assessments- This is an optimal talent management tool used by Sainsbury PLC
in order to achieve business performance. It is done in the form of tests, questionnaire, exams
and physical surveys.
Wearable tech- This is an emerging HR trend used by company to monitor workplace health
more systematically. It can make a huge influence on employees working when they deal with
high pressure.
2. Internal and external factors affecting HR function
 Operational strategies like use of technology and internal policies- Developing new IT
systems may require new staff members training. These strategies may impact the HR
functions. The policies are being made to provide safe working atmosphere for
employees.
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 Conflicts in the company- Conflicts between employees and managers will create issues
for the company. Thus, the managers need to focus on the teamwork and positive
communication skills.
 Corporate objectives- Bad organizational culture will negatively affect the company
environment. A positive culture will motivate and encourage employees’ performances.
The HR managers needs to adjust positive culture so that employees may feel
comfortable.
 Financial strategies and HR systems- The performance of the company is totally
dependent on the quality of its personnel (Rees and Smith, 2021). So, the HR is providing
free flow of communication between employees. These systems will include training,
development, job security, employee welfare and selection. In order to reduce costs a
financial decision related to training programmes is taken into consideration by HRD.
 Effect of competition on recruitment- the competition affects the company’s ability to
select the qualified and potential employees. The present company doesn’t need to spend
more money on advertisement because candidates will automatically visit the firm’s
website in search of job. Few small industries don’t have branding power so HRD needs
to focus on improving materials and attending job fairs in order to promote their company
name.
 External factor like government regulations and policies- a policy of government may
influence how a company follow process of hiring, compensating and disciplining its
employees. This will give a brief idea about the company position and whether it is
compliance.
 Economic stability is another factor that affect the decision of Sainsbury, especially in
terms of expansion. Thus, this will affect customer purchasing power. So it is the work of
top-level management to come up with the important resources and ensure the most
sustainable production processes, at the end of the day, this strategy will ensure
maximum cost-cutting for the firm as much as the approaches would allow.
 The performance management of Sainsbury will include great workplace for the
employees, great food and sourcing with integrity. Additionally, Sainsbury's customer
service delivery is at the top priority, so satisfied employees is usually capable of offering
quality services.
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 External factor like economic factors which give form to improvement of activities it
involves policies, population, workforce market conditions, inflation and national income
(Oliveira and et.al., 2021). The company must aware about difference between
population and workforce because only a few parts of the population is eligible to do
work.
 Because of inflation the employees payment also get affected and this payment is totally
linked to cost of living. Additionally, when the country faces such challenges like
inflation pressure, cost of living index may goes up. In this scenario the HR and
management team will be forced to pay more to employees.
 Trade union in the company is treated as an internal factor because it is said that
organization staff members are part of the trade union. This may affect the selection
process, compensation and development. The result of collective bargaining is totally
dependent on the relative bargaining position of the labour and top-level management.
Thus, in this scenario the company needs to adopt HRM practices and it will on strength
and support of members or trade unions.
3. Evaluating key strategic and operational considerations of the organization.
 The key strategic considerations in order to make a plan for the future are markets, people
and services. In this scenario, the company approaches to localization and involves
employees benefit. Rewards that the company offer to their employees such as salary and
other benefits (ATMADJA and et.al., 2021). This will create a development opportunities
for them and increase organization reputation.
 Providing facilities plays an important role in any company as it provide support to the
workplace environment. It is helpful in shaping the campus atmosphere thus, attractive
and user-friendly facilities may positively impact the visitors and outside members.
 Strategic consideration will include market condition comparison and decision-making
process within the organization. In many companies international staff are employed as a
way to develop advocacy opportunities (Lim and Ahmad, 2021). Thus, it is essential to
take notes on strategic reason for using globally mobile staff because it may affect the
type of reward the firm is offering to them.
 Sainsbury need to make a strategic decision in order to identify the market comparison in
which they need to compete for different roles. It is necessary to understand the
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employees tend in order to compare their package of reward and from what market the
future employees will be selected.
 In the strategic consideration, the decision-making process related to reward system
should be clear and true. The overall strategy of decision-making structure may affect the
reward approach within the company.
 Here in this case study, the retail operational consideration will include training,
recruitment, staffing and customer engagement, inventory and store management. The
task of managing retailing and find out various ways to control cost and improve business
strategies is comes under operational consideration.
 Operational consideration is used to give details about the activities that keep the
functions of Sainsbury in well conditions. It also includes cash operations and promotions
so that the company can achieve competitive advantages.
 Facilities maintenance can be taken into consideration such as cleaning, repairing or
service for building features and replacements. For the effective departmental
management the HRD needs to set the budget development. Building maintenance is
essential even if the building is small and simple. Ultimately, it is also beneficial to have
maintenance free building or adapt strategies. Poor quality of building maintenance may
impact the reputation of the company and people may criticize inefficiency and building
safety.
 The retail company focuses on an ecosystem related operational management and uses
strategies in order to evaluate design for effective operational activities. The present
company shows the operational data with respect to environmental conservation. The
firm continues to expand in solar panel, natural refrigerant and green power electricity.
Contemporary theory linked with practices for the demonstration of the HR strategy
The contemporary theory of HR management suggests that the aligning its strategies with
the larger business strategies and creation of the relevant metrics for its own strategic values and
the achievement of the organization goals. It is the notion of the recognition of the employee
which helps the business in the understanding of the contemporary approach of the management.
The business in the industrial revolution that in the factories skills and standardized employees is
also very helpful for the organization. This theory suggests the understanding of the developing
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value of the unique resourcefulness which each and every employee can bring for the business
(Johnson and Szamosi, 2018).
Secondly, the development of talent for the HRM has a great influence in the
demonstration of the HR strategy. The HR with the help of developing talent can influence
innovation, agility and cross disciplinary collaboration with other organization. Some best means
of nurturing the talent is to unleash the untapped human potential and also the ultimate
maintenance of the competitive advantage in the business environment.
As per this their the HRM has actually shifter a lot from the certain administrative tasks
of hiring firing and staffing to other roles such as the strategic business planner. This is the
reason why the contemporary HR management is called upon for the alignment of the different
strategies with the larger business strategies and also be able to create some sort of relevant
metrics for the achievement of the organizational goals of the business.
The human resource management of Sainsbury also has to deal with some international
operation context. Thus, the international HRM as the go against all the odds before raising the
protectionist policies landscape which reflects business landscape which needs to reflect
globalization and increase the global mobile workforce which helps the business in the
comparison of the different decades that has the mobility which can be much larger than the
variety of the forms that can develop the human resource professional needs for dealing with
many complexities of managing the people across the borders for important driver (Gahlawat
and Kundu, 2019).
Some commemoratory HR practice of this organization are,
Mandatory leaves:
In every organization it is very essential for the HRM to provide the employees with
leave which they can use for management of their work. This is said to be a very useful and
efficient way of the developing employee satisfaction.
Weekends off :
The HRM of this organization needs to make sure that employees are able to enjoy the
weekends which can keep them motivated and drive them towards effectiveness of their
business.
Variable pay :
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The different forms of methods of payment which is needed to be provided to the
employees which can helpful for the employees to have the desire to work harder so that they
can gain the opportunity to earn (Morley, Minbaeva and Michailova, 2018).
Allowances :
Certain sorts of allowances is also said to be very important and effective for the
employee motivation which eventually results in the development of the business activities that
has the potential of developing the strategies of innovation.
CONCLUSION
With the help of this project it can be concluded that HR strategy needs to be very
effective for the organization in order to achieve effectiveness in the business. This project has
helped in the analysation of the key current trend s and development which has influenced the
organizational strategy. In this project both the external and internal factors of the organization
and their impacts over the HR strategy and practices of the organization, It is considered to be
application of the relevant theories which has the development with the of the strategic HRM
organizational examples . In this project the discussion of the HR outcomes and how they can be
measured has been shown which the application of the KPI's. This project also provides the
evaluation of the effective HR management and development strategy for the supporting the
sustainability f growth and performance in the organizational context.
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REFERENCES
Books and Journals
ATMADJA, A. T. and et.al., 2021. Influence of Human Resources, Financial Attitudes, and
Coordination on Cooperative Financial Management. The Journal of Asian Finance,
Economics, and Business. 8(2). pp.563-570.
Berman, E. M. and et.al., 2021. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bititci, U.S., and et.al., 2018. Towards a theoretical foundation for performance measurement
and management.
Collins, C. J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2).
pp.331-358.
Gahlawat, N. and Kundu, S.C., 2019. Participatory HRM and firm performance: Unlocking the
box through organizational climate and employee outcomes. Employee Relations: The
International Journal.
Greer, C. R., 2021. Strategic human resource management. Pearson Custom Publishing.
Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human
resource management (pp. 27-48). Routledge.
Kameme, E.O., 2019. THE ROLE OF HUMAN RESOURCE MANAGEMENT ON MANAGING
ORGANIZATIONAL CHANGE: A CASE OF STATEOIL TANZANIA’S
ESTABLISHMENT OF GPS FLEET MANAGEMENT SYSTEM (Doctoral dissertation,
Mzumbe University).
Lim, C. T. and Ahmad, N., 2021. The Relationship Between Human Resource Management
Practices and Employee Performance. Research in Management of Technology and
Business. 2(1). pp.123-136.
Mahdy, F. and Alhadi, A., 2021. The effect of high-performance work systems according to
AMO model on HRM performance outcomes: An analytical study on the banking
sector. Management Science Letters. 11(6). pp.1755-1764.
Marchand, M. and Raymond, L., 2018. Performance measurement and management systems as
IT artefacts: Characterising, contextualising and valuing their effective use in
SMEs. International Journal of Productivity and Performance Management.
Marino, A. and Pariso, P., 2021. Human resource management in public transports:
organizational typologies and research actions. VINE Journal of Information and
Knowledge Management Systems.
Mingaleva, Z., Zinnurova, Y. and Shironina, E., 2020, October. CPA-LR Human Resource
Management Model for Ensuring the Innovation Process in the Enterprise.
In International Conference on Comprehensible Science (pp. 391-399). Springer,
Cham.
Oliveira, M. and et.al., 2021. Strategy and human resources management in non-profit
organizations: Its interaction with open innovation. Journal of Open Innovation:
Technology, Market, and Complexity. 7(1). p.75.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
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Sabet, S. and et.al., 2021. Designing a Model of Human Resource Mentoring System Based on a
Mixed Approach, With the Aim of Increasing Productivity. Journal of System
Management. 7(2). pp.205-229.
Online
Human resources' management. 2021. [Online]. Available through:
<https://hbr.org/topic/human-resource-management>
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