Human Resource Management in Sainsbury's: A Comprehensive Analysis

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HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................................2
ASSIGNMENT 1............................................................................................................................................3
ASSIGNMENT 2..........................................................................................................................................10
TASK1.....................................................................................................................................................10
TASK 2....................................................................................................................................................14
TASK 3....................................................................................................................................................18
CONCLUSION.............................................................................................................................................21
REFERENCES..............................................................................................................................................22
1

INTRODUCTION
Human resource management is a backbone of an organisation. Human resource management
works to hire the efficient employees and to develop them. Furthermore, Human resource
management has several roles on the job as well as off the job. These roles of Human resource
management help an organisation to manage all the activities inside of organisation. Human
Resource Management not only recruits and selects the candidates but also train them,
motivate them and assess their performance. Human resource management should always be
multitasking and multidisciplinary with great study of management, economics, sociology,
communication and most importantly in psychology. This is not enough for Human resource
management. Human resource management is also responsible for employees’ discipline,
career planning, companies’ benefits and incentives for employees, auditing, industrial
relationship maintenance, employees’ safety, black out sexual harassments and so on. Here
the Assignment is divided in two parts where in first assignment, all the purposes and scopes of
human resource management have explained and how skills and talents of Human resource can
fulfil the business objectives has described. And in assignment two, all the principles of effective
human resource management where internal and external management factors that affect
human resource management decision-making and human resource practices has discussed.
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ASSIGNMENT 1
Introduction
Human resource management is main important part of organisation that deals with all the
activities of organisation. Sainsbury’s is third largest supermarket in UK. In this assignment, this
has discussed that How Sainsbury’s Human resource department can improve the working
condition for their employees and the effective utilisation of tools and techniques of HRM can
maximise the profit and contribution of their employees. In addition, the innovative ideas about
the changing roles and responsibility of Sainsbury’s HR department have discussed.
1.1 PURPOSE AND FUNCTIONS OF HRM, APPLICABLE TO WORKFORCE PLANNING AND
RESOURCING
Recruitment and selection process is based on the qualities of employees which are required
for particular position or designation in company to fulfil the specific target. Sainsbury’s human
resource identifies the future staffing need and at the time of recruitment and plan the supply
for labour for which they are concerned.
Training and promotion to staff is a very good aspect for the development of organisation.
Sainsbury’s training and development programme is very constructive and it has divided in
different parts like induction training, foundation of training, intermediate training, advanced
training etc. It helps to understand the employees in training about the whole structure of
Sainsbury and employees are able to plan their career over there.
Employment career programme in Sainsbury is designed for long term purpose for their
employees by keeping their future needs in mind. Sainsbury is focused on the development of
the employees as well and it provides the discount card, family friendly policies, annual
bonuses, life insurance and pension plans etc. And it convinces the employee to stay in the
organisation.
Loyalty of Employee – Sainsbury’s Human resource management has played a great role in
terms of providing training and development and reward sessions because of that employees
are really dedicated and loyal towards their work in organisation (Bailey et al., 2018).
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Human resource management’s contribution in Sainsbury is focused for employee’s
development but they are bounded with company’s growth, revenue increment and
satisfaction of shareholders also.
Functions of human resource management in Sainsbury
The roles and functions of Human resource management in Sainsbury are dependent upon
well-defined strategies to identify the potential and skilful employee who can perform with the
developments. Apart from this Human resource management has to focus on company’s norms
and policies also in order to meet with competitive market. In addition Human resource
manager needs to plan business activities and to organise them, control them and implement
them as well.
1.2 STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION OF SAINSBURY
Recruitment and selection process is very first activity of human resource management in an
organisation. Human resource managers seem like employer of the organisation where they are
just working as an employee. Human resource managers actually play the role of both
employee and employer and manage all the business activities for development. Apart from
this they maintain the employees’ discipline in organisation to promote them and ensure that
employees are working with all the rules and regulation in the organisation or not. Generally,
Human resource managers are multitasking where they manage both roles. Somehow, Human
resource managers have to face many issues with their tasks that have to be dealt very carefully
(Bratton and Gold, 2017).
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Strengths
Human resource recruiters are the one in an organisation with whom candidates interact for
the first time. At first Human resource representatives play the role to ensure that the hiring
has been successfully done with the best of employees’ position. Basically, human resource
representatives coach, train and mentor the workers to understand the techniques of
organisation and somehow HR representatives get the opportunity to work more efficiently for
personal growth as well as organisational growth.
Weaknesses
Human resource executives and finance executives are very near to work with each other with
collaboration between Finance and HR to benefit the organisation. As per survey of 2016, it has
found that HR is lacking somewhere to understand the financial data and analytics which are
directly impacting on the hiring process of employees. Sainsbury needs to spend money to get a
productive employee in an organisation where an HR has to be very careful how much to spend
to maintain the business budget as well as satisfaction of the employee (Reio, 2016).
1.3 ASSESSMENT OF THE FUNCTIONS OF HRM CAN PROVIDE TALENT AND SKILLS
APPROPRIATE TO FULFIL THE BUSINESS OBJECTIVES ON SAINSBURY
Human resource functions are basically accomplished by human resource managers to achieve
the organisation’s goals. The human resource functions are divided into 2 parts i.e. managerial
functions and operative functions. Managerial functions involve planning, Organising,
controlling, directing and staffing where operational functions involve development,
procurement, compensation, integration, industrial relation, maintenance and motivation.
Managerial functions of HRM
Planning is always better before starting the activity. It helps to initiate the objectives and goals
to be achieved. Planning always helps to deal with future challenges in an organisation.
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Organising is second important key aspect where Human resource managers get the
opportunity to structure and determine the authority, responsibility and accountability to
establish good relationship among each and every member within the organisation.
Staffing deals with creation and maintenance of human resource through employment. Here
HR determines that what type of candidates should be hired. In addition, it involves the
training, development, counselling and compensation of the employees also.
Directing is a mixture of some several activities to communicate, to lead and to motivate the
employees as well as others staffs in an organisation. There should be always two-way
communication to ensure the effective exchange of information among people to archive the
predetermined goals (Nankervis et al., 2016).
Controlling is very important to maintain the efficiency of individuals to work at their
workstation. It helps to establish the standard of performance of employees and initiate the
correct action if there are any discrepancies.
Operative Functions of HRM
Operative functions are those functions which are basically initiates by Human resource
managers in all departments of the company. Most of the organisations create some personnel
policies for all the departments so that all the members of different departments can work
accordingly. Those functions of different departments are called as operative functions of
organisation. Here are some functions of HRM department such as –
Procurement is all about fulfilling the present and future job vacancies of organisation by hiring
the appropriate candidate. Sainsbury’s HR department needs to determine the specific tasks
and responsibilities of employees related to the job through the identification of their skills,
knowledge and abilities.
Development is paramount for employees as well as for organisation. Sainsbury always look for
development for their staffs. As their staffs will develop, the organisation will automatically
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achieve the goals. Sainsbury develops the candidates in terms of career planning, workers
training, executive development and finally organisational development.
Compensation is establishment and maintenance of payment system of an organisation.
Sainsbury is one of the companies that provide the incentives, bonus plans and wages as per
their work performance. These kinds of compensations help to motivate the employees to work
with dedication in an organisation (Sharma, 2016).
Maintenance and motivation in Sainsbury is all about to provide the wide range of facilities to
their staff working in an organisation that includes occupational safety, physical fitness, health
promotions, canteen and transport facilities, career counselling, employees’ suggestion scheme
etc.
Integration is all about maintenance of good industrial relationship between management and
employees. Sainsbury’s integration process involves good industrial relations, discipline,
grievance redressed, dispute settlement among people in an organisation.
In addition, Human resource management of Sainsbury focuses on development from each and
every point of view. It improves their thought process for development of an organisation and it
prepares the HR managers the proper training for employees to understand the tasks properly
and prepares their mind to take action accordingly. All these proper trainings sharpen their
skills and increase the knowledge about their individual work that helps to fulfil the objectives
of organisation.
1.4 EVALUATION OF STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES FOR
RECRUITMENT AND SELECTION OF SAINSBURY
Strengths
Sainsbury is third largest company in UK and it has its own brand name that attracts the
candidates to work in an organisation. Sainsbury’s Human resource management works to
prepare a solid base of customer by train them that helps to create a strong presence of
employees in an organisation. Human resource management increases the knowledge about
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the employment trends, salary analysis and develops all the strategic approaches in an
organisation. Furthermore, Human resource management has a right to make changes in
policies and strategies in organisation if there are discrepancies at workplace as well. Overall
Human resource management plays great role in terms of creating good reputation of the
company in UK.
Weaknesses
Human resource managers have a crucial role in terms of employee’s existence in a company.
There are circumstances when employees face lot of issues in terms of great level of
competition in a market that demotivate the employees towards their work and it becomes
little difficult for the HR department to make changes in strategies and re-train the employees
for better customer services that is really time-consuming process for the HR. Furthermore
Human resource management faces the issues in maintaining the budget of the organisation
also by keeping the benefits of the company in mind (Ekwoaba et al., 2015). In addition, the
role of HR is crucial in terms of hiring candidates with their best of qualities and skills. Human
resource managers have to create appropriate salary and wages structure also by taking care of
employee’s satisfaction with amount. There are situations when Human resource managers are
not able to provide that much of salary candidate is asking for, because of that company could
lose potential employee too. Sometimes, lack of potential candidates in organisation creates a
lot of troubles for human resource department as per the company’s requirement. In such
cases company needs to prepare the backup plan to reduce the chances of future challenges.
Conclusion
Sainsbury’s management’s strategy is quite flexible but rigid as well. Human resource
management of Sainsbury needs to focus on future tasks so that they can deal with the
challenges in an organisation easily. Definitely HRM is very concerned for their employees but
there could be more alternatives where individual can perform the two or more than two work
at a time. It could be hectic and stressful for the employees to be multitasking in 1 single time
(Waddock and Bodwell, 2017). To reduce that stress and for employees’ motivation, HR
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department can add some extra benefits like incentives and can appreciate in the month end as
‘the best employer of the month’ etc.
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ASSIGNMENT 2
Introduction
Human resource management is the body of organisation that manages all the work of the company by
keeping the company’s benefits in mind as well as takes care of employees’ comfort in a workplace. In
addition, human resource department of Sainsbury raises the organisational profit and productivity also
and how they do is discussed in this assignment. The principles of effective human resource
management and its usability have also discussed in task one. In task two, it has been analysed that how
internal and external factors affect the decision making process of human resource management in
organisation.
TASK1
1.1 BENEFITS OF DIFFERENT HRM PRACTICES WITHIN SAINSBURY
Sainsbury is one of the third largest retailer supermarkets in UK that serves throughout the
country by selling different products with different ranges. Human resource management of
Sainsbury is very controlled and all the decisions are taken by top management of the company.
It mainly aims to avail the right opportunities to the employees so that they can develop their
skills. Furthermore, there are benefits of Sainsbury’s human resource management discussed
below-
Sainsbury recruits the candidates in bulk as it has large number of vacancies in different stores.
HR department hire the students as interns also that helps organisation to get more
productivity by providing less amount as stipend to them. It helps to maintain the budget of the
organisation as well as interns learn to work professionally as employee.
Sainsbury’s training and development process works as a tool. Human resource management
provides the training to the employees to achieve the effective work performance in an
organisation (DeCenzo et al., 2016). The training changes the behaviour of employees at
particular workplace and sharpens their skills and knowledge regarding their particular job role
and definitely these improvements of employees bring out best results in future in an
organisation and employees also get the opportunity to be promoted if they learn to deal with
the challenges.
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Sainsbury’s performance management creates the transparency to understand the targets. It
helps each and every employee to make themselves very clear with the current situation of the
company and that makes the workplace flexible to work and improves the quality of the work
of employees.
1.2 EVALUATION OF DIFFERENT HRM PRACTICES TO RAISE ORGANISATIONAL PROFIT AND
PRODUCTIVITY IN SAINSBURY
Sainsbury’s Human resource practices are quite significant. To evaluate employee’s productivity
by HRM practices, both need to communicate about outcomes by employees and efforts put by
HRM. This has become very essential to examine the outputs of an organisation to increase the
organisation’s profit. Sainsbury’s human resource management needs to utilize the more
sophisticated recruitment and selection strategies to develop the performance of employees
after selection. Organisational profit can increase more if the human resource management
recognizes the productivity level of employees on work performance (Noe et al., 2017). There
are scopes of improvement in HRM practices that the result with best of outputs in
organisation. The only thing is required to keep in mind is to examine the performance from
both the sides i.e. human resource management as well as employees’ work performance.
HRM PRACTICES AND IMPLEMENTATION
Every organisation has HR department who always implements the policies and strategies of
the organisation. Managers play great role in terms of making efficient and productive HRM
policies. Generally this is done by Human resource but managers provide proper guide to the
HR professionals to originate the system. There are many scopes for implementation of HRM
policies. For example, at the time of selection process, HR professionals can assume that the
application is vacant or unoccupied. In that case they can develop a prearranged interview
guide or employment test could be selected. Definitely it monitors and evaluates the
obligations. Apart from this, HR professionals can evaluate the outcomes after employment
tests, cost effectiveness and the success of training programs. These kind of practices also help
the Human resource managers to find out that how much organisation’s capital raised and how
much it could be in future with the best of employee’s productivity (Ahlvik et al., 2015).
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