Human Resource Management Practices at Sainsbury's

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Human Resources Management
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Table of Contents
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
LO2.................................................................................................................................. 8
LO3................................................................................................................................ 10
LO4................................................................................................................................ 13
Conclusion..................................................................................................................... 22
Reference List................................................................................................................ 23
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Introduction
HRM (Human Resource Management) can be described as one of the most essential
department in context of any organization. It is closely associated with a range of
different employment aspects such as employee hiring, training and many others. This
department of any organization is closely associated with the internal and external
development of both management and employees at certain extension. Both
redundancy process and leave management schemes are being maintained through
HRM department. In this study, Sainsbury will be used in order to analyze different
aspects of HRM at certain extension. In addition to that, the key purpose of HRM
function in addition with the functionality of HRM department in Sainsbury will also be
analyzed in the study. Lastly, the main components of different employee legislation will
also be assessed in this study.
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LO1
Explain the purpose and scope of Human Resource Management in terms of
resourcing with talent and skills appropriate to fulfil business objectives.
Explain the purpose and the functions of HRM, applicable to workforce planning
and resources
HRM can e demonstrated as the prefabricated tactical approach regarding motivating,
acquiring, developing and gaining the commitment of an entire employment base.
Allocating necessary resources towards the employment base at right time and right
situation also falls under the responsibility of HRM department at certain extension
(Buller and McEvoy, 2012). The basic functions of HRM can further be divided into two
separate versions. Both versions have been explained below:
Operative process
Planning of workforce- Analysis of the job role of individual employees, salary scale of
individual employees, employment training and many others falls under the
prefabricated responsibility of HRM department at certain extension. On the other hand,
determination of basic employment need might also be accessed through the help of
HRM department of an organization (Armstrong and Taylor, 2014). Annual appraisal of
entire employment base has also been overlooked by the HRM function of a certain
organization.
Recruitment process- It can also be described as one of the large process regarding
selecting appropriate employees for a certain organization. The particular process of
recruitment and selection of different employees are generally being assessed by the
HRM department at certain extension (Bratton and Gold, 2017). HRM department only
choose those employees who are most suitable for fulfilling the key purpose and
objective of a specific organization.
Employment development and training- The main purpose of employment training is
to make them more responsible towards their job role (Costen, 2012). In addition to that,
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both training and development is very useful from the perspective of enhancing the skill
of different employees at certain extension, which will ultimately assists them at moving
up productivity and resulting into increased competitive advantage.
Welfare of the entire employment base- One of the most common function of HRM
department belonging from different organizations are closely associated with providing
a range of different benefits towards their entire employment base for further increasing
their level of overall motivation (Cooper and Baird, 2015).
Managerial functions
Organizing- HRM department of different organizations are closely associated with task
allocation in context to an entire organization and it assist the HRM department to
allocate different task as per the skills and knowledge of their entire employment base.
It will assist the organization at driving their organizational goals and objectives with
performance schemes of their entire employment base (Gallie et al., 2012).
Directing- This functions of any HRM department let them to activate the true potential
of their entire employment base by managing their organizational objectives with
personal objectives. The potential of at a certain employment base can be enhanced
through the help of direction function of an organization.
Planning- This can be described as one of the most famous and common managerial
skills that can be found in different working aspects of HRM department at certain
extension. The HRM department is generally doing the planning part of an organization
in order to identify which training and development process is best situated for which
employees (Shafique, 2012). Different negative effects of conducting different business
can also be avoided through the help of planning phase of an organization.
Controlling- After conducting the organizing and planning force, it is essential for the
HRM department of different organizations to control different aspects of their business
goals and objectives (Griffith and Macartney, 2014). The overall standard of an
organization can easily be assessed though the help of controlling department of an
organization.
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Explain the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment is mainly associated with the prefabricated processes of short listing
attracting and selecting employment functions though the help of both permanent
candidate and temporary recruitment process (Huffcutt et al., 2013). The process of
internal recruitment has been described in the later section of the study.
Internal methods
It can be described as the process regarding sourcing and selecting appropriate
andidates fro a certain job role. The entire HR department of Sainsbury has understand
the fact, which is the key reason why that organization is always opted to increased
their overall sales number of their entire consumer base, which is the key reason why
both recruitment and section falls under the category of extensive amount of knowledge
at certain extension. In addition to that, mangers that take the interview process of an
organizations like Sainsbury, they need to be effective an efficient at their job roles and
responsibilities, which ultimately leads towards decreased productivity and profitability
for certain extension (Kalemci Tuzun and Arzu Kalemci, 2015). The career growth of
different employees belonging from different groups of an organization also depends
into the internal process of recruitment and selection.
However, the main drawback of this recruitment process is sometimes the process of
recruiting and selecting appropriate employees for a job role might get conflicted and
resulting into decreased productivity, which I the key negative aspect of this particular
training and development process at certain extension. Besides that, organizations like
Sainsbury might lose their competitive advantage if they fail at prevailing appropriate
employees for their entire organizational structure at certain extension (Mischel, 2013).
However, new recruitment and selection strategies cannot be used at the time of
conducting internal recruitment. Nonetheless, the key advantage of this selection and
recruitment process is it does not need lots of time and the resource that is associated
with this recruitment and selection process is very low.
External recruitment method
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External method of selecting and recruiting appropriate employees are closely
associated with selecting potential candidates from external sources. Suitable
candidates might be obtained through the help of this particular recruitment and
selection process (De Bruecker et al., 2015). The major advantage of this recruitment
method is can generally assists the organizations at selecting and recruiting a set of
different employees as per their skills, knowledge and personal attributes. However, in
recent context, it can be easily assessed that the key disadvantage of this recruitment
method is associated with time and cost at certain extension.
Selection
It can be described as such a process that select appropriate candidates through the
help of a range of different tests or interview process (Jehanzeb and Bashir, 2013).
Most common selection approaches has been describe in the later section of the study.
Personality test
It can be described as such a personality test model that assists the interviewer at
measuring the personality traits of a certain employment base. Additionally, the basic
characteristics of a potential candidate can also be accessed through the help of
appropriate personality test (Nikolaou and Oostrom, 2015).
Test regarding skill
The current skill set and knowledge base of an entire employment base can be
accessed through the help of prefabricated skill tests.
Interview of skill
Potential candidates of a job role have been asked several questions directly by the
interviewers in order to access the potential quality of the entire employment base.
Some employees generally lose their cool at the process of interview and it can be
described as the key aspect of selecting best employees from a pool of different better
employees (Nankervis et al., 2016).
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LO2
Evaluate the effectiveness of the key elements of Human Resource Management
in an organisation
Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
The most common practices of HRM that has been adopted by Sainsbury are closely
associated with conducting work practice, employment development and training. The
details of different HRM practices have been described below:
Flexible practice of working
Different practices of HRM are generally associated with providing employees the
opportunity of conducting their different job roles as per their flexible working schedules.
HRM department assist their entire employment base by controlling their working
schedule, environment as well as culture. Through the help of appropriate training, it is
also possible for the entire employment base to complete successfully their working
process without facing much risk. Personal skill assessment of employees can also be
done through the help of HRM department of different organizations like Sainsbury.
Apart from that, through the help of HRM department, it is also possible for an entire
employment base to increase the rate of commitment towards their organization.
Additionally, they also maintain a work life balance through the help of flexible work
practice (Williams, 2013). Apparently, it will be easier for different organizations like
Sainsbury to retain their entire workforce by effective human resource practice, which
ultimately results into decreased productivity.
Development and training
Both development and training plays crucial role towards the performance level of entire
employment base as it certainly assist at improving the overall productivity of a
particular organization. This process assists the employment base to conduct difficult
and critical processes of their job roles. The overall skills and ability of different
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employees might also be increased through the help of proper training and
development.
Training mainly acts as a catalyst from the perspective of sharing their personal views of
growths with their respective organization’s management group. As an instance, the
employees of Sainsbury might feel more motivated towards their job role after getting
appropriate training and development, as they will fell that their primary needs has been
migrated by the management of Sainsbury.
Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
Prefabricated working practices that are flexible in nature can be very helpful towards
organizations like Sainsbury at making productive employees for increasing their overall
revenue generation. Employees can get work life balance through the help of effective
HRM practices at certain extension. In addition to that, their overall stress can also be
removed through the help of effective HRM practice. This will be extremely helpful in
context to organizations like Sainsbury at improving their overall productivity in a long
run.
The productivity of a range of different stuff is directly linked towards the process of
training and development that has been conducted by respective organizations.
Trainings regarding recent technological aspects can also be provided towards the
entire employment base through the help of effective HRM practices. The overall
quantity and quality of different functions such as marketing, finance and others can
also be increased through the help of effective HRM practices.
Cross training can be very helpful for different organizations like Sainsbury to address
the development areas of their organizations so that they can recover those gaps.
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LO3
Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Analyse the importance of employee relations in influencing HRM decision-
making.
Employee relation
Employees relation can described as such a strategic effort that assist organizations at
maintaining healthy and proper relationship with their entire employment base at certain
extension. In addition to that, employees belonging from different famous organizations
like Sainsbury can make good relationship with other employees.
Through the help of prefabricated employee relation, it is entirely possible for different
organizations like Sainsbury to conduct complex projects, as strong employee relation is
the key of effective team formulations and effective teams can solve complex projects.
Besides that, interaction between senior executives and employees can also be
enhanced through the help of effective employee relation at certain extension. In recent
context, it has been observed several times that there are some complexities at the
communication medium of employees and management of Sainsbury. Proper employee
relationship can be very helpful in context of reducing the complexity between the
communication channel of different employees with their managements.
Organizations like Sainsbury can have a range of different benefits through the help of
appropriate employee relationship. However, that organization needs to make
investment at their employment base in order to enhance the interrelationship between
their entire employment bases. In addition to that, through the help of proper employee
relationship scheme, it is possible for different organizations like Sainsbury to make a
clear and sustainable working culture at their organizational structure.
Key importance of employee relation
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Strong and prefabricated employee relations assist at presuming the fact that
employees might feel very proud of them if the management and leadership of their
entire employment base are appreciating their performance and work. The overall
performance of a management department might be exhausted due to bad employee
relation. Therefore, it can be described that overall productivity and employee relation is
closely related with each other at certain extension.
It is the duty of employees to serve their respective organizations as per their
commitment and work ethics. Besides that, absenteeism of different employees can
also be reducing to certain extension through the help of good employee relation.
Additionally, it has been assessed from several different instances that the productivity
of an entire organization like Sainsbury can be increased through the help of proper
employee relation. Besides that, it is very much essential for organizations like
Sainsbury to improve their overall employee relations in order to make effective
decisions at certain extension.
Employes that have good relationship with their management group are more likely to
stay at their respective organizations, therefore redcuign the overall cost of training,
development and employee selection.
Identify the key elements of employment legislation and the impact it has on HRM
decision-making
Legislation regarding employment are generally consist of different types of protection
measurements that can protect the employment base of an organization like Sainsbury
from unethical and unnecessary practices at certain extension. In addition to that,
different legislations regarding employment have direct impact at both employees and
employers. It has been the key responsibility of Sainsbury to make their organizational
culture and organizational structure so that they can make appropriate improvements. In
similar instances, it is the duty of every management department belongs from different
organizations to protect the legislations of their entire employment base at certain
extension. The key legislations that have been associated with employment have been
described at the later section of this study.
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Health and Safety Act, 1978- This particular legislation is very closely associated with
the protection of employee’s health and safety. It is mandatory in context of different
organizations like Sainsbury to provide better health and safety regulations for their
entire employment base. According to the act, Sainsbury is solely responsible for
assessing different risks of their entire employment base for providing hem appropriate
risk guidelines. The HR department of different organizations like Sainsbury is
responsible for observing the fact that is their respective organization is making policies
adhere of health and safety act or not (Worksmart.org.uk., 2018). This specific act
encourages an entire employment base to use protective tools and safety
measurements at the time of conducting their respective works.
The main aim of this act is closely associated with increasing employee awareness
alongside with the basic guidelines and priorities of health management. The HR
department in context of soling various problems has controlled the management of
organizations like Sainsbury. In addition to that, this act describes that employees need
to read safety guidelines and other safety regulations before conducting their restive job
roles. This act ensures the fact that employees are conducting work in a sustainable
environment. Lastly, this act also describe the fact that organizations like Sainsbury
need to maintain proper framework of hygiene in order to maintain basic health and
safety of entire employment base.
Data Protection Act, 2018: This act can be described as more recent and updated
version of Data Protection Act, 1998 and it assists at string data in electronic or paper
format (Legislation.gov.uk., 2018). Through the help of this particular act, it is entirely
possible for different organizations like Sainsbury to retain the electronic and paper
documentation of their entire employment base at certain extension. The address,
details of bank account, personal benefits and other things are needed to be kept by the
management department of the organization as per the Data Protection Act, 2018.
Equality Act, 2010: The key aim of this act is to guard employees from a range of
diversified aspects such as gender, age, religion, disability, civil partnership
discrimination. According to this particular act, the HR department of organizations like
Sainsbury needs to maintain equality at their workplace in order to maintain the work
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