Human Resource Management Practices at Sainsbury’s: A Report

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Human Resources Management
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Table of Contents
Introduction...................................................................................................................... 3
Discussion........................................................................................................................4
Conclusion..................................................................................................................... 11
Reference List................................................................................................................ 12
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Introduction
Human resource management refers to acquiring of skilled and qualified workforce and
to the place hem at their right job according to the required job type. This paper will
discuss about the purpose and scope of Human Resource Management in resourcing in
context to UK’s one of the largest supermarket Sainsbury’s. It will evaluate about the
panning and resourcing of the workforce as well as the strength and weakness of the
different approaches of the recruitment and selection process. It will also acknowledge
about the key elements of HRM practises towards the profitability and productivity and
explore about the different methods and their applications.
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Discussion
LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing in your chosen organisation with talent and skills appropriate to fulfil
business objectives.
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
Human resource management refers to the management of the workforce and work of
the organization to achieve the organizational goals effectively and efficiently. It is an
inevitable process for starting and growing the business organisation. It helps the
business enterprises to achieve the competitive advantages. It encourages the loyalty
and commitment of the employees towards the organisation. Human resource
management emphasis upon the quality and the quantity of the employees to increase
the efficiency of the work of the organisation. It increases the organisation’s satisfaction
and also leads to achieve the customer’s satisfaction (Cascio, 2015). In context to the
Sainsbury’s, UK, it is one of the largest supermarket in UK with a widely extended
strategic and skilled human resource (About.sainsburys.co.uk, 2019). The workforce
and resourcing for the purpose of human resource management in Sainsbury’s is been
stated below:
 Application process of Recruitment: This is the first and foremost process to
equip the eligible and skilled employees (Kappes et al., 2018). Sainsbury, UK, is a
very large organisation so as to save the time frame it provides online recruitment
process. It is the duty of the HR to save the internal data and information of the
applicants applying for the job. The selection is done upon the basis of job and the
requirements needed in the organisation.
 Selection: This process helps to hire the eligible candidates for the required job type
(Docplayer.net. 2019). The Human Resource Management of the Sainsbury’s UK is
very efficient in hiring the skilled candidates to required job type.
 Training and Development Programme: Training and development programme is
very necessary for an organisation. It develops the skills of the applicants and make
them more effective towards the organisation (Cohen, 2017). The human resource
management of Sainsbury have designed this programme in a very interesting way.
They have segmented it in different form that have been stated below:
 Induction Training: The Induction training programme is necessary for the
every applicant those have been selected (El-Shamy, 2016). It provides basic
introduction about the Sainsbury and its values. It makes the applicant know
about the legal values and compliance of Sainsbury’s and its health and
safety policies about the foods and beverages. During the first two days after
the applicant’s call induction training takes place.
 Training and Foundation: The training and foundation is very compulsory
for the applicants to be skilled at. It provides the knowledge about how safely
and productive with correct time management a work is been done (Voegtlin,
et al., 2015).
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 Intermediate Training: When the applicants passes the foundation training
this training becomes fundamental for them. This training develops the job
role and provide the knowledge to deliver the quality performance in the
organisation (Morris, 2016).
 Advanced Training: This training is for the leaders and the management.
The experts of the job who wants to develop on the next level (Sitzmann and
Weinhardt, 2018).
 Employee Career Programme: this helps to develop and standardises the
employees. Sainsbury career programmes includes bonus schemes, family
schemes of employees, pensions, life insurance and any more.
 Loyalty of Employees: Loyalty of the employees makes the working environment of
the organisation focusing upon its goals. Sainsbury’s various training and
development programmes as well as rewarding the hardworking employees
inculcates the loyalty of the employees towards the organisation. It makes the strong
relationship between the employees and the organisation
(Sainsburysbusinessdirect.co.uk, 2019).
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection.
Recruitment refers to the attracting the pool of skilled and eligible candidates to fill up
the vacant position in and organisation. Whereas, the selection process refers to
identifying and employing the best suitable candidates and providing them their best
suitable job according to their knowledge and skills. Sainsbury’s Human Resource
management have different approaches towards its recruitment and selection process,
has been discussed in the above context. Therefore it is necessary to analyse and
evaluate the strength and weakness to understand the productiveness of the
recruitment and selection process of Sainsbury’s.
Recruitment
approaches
Descriptions Strengths Weakness
Internal Recruitment The Internal
recruitment
process refers
to the
recruitment
within the
premises of the
organisation. Its
key aspects is
to hire the
employees of
the organisation
and give them
promotion to
the higher
position.
 It reduces the
extra efforts of
the organisation
to identify and to
hire various
qualified
candidates.
 Internal
recruitment
process saves
the financial cost
of recruitment.
 It saves the time
of the
organisation as
the employees
are of the
 Internal
recruitment
arises the
politics between
the different
employees. It
leads to different
conflicts which
can indirectly
affects the
efficiency of the
business
enterprise.
 Internal
recruitment
provide limited
work force to the
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organisation and
the human
resource
management do
not have to give
extra time to
evaluate and to
analyse the
skills of the
employees
required for the
job type.
organisation and
the organisation
sometime fails to
provide the right
employees to
right job types as
per their
qualification and
skills.
 Even if it saves
time the
organisation
cannot get the
access to more
skilled and
qualified
candidates for
the job process
which they can
get through
pooling different
skilled
candidates from
outside.
External Recruitment External
recruitment
refers to the
pooling of
various skilled
and qualified
candidates
through
different types
of job vacancy
advertisement.
 This external
recruitment
process helps
the organisation
to grow the
competition in
the market by
gaining more
skilled and
qualified
candidates.
 It reduces the
level of politics
and conflicts
between the
employees of
the organisation.
 It increases the
efforts of the
human resource
management to
hire the skilled
and qualifies
employees.
 It is very time
consuming as
well as a huge
financial cost is
required for this.
Table 1: Recruitment procedures of Sainsbury’s, UK
(Source: Created by the learner)
Selection
approaches
Descriptions Strengths Weakness
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Interviews This selection
process helps
the human
resource
management to
know the
candidates
personally.
 It helps the
management to
know the person
during the
interview and
their inner
strength and
weakness.
 It enhances the
relationship
between the
candidate and
the HR
management
from the very
first day.
 Sometimes in
interviews,
candidates are
been miss-
understood by
the HR.
 This only allows
verbal
communication
which
sometimes leads
to incomplete
interview
process.
Group discussions It helps the HR
management to
hire the
employees who
have effective
communication
and
collaboration
skills.
 It helps the HR
management to
know about the
candidate’s
behaviour and
their way of
talking while
discussing
things.
 This process
helps the HR
management to
examine large
number of
candidate at a
time.
 It sometimes
leads to
distraction of HR
management’s
attention from
the skilled
candidates.
 It arises the
conflicts
between the
candidates
which continues
even if they got
selected and
work for the
organisation. It
reduces the
effectiveness of
their work when
they are put in a
team.
Table 2: Selection procedures of Sainsbury’s, UK
(Source: Created by the learner)
LO2 Evaluate the effectiveness of the key elements of Human Resource
Management in an organisation.
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
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The Human Resource Management always look towards to increase the effectiveness
of the organisation. Sainsbury’s human resource management increases its efficiency
and effectiveness by hiring quality and skilled candidates and placing them to their right
job. Both the organisation’s employers and employees enjoys various benefits that are
been stated below:
Application process of Recruitment:
Employees Employers
 It helps the employees to
understand the standardisation of
the organisation because online
application recruitment states all
the culture and values of the
organisation which is been stated
in the online portals.
 Employers attracts effective,
qualifies and skilled candidates in
the online recruitment process. It
helps to inculcate and provide
knowledge about the
organisational culture and values
to the candidates.
Table 3: Benefits of online Application process of recruitment
(Source: created by the learner)
Selection
Employees Employers
 Selection process creates the
sense of responsibility among the
candidates applying for the job.
 It increases the effectiveness of
the selection process. And
increases the relationship
between the employers and the
employees while recruiting.
Table 4: Benefits of Selection
(Source: created by the learner)
Training and Development Programme
Employees Employers
 The training and development
programme increases and
develops the skills of the
employees. It also helps to
motivate the employees.
 It helps the employers to retain
the employees for a long time in
the organisation. It increases the
engagement of the attention of
the employees in the work place.
Table 5: Benefits of Training and Development
(Source: created by the learner)
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Employee Career Programme
Employees Employers
 Employee Career programme
helps the employees to be
benefited for their secured and
safety future.
 Employers get benefitted by
increasing and enhancing the
sense of togetherness among the
employees.
Table 6: Benefits of Employment Career Programme
(Source: created by the learner)
Loyalty of Employees
Employees Employers
 Various training and development
as well as rewarding of the eligible
and hardworking employee’s
increases the motivation of the
employees.
 It increases the loyalty of the
employees towards the
organisation which is very
beneficial for the organisation to
rely upon their trustable
employees (Frederiksen, and
Kato, 2017).
Table 7: Benefits of Loyalty of Employees
(Source: created by the learner)
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The Human resource management’s always works effectively and efficiently for the
business organization to increase the productivity and profitability of the business
enterprise. The Sainsbury’s, UK, focuses upon these below stated practices to increase
the profitability and productivity of a business enterprise. Engagement of employees: Engagement of the employees towards effective
decision making makes the employees more skilled and motivates to work more
effectively in the organisation (Jackson, 2015). Sainsbury’s Human Resource
management always ensures engagement of the employees so that they can work
more productively while obtaining, maintaining and becoming successful in their
projects of becoming successful supermarkets. It ultimately increases the
productivity and profitability of Sainsbury’s. Focus on the Business Strategies: It is very important for a business enterprise to
focus upon the vision, mission and goals of an enterprise. Sainsbury’s always keeps
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in mind their aims and goals of sustaining in the competitive market by quality
production of products and services and at the same time increasing and
maintaining the profitability of the organisation. Strategic use of Training and Development: Strategic use of training and
development among the workforce increases the motivation as well as sense of
togetherness towards the organisation. Sainsbury’s uses its various strategies upon
the training and development of the employees so that the employees can develop
and increase their effectiveness among the sales of the enterprise. It increases the
profits of the business and shows the effective productivity of the employees in the
organisation.
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Conclusion
Human Resource Management helps the organisation to obtain and retain skilled
workforce within the organisation. This study concludes that Sainsbury’s HRM uses
different techniques such as recruiting the eligible candidates, their selections, training
and development, employee’s career and loyalty programmes. It discusses about the
strength and weakness of internal and external recruitments and the selection process
in interviews and group discussions. This paper evaluates about the different benefits of
the HRM process of employers as well as the employees. It analyses about the profits
and productivity of the Sainsbury by different key elements of HRM.
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Reference List
About.sainsburys.co.uk. (2019). Our values. [online] Available at:
https://www.about.sainsburys.co.uk/making-a-difference/our-values [Accessed 28 Apr.
2019].
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Docplayer.net. (2019). Recruitment and Selection for Sainsbury. International HRM -
PDF. [online] Available at: https://docplayer.net/2903318-Recruitment-and-selection-for-
sainsbury-international-hrm.html [Accessed 28 Apr. 2019].
El-Shamy, S., 2016. Dynamic induction: Games, activities and ideas to revitalize your
employee induction process. Routledge.
Frederiksen, A. and Kato, T., 2017. Human Capital and Career Success: Evidence from
Linked Employer‐Employee Data. The Economic Journal, 128(613), pp.1952-1982.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers
and best practice. Studies in Higher Education, 40(2), pp.350-367.
Kappes, H.B., Balcetis, E. and De Cremer, D., 2018. Motivated reasoning during
recruitment. Journal of Applied Psychology, 103(3), p.270.
Morris, G., 2016. The Use of Independent Training Providers in Vocational Education
and Training--Wider Considerations for Employers and Policy Makers. SKOPE Issues
Paper 34. Centre on Skills, Knowledge and Organisational Performance (SKOPE).
Sainsburysbusinessdirect.co.uk. (2019). Employee Benefits | Sainsburys Business
Direct. [online] Available at: https://www.sainsburysbusinessdirect.co.uk/employee-
benefits [Accessed 28 Apr. 2019].
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel
perspective on the effectiveness of work-related training. Journal of Management, 44(2),
pp.732-756.
Voegtlin, C., Boehm, S.A. and Bruch, H., 2015. How to empower employees: using
training to enhance work units’ collective empowerment. International Journal of
Manpower, 36(3), pp.354-373.
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