Human Resource Management Practices at Sainsbury's

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HUMAN RESOURCE MANAGEMENT
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LIST OF FIGURES
Figure 1 HRM FUNCTIONS........................................................................................................5
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ASSESSMENT 1
INTRODUCTION
This assignment will cover the Human resource department whose work is to select and
recruit the employees for the organization and train them to work effectively for attaining
the goals. This will apply the HRM techniques for increasing the contribution of the
employees to gain a competitive advantage. This assignment will lay emphasis on workforce
planning by explaining the functions and purpose of HRM to attaining the business
objective. This assignment would also an emphasis on the strengths and weaknesses of the
recruitment and selection at Sainsbury’s which is the largest retailer and has the chain of
supermarkets in the UK with having 16.9% share in the market.
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P1 EXPLAINING THE FUNCTION AND PURPOSE OF HRM APPLICABLE TO WORKFORCE
PLANNING AND RESOURCING OF SAINSBURY'S
As the fresh HNC graduate, this assignment has been carried out to insert new ideas of HRM
in the Sainsbury’s by covering the scope and purpose of HR with its applicability to
workforce planning (Noe et al., 2017).
HRM is a strategic approach for effectively managing the people within the Sainsbury’s for
the acquisition of the competitive advantage and designed to increase the performance of
the employees for gaining the strategic objectives of the employer (Noe et al., 2017). The
HRM function is to develop and maintain the synchronization between the management
and the employees for working together effectively for attaining the objectives of
Sainsbury’s (Noe et al., 2017).
HRM FUNCTIONS
HRM functions comprise of 2 major functions such as managerial and operative functions
which include these planning, staffing, motivating and managing relationships. The
workforce planning mentions the constant process within the Sainsbury which used in
identifying the requirements of the business based on type, size and quality (Lussier and
Hendon, 2017).
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Figure 1 HRM FUNCTIONS
(Source Lussier and Hendon, 2017)
Planning
It is the basic function of the human resource department where the HR managers plan the
strategies from the allocation of resources to the implementation of the plan. The planning
function is dynamic in nature and a continuous process (Sparrow and Otaye-Ebede, 2017).
Staffing
It is the process of recruiting the best candidate by the human resource manager for the
organization which must be examined by the workforce planning. It is an effective process
and helps the Sainsbury to select the effective and right person.
Motivating
The main function of the HR is to motivate the chosen and existed employees for the benefit
of the organization as well as enhancing their capabilities of performing work effectively to
achieve the business objectives (Herzberg, 2017).
Managing relationships
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HRM
functions
PLANNI
NG
STAFFIN
G
MOTIVA
TING
MANAGI
NG
RELATIO
NSHIPS

The HR department manages the activities of the employer and employee for improving
their relationships and maintaining a proper connection between them so that they can
achieve their respective objectives as well as Sainsbury's objectives (Herzberg, 2017).
HRM PURPOSE
Recruitment
The process of hiring the effective candidate for the vacant place of job at Sainsbury is
known as recruitment which is the purpose of human resource management. This is the
process of selecting an effective person for the specific job which gets examined by the
workforce planning (Lussier and Hendon, 2017).
Compensation
The best way to encourage and motivates employees is to provide remuneration or
compensation. The HR managers appreciate their employees for their good performance
and offer compensation to them which increases the morale of the employees Sparrow and
Otaye-Ebede, 2017.
Benefits
The benefits should be provided to employees like security, health, insurance, food and so
on, and these requirements of the employees are found out by the workforce planning so
the HR manager fulfils his duty in providing all the facilities to the employees (Sparrow and
Otaye-Ebede, 2017).
Law compliance
Under this, the HR manager should provide health and safety measures under the
employment law and provides fair payments to them. This also includes cutting the cost of
the company and increasing the employee’s payment (Sparrow and Otaye-Ebede, 2017).
HRM SCOPE AT SAINSBURY
 HRM includes the process of HR planning (Lussier and Hendon, 2017)
 It helps in analysing as well as designing the job
 It involves the process of selection and recruitment
 It offers placement at Sainsbury (Gooderham et al., 2019)
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 HRM provides training and development to the employees of Sainsbury
 It motivates and communicates with the employees (Lussier and Hendon, 2017)
 It provides health and safety to the employer and employees
 It maintains the industrial relations (Gooderham et al., 2019)
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M1 ASSESSING FUNCTIONS OF HRM CAN PROVIDE APPROPRIATE SKILLS AND TALENT
TO FULFIL THE OBJECTIVE
The department of human resource plays an important role in the Sainsbury as it focuses on
the development of the employees, taking care of the organizational resources and so on
(Gooderham et al., 2019). The important function of HRM is to provide the appropriate
skills and talent of the candidate who can perform well to attain the desired objective of
Sainsbury (Gooderham et al., 2019).
Functions of HRM
 The human resource management is focused towards the attainment of the goals via
employees performance and hard works (Gooderham et al., 2019)
 The HRM improves the plan for providing the best-fit approach to the Sainsbury
 Its major function is to support the employees for attaining the competitive
advantage to the Sainsbury (Gooderham et al., 2019)
 The HRM focuses on the HR strategies and decides which is suited to the company
 It helps the employees in influencing them for work towards the attainment of the
objectives of the Sainsbury (Gooderham et al., 2019)
 Their main aim is to support, train and guide the employees for increasing the
productivity and profit of Sainsbury (Gooderham et al., 2019)
 It provides effective training to the employees to improve their skills which helps in
their development (Gooderham et al., 2019)
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P2 STRENGTHS AND WEAKNESSES OF APPROACHES TO SELECTION AND
RECRUITMENT OF SAINSBURY'S
SELECTION PROCESS
The process of selection comprises of shortlisting the candidates for a particular job profile
by having the necessary skills and qualifications to fit for the vacancies in the Sainsbury
(Kaplan et al., 2018). It varies from companies to companies and industry to industry even
for the same company’s departments. The process of selection includes a preliminary
interview, getting an application, screening, employment test, interview and at last the final
interview (Kaplan et al., 2018).
RECRUITMENT PROCESS
It is an effective process of selection which aims to search the fit person for the job at the
right time. The recruitment process helps to bring the new talent and innovation ability to
grow the company productivity and increase the profit of the Sainsbury (Kaplan et al., 2018).
This process varies from company to company as it depends on the organizational structure,
operation’s nature, company size, workflow and the selection process (Kaplan et al., 2018).
There are 2 types of recruitments which involve internal and external.
Internal recruitment
This is the procedure of filling the job vacancy in Sainsbury by the existing employees of the
organization. It is the method of taking the existing workforce into considerations for the
available job profile (DeVaro, 2016).
Strengths Weaknesses
 It is an easy method of recruitment
within the organization of Sainsbury
 It helps in encouraging the
employees' hard work
 It supports the relation of employer
and employee (DeVaro, 2016)
 It promotes unemployment
 It limits the company’s choice
 It promotes unfavourable practices
(DeVaro, 2016)
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For example, this process benefits to
Sainsbury as it is an easy method to select
For example, it affects Sainsbury as
employees become cruel
External recruitment
This is the procedure of filling the vacancy of the Sainsbury through hiring from outside the
company excluding the existing employees (DeVaro, 2016).
Strengths Weaknesses
 It hires qualitative personnel
 Gathers new ideas and knowledge of
the candidates
 Improved adaptation of the varying
situation (DeVaro, 2016)
 It consumes more time and money
 It impacts on the morale of the
existing employees
 Probabilities of incorrect selection
(DeVaro, 2016)
For example: at Sainsbury, it helps in
acquiring more knowledge with the
innovation of the new employees
For example, this impacted negatively on
existing employees and the fallouts in
demotivation
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M2 EVALUATING STRENGTHS AND WEAKNESSES OF APPROACHES TO SELECTION
AND RECRUITMENT OF SAINSBURY
The process of selection and recruitment at Sainsbury involves 2 main internal and external
approaches to recruitment. The human resource manager focuses on the selection of the
effective and fit candidate for the vacant job profile in the company (Lussier and Hendon,
2017). The manager has tried both of the approaches in the company and the external
recruitment has given better results (Kaplan et al., 2018). The external recruitment helps in
providing the additional knowledge and skills of the people which helps in introducing
something new by using the new idea for the growth of the company. Many of the
candidates got selected in this process from various places as they have the required
qualities and qualification which has been wanted by Sainsbury (Kaplan et al., 2018).
The HR manager has evaluated the external recruitment strengths and weaknesses that if
the company recruit and hire the people from outside the company it will result in
demotivation and the morale of the employees get down (Kaplan et al., 2018). On the other
hand, external recruitment helps in gaining new innovative ideas from the newly hired
candidates who can help the company to increase its efficiency and growth (Kaplan et al.,
2018).
The solution to recovering the weaknesses includes that the new and existing employees
must come in contact, share their ideas and problems with each other which helps in
building the relationship and results in an enhancement in their work (Kaplan et al., 2018).
This could be done after their participation in the activities of training and development
which has to be conducted by the HRM department of Sainsbury (Lussier and Hendon,
2017).
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