Sainsbury's: Labour Market, Skills, and Talent Planning Report

This report examines resource and talent management within Sainsbury's, a UK supermarket chain. It begins with an overview of the company, its history, and current operations. The report then delves into labor requirements, categorizing them into physical/mental and skilled/unskilled roles. It analyzes current labor market trends, emphasizing the importance of employee respect, fair treatment, and awareness of labor rights, and the factors influencing these trends, including government regulations, international relations, and trade unions. The report details relevant UK employment legislation, such as the National Minimum Wage Act, Working Time Regulation, and Employment Act, and their impact on Sainsbury's. It also assesses current and anticipated skills requirements, highlighting the importance of observation, monitoring, communication, and coordination skills. A comparison with Tesco's employee benefits is provided, followed by conclusions and recommendations for Sainsbury's to adapt to changing labor market dynamics, emphasizing the need for employee engagement and understanding their needs. The report suggests activities to assess employee satisfaction and create a positive work environment.

Resource and talent
planning

INTRODUCTION
Resource and talent management is directly concern to the HR process of an
organisation. Resource management consist of managing useful resources by providing them at
place at right time. It includes using resources where it is required the most without wasting a
single unit of it (Ali and Guha, 2018). On the other hand talent management consist of managing
talented employees within an organisation or managing required skill of employees for their
better performance. It covers hiring of new skilled employees, retaining valuable employees with
an organisation for longer period of time, training employees to develop their abilities,
identifying new skills for particular job roles and many others. Hence, resource and talent
management help the companies to manage their overall performance of operational works and
increase their profit. Sainsbury is supermarket chain in UK which is headquartered in London,
UK. The company was founded by John James Sainsbury in the year 1869. The following report
covers labour market and skills analysis and recruitment and selection documentation of
mentioned company.
MAIN BODY
Part 1
1. Organisation Overview
Sainsbury is the supermarket chain of UK after which is founded in the year 1869 by John
James Sainsbury. Its headquartered is located in London, UK. Currently they have more than
1,400 stores of supermarkets, hypermarkets and convenience shops. Their current key people are
Lord Sainsbury (Life President), Martin Scicluna (chairman) and Simon Robert (CEO). They are
dealing with more than 111,900 employees worldwide. Initially in 1869, Sainsbury is the
company which is established in partnership of John James Sainsbury and his wife Mary Ann
and their first store was opened in Drury Lane in Holborn, London, UK. They started with
selling fresh foods only but later they deal in packed groceries like tea, sugar and many more.
From the year 1869 to 1991, Sainsbury business grows continuously by adopting innovative
ideas and changes which consist to attract more customers by gaining their trust. At the time of
1992 to 1998 they start declining in their performance and the main reason for declining is
changing in management system which is forcefully applied in organisation without consulting
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to employees. 1999 is the year when Sainsbury re-launch its brand for success and its continue to
grow till now.
2. Types of labour requirements
Labours are classified into 2 types and they are explained below-
Physical and Mental labour- Physical labour are those labours whose physical presence
in organisation is most important to pursue their work like workers of manufacturing industry
(Mousa and Othman, 2020. On the other hand mental labours are labours whose brain power is
applied more than their physical presence like Advocate, doctor and etc. In context of Sainsbury,
they require physical labour more than mental labour because they need to serve better services
to their customers by solving their issues of finding products in stores.
Skilled and Unskilled labour- Skilled labours are those labours which need proper
training and knowledge for performing a job and unskilled labours are those labours who does
not require any kind of special knowledge or training in their job. In Sainsbury, they provide
training period to their new comer labours and ask them to work under their mentors for a
particular period of time to attain some knowledge. Hence, their main requirement is skilled
labour.
3. Analysis of current labour market trends
Today at this current scenario most of the labours are required to be respected with their
management team. Labours need that their seniors respect them, take their suggestion in decision
making, allow extra wages in case of extra work and allow special leaves like maternity leaves
with full payment and many others. In simple words, labours need that their organisation value
for their work and performance and consider them a special asset (Omotunde and Alegbeleye,
2021). Today labours are well knowledgeable about their rights. Hence, in case of any
misbehave with them in company they can complain and with the help of legal laws the person
or company who is involve to take advantage of any labour will get punished. Same trend is
applied in Sainsbury, their labours are provided some good facilities to create well being
environment in their stores and to motivate them. They provide good salaries and a fix working
hours for their labours and in case of extra working hours, Sainsbury pay for it. They provide
leaves for emergency. They provide discounted prices of their products which are only for their
employees. Hence, today most of the companies including Sainsbury are focusing on providing
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better facilities to their labours and employees so that their performance will be improved and it
can create more profit earning for organisations.
4. The factors that are influencing to current labour market trends
Government factors- Government made many laws related to protect the rights of
labours (Okwakpam, 2019) (Pauli, 2018). Due to these laws labours are free to ask with their
company that what is right and what is wrong in their work. Due to government laws, labours are
free to analyse whose is misbehaving with them and easily file a case against that member.
Therefore, government laws are the major factor which influences current labour market trends.
International relations and dealings- When two or more companies comes in
partnership they learn each other’s culture and the way of doing work properly. Hence,
international relations of one company with another nation country who is more developed helps
to learn labour rights from them. Hence, international relations have great impact upon current
labour market trends.
Trade unions- Trade unions are the group of all workers or labours who has come
together to protect the rights of their labours. These unions are responsible for solving workers
issues with their organisation and these unions educate their labours that how and what should be
done in different situations. Therefore, trade unions also plays important role in current labour
market trend.
5. Different types of legislation that the organisation must take into account
There are many legislation laws which is made for the benefit of labours of an
organisation as well as for the organisation itself (Al-Hussaini and et. al., 2019). Few of these
UK employment laws are mentioned below-
National Minimum Wage Act 1998- This Act states that there should a fixed minimum
wage under which no organisation is allowed to pay their employees. This Act further states that
workers for over 25 years old are not supposed to pay less than £8.21. This Act impacted upon
Sainsbury when they decide to distribute workers salary. They always keep in mind about this
law before distributing salaries.
Working Time Regulation 1998- This Act states that there should be fixed time period
for workers to work within an organisation. This Act further provide 28 days leave for
employees per annum which is fully paid, there should be break time for workers between their
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working hours for their lunch or relaxation. Sainsbury focuses on this Act and provide all those
facilities which is mentioned in this law.
Employment Act 1996- It states that every organisation must provide child care leaves
which is called Maternity leaves to their employees and there should be no cut off in worker's
salaries regarding these leaves (Chang and Yeh, 2018). This further involves the flexible
working pattern for employees within the organisation. In Sainsbury, they follow the pattern
which is flexible for employees as well as profitable for their organisation. They allow Maternity
leaves and for additional they provide extra wages to their workers for child care. Hence, this law
is opted by Sainsbury.
6. Current and anticipated skills requirements and their influence on organisation
There are many skills which is required by company to analyse their current trends and
these skills has great influence over Sainsbury. Anticipation skills are those skills which are used
to analyse future marketing trends and taking solutions to overcome future aspects. On the other
hand current skills are those skills which are already presented within an organisation and there
is no need to develop them. Some of the current and anticipated skills requirements for the
Sainsbury in terms of analysing current trends and their direct influence upon organisation are
explained below-
Observation and Monitoring skills- It is necessary to have good observation power and
monitoring skills to analyse current trends in organisation. In context of Sainsbury, their
managers are having good monitoring and observation skills who observe every activity within
their supermarkets. This help them to understand the need and wants of their workers and further
help to fulfil legal needs and make their employees more happy. By having this skill further help
to create conflict between workers and managers because by observation an manager can get to
know what is the mind set of every employee about the assigned work and about their boss.
Communication and coordination skills- Having good communication with workers
help to know what all requirements are there which help the worker to perform better and having
good coordination with workers further help to achieving organisational goal on time with full
efficiency and with least threats (Abeuova and Muratbekova‐Touron, 2019). In Sainsbury, their
manager regularly communicates with their workers and conduct meetings on regular basis to
motivate their workers and solve the issues together. Having proper communication help the
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company to know workers behaviour and to analyse how it will impacted upon their company.
Communication and coordination also help the company to analyse current trends.
7. Comparison with other organisation
Sainsbury Tesco
Sainsbury provide gift cards and vouchers to
their employees for additional discounts and
gifts for them to make them happy and
satisfied. They also provide staff incentives
and staff rewards on regular basis to motivate
their workers to work better and to set
employees mind that company values for them
and their work. Sainsbury has good
communication skills which help them to
communicate with each other and tries to
understand what all issues are facing by which
member. Annual bonus is provided by
Sainsbury employees. They provide pension
scheme for their those employees who work
for more than 25 years with them. They also
allow their workers to purchase Sainsbury
shares and become the part of taking decisions
in the organisation.
In context of making their workers happier
with company and to retain them, Tesco
usually provide huge discounts to their workers
while purchasing any products from their own
stores by their labours. They offer 10% off on
their groceries and 20% off on their clothing
segment and many more. This discounts are
only for Tesco workers so that they ensure that
their workers create a good reputation of their
company and create a well being culture of
organisation. They motivate their employees
by communicating on regular basis and
delegating responsibilities and powers to their
labours on some situation. They also involve
their staff members in decision making process
related to store management.
8. Conclusions and recommendations on organisational respond to changes
From the above information it is concluded that today labours are more knowledgeable
about their laws and their rights. All labours need that organisations in which they are working
must respect their work and value their presence in organisation. Labours further want to gain
equal amount of wages and salaries for their handwork (Amrutha and Geetha, 2020). They also
require appropriate leaves and many other facilities. In simple words, today at recent time no
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labour will be get underpaid or misbehaved by their managers and in case this happens then
according to today's employment laws they will be punished. It is recommended for the
Sainsbury to handle the changes in their workers behaviour very efficiently and effectively. It is
further recommended that Sainsbury must involve few activities to analyse workers behaviour
and their mind set for their needs and wants. This activity helps the company to know that their
labours are happy with them or not. This also helps in providing those factors which will create
well-being environment within their stores. It is also recommended for Sainsbury to take
suggestions from their workers before adopting any new changes because at the end employees
have to deal with every change. It further recommended that in case there is any strike of labour
in their organisation, then Sainsbury must consider all requirements of their labours and conduct
a meeting to solve the issues.
Part 2
1. Recruitment and selection flowchart
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2. Undertaking job analysis
Job analysis is the process of collecting all information for a particular job position within
a company like what is the nature of job, what all skills is require to fulfil by candidate to apply
for vacant job, qualification, capabilities, responsibilities and many other factors which is
required to perform that job. It also considers the environment to perform the job. There are two
different job analyses in Sainsbury Company and these are explained below-
Marketing Manager- This is one of the most important job in any company especially
service providing companies. This job is required to fulfil the requirement of analysing external
and internal environment of business by knowing the demand, needs and wants of customers and
marketing manager is also responsible for analysing opportunities for business to grow by
targeting new segment of customers or giving suggestions to manufacturing department about
the changes in products (Afshari and Hadian Nasab, 2021).This job consists of both physical and
mental performance. Physical presence of marketing manager helps in supervising what their
department is doing and there and in physical presence of manager also consists of formal
working within the department. Mental performance is require because providing good ideas to
other departments for changes and grow well by analysing marketing environment consist mental
ability more. The criteria of job analysis of companies are differing from each other due to their
different requirements. Marketing manager of Sainsbury must be having their degree from
marketing subject from a high reputed university and they must have an experienced in this field.
HR Assistant Manager- This job position is responsible of handling all HR activities like
Recruitment and selection of employees for vacant job, providing training, distributing
compensation, checking the performance of all departments, distributing resources according to
requirement and many others. All this activities are done under the supervision of Senior HR
manager. They are also responsible for handling all this activities in the absence of their senior
(Eichinger, 2018). They are supposed to provide good ideas to their superior power that how
there company can grow in context of improving overall performance of employees. In context
of Sainsbury, their HR Assistant Manager is responsible of checking that each store is doing well
or not and they make sure that there will be no lack of employees in any of their supermarkets or
hypermarkets (Vnoučková, Urbancova and Smolova, 2018). Mental power is require more than
physical presence in this job because HR Assistant Manager is responsible of observing the
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things and provide good suggestions to superior power. They are also considered as effective to
solve any grievances within their company.
3. Job description for two different jobs
Job Title- Marketing Manager
Working hour- 10 am to 5 pm (minimum 7 hours a day).
Salary offered- £ 40 K per month
Responsibilities-
 Marketing manager is responsible for analysing marketing environment
(internal and external both) carefully.
 To analyse need and wants of customers and their attitude toward offered
merchandise.
 To suggest good ideas to other department about the changes which further
help the company to grow.
 To work under a fixed budget.
 To suggest best promotional tools for the promotion of product to aware more
customers.
Requirements-
 It is compulsory to have a Degree in marketing course with minimum 70 %
marks with true and reputed university.
 It is essential that the candidate must have minimum 5 year of experience as a
marketing department employee in a well reputed company.
Job Title- HR Assistant Manager
Working Hour- 10 am to 4 pm ( minimum 6 hours )
Offered Salary- £ 55 K per month
Responsibilities-
 HR Assistant Manager is responsible for Recruitment and selection of various
department employees in case of urgent requirement.
 To handle all HR responsibilities in absence of Senior HR Manager.
 To suggest best and innovative ideas for the growth of company.
 To handle all grievances and to observe and record the performance of
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employees within the company.
Requirements-
 It is essential to have Degree in HR course with true and valuable University
and there should be minimum 65% passing marks.
 It is compulsory for candidate to have minimum 6 year of experience while
working under HR department of valuable company.
 It is further required for the candidate to have minimum skills and knowledge
which is required as an HR department employee.
4. Person specification
Job Title- Marketing Manager
Required skills-
 Good analysis power
 Communication skill
 Good decision maker
Desired skills-
 Coordinative
 Manage time properly
 Provide good suggestions
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Job Title- HR Assistant Manager
Required skills-
 Good decision maker
 Communication skill
 Motivating skills
Desired skills-
 Influencing skills
 Handling conflicts
 cooperative

5. Methods of recruitment and selection to be applied for different roles
There are many job rolls within an organisation. Sainsbury is dealing in many rolls and few job
rolls is explained below-
Marketing Manager- This is job position for handling all marketing activities like
analysing market demand and supply, knowing competitive factors, identifying internal and
external factor which directly or indirectly impacts upon business (Atchyutuni and Narasareddy,
2018). For the recruitment of marketing manager roll, the company must opt the external
recruitment method to recruit from outside who is experienced and has the knowledge of
marketing field. For this Sainsbury must recruit through employment agencies. These agencies
are those agencies which provide list of employees which is asked by the company. These
agencies recommend names according to company’s needs and requirements. Here, company ask
for marketing manager to their most trusted agency that they need 5-6 year experienced
employee who before worked in a high reputed company. After this their agencies provide a list
of names and resumes to the Sainsbury so that they further conduct the selecting process while
taking their interviews. For the selection they required to conduct interviews and select one best
candidate among various alternatives.
HR assistant manager- This is job roll which is consider to work under HR manager and
conduct all duties which is done by Senior HR manager in their absence (Lawless and et. al.,
2019). They are also responsible to handle all grievances occur in office area, distribute salaries,
making strategies and policies for organisation for smooth working and many others. For the
recruitment of HR assistant manager, Sainsbury is required to conduct internal recruitment which
means they must hire candidate from their own organisation employees. This can be done by
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promotion method. The employees who are performing well in HR department can be recruited
for HR assistant position. This is beneficial for company that it can save their time and cost of
recruitment if they go for external recruitment. On the other hand promotion method is
conducted because recruited employees are already known by Sainsbury authority. Interview is
the selection process for hiring the best candidate from various alternatives.
6. Recommend on how to improve processes and documents for effective talent resourcing
Skilled and talented labours are one of the best assets of company. Hence, companies are
required to attain these talents for longer period of time within their organisation. Sainsbury is
recommended to provide various facilities to their employees like pension to every employee
who work for more than 10 years. It is necessary that all required information about the holidays
should be done with written documents so that in future there will be no disputes between
employee and manager for number of days for leave. It is further required from the company to
prepare clear and easily understandable documents like job description, person specification and
many other necessary documents so that the candidate can easily understand which kind of skills
a company is asking to hire (Mondrus, Martihina and Osipova, 2020). Experience plays an
important role is job effectiveness. Hence, is also suggested for Sainsbury to provide minimum
requirement of job experience and minimum qualification. To attain talented employees it is also
suggested to Sainsbury that after candidate Recruitment, Company must provide 15 days time to
notice whether the skill of candidate is appropriate or not for offered job position by allowing the
candidate to show the demo of their performance within the organisation for few days. In case
the candidate is observed good performing person by their supervisor then only the candidate is
selected for the job and rejection should be done in case of performing not well. This strategy
will help the company to attract only real talented employees.
7. Stages of recruitment and selection process and some legal consideration in the same process
Analysing job requirement- In this process Sainsbury analyse their internal requirements
as they require any new job position or not.
Discussion with managers- In this stage HR manager of Sainsbury discuss with those
department manager where the job is required (Kaleem, 2019). This discussion consists of all
roles and duties of vacant job.
Preparing job roles- After all discussions job roles is defined and a job description is
required to prepare in this stage. For preparing job description, company must make sure that
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they follow some laws like National Minimum Wage Act 1998 which states that minimum
wage/salary must be provided. Hence, mentioning offered salary must consider this law while
preparing job description.
Advertising- Advertising through news papers and pamphlets is a good idea to aware
candidates that Sainsbury is required to hire a candidate for their vacant job. In this process
company is require to follow that law of Consumer Protection from Unfair Trade Regulation
which states that there should be no false advertisement regarding job position.
Accepting applicants- This stage states that after advertising, a company must receive
many applications from various candidates (Xu and et. al., 2018). Study the each application
carefully. If candidate is fulfilling all requirements then they are called for further interviews and
if they are not fulfilling the requirements then they will be rejected for further rounds.
Interview- Face to face interview is conducted to know the communication skill and
personality of candidate. Interview is also help to check whether all the mentioned skill of
candidate is right or not in their applications/ resume.
Elimination process- In case candidate fails at representing them self in front of
interviewer then the candidate will get eliminated from the list of recruitment.
Selection- After all elimination, company comes up with an best candidate among all and
then that candidate is selected for the job.
Induction- After selection manager introduce employee with other members and also
provide training.
Measuring performance- After training the performance of recently hired employee is
observed by manager to check whether they hired right employee or not. In case the hired
employee is ineligible to show their skills practically in the organisation then company again go
for same procedure from beginning (Rukunga and Nzulwa, 2018).
8. HR Lifecycle
HR Lifecycle is the process of time spends by an employee within an organisation and it
also consists of HR department duties and responsibilities for their organisation to attain most
talented employee for the company for organisational growth. The Lifecycle of Sainsbury and
the responsibility of their HR manager is describe below-
1. Attraction, Recruitment and Selection- This is the process of attracting candidates to
apply for the vacant job and taking interviews for testing their skills and talents and at the
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end select one best option from various alternatives. In context of Sainsbury, their
manager advertise to apply most talented employees and they make sure that they will
only recruit and select experienced and skilled people to attain maximum talent in their
stores.
2. Induction, Orientation and On boarding- This is the stage where an selected employee
is getting introduced to other office members for welcoming the employee and to
establish their mind sets that companies value for them (Zhang and et. al., 2019). It is the
process where HR manager make sure that there will be no issues faced by selected
employee. This stage is also helpful to attain talented employees because creating a good
image in employees mind will create fewer turnovers of employees and employees love
to spend their most of the time with company if company respects them.
3. Career planning and development- This is the process which consist of providing
training and giving opportunities for employees to develop them in their professional life
by providing them promotional opportunities in case of good performance. In context of
Sainsbury, they promote their good working employees on higher positions to motivate
that employee and other employee to perform better. This is the valuable stage to attend
talented employees within the organisation because when company pay equal to
employee’s performance then employees are willing to stay for longer period of time
with company and willing to provide better performance.
4. Retention- This is the process where company tries to retain their top talented employees
(Lei, Basit and Hassan, 2018). In Sainsbury, they offer best offers and discounted
products to their working employees to attain them in their company. They also provide
voucher cards and gift cards to make them believe that their job is secure. Here, HR
manager make strategies to attain their most talented employees because with their skill
and talent company will grow higher. Here, HR manager also make sure that their
talented employees will not get another best offer from their competitors.
5. Separation and termination phase- This is the stage where HR manager of Sainsbury
terminate their least performing employees. In case of resigning of employees by
themselves, company identify the reason and tries to solve the issues which cause major
reason for resigning of employees from their stores. This stage helps to manage talented
employees because sometimes organisation culture, structure and environment is the
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reason for turnover of employees. Hence, to find out the reason and taking corrective
measures help the company to attain reduce termination of their talented employees.
CONCLUSION
From the above information it is concluded that hiring talented employees is one of the
most important work of any company to grow in future. Companies need to follow all legal laws
which is made by their nation. Recruitment and selection process help the company to find
required skilled employee. Job analysis helps the company to know what is the responsibility and
requirement of particular job position in their company.
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