Talent Management Strategies at Sainsbury's: UWS BUSN08038

This report examines talent management strategies at J Sainsbury Plc, focusing on talent development within the organization. It highlights the importance of training and development, performance management, and compensation in retaining and motivating employees. The report justifies the use of performance assessments and selection processes for identifying and developing talent. It also addresses employment legislation, including the Equal Pay Act 2010 and anti-discrimination laws, relevant to talent management programs. The analysis concludes that effective talent management is crucial for Sainsbury's to retain talent, improve employee performance, and achieve organizational goals, emphasizing the need for fair treatment and compliance with employment laws.

Report

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION ...............................................................................................................................7
REFRENCES ..................................................................................................................................8

INTRODUCTION
Talent Management is of managing ability, power and competency of employees in the
organization. It is a systematic process of identifying vacant position, developing skills of
workers so that they can become more productive.
J Sainsbury Plc is trading as Sainsbury's. It is the second biggest chain of supermarkets in
the UK. The company has 15.3% of market share in the supermarket share. Headquarter of the
company is situated at London, United Kingdom. Company is founded by John James Sainsbury
in 1869. Study will explain talent development strategy in organisation. The report further
carried forward with the justification of talent development activities that are used by
organization. Report ends with employment legislation related to talent development
programmes.
MAIN BODY
Talent management role
Training and Development –
The role of talent and development program is to train the employee with appropriate
skills and training. With the help of these development program and training the employees can
learn new things and thus they can effectively perform the task and complete their task on time
and can render quality product and services to their customers. The training programmes helps
the employer to strengthen the skills of the employees which are needed to be improve. The
development program which allows all employees to higher level so that all of the employees c
an have a similar knowledge and skills (Martin, 2015). The development program helps
employee to develop more skills and talent which are helpful for their individual growth and thus
this will be helpful in their working and rendering the quality products. This plays significant
role in the changing labour market, by getting training staff get to know about their duties and
correct way of doing this. That supports in improving the workplace productivity to great extent.
Performance Management -
Performance management is very helpful for the Sainsbury's Human Resource manager
so that they can evaluate each individual employee's performance along with the their skills and
talent. It is very necessary for the organization to perform this for tracking and evaluating gaps in
the processes and decision and changes which are can be made for the corrective action. Due to

the changing and evolving labour market the performance management is to be done for the
retention of employees for long term. This helps in knowing more about strength and weakness
of candidate so that training can be arranged accordingly. By this way management can allot the
right task to right person so that it can be completed on time with quality.
Compensation Management -
Compensation management is important for motivating and encouraging the employee's
for the good work which is to done by them. The employees are boost up their morale for
achieving the desired level of performance goals and levels. Incentives and rewards are to be
given to the employees so that they can be motivated and thus the changing labour market
doesn't effect the employee's retention for long term (Kaur and et.al., 2015). It is necessary to be
done for raising the performance criteria of the employee's and thus this can be fruitful for the
growth of the Sainsbury. The HR manager of the company render the rewards and incentive to
their employees for motivating and encouraging them in the positive way.
Identification of employees those who are taleneted
Indicating TM approach which is to be taken -
The Talent Management approach which is to be considered for identifying the talented
employees. This can be performance assessment which is helpful in identifying the employees
skill and performance which is rendered by employees in completing and performing the task.
The company's HR manager can access the performance of the employee so that they can render
the development program to their employees. HR manager can select the talented employee by
their performance assessment and evaluate the talented employees from that and render the
proper talent development program to them so that they can get best out of that employees which
can be further helpful for the growth and target achievement of the company (Iii, 2016). The
another Talent management approach which is to be used by the Sainsbury is the selection
process. In the exclusive approach company classified its workers on the bases of segmentation
framework. Firm invest high amount to attract new candidate and development of existing
employees. Inclusive talent management is another approach in which needs of employees are
taken care and people are being motivated so that they work better in the firm. Firm gives them
great mentorship so that they can get to know about their work can can perform it well.
The selection process is helpful in identifying the appropriate talent for the growth of
company. The proper selection process is helpful in selecting the suitable talent for the company

for particular job and task so that the company can achieve its goals and objective effectively.
Further the HR manger can identify the proper training and development which is to be given to
the employees for gaining the quality products and services. The company can get through
various talent management approval so that they can effectively perform their business activities
and operation activities. This all approach is to be taken in consider by the Sainsbury's HR
manager so that they can get the appropriate talent for their company (Collings, 2015). The
talented employees are fruitful for the growth of the company so that which is helpful in gaining
the high profits and revenue for the company. It will help in evaluating candidates capability by
the authorities properly and company can get to know the most deserving candidate.
Justifying the selection of talent development activities which can be used in the
organization -
The talent development activities which can be used by company for the talent
management. The performance assessment is helpful in the talent management of company. As
proper evaluation of individual performance in the Sainsbury and the task & job which are
performed by individual employees. The employees performance are to be monitor so that the
company can get to know about the individual performance towards the company.
Performance assessment is basically the method through which the organizations evaluate
performance of staff and thus appraise them on that basis. This performance assessment will help
Sainsbury in raising productivity of workers. The performance assessment mainly includes
providing feedback to the employees, rewarding them, providing incentives etc. This eventually
will increase the motivation level of employees in Sainsbury and thus will enhance their overall
performance (Collings and Isichei, 2018). Besides increasing the motivational level, by using the
performance assessment criteria, company can also attract the talented employees in their
organization. As more and more employees want to work in the organization which evaluate
their performance in quantitative terms and thus create culture of continuous improvement. Thus,
this method will be highly advantageous for Sainsbury as it will assist them in retaining the
employees along with attracting a great number of candidates. As this increases the productivity
of the employees, thus increased productivity brings more customers for the organization.
Therefore, performance assessment will indirectly entice more consumers for Sainsbury due to
which they will be able to meet their goals and objective.

Selection process mainly consist of various activities through which the organizations
choose the best employee for them that meet the selection criteria along with greater skills and
knowledge (Collings, Krishnan and Scullion, 2016). This is one of the most important talent
development activity which will help Sainsbury to retain their talented employees and thus will
also help them to attract candidates which are highly skilled and knowledgeable. A well through
selection process will enable Sainsbury to bring highly potent employees for the organization. As
there will be more talented employees in the organization, they will work with more enthusiasm
and hard to achieve the individual goals as well as organizational goals. Talented employees
means that they will promote the products of Sainsbury more efficiently and this in turn will
bring more customers for the organization. This eventually will help organization to increase the
sales and the overall revenue. When Sainsbury will incorporate effective selection process in
their organization by allowing experienced managers to take the interview the interviewer will
ask highly brainstorming questions. This will helps them to evaluate the thinking ability, mental
ability of the individual and thus will result in the migration of more talented employees in the
organization.
employment legislation -
The Equal Pay Act 2010 it is the act where equal pay is to be given to the men and
women according to their skills and ability so that there is no partiality among the men and
women. Gender biasses is not to be done by the employers with their employees. The sex
equality clause is implied under this law which is to be followed by every company. The
employees are to be equally treated and rendered by their employees (Böhmer and Schinnenburg,
2016). This motivates and boost up employees for giving their best to the company. Thus
employees will be fruitful for the company's growth and the company can avails with the huge
profit margin. The have a positive attitude among the employees and thus employees will
effectively perform the task and on the time & target of company can be achieved.
Occupation safety, health ans working condition act 2019 explain that each company is
responsible to take care of the health of workers. As they have to provide them safer workplace
environment where they do not meet with any kind of accidents. Company needs to ensure that
their health remain protected.
Anti-discrimination Act refers to the act where no discrimination is done by the
employers to their employee on the basis of religious, sex, belief, ethnicity and nationality etc.,

The company should follow this as this can be performed by the employers for their employees
where equal environment is to be given to the employees so that they can sustain in the
organization for long term. The HR manager of Sainsbury must follow this for the talent
management programme. This allows employee to equally perform all of the operation activities
and render the quality products and services. If employees are discriminated at the company they
can have a legal action for the company (Awan and Farhan, 2016). So for the talent management
programme the company's HR manager must follow it so that the employees are to be not
discriminated when there is training and development programme is given to the employees.
CONCLUSION
Study can be summarised as talent management is very necessary for the company for
retaining the appropriate talent to sustain with the company.. The company should analyse the
performance of each of the employees so that it can be fruitful for the growth of company and
the manager could easily get through the individual performance. So that they can get through if
there is any need of training and development program to the employees. And if it is then proper
training and development program is given to the employees so that they can improve their skills
and knowledge and this will be further helpful in their task performance and thus they can render
the quality products to customer. This will directly affects the profit and revenue of the
company.

REFERENCES
Books and Journals
Awan, A.G. and Farhan, H.M., 2016. Talent management practices and their impact on job
satisfaction of employees: A case study of banking sector in Pakistan. Science
International Lahore. 28(2). pp.1949-1955.
Böhmer, N. and Schinnenburg, H., 2016. How gender and career concepts impact Global Talent
Management. Employee Relations. 38(1). pp.73-93.
Collings, D., Krishnan, T.N. and Scullion, H., 2016. Talent management and a dynamic view of
talent in small and medium sized enterprises.
Collings, D.G. and Isichei, M., 2018. The shifting boundaries of global staffing: integrating
global talent management, alternative forms of international assignments and non-
employees into the discussion. The International Journal of Human Resource
Management. 29(1). pp.165-187.
Collings, D.G., 2015. The contribution of talent management to organization success. The Wiley
Blackwell Handbook of the Psychology of Training, Development, and Performance
Improvement. p.247.
Iii, G.C.T., 2016. Assessment centres and global talent management. CRC Press.
Kaur, P and et.al., 2015. Using social media for employer branding and talent management: An
experiential study. IUP Journal of Brand Management. 12(2). p.7.
Martin, A., 2015. Talent management: Preparing a “Ready” agile workforce. International
Journal of Pediatrics and Adolescent Medicine. 2(3-4). pp.112-116.