Strategic Human Resource Management Analysis: Sainsbury's Report

This report provides a comprehensive analysis of human resource management (HRM) practices at Sainsbury's, a major UK supermarket chain. It begins by examining the Guest model of HRM, outlining its key components and how Sainsbury's applies them to achieve its strategic goals. The report then contrasts Sainsbury's HRM approach with personnel management, highlighting differences in line manager roles, planning horizons, and organizational structures. Furthermore, it explores the implications of HRM strategies for line managers and employees, emphasizing their roles in developing a strategic approach. The report delves into the concept of flexibility in the workplace, discussing various methods Sainsbury's can adopt to enhance employee performance, such as flexible working shifts and work-from-home options. It also covers issues of discrimination, equal opportunities, diversity, and performance management. Finally, the report discusses the importance of employee welfare and concludes with a summary of its key findings, offering insights into how Sainsbury's manages its workforce to achieve organizational success.

MANAGING HUMAN
RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
TASK 2............................................................................................................................................4
2.2................................................................................................................................................4
2.3................................................................................................................................................5
2.4................................................................................................................................................6
TASK 3............................................................................................................................................7
3.1................................................................................................................................................7
3.2................................................................................................................................................8
3.3................................................................................................................................................8
TASK 4 ...........................................................................................................................................9
4.1................................................................................................................................................9
4.2..............................................................................................................................................10
4.3..............................................................................................................................................11
4.4.............................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a term which is defined as managing people within the
organisation for growth and development. It is an art of maintaining, procuring and developing a
competent workforce so that it helps in achieving the goals and objectives in an efficient and
effective manner(Stone, 2013). Thus, it is a process of planning, organising, controlling and
directing the employees to manage the objectives of the enterprise. Present report is based on
Sainsbury which is a second largest chain of supermarket in UK. This report covers the guest
model of human resource management as applied to Sainsbury and the comparison of storeys
definition of human resource, IR practices. Further, it also covers the implications of line
managers and employees for developing a strategic approach for the organisation. It also
includes the models and types of flexibility which is applied and helpful for the organisation.
Moreover, the various forms of discrimination which are take place at the stated organisation and
comparison of approaches to management and managing the equal opportunities and diversity.
At last, it covers the various methods for appraising the performance management and managing
the welfare of employees at organisation(Varma and Budhwar, 2013).
TASK 1
1.1
Source: (Ruth Mayhew, 2016)
Illustration 1: Guest model of HRM

The role of Guest model in human resource management is defined as to important aspect
of managing the people at workforce. This is according to its leading contemporary format of
handling the set of workforce at organisation where it duly conventional concept of dealing with
employees. The Guest model of HRM is including some elements which are used by Sainsbury
to make clear strategies so that it can achieve its goals positively which are mentioned below: HRM strategies- To plan all the functions systematically, the organisation focuses on its
HR strategies as it results in maximum efficiency and increase in output. At to
accomplish this function, company has to plan the requirement of staff at firm and after
that decide the different kinds of skills for the stated organisation to achieve the goals. HRM practices- The department of HR of Sainsbury continuously work on hiring and
retaining the talented employees for the betterment of the enterprise. It also takes initiates
to make various welfare of employees so that it helps them to make successful retail;
company in UK(Akingbola, 2015). HRM outcomes- This department assist in making plans as per the guidelines so that it
helps in achieving mission and vision of the stated enterprise. It also includes the plan to
retain it customers by provided best quality of products at low prices. Behaviour outcomes- The organisation treated it all the customers equally if anyone is
rich or poor so that it helps to increase its customer base. Performance outcomes- As per its core mission and policies of organisation the company
has been successful in achieving its goal(Armstrong and Taylor, 2014). As the
performance of employees is good so that it shows the development in the organisation.
In order to generate employment the organisation used to import it products from other
countries. In case of Sainsbury, they achieve their goals by the performance which is
based on the level of outcome.
 Financial outcomes- According to the planned HR and organisational strategies it is
helpful for them to made its revenues and progress at a large level and the position of the
company is increasing. Thus, Sainsbury is growing in terms of revenues and sales as
well.

1.2
The differences in two organisations Sainsbury and Marks and Spencer which is
based on HRM and personnel management:
Human Resource Management Personnel Management/Industry Relations
In HRM, the major role is given to the line
managers who execute and control and make
employees to work for the organisation.
In personnel management, the major role
played by the professionals who are expert in
their respective areas and manage the work.
Planning in HRM is based on ling term which
is integrated with goals of the company.
In this, generally it is of reactive nature as the
planning is done for the short term objectives.
The performance of the organisation is
analysing on the basis of utilisation of
resources at maximum level(Ebert and et.al,
2014).
In this, it is emphasises on achieving
minimisation of cost in all the operations.
Here, the approach of management is unitary
where the employees are treated as the family
and they have full trust on them.
In personnel management, the pluralist
approach is adopted as the issues related with
employees are managed with collective
bargaining process and negotiation but the
level of trust is low.
Here, the structure of organisation is flexible
so that decision making process is
decentralised.
In this, the structure of Sainsbury is based on
mechanism approach as there is decision
making process is concentrated and taken at
central level.
In addition to this, personnel management can be termed as the development of an
individual instead of a group which is entirely opposite of the human resource management.
Further, in terms of personnel management there is an appropriate contractual relationship
among the organisation and employees. Personnel and relationship of industries which promotes

transactional kind of the style of leadership. In this, it is based on task and the leader in personnel
management mainly focuses on the process which is required to be followed.
1.3
The implications for line managers and employees for developing a strategic approach of
HRM in context of Sainsbury is mentioned below:
 Line managers plays an important role in the connection between the employees and HR.
As they guide every employee and new staff members in the organisation.
 The line managers are works as a leaders and they have a vast knowledge and experience
of work as they provide guidance to employees and make them efficient for any work
within the organisation(Phillips, 2013).
 The various suggestions and complaints of employees are passed through line managers
to the department of HR as they give actual conditions at workplace.
 The line managers also helps in making strategic decision so that they are more close to
the employees of organisation as they give useful information and suggestions in context.
 These managers also supervise the performance of employees and so that HR and top
level management also take feedback of employees from line managers.
 There is also a responsibility of them to maintain the relation between the employees and
the cited organisation for the smooth working and retain the skilled employees.
 Training and development of employees is also assessed by the line managers and they
closely supervise the workers and guide them as they feel training is required to make
them more knowledgeable(Phillips, Stone and Phillips, 2012).
 Furthermore, there is a responsibility to manage the routine functions of the organisation
and managing the minor issues related to employees.
 Line managers also did assessment of proper allotment of jobs according to the ability of
employees.
 Moreover, the line managers also deal with the clients or customers of the organisation
and provide support to them as per their requirement.
In addition to this, in order to assess the implications for the line managers in which the
managers at Sainsbury are capable enough to manage the people at workplace ans specialised in
an cost effective manner. They are responsible for in order to provide help as it can be technical
as well as managerial. On the other hand, employees of Sainsbury can develop their work in such

a manner for the improvement in level of performance. HRM provides essential support for the
innovative thinking of the employees helps in improving the productivity to a significant level.
Further, management can also apply strategic approach of business for the improvement in
flexibility in the future changes.

TASK 2
2.1
Source: (Cuthbort Allison, 2016)
The model of flexibility means to apply easy policies in an organisation. With the help of
providing flexible working environment firm can make sure better output from its employees.
The flexibility which is to be provided includes less working hours, easy shift hours and timely
holidays(Decker, Riley and Siemer, 2012). The role of this model is essential at workplace as it
was found that many of the workers are not able to give their best efforts towards the
organisation. Due to the rigid structure of the organisation is the main reason behind this and
according to the rigidity they spend their most of time in office and they don't have time for their
families. Thus, they are not able to maintain the proper balance between the work and personal
life. As there is a reflection of their frustration towards their and they are not performing well as
per the requirement. This situation in the organisation forced them to adopt the flexibility at
organisation for the enhancement in performance which adversely affecting the goodwill. To
construct a flexible environment for employees at workplace as it is the responsibilities of HR
Illustration 2: Flexibility Model

department. In order to maintain a good output from employees everything should be planned in
such a manner so that work is done on particular time. Thus, the employees are able to maintain
their personal and professional life(Budhwar and Debrah, 2013).
In addition to this, to develop a flexible plan at mentioned organisation that the HR
should provide the options of either full time and part time working of employees. This will help
the employees in managing the various activities on proper time. Thus, employees are provided a
calender as they plans their holidays according to that only. Moreover, the organisation also
provide the work away form workplace so that they can do from home.
Apart from this, the strategy of employment can be applied at Sainsbury which provides
flexibility in terms of economic and competitive pressure which is faced by the business. The
stated firm also uses part-time employees in order to reduce the pressure of work and it is also
cost effective. Furthermore, flexible working hours is also an appropriate solution at Sainsbury in
order to fulfil the demands and to carry out the activities of business . Due to this model which
helps to increase the level of motivation of employees. This will also allow them to work in a
comfort zone which make sure the retention of employees at workplace for a long period of time.
2.2
The Sainsbury can adopt various methods to apply fexibility at workplace by which it
will increase the in the performance of employees which gives proper results to the organisation
which are mentioned below:
Flexible working shifts- It is the method by which an employee gets a flexibility a workplace
means if the employee have any work during the office time as the manager allow them to take
early leave from work on that particular day. Thus, HR department can make provision of
compensate the leave on any other day(Harvey and Allard, 2015).
Working methods- The management of Sainsbury can make proper provisions for the adoption
of either full time or part time of the job which is suitable for the employee and this useful for
them for proper arrangement of the work and time.
Work from home- As it is described earlier that if the employee is not able to came office so that
organisation provide work from home which is helpful for only the managers as the other people
such as sales executives and other employees of Sainsbury can not attend the customers from
home.

Leaves- A firm can make a profile of all the employees in the software of the company so that
they can mark or record the leaves and check their remaining balance as this will help them in
managing their holidays(Mayo, 2016).
Location flexibility- There are some of employee of the Sainsbury who work so far from their
residence so to provide them facilities that organisation have different branches in various
locations of the city as per their convenience. So that it can shift the worker to the suitable
branch matching with their profile and with the vacancy at the different places.
Thus, this all are the methods of flexibility which are provided at the cited organisation in
order to improve the performance of employees and provide them proper facilities according to
their requirements.
2.3
The flexible working will provide various benefits to the employees and employer of the
Sainsbury which is helpful in making them more productive and achieving the goals and
objectives of the organisation. The use of flexibility form both the perspective is mentioned
below:
For Employees
 The employees of the stated organisation remain satisfied with their work and feel free to
work which give them ability to maintain the pressure and workloads.
 Through the flexibility the employees of Sainsbury get motivated which makes
improvement in the performance of employees so that they are more efficient to meet the
deadlines.
 Mentioned organisation provide incentives according to the performance as per their set
objectives. Due to the motivation which is achieved by the flexibility helps them to
perform well(Pandit and Verma, 2015).
 The employees of Sainsbury are able to plan the activities and schedule which make them
more committed towards their work at organisation. Moreover, the job relations also considered as the flexibility approach as it gives them
opportunity to make the job interesting for the other employees.
For Employer

 Productivity- The productivity of employees of Sainsbury is also increased as employees
will do their job with some more interest so that they feel more committed towards their
work.
 Flexibility at workplace- The employees of the stated organisation are used to take more
leaves, so with the help of flexibility in work firm expect more presence of employees at
workplace. Employees are used to switch at different places as they are search for better facilities are
job, so of the company will provide better job satisfaction the employees will tend to
remain at the same organisation which will decrease the rate of employee turnover.
 Utilisation of Resources- In order to make proper utilisation of resources efficiently as
the employees do their work with more efforts(Singh and Burke, 2013).
 Thus, the work will get less deteriorated as it helps the employees to manage their
personal and professional life properly.
2.4
Sainsbury organisation used to work on the basis of its workforce which is available in
various departments. The HR department of the company has made heavy changes in its policies
due to the demand of flexible working environment. The organisation consider their employees
as valuable assets as the company is also favoured in this. In order to achieve its targeted goals
and objectives because of its skilled and knowledgeable force of labour and also have
cooperative in nature. To make the company as an ideal store with the healthy environment the
HR department plays a major role and make all possible efforts for achieving the mission and
vision of the organisation(Cowling, 2013). As to get better quality of work from employees they
are trying to implement policies to give the proper job satisfaction. Nowadays, government also
playing an important role in provide flexibility at workplace of employees.
In order to increase in the demand of paternity and maternity leaves, this is the main issue
which is facing by the cited organisation. In UK, there is a provision of getting leaves from job in
case of adopting a child. To make their policies flexible to some extent this long leaves increases
in the rate of employee turnover which has discouraged. The employees are used to switch to
different job opportunities where they find suitability(Bratton and Gold, 2012). As there are
some employees who are not interested in return to their job after holidays so that this issues
creating the barriers for the organisation and which creates a negative aspect for them. Thus, the

company should adopt various measures to manage the work at other level and which is the most
important for the organisation. As the government is also provided flexible arrangements in each
company for all employees which are only given to the special cases. This provision can impact
on Sainsbury seriously due to this step(Rees and French, 2013).
In addition to this, due to the changes in the market of labour which provides outcomes as
increase in the adoption of the flexible working hours at workplace. For the purpose of
maintaining the competitive advantage so that it affects the other firms to adopt the flexibile
working hour policies. There is increase in the demand of jobs in service sector because of
changes in the labour market. Sainsbury provides flexible working hours which helps in retaining
more employees and it also attracts other people of their competitive organisations.
TASK 3
3.1
Discrimination within the workplace is regarded as the act of not delivering equal opportunities
to the staff members within the workplace and undertaking practice of differentiating on the
basis of caste, religion, colour etc. Generally this form of activity is regarded to be unethical in
business which is having unfavourable impact on Sainsbury. Forms of discrimination which can
take place in Sainsbury are as follows:
Discrimination on the basis of sex: This form of discrimination can take place within Sainsbury
in many forms where male and female staff members may not be delivered equal opportunity.
Further, it may be possible that employees may be imparted positive or negative treatment on the
basis of discrimination(Renwick, Redman and Maguire, 2013). Different type of staff members
are working in Sainsbury and it may be possible that they are not delivered equal opportunity
such as male employees may be delivered higher opportunities are compared with female one.
So, in this way discrimination on the basis of sex can adversely influence activities of Sainsbury.
Discrimination on the basis of religion: This form of discrimination takes place when religion
as one of the factor is taken for treating unfairly. Religious discrimination takes into
consideration harassment and preferential treatment. Therefore, this form can also influence the
activities being carried out by Sainsbury where staff members may not prefer to take part in the
business affairs.

Discrimination on the basis of disability: This involves discriminating people who are disabled
and are well qualified to perform the assigned task efficiently. Further, it may be possible that
staff member working in Sainsbury may have any sort of disability and due to this reason
individual may not be delivered proper opportunity(Bourgeault and Merritt, 2015). So, this
directly leads to unfavorable results for organization and acts as hurdle while accomplishing
main goals and objectives of the entity.
3.2
Concept of equal opportunity is all about providing equal benefits to the staff members within
the workplace so as to obtain favourable outcomes for business. Further, in case if Sainsbury
does not provide equal opportunity to the staff members then in such case productivity of the
business is adversely affected and in turn challenges have to be faced while carrying out
operations in the market. The practical implication of equal opportunity legislation for Sainsbury
is positive where through presence of equal opportunity acts it is possible for organization to
work in favour of its staff members where their expectations can be met in every possible
manner(Epstein and Buhovac, 2014). The laws associated with equal opportunity safeguard
interest of every staff member where they cannot be differentiated on the basis of age, religion,
colour etc. This encourages active participation of all the staff members working in organization
and their contribution in the business affairs is also maximum in every possible manner. The
equality act 2010 has been undertaken by Sainsbury where on the basis of this act proper
opportunities are delivered to the staff members as per their expectations such as promotion, pay
and other sort of monetary benefits. Apart from this, other acts are also followed such as sex
discrimination act 1975, race relations act 1976 and disability discrimination act 1995 where
main focus is on safeguarding interest of the staff members working in the company. Its
implementation has significantly produced favourable results for business enterprise where
management of staff members in the company has become easy. Employee satisfaction has been
gained with the help of equal opportunity act and in turn organization is efficiently performing in
the market(Oke, 2016). Therefore, with the help of this it can be stated that implementation of
equal opportunity is directly beneficial for the business entity.
3.3
Managing approaches and diversity are regarded to be different from each other but both the
concepts are in favor of the organization for enhancing business performance. Further,

management of approaches along with diversity takes into consideration delivering training to
the staff members in workplace. Further, Sainsbury carries out all the operations on wider basis
and due to this reason it is necessary for company to focus on enhancing knowledge level along
with skills of its staff members. Another effective technique undertaken by Sainsbury for
managing diversity within the workplace is complying with legal laws and regulations through
which active participation of the employees is easily present in the organizational affairs.
Employing some sort of motivational tools and reward strategies are effective in managing
diversity and equal opportunity for the benefit of business(Zivkovic, Gucanin and Jez, 2014).
Below table highlights the main difference in between managing equal opportunity and diversity
from point view of Sainsbury:
Approaches to manage equal opportunity Approaches to manage diversity
Dissolving differences is one of the most
effective way employed by Sainsbury with the
help of which differences present in between
staff members can be tackled easily.
Delivering proper training to the employees of
Sainsbury so that they can easily understand
the methods of dealing with the changes
For providing equal opportunity to the
employees it is necessary for Sainsbury to
develop effective laws
Building an environment which is open and in
turn employees can easily interact with each
other
Development of effective plan and policies at
Sainsbury
Establishing delivery council at Sainsbury
So, the entire table represents the basic difference in between approaches to manage equal
opportunity and diversity. In short, all the approaches undertaken are effective where staff
members of the business are managed efficiently and in proper manner. Further, it has allowed
business to focus on desired goals and objectives where favorable results have been
accomplished(Turner, Swart and Maylor, 2013).
TASK 4
4.1
The stated organisation Sainsbury use performance management in such a manner so that
allows managers to fix targets for the employees according to the smart criteria then they are

measuring it. The managers of the organisation check the performance of employees in order to
meet the set objectives. To remove the shortfalls of the employees the various deviations are
checked by the manager and give proper guidance to the employees. In order to make the
performance management in efficient manner they have to take care of so many things which are
useful for the stated organisation. Manager of the cited organisation looks at the mission and
vision of the company and in order to achieve it with the help of employees. Further, it checks
the potential of employees and according to that only they are provided the work. Thus, their
performance is measured as per the standard criteria and which is has to be accomplished with
targets(Dowling and Donnelly, 2013). So that concerned report of the performance should be
sent to the top level management. As there are different methods which are used for performance
management by the stated organisation which are as follows: Performance objectives- This method is very useful to measure the performance of
employees that the objectives and targets are set at slightly high level so that employees
are able accept the challenges. It is used practically at workplace which involves that the
employees are able to their own potential for the work. In order to assure that the
employee is moving in right direction it is essential to appraise the performance and
objectives on daily basis(Stone, 2013). Performance review meeting- This method is used to measure the performance of
employees in Sainsbury and helps in knowing the individuals about their potential in
different areas of working and where the employee is lacking and there is requirement of
improvement. For this, the manager should make a report in advance so that they
compare the performance on the basis of previous data.
 Personal development plans- This plan helps in personal development of employees of
Sainsbury which results in enhancing the performance at work. The manager after the
identification, they prepare plan for the individual for achieving the goals and
objectives(Varma and Budhwar, 2013).
4.2
Sainsbury considered the welfare of employees as a major function which helps in giving
more satisfaction to employees. The cited organisation has made various provisions to make sure
the welfare of employees which are as follows:

 Contributory pension scheme- As per this scheme, a certain amount of money is
deducted from the salary of the employees which is deposited in pension schemes and
given back them after the retirement of the employees services. In this context, the
employer also contributes the equal money as employee(Armstrong and Taylor, 2014). Flexitime schedule- The employees who perform the head office related functions, the
organisation provides them suitable working hours and so that it helps them in managing
their plans according to the suitable time. Moreover, it also provides a provisions for
different shifts which are taken by employee as per their suitability. Training programmes- The cited organisation used to arrange various training and
development sessions to enhance the performance of employees and to increase the
knowledge of them. Thus it helps in shaping the employees as per the requirement of the
Sainsbury and it also helps in achieving the various goals and objectives of the
company(Decker, Riley and Siemer, 2012).
 Childcare voucher schemes- This scheme of welfare benefits all working parents to save
some money for their children. To acquire the childcare voucher, certain amopunt of
money is sacrificed by the employees from the salary. With the help of this plan, parents
get benefit from tax at certain limit.
4.3
Sainsbury is an organisation which works for the welfare of its employees who are
working in the stores and suppliers as well as the people who are working in the company. If the
company maintains the health and safety measures for employees, they can work smoothly in the
organisation. So the stated organisation gives the priority to the health and safety measure of the
employees wherever it has its operations(Renwick, Redman and Maguire, 2013). Some of major
steps taken by the stated organisation to ensure the health and safety at workplace which are as
follows:
 The company used to provide training related to the fire safety to the countries where the
provisions related to these areas are less. Thus, there is some awareness towards this
happen(Turner, Swart and Maylor, 2013).
 The management of Sainsbury has taken initiative for the programmes in which they used
to provide training and compulsory education to the female member for maintaining their
health regarding the different issues.

 According to these proper working conditions are maintained by the Sainsbury at all its
branches throughout the world. Thus, it helps them to maintain proper working
conditions at workplace.
 The management of Sainsbury also ensure that the safety of building which is according
to the international standards. As it conduct a survey where every building is use to set up
with manufacturing services.
 Thus, the stated organisation also launched a programme to impart education for womens
with proper care of their children(Dowling and Donnelly, 2013).
4.4
The major and recent issues which create great impact on the HR practices of Sainsbury,
is child labour. The cited organisation used to import products manufactured in different
countries. By this, company is creating more employment opportunities for this country on one
hand. On the other side, this created a tension in supply chain of the countries. Recently, the firm
noted about employing some children of about 10 years in making clothes. As this is the major
issue for the company so the company revoked its supply contract from all those agencies which
are also engaged in child labour contract(Oke, 2016). Further, the child labour has been
increasing mostly in the countries where poverty is more. At this point of time the role of HR
works. The company strictly prohibit the practice of child labour in any of its services. It can
make strict rules and regulations to stop such practices. Thus, the company should take strict
action against every person who is found to accused in this practice. A healthy environment can
only maintained if all the issues that come under HR practices will be handled properly. Thus, it
can be said that HR policies has an impact on the functioning of the Sainsbury which is based on
the concept of child labour.
In addition to this, there is another issue which is employee turnover that is considered as
rate through which the various number of employees leaves organisation. Due to the increase in
the rate of employee turnover of Sainsbury has outcome as to decrease in the number of
experienced employees. If there is high employee turnover which is cost inefficient so that it also
increases the recruitment of new employees. The employees are also get attracted towards the
other different offers in the competitive market so that efficient employees leave the workplace.

CONCLUSION
From the above study it is concluded that the present report of management of human
resources has discussed about the various concerns of Sainsbury. The company has managed its
different HR related areas very effectively and efficiently. This report also discussed about the
various laws and acts which came into force for the safety of employees. Further, the
organisation started taking in initiatives for the flexibility of workers at organisation and using
different methods of it. This provide the employees to enhance their performance and
improvement in the quality of work. It also covers the different approaches are used to managing
the welfare of employees in the organisation. The organisation also used some methods for
evaluating the performance of employees with the help of performance management and also the
different implications of health and safety on HR practices. At last, the report includes the impact
of topical issues in the human resource practices.

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