ATHE Organisation Behavior Report: HRM Analysis at Sainsburry's

This report provides an in-depth analysis of strategic human resource management (SHRM) within Sainsbury's, a public limited retail company. The report begins with an introduction to Sainsbury's, highlighting its founding, key personnel, and employee count, setting the stage for an exploration of SHRM's impact. It then defines SHRM, comparing different perspectives and emphasizing its role in fostering organizational flexibility, innovation, and competitive advantage. The report analyzes the contributions of HRM to organizational effectiveness, including its role in employee growth, performance enhancement, and evaluation. It evaluates various recruitment and selection approaches, distinguishing between internal and external processes, with a focus on Sainsbury's preference for external recruitment. The report further examines the HRM process, including planning, recruitment, selection, training, and performance management. It assesses the roles within the HRM function, such as planning, organizing, directing, and controlling, and explores operative functions like hiring and job design. Finally, the report discusses the development and implementation of HRM plans, emphasizing the importance of considering various factors and proper implementation for achieving organizational goals.

ATHE ORGANISATION
BEHAVIOR

TABLE OF CONTENTS
ATHE ORGANISATION BEHAVIOR..........................................................................................1
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
1.1 compare different definitions of strategic human resource management.........................1
1.2 analyse the contribution human resource management makes to organisational
effectiveness...........................................................................................................................1
1.3 evaluate the different approaches organisations take to staff recruitment and selection. 2
LO2..................................................................................................................................................3
2.1 analyses the human resource management process in organisations...............................3
2.2 assesses roles in the human resource management function in organisations..................3
2.3 analyses the development and implementation of human resource management plans in
organisations...........................................................................................................................4
LO3..................................................................................................................................................5
3.1 analyse the impact of culture and structure on human resource management in
organisations ..........................................................................................................................5
3.2 explain the effect of current legislation on human resource management in organisations. 5
3.3 assess the impact of globalisation on human resource management in organisations.....6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Sainsburry's is a public limited company and it is taken here. It is a retail company. The
company was founded in the year 1869, and was founded in Holborn, London. The company's
founder is John James Sainsburry. The company is having its headquarter in Holborn, London.
The company's key people are Martin Scicluna as a chairman and Mike Coupe as a CEO. The
company is having the number of employees as 186900 till year 2018. Here the strategic human
resource management is taken and its impact on the organisation is taken. The importance of
human resource management is taken here and its impact on the organisation is discussed in
detail below(Coulmont, Lambert, and Berthelot, 2018).
LO1
1.1 compare different definitions of strategic human resource management
There are various authors which defines strategic human resource management, in their own way
some of the definitions of strategic human resource management are as follows:
Strategic human resource management is defined as a link between human resource and strategic goals of
the organisation and the objectives of the organisation. This is done in order to foster flexibility,
innovation, and competition advantage gaining and also improves performance of the business and helps
in developing organisation culture. It is as per one definition(Crick, and Crick, 2019).
The other definition says SRM is a practise of developing, retaining, rewarding the employees of the
organisation as a whole and also for the employees individually.
As it can be seen comparing both of the definitions, the definition one is having a broader meaning and
also the definition is broader comparison with the second definition, which is not having as broad
meaning as first definition.
In the first definition flexibility and innovation is considered whereas in the second definition
retaining and rewarding is considered or are at top priotity (Dechausay, and Anzelone, 2016).
1.2 analyse the contribution human resource management makes to organisational effectiveness
There is a great contribution of the human resource management in the effectiveness of the
organisation, Sainsburry's or it can be said that without human resource management an organisation is
nothing. Some of the factors are discussed below:
Contributes towards the growth of the organisation
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Human Resource management contributes towards the growth of the organisation Sainsburry's by
recruitment of the right people and placing them at right job or the job most suitable of them. This helps
an organisation to grow and organisation does to feel lack of management due to this.
Performance enhancement of employees
Hrm contributes towards the performance of the employees by giving them proper training or providing
them proper skills which are required for the job. If the employees of the organisation, Sainsburry's are
trained well, it will result in sound performance of the organisation and which will contribute towards the
effectiveness of the organisation. Its includes various things in it like motivation to the employees,
development of the employees, etc(Fouquereau, and et.al., 2019).
Performance evaluation of the employees
Hrm contributes towards the organisation by evaluation of the performance of the employees working in
the organisation Sainsburry's. The Hrm have the records of all the employees which help the hrm to
evalute the performance of the employees(Pasiecznik, And et.al., 2017).
1.3 evaluate the different approaches organisations take to staff recruitment and selection.
There are generally two approaches which is taken by organisation Sainsburry's and are known as
internal and external process.
Internal process includes
There are various internal recruitment and selection process. Some of them are mentioned below:
 Recruitment and selection of employee via Employee referral, there are personnel in the hrm who
evaluate the performance of the employees working and the one with the sound performance is
considered as hard work and a potential employee of the organisation and if the one with such
quality suggests recruiting any individual then the Sainsburry's will trust the employee just
because of the reputation of the employee.
 Transfer, this is also a recruitment process by which required candidate is transferred for the
required skills(Pasiecznik, And et.al., 2017).
 Promotion is also an internal recruitment method in which the company in order to save time and
cost instead of hiring new candidate can place the old candidate. Example same employee ID can
be used by the employee and also it will save training cost.
External process includes
There are also so many external recruiting and selecting process and are mentioned below:
 Walk in interview, This is the easiest way towards recruiting a candidate where the candidate
enters the organisation and gives the interview. This kind of process is generally for the workers
which are semi or unskilled.
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 Education institutions, are also used for the external recruiting and selecting which is also known
as campus recruitment. Where the organisation approaches the educational institution for finding
the appropriate candidate which is required in the organisation, Sainsburry's(Coulmont,
Lambert, and Berthelot, 2018).
 Pasting of poster is also a good way of recruitment in which Sainsburry can do recruitment in
which the company can hire the employees generally labour in a much effective way.
Sainsbury is more focuses towards external recruitment because the company want to hire talent
which is of innovative mind and is having a new and better approach of doing work. It is best because
there is higher competition and this will help the company to select the best candidate.
LO2
2.1 analyses the human resource management process in organizations
For the effectiveness of the organisation, Sainsburry's the human resource management process is
conducted in the organisation which helps the organisation to select the candidate in the best way
possible. The Sainburry's follows the following hrm process which is mentioned below:
Human Resource Planning
It is generally considered as the process of doing the things in advance but it also involves various things
in it such as:
 Recruiting, it means attracting the appropriate candidate that matches the job requirements.
 Selection, it is the next step after the recruitment, it involves short-listing the candidate which is
best in term of experience, qualification etc.
 Hiring, it is the final step where the appropriate candidate gets hired.
 Training and Development of the employee got hired, under this step the employees skills are
updated on regular basis to make the employee competent(Crick, and Crick, 2019).
Remuneration and other benefits to the employee
Under this process the salary of the employees is decided and also various benefits to the employees are
decided. It is very important process for the employees whose motivation factors in salary only.
Management of the performance of the employee
Management of the performance of the employees is important because it makes ensure that the goal of
the organisation, Sainburry's is met with efficiency.
Maintaining relation with the employees
To avoid various nuances such as strikes, employees leaving the organisation this process comes into
picture where the good relationship is maintained with the employees. This enhances the durability of the
employees and also the consistent work of the organisation without any full stop(Dechausay, and
Anzelone, 2016).
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Professional and personal development
Sunsburry focuses on professional as well as personal development of the employees in which the
company focuses Maslow theory of motivation in which how the behaviour of the employee is affecting
the environment in the organization is viewed along with the professional development.
2.2 assesses roles in the human resource management function in organisations
There are important roles of the human resource management function in the organisation
and is mentioned below:
Planning
It is a primary function of the organisation, Sainsburry's which decide the number of employees
required to accomplish the goal of the organisation.
Organizing
Organising plays the role of allocating the task to every employee of the organisation as per the
skills the employees possessing and having the common direction in the form of common goal of
the organisation(Fouquereau, and et.al., 2019).
Directing
Directing plays the role of making the employees contribute towards the organisation at its
maximum which is by making the employees of the organisation motivated. This includes
activating the employees of the organisation which are Woking at different levels.
Controlling
It is the last function of the hrm function where the performance of the employee of the
organisation is compared with the goal of the organisation, Sainsburry's. If there is deviation
between the actual and the planned performance in the organisation that appropriate action is
taken by doing controlling(Pasiecznik, And et.al., 2017).
There are also various Operative hrm functions which plays a dominant role in the organisation
and are as follows:
 Hiring or Recruiting.
 Designing the job.
 Appraisal of the performance.
 Relationship with the employee.
 Evaluation of the performance of the employee.
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All these functions are very important for the organisation, Sainsburry's which can result in
hiring the most suitable candidate for the organisation. Hrm designes the job as per the profile of
the candidates and also salary part of the employees are discussed in advance in order to avoid
any last time crunches. Hrm of Sainsburry also make clears what is going to be the deduction
from the salary like provident fund, any retirement benefit and what are the holiday policies and
also what are the promotion chances and what are the bonuses conditions.
2.3 analyses the development and implementation of human resource management plans in
organisations.
Developing a human resource plan is must for an organisation to succeed in its operation.
Development of the plan must consider various relevant factors in the plan. Which can be
number of employees required to do the job, the time in which the employees are required, what
are the most required skills of the employees in the company, The age group of employees
required to work in the firm, Male or female is required, etc. only developing a plan is not
important but implementation of is also equally important(Pasiecznik, And et.al., 2017).
The sensitive data is required and the employer is paying for it, it may be marketing
department, finance department, etc if the employees are earning different salary while doing the
same job and having the same position than it can be dangerous for the firm, and it is a clear
result of poor planning. Planning also consider what is the budget of the company for giving the
salary to the employees. Proper planning lead to effective decision-making in the company.
Planning helps the firm to be on track(Coulmont, Lambert, and Berthelot, 2018). Planning also
considers the training and development budget of the firm. Planing also considers whether to
appraise salary of the employee of the organisation on the basis of work experience of the
employee of the company. There must be proper implementation of the plan, for the best
possible result which may in the form of higher profits, good reputation of the organization,
sound work culture of the firm, etc(Pasiecznik, And et.al., 2017).
There are certain steps in doing planing which hrm have to follow in order to achieve best
result and the same is disused here:
What are the goals of the company
The Hrm of Sainsburry will first find out what is the goal of the company, if the goal of
the firm is to do negotiation in the salary and increase the profitability then the company will
focus on hiring candidates considering salary factor and if the goal of Sainsburry is hiring the
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best candidate irrespective of salary then the same will be reflected by offering higher packages
to the candidates.
Forecasting
Forecasting is planning in advance what is the plan of Sainsburry from expansion point of
view and what is the present situation of the employees and what is the number of employees
that will leave the organisation in order to determine whai is going to be the demand in the
future.
LO3
3.1 analyse the impact of culture and structure on human resource management in organisations
Different places have different style of leadership and different management, The place have also
different culture, hierarchy, etc. For examples Japanese companies spends more on various recreational
activities in comparison with UK. The company Sainsburry's also have its impact on it because the
company is situated in about 1400 locations. The organisation's policies on different process which is
staffing, training and motivating also many other process have a great impact by the culture and structure.
Every country have its own policies regarding recruitment, selection, training and development,
and also hiring of the employees depends upon which cultural attitude the company is following. Some of
the cultures are:
 Ethnocentrism, here individual's own culture is to be considered superior or greater than others.
Under this the organisation follows the same culture in all over the location in which the
company have its operation. The impact of this culture can have a positive impact in the firm in
the form of uniformity in the work and also can have a negative impact in the Sunsburry in the
form of, the employee of different culture may feel they are not valued in the firm.
 Polycentrism, Here in the firm, a local person is appointed as a manager, because he can
understand the plus and minus of the employees and also impact the organisation in positive way
as the manager is having good knowledge of culture of that place.
3.2 explain the effect of current legislation on human resource management in organisations
Legislation is having very serious effect on human resource management in the organisation
because if the legislation not followed in the organisation then it can result penalty towards the
organisation, which ultimately results in decrease in the growth of the organisation. The hrm of the
Sainsburry's must have to make the plan considering the legislation which can be:
Health and Safety laws 1974
Laws related with health and safety plays a very important role in the organisation, because if this law is
not followed it can result in employees safety issue, in a way the hrm must follow this law and also the
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hrm should take care of the employee. It will impact the Sainsburry by implying penalty if the laws are
not followed which may lead to future liability and the same will result in decrease in the profit of
Sainsburry.
Minimum wage law 1998
The hrm can be effected by the Minimum wage law, and it is by not giving the employees minimum
wage, which will ultimately result in high penalty on the employer of the Sainsburry's. Saisburry must
follow the minimum wage law because this will impact the company by creating a good reputation in the
market which will help the company in increase in the demand of the workforce. Compliance of the law
will also be impacted by not creating future liabilities for the firm.
3.3 assess the impact of globalisation on human resource management in organisations.
The impact of globalisation on hrm is vast and can result in various factors be effected such as:
National and International laws compliance
It is necessary to check that both the international and national laws are followed by the organisation such
as Sainsburry's. Non compliance of the law can result in a serious penalty and it will also effect the
reputation of the organisation.
Diversity
If there is diversity then it can result in involvement of different culture and different culture involves
different languages, different taste and preferences and also different style of work. To cope up with this
the management have to manage things in a diversified way.
Social Responsibility globally
Many companies believe in outsourcing the work to the poor country people which results in taking the
jobs away from the locals. So this can effect the organisation in positive way as the organisation,
Sainsburry is able to do the same work at lower cost. But it is not good for the local employees as they
will be job less.
There is a great impact of globalisation on Sainsburry in which there will be global platform
available for the company. The same can be used for hiring the talent from multi-culture. There is going
to be long distance communication in which Sainsburry has to deal with technology and this will lead to
promotion of usage of technology in which company will use email, video conferencing and many other
tools. Which will allow the company to do communication for 24 hours from the international workers.
This will increase the working hours as per time horizon.
If there is more time available for the workers this will lead to making more money and more
profits. Globalization will also enhance the corporate culture in which the company will introduce various
point of views of the different culture and will make a common platform which will help Sainsburry to
coordinate properly with the employees.
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CONCLUSION
The epitome of the topic human resource management here is, how hrm can be effective for the
organisation, Sainburry's and how the hrm contributes towards the organisational effectiveness. Here
comparison of different definition is done of strategic human resource management. What is the
contribution of the hrm in the firm is discussed in detail, The different approaches used by the company
for the staff recruitment and selection is also discussed in detail. The different roles of the hrm functions
in the company is discussed here. Human resource pan is also discussed here which includes what topic to
be considered in the developing and implementation of the plan. The impact of culture and impact of it on
the firm's hr management is also discussed over here. What is the impact of various laws on the
organisation's hr and what is the impact of firm on hrm is discussed in detail over here.
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