Table of Contents
2.0 Investigate how career development and career management works within Sainsbury’s.
2.1 Career management practices in Sainsbury’s.
Model of career system.
Training and development
2.2 Performance management in Sainsbury’s.
Stages in a performance management system.
According to Chand (2016), the companies agree with the interest of staff and employees to complete the firm’s goals. For every company, it is very important to do proper management for the staff and personal planning. For this, while making these staffing and personal plans, it is very essential to give a lesson to the employees about the company’s goals and aims. (Mullins, 2015)
2.0 Investigate how career development and career management works within Sainsbury’s
2.1 Career management practices in Sainsbury’s
Model of career system
In 1988, Peiperl and Sonnenfeld had discussed that there are four types of organizational career systems.
The baseball team: Sainsbury’s employees have many skills but they do not have any specific honesty to the firm. The key is to find the genius in the main character and talented people and offering them to participate in the training session and legacy of planning.
The fortress: For staying in business, the companies highly need to train and develop employees’ talents.
The academy: Talented people want to develop their future more. That is why they practice developing their talents. They are entering the job market and in order to stay long in the market, they develop more of their talents. The academy is helping those talented people with extensive training, supporting them to make future ways and sponsoring talent.
The club: Club companies are helping to make staff worthy of fitting the permanent culture.
Staffing strategy means a strategy of hiring temporary and permanent employees for others, especially positions. Advaitha (2016) classified the staffing strategy into four sections. These are polycentric staffing, ethnocentric staffing, geocentric staffing and egocentric staffing. Advaitha (2016) said that an international company hires the workers and staff in a company without prioritizing any specific culture and nation;and to do that, they use a geocentric staffing system. Weightmen (2015) stated that Sainsbury’s also uses the geocentric approach of their staffs management programs. In addition, Sainsbury’s uses an egocentric approach to their marketing operations based on region. (Advaitha, 2016)
Training and development
HRM multinational company’s other great work is giving the staff training for development. Human resources managers must assure the staff of their workplace than they understand the job and have proper knowledge (Mullins, 2014). Torrington et al. (2013) stated that in order to make the workers more skilled in their job place, it is quite essential to give them proper training as it is the main responsibility of the company. For this, the company is also benefited as well as the workers.
Talent management means strategic managing of the staff, the process of getting the right talent and helping them to develop their abilities. Talented workers and their intelligent performances stand in the center of a company’s success. According to Engle (2013), talented people are managed by HRM management. So, talented management is a useful process for a company.
Companies can manage the knowledge of their employees as they manage performance management. Companies can complete their information system by using knowledge management. It is very crucial for a company because it helps the efficiency of a company’s decision-making ability. According to Caligiury (2014), companies can have the input and output knowledge easily for the use of the information system.
2.2 Performance management in Sainsbury’s
Performance management has many roots in various theories. Expectancy theory is one of them. According to Vroom (1964), this theory states that people will be able to succeed if they believe that gaining the aim will lead to success in life and reward them with other prizes. Usually, the rewards are more valued. CIPD (2005) stated that there are links between financial reward and performance, evident in almost 35% surveys. As per the Hendry et al (2000) theory, in addition to the reward system, people are also satisfied by their own factors………………..