Table of Contents
1.1Overview of company.
2.0 Literature reviews.
2.1 The processes of recruitment and selection strategies.
2.1.1 Recruitment process.
2.1.2 Selection process.
2.2 Responsibilities of the employee and the employer in the context of employee development using relevant theory to compare different talent management approaches.
2.2.1 Responsibility of employees.
2.2.2 Responsibilities of employers.
2.2.3 Compare different talent management approaches.
2.3 Human resource systems and procedures.
2.3.1 Managing equal opportunity.
2.3.2 Employee health and safety.
2.3.3 Strategic human resource management
2.3.4 Training and development
3.0 Discussion and Analysis.
3.1 Evaluation of the effectiveness of recruitment and selection strategies in Sainsbury’s.
Effectiveness of recruitment and selection strategies.
Employment law and examples of case law.
3.2 Analysis of how Sainsbury’s manages the development of its employees, including examples of best practice.
3.3 Include the responsibilities of the employee and the employer and use relevant theory to compare different talent management approaches.
3.4 Critical analysis of other HR systems and procedures in place within Sainsbury’s.
Sainsbury’s is the second-largest retail company in the UK that conducts its business more successfully and gains adequate market share. In this paper firstly discuss the recruitment and selection process of the business organization as well as Sainsbury’s. The responsibilities of employers and employees towards the company are also discussed. Then six different components of talent management approaches are discussed and compare them each other. Human resource management and several procedures such as equal opportunities, employee health and safety acts, strategic human resource management and also training and development are analyzed in this paper.
1.1Overview of company
Sainsbury’s is parented through J Sainsbury’s Company which was founded in 1869 by John James Sainsbury’s. The parent company J Sainsbury’s Plc was divided into three divisions such as Sainsbury’s Supermarket Ltd, Sainsbury’s Bank and Sainsbury’s Argos. Sainsbury’s Supermarket Ltd is the most familiar and successful retail organization in the UK having a 16.0% share of the supermarket sector (Annual Report of Sainsbury’s, 2019). Since the beginning of their business they hold the top position in the retail market until 1995 then Tesco, another successful retail company defeated them and took the top position. Now Sainsbury’s holds the second position in this business with more progress fully and glory. At present time their operating income is £312 million, net income is £219 million (Annual Report of Sainsbury’s, 2019). Martin Scicluna is the Chairman and Simon Roberts is the Chief Executive officer of the company.
There are moreover 117000 employees belong to the company. Sainsbury’s always made a better and friendly workplace for their staffs and workers for gaining better outputs from them as well as concern their health and safety (Annual Report of Sainsbury’s, 2019). As the organization is a retail organization their main deals with their customers, so they provided several better and standard products and services to them. They have an online website page that is very developed and easy to use for their consumers who can want to purchase goods from their shop online. The company also launched a nectar loyalty card in 2002 called “Nectar” to give their loyal and usual customers. The cardholder can get several benefits and discounts by using their card when they buy products from the stores. The combination of proper directors, management system, business strategies, experience, resources, relationships among employers, employees and customers make the organization most efficient and hold adequate competitive advantages in the comparative marketplace.
2.1 The processes of recruitment and selection strategies
There are some standard indicators for the process of recruitment and selection strategies for every organization in specific fields. These can be slightly changed according to the company’s needs and rules and regulations (Power, 2019).
2.1.1 Recruitment process
The requirement process can be defined as a definite process that selects employees to do the job via some steps such as attracting, shortlisting, selecting and lastly appointing (Power, 2019). The entire recruitment process is described below:
Job Advertisement: The first and most important process in the recruitment process is job advertisement by various sources like newspapers, magazines and journals and so on (Murphy, 2018).
Campus Recruitment: This is the initial stage of the interview under authorized by some definite team of people that ensure the candidates would be selected or not for the final interview (Murphy, 2018).
Employment Agencies: Employment agencies are helpful for both the employers and the candidates according to their requirements on (Murphy, 2018).
Informal Methods: Informal methods like candidates referred through workers walk-in interviews, poaching etc.
The factors play the most significant roles in an efficient recruitment process such as the number of applications received, standard and kinds of candidates, time duration, etc. there are also varieties of recruitment processes like direct process, indirect process and third party involvement process (Murphy, 2018).
2.1.2 Selection process
The business company always desires to select the most effective and perfect employees to earn sufficient success in business but usually, it is so hard on (Murphy, 2018). The several steps of the selection process are followings:
Figure: Steps in selection process Source: Murphy (2018)
Initial Screening: initial screening consists of the data and information about employment and education history, assess the character and assess the job activities and performance.
Completion of the application form: This can be included with the candidate’s name, address and other personal important information and these forms are varies in organization to organization (Murphy, 2018).
Employment test: This test is held among the candidates that assess the applicant’s mental and physical abilities, knowledge and experience, motives and behaviors and characters.
Job Interview: Job interview related with relevant conservation like occupational experience, academic achievement, interpersonal skills, personal qualities, organizational fir and so on among the interviewer and applicant to justify the applicant’s acceptance to fit for the position (Murphy, 2018).
Conditional job offer: It suggests that to offer the applicants’ temporary job and it became permanent after few months based on their performance (Murphy, 2018).
Background Investigation: It suggests that verifying the applicant’s provided information is true.
Medical/Physical examination: It confirms that the selected candidate is physically healthy and fit to take the responsibility to do the job.
Permanent job offer: After fulfilling the all criteria company offers a permanent job to the applicant that contains many advantages and facilities.
2.2 Responsibilities of the employee and the employer in the context of employee development using relevant theory to compare different talent management approaches
2.2.1 Responsibility of employees
Employees have the most significant influence in a successful business and they maintain lots of responsibilities, some of these are given below:
Captivating Initiative: Employees have responsibilities to discuss with their managers and executive leaders about their aim, career development and get more attention to group work and create initiative activities (Glassman, 2019).
Behaviors and Attitudes: Good behaviors and a positive attitude toward the employee development programs are one of the most efficient responsibilities for the employees to gain compliments from the employers (Glassman, 2019).
Outside Learning: Employees have to use their personal free time in developing their personal skills and gain several relevant working knowledge and experience from the outsides.
Workplace Politics: Employees are responsible for avoiding the workplace politics that build divergent among the workers and staff of the company and destroy the good ambiance and relationships (Glassman, 2019)…………………………………………….