Unit 3 Human Resource Management at The Sainsbury’s (GC01912)

Table of Contents

1.0 Introduction.

2.0 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing Sainsbury’s

3.0 Evaluate the strengths and weaknesses of different approaches to recruitment and selection for Sainsbury’s organization.

4.0 Explain the benefits of different HRM practices within an organization for both the employer and employee

5.0 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and productivity.

6.0 Analyse the importance of employee relations in respect to influencing HRM decision-making

7.0 Identify the key elements of employment legislation and the impact it has upon HRM decision-making in Sainsbury’s.

8.0 Apply Human Resource Management practices in a work-related context

9.0 Conclusion.

Reference.

1.0 Introduction

1.1 Overview of company

Sainsbury’s is the second-largest chain of supermarkets in the UK having 2,400 stores across the country and online they serve their customers wherever and whenever they want to shop with Sainsbury’s (Sainsbury’s, 2020). The company is running with a 16.0% share of the superstore sector which was founded in 1869, by John James Sainsbury running a shop in Drury Lane, London, UK. The company’s headquarters is situated in Sainsbury’s Support Centre in Holborn Circus, City of London. The main purpose is Sainsbury’s is to help their customers live well with fewer efforts and costs. The company offers their customers healthy food, stylish homewares, quality clothes, the latest technology and many other ways to manage their money costing less.

1.2 Purpose of this paper/essay

This paper aims to demonstrate the various aspects of HRM and various structures within a business organization. Firstly, the paper explains HRM and its purposes for various business contexts respectively for the business company Sainsbury’s. It discusses the basic functions of HRM in Sainsbury’s. Secondly, this paper discusses the duties and responsibilities of the HRM department at Sainsbury’s. it also outlines the human resources planning and workplace planning for the company. In the third section, this paper discusses the weakness and strengths of the approaches to the selection and recruitment process. It also discusses the internal and external recruitment process. Fourthly, this paper outlines how the company is benefitted from the HRM practice in their workplace. It includes flexibility in the workplace, skills and experiences by the employees.

2.0 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing Sainsbury’s

2.1 HRM and its purpose

Human resources management within the workplace is very important for the organization especially for businesses to detect and select the right person for the suited post. The total success of the business depends much on the properly arranged HRM department by the company (Beaven, 2019).

2.2 Basic functions of HRM in Sainsbury’s

The HR manager at Sainsbury’s performs several functions within its workplace. His main functions include Organize, Control, Lead, Plan, and works with the staff. The manager distributes tasks among the workers and makes channels between them to communicate easily.

2.3 Duties and responsibilities of HRM at Sainsbury’s

The key responsibilities of the HR manager within the workplace of Sainsbury’s are: a) implementing and developing HR initiatives and strategies aligned with the company’s overall business strategy, b) bridging employee and management relations by addressing grievances, demands or other conflicting issues, c) managing the selection and recruitment process, d) report to management to ensure decision support through HR metrics. The duties of the HR manager are summarized as: utilizing the services by the personnel, analyzing the job, staffing, executing the reward system to evaluate the performance by the workforces within the working sites (Eaton, 2017).

2.4 Workforce planning and human resource planning at Sainsbury’s

According to Miller (2016), workforce planning and human resource planning are very closely related terms by the organization to set the goals of their aspects of strategic plans, approaches, procedures, methodologies, theories, laws enforcement, legal rights of the employees, and recruitment policies etc. Workforce planning is very important for Sainsbury’s in the UK. The selection of the right person for their business functions and marketing plays a vitally important role in developing and progressing the business. The business sets workforce planning for the distribution of their performances, skills, and respective duties and responsibilities by the workforce (Sainsbury’s, 2020). The workers from a varied educational background and different skilled people are set to the different sectors like production, customer care, sales, supply chain, marketing, promotion etc. And human resources planning refers to the procedures in which the employment of the employees and managers are employed. This is a process of series of activities.

Hard Model of HRM: In the practice of the HARD model of HRM, employees are sometimes compared to machinery (Sparkman, 2018). There is the absence of better relations of the workers with their managers and their cooperation and opinions in the progress of the company (ARMSTRONG and TAYLOR, 2014). Generally, this model of HRM is used for the autocratic styles of leadership. There is sometimes needed the use of the model in Sainsbury’s where their suppliers perform with the company. The business keeps minimum relations with employees of the suppliers.

Soft Model of HRM: Sainsbury’s practices the model over their employees as they consider them as the most important stakeholders contributing to thereto in business. Democratic leadership style works for a relaxed mood of performances by the employees are offered to opine in the decision making and cooperation with the employers (Sparkman, 2018).

3.0 Evaluate the strengths and weaknesses of different approaches to recruitment and selection for Sainsbury’s organization

Recruitment

Hiring people for the specific field of working sites through several steps and choosing the right one with respective skills for the specified sections of the organization is known as recruitment (Thite, 2018). This approach is very significant for Sainsbury’s as being the world’s largest superstore. The recruitment can be of two types as below:

Internal recruitment

This process of recruitment offers their existed people to get chance of proving their capabilities and skills into a new experience (Taylor, 2017). This process happens within the workplace by the employers to hire the expected workers from their various sectors immediately.

Strength of Internal Recruitment

Sainsbury’s always preferred internal recruitment to their company. According to Thite (2018), this process is time effective and minimizes the costs of recruitment like an advertisement, arrangements of exams, hire a board and postal costs. This approach is regarded as the instant step to hire people. It helps Sainsbury’s to continue their production flow, supply chain and uninterrupted business activities. They adopted several rules and policies to hire their employees from the personnel exist in the company.

Weakness of Internal Recruitment

This effort to hiring employees causes unskilled hiring. Persuasion may occur in this process as therein all the employees and employers get introduced to each other that influence the recruitment process (Thite, 2018). Older employees lack new technology that may hinder the development of Sainsbury’s.

External recruitment

The external recruitment process approves the recruitment from various spheres of people engagement. This process works on the series steps of recruitment which allows the employers to justify the employees with incentive care and proper evaluation test, skills test and with other technical approaches (Tarki, 2020)……………………………

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