Human Resource Management (HRM) at Sainsburys: Strategies Sample

Introduction :Human Resource Management

The Human resource management is the practices which are related to the hiring, recruiting and managing the employees of the organization. The HRM is often referred to the HR (Human resources). The organization’s HR department is the mainly responsible for the putting and creating into effect and also oversee the government policies. The HRM is mainly related to the employee management which is the important part of the organization. The workers are referred to the human capital within the organization. The J Sainsbury Plc., it is trading as Sainsbury. The organisation is British super market and the second most famous and largest chain of the supermarket within the United Kingdom. The Sainsbury was established in corporation in 1869. The John James and his wife Marry Ann had been opened a store are the 173 in the London. The Report will delve into the main areas of the HRM and the contribution to create the eco-friendly performance. The reports will put emphasis on the properties of the change nature of the company on the human resources knowledge and skills. The report will demonstrates on investigate the external and internal influences which can affect the HR decisions to ensure the development of organization. The report will make use of the HRM practices in the work associated context. 

PART 1 

P1 Explaining the main areas of HRM in their contribution to creating sustainable performance. 

The HRM is accountable for the organization, coordination as well as the management of the employees in the company so that able to achieve its goals, mission and vision. There are several areas of HRM that helps in enhancing performance of the company.

Recruiting and staffing – The main and most important area of HRM is recruiting and hiring of employees for the Sainsbury Company. It leads to hire best and right person for the company that help in filling the vacant job position (Løkke, 2021). The right and skilled person always able to work in the desired manner in which company want, this leads to save the time of company in giving training. Thus, it aids in enhancing performance as well as growing to be more efficient.

Employee training and development- The HRM of Sainsbury provide training to the employees; it enables them to do work effectively and efficiency. As the technology is rapidly changing as well as the retail sector is also developing. Thus, there is a need of training, the Sainsbury furnish skills and knowledge’s to the employees related to the latest technology. By providing proper training the employee work with full potential, this leads to increase performance of the company.

Compensation and Benefits- The motivation plays an important role in encouraging the employee to give their best performance. Motivation can be increase with the help of monetary and non-monetary incentives. In order to motivate employees Sainsbury offers monetary incentives like increment in salary, bonus as well as the non-monetary incentives include praising, recognition, monthly appraisal, awards. When employee know that their efforts are praised by the company than they work in a best possible manner, this leads to enhance performance of company and leads to maximize profits.

 Integration Safety at the workplace- The main function of the HRM is to make sure the safety of the workplace. The staff and employees work with dedication when they are equipped with best resources as well as workplace (Kellne et al, 2023). The HRM of Sainsbury makes policies which enable company to provide favorable work environment to its employees. A good working environment influences the employees to give their best. Thus, it is a contributing factor in achieving the best performance of the company.

Performance management- The key area of HRM also includes performance management. It is related to the analysis the performance of the employees and the managers, it aids in ensuring that people of the company work accordingly to their assigned roles (Vedhathiri, 2020). Through analysing the performance, company would become able to know about the employee who needs training as there is use of new tools and techniques in the company. Thus, by performance management and through providing training the company able to increase its productivity and profitability as the employee remain motivated and have possess all skills.

Employee relation- The employee relation is important for the better performance of company. When there is any conflict between the employee and employer, it always becomes the reason of loss and inefficiency in the company. The human resource management assists in building the great relation between employer and employee, this enhance performance of the company.

Talent management- The human resource management is give emphasis on hiring , training and retaining the employees in the organization. It is helpful in developing a productive workforce that remains with the company for long period of time. It is only possible when the company provides better working place, flexibility, and good salary. Thus this overall process is helpful in enhancing the performance of the Sainsbury Company and it make sure that company remain in the competitive position in the market.

P2 Reviewing the effects of the changing nature of organisations on human resources skills and knowledge. 

Staffing: The change in the Sainsbury can create and develop the demand of the HR department to focus on the issues related to the staffing. The organization which is undergoing rapid the growth can demand to add the more employees. The HR can focus on the improving the recruiting base and structure of the compensation programs which can help in attracting the more talented workforce. The organization in declined can need the HR to improve the packages of the severance and transmit out the workers expiries. The HR workers can have the alternative job description for the employees which can discharges the outcome in the change functions. 

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Alleviating fears: The Organisational change in the Sainsbury creates the uncertainty and fear for the employees. Sainsbury should take steps for alleviate the factors, for instance when the organization purchased by the larger company can create the apprehension for the employees in regard of the capability to adapt the procedure (Bratton et.al, 2021). This can involve the HR department to undertake the relations role in public by the filling out the paybacks for the new changes and plan. This can help in enhancing the benefits program and provide the reassurance of the job safety. 

Greater communication: The change within the Sainsbury is frequently a time of confusion and results in the essential of the HR department to create and exposed the channels of the communication with the workers. Furthermore, to keep the workers informed about the expectation throughout the every stage of the change procedure via the methods such as the group meetings and communication. The HR department should focus on the encouraging the feedback and input from the workers. The feedbacks and inputs can let HR understand the changes and adjustment which are essential. 

The structural change can generate the need of the HR department which can emphasis on the staffing issues. The Sainsbury which is undergoing the changes can put impact on the workers and recruitment procedures. This can directly put impact on the HR department and practices and comes with the benefits and drawbacks as well. The size of the organization and the complexity of the needs of HR play a main role in the large part of the HR department’s structure. This can put impact on the some units such as health and safety unit. This can be operation of the one person because the organizational functions can relatively safe guard the environment of the office. 

P3 Reviewing relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives. 

The Sainsbury needs the stability to develop and pursue the long term goals to provide the great experience and encourage the workers to stay with the organization. The HRM practices are related to the retention and recruitment of the workers for achieves the business goals.

Indulging open communication: The workers are the loyal when they find out and feel the connection with the organization. The successful organization can encourage the employees to ask the questions from the supervisor about the business and can involve in the critical decisions (Mahapatro 2021). These HRM practices can help in the achievement of the business objectives. 

Create partnership: The organization can create the partnership by offering or sharing the financial numbers with their workers. In the both times good or either bad and can be linking by the incentive compensation programs for the both kinds of performances individuals and team.

Drive learning: The organization can require workers to develop the skills to ask the workers to learn something new on the each day, which can improve the skills of the workers. The organisation can make the available industry specification reading materials and focus on the developing the skills. 

PART 2

P4 Investigating external and internal factors that affect HRM decision making to support organisational development. 

Internal and external factors which affect the HRM decision making 

The factors which can influence the human resource management are numerous and different which can includes some factors such as culture of the organization and industry in which the Sainsbury is operating. Moreover it also includes the legal laws and regulations which can put impact on the HRM. 

Internal factors: In the context of the internal context it refers to inner context which can organization environment and HR management can take place. 

Mission: The mission is justification and purpose of the Sainsbury. The mission of the organization showcases why it exists along with the main contribution of it. In the different stages people convey out the allocated tasks to keep the complete mission of the organization in mind. The HRM functions can be affected by the task of the company. 

Policies:  The policies are main guide maps within the Sainsbury, the policies demonstrates the persons to need to do or what not. These direct in the manner in that the goals of the group can be attained. The objectives showcase the destination but the way of the destination can be exposed by the policies. 

Organizational culture: The organizational culture is the main total of the communal values, habit and beliefs within the Sainsbury, it can shows the character of the business. The HR managers have to work positively with the organizational culture (Internal Factors Affecting Human Resources, 2023). The understanding about the types of culture which can prevail within the organization is crucial for formulate the HR strategies and policies. The HR managers need to choose the path which can be path and reveal the culture of the organization and the publics’ attitude. 

Organizational structure: There mainly two types of structures of organization which are tall and flat. The Sainsbury is having the flat organizational structure. The flat organization is suitable for the technology oriented with the organization. The Flat organizational structure showcases the decentralisation of the authority. The Sainsbury is technology based and hires the highly educated workers. The organization is tending to have the organizational structure in which the workers operating in the level. In the modern organization it is the challenging and significant job of the HR managers. 

HR system: The performance and development of the organization can be depending on the quality of its personnel. The importance of the HR, Sainsbury is creating the HRD department and working on introducing the participative quality circles and management. The changes are not the end it is the beginning about the status of the HR functions within the organization. 

External factors:  The Human resource management is considered as the numerous of different factors in the making decisions. The 

The political factors: The areas of HRM (Human Resource Management) are continuously shifted and adopt the climate of fluid political in which it is operating. For the Professionals of the HRM need to stay up to date about the emerging and current politics which can be important according to the organizational structures and strategic initiatives. To keep abreast about the policy changes, social movements, executive orders and legislative policies are important for the HR department to stay informed within the industry. Due to the political issues can be the business matters and it is significant than the HR specialists to work with the bigger political environment. They can be remaining ahead to the legal disputes and potential pitfalls down the road. 

The economic environment: The Economic environment can have the main impact on the HRM practices. For examples, whenever the economies come with the higher growth, the Sainsbury needs to recruit or hire the extra workers and due to it the HR department face the challenges about the discovery the right persona for the positions. In the hard economic times, the organization might demand for manage and downsize the layoffs. In this situation the strong HR department make sure about the process to handle it in accurately manner with the respect (Greer 2021). The HR department can help in the safeguarding the company’s bottom line with driving the operational competence with the offering the non-financial workers assistances. This can keep the workers happy and motivated.

Social factors: The HRM is the most complex field which can be taken into the consideration in the numerous different aspects (The 6 External Factors Most Affecting HRM, 2023). This can include the social environment of the Sainsbury, the social factors are the culture diversity and the workers morale can play a main role to HR functions with the organization. The organization has to be aware about this social consideration while making the decision in regards with the training performance evaluations and methods. The practices in regards with the hiring and firing can have the big influence on the satisfaction and productivity. In addition the organization should offer the support services like as work life balance initiatives, mental health benefits and childcare to endorse the positive interaction with the team members. This can help in achieving the overall result.

P5 Applying HRM practices in a work-related context, using specific examples to demonstrate improvement to sustainable organisational performance. 

Recruiting- It is a challenge for the Sainsbury to find a right person with a required skill. The HRM team of the Sainsbury aids in finding and hiring the candidates rapidly by searching the best resume among thousands. After taking interview the company select best candidate and then hired. This HRM practice helps in enhancing performance.

Build a favorable work environment- The working environment aids in satisfying the requirements of the employees of the Sainsbury, this leads to motivate them. By providing better work environment, the Sainsbury can increase productivity (Mullins, 2016). For example, the Sainsbury provides flexible working hours, providing opportunity for learning, influencing collaboration and better communication, clarity in job role and responsibility. The Sainsbury also consider all complaints, queries and feedback of its employee, this give employees feeling that they are valuable assets for the company. Thus, favorable work environment improves performance.

Compensation and Benefits-It is a important HR practice. The benefits and compensation is a motivating factor for employees in return of their services to the company. The Sainsbury Company use Voluntary benefits scheme, in this company offer products at discount price or at no cost to its employees. Also, furnish bonus, appraisal to encourage them. This leads to increase employee engagement, lower turnover and high productivity and profitability.

Access knowledge and tool- It is an important part of HRM practice. By providing all important material, tools, basic information as well as the training of the use of tools helps in speeding up the performance of the company. This practice helps the company in bringing the fast results. For instance, the company provides training to employees related to techniques like SAS, risk management and general knowledge to deal with the customers. it leads to improves performance.

Retention of employees- The HRM plays an crucial role in retaining the employees in the company. This HR practice involves attracting the suitable employees towards the company as well as retaining the current employees. For example, to retain the employees the Sainsbury company`s human resource management offer various incentives, providing recognition to employees in respect of their services, also furnish better working condition, plans salary after negotiating with the employees. All this factors leads to improve performance.

Coaching and development- The professional skills, knowledge and qualities of an individual is an important factor for improving performance of the company. But in current time hiring qualifies candidate is not enough. There is a need of providing training, this aid in up skilling employees, furnish chance to grow professionally. This skills and knowledge of the employees assists the Sainsbury Company in enhancing the performance as well as the productivity (Hameed et al, 2020). For example, the Sainsbury Company provides On-the-job learning including mentoring, workshops and job shadowing. Develop the employees by giving training for data analysis and risk management. This ultimately benefits the company as the performance enhanced.

Implementing this HRM practices aids in boosting the productiveness of employees and stimulate them to give their best, thus aids in enhancing the performance of the Sainsbury Company and leads to achieve its objectives.

CONCLSUION 

By summing up the report it delves into the key areas of the HRM and their influence to create the ecological performance. The HRM can contribute to the Sainsbury’s sustainability in aspect such as workplace system, organizational change, professional development and training. The report demonstrates the effects of the changing nature of the organization on the assistances, skills and knowledge of human resources. This can disturb the staffing, alleviating fears, communication, environment and some other factors. The report emphasis on the HRM practices which in the relation of the retention and recruitment of workers to achieve the business objectives. These can achieve the open communication, create partnership, improve leaning. The report investigates about the external and internal factors which can affect the HRM decision making for growth of the organization. These can affect the internal factors such as mission, policies, organizational culture, organisational structure and the HR system. The external factor can affect the political factors, economic environment, social factors and some more. 

References 

 Books and Journals 

• Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury Publishing.
• Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
• Hameed, Z., Khan, I.U., Islam, T., Sheikh, Z. and Naeem, R.M., 2020. Do green HRM practices influence employees' environmental performance?. International Journal of Manpower, 41(7), pp.1061-1079.
•  Kellner, A., Townsend, K., Loudoun, R. and Wilkinson, A., 2023. High reliability Human Resource Management (HRM): A system for high risk workplaces. Human Resource Management Journal, 33(1), pp.170-186.
• Løkke, A.K., 2021. Recruitment and selection: Still a model employer. Research Handbook: HRM in the public sector, pp.77-90.
• Mahapatro, B., 2021. Human resource management. New Age International (P) ltd..
• Mullins, L.J., (2016) Management and Organisational Behaviour, 11th Edition Pearson Education Limited.
• Vedhathiri, T., 2020. Faculty performance improvement through effective human resource management practices. Journal of Engineering Education Transformations, 33(Special Issue).

Online 

• The 6 External Factors Most Affecting HRM, 2023. Online. Available through https://www.iienstitu.com/en/blog/the-6-external-factors-most-affecting-hrm
• Internal Factors Affecting Human Resources, 2023. Online. Available through <https://www.yourarticlelibrary.com/essay/human-resource-management/internal-factors-affecting-human-resources/75330>