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Sainsbury's is the second leading retailer group in the United Kingdom. Sainsbury's is an important super mart restraint in the UK. Sainsbury's super mart was recognized in 1869. Sainsbury's owner's John James and Mary Ann started this retail group in the Britain. They started a shop at 173 Drury Lane in Holborn London. Sainsbury's is the second longest position key food selling shackle in the United Kingdom. It becomes a winning retailer in well-timed 1900s. Sainsbury has got more than hundred eighty thousand employees recruitment and as well as ninety one thousand, full time employees estimated to other groups and the remainder being up of functioning part time workers as well as Sainsbury recruits twenty thousand fresh employ in every year at Christmas. Sainsbury's contain 453 super mart locations in the UK separately from single supermarket in Calais. Sainsbury virtually progress in diverse supermarkets locations in the United Kingdom. However, if we figure out in percentage which is sixty eight per cent of member of staff are working part time and thirty two per cent member of staff are working full time. Usually of sixty per cent of workers are female. Sainsbury offers about 30,000 goods in their supermarket but fifty per cent of Sainsbury's individual brands and products are its personal. Sainsbury's annually earnings are about 17.4 billion pound and its income is an about 289 million pounds. Sainsbury's major objectives are trying to gives a excellent quality of commodities in supermarkets to others. Sainsbury main essential task is to provide a finest food and fitness, build affiliation with the society.
Task # 1:
Explain the importance of strategic human resource management
In relation to changing technologies are the changing skill levels and types. Certain skills are no longer viable nowadays while new areas of developing skills are emerging. Training to improve on current skills need to be incorporated into the strategic plans of organisations. This would help ensure the continuity and acclimatization of skills with new global requirements. (Newell, 2002)
The HR strategy will need to show that careful planning of the people issues will make it substantially easier for the organisation to achieve its wider strategic and operational goals. In addition, the HR strategy can add value is by ensuring that, in all its other plans, the organisation takes account of and plans for changes in the wider environment, which are likely to have a major impact on the organisation, such as:
changes in the overall employment market - demographic or remuneration levels
cultural changes which will impact on future employment patterns
changes in the employee relations climate
changes in the legal framework surrounding employment
HR and employment practice being developed in other organisations, such as new flexible work practices. (Anonymous. www.gametlibrary.worldbank.org)
Assess the purpose of strategic human resource management
Association among Human Resource and organization is suitable more combined. Human Resource executive are establishment to get a place at the organization chart. Human Resource office is suitable new counselling and concerned in everyday line organization performance. However, there is silent an extensive method to depart if Human resource is to suit a tactical collaborator at every level. To perform so, Human Resource desires to make its individual inside competencies to contract with executive issues, teach itself on Sainsbury's and program mission, and locate conduct to suggest inspired and modern solution to Sainsbury's extensive issue (Man, 2009).
Once it come important tangible HRM goal, strategy, and the process, the role are differ. In common, Sainsbury large HRM linked goal, strategy, and process be recognized with the organization manager otherwise leading manager among HR relationship. They choose what is the mainly vital to the organization base on the challenge resolve face in duration to get nearer. After that there are the agencies to utilize the useful tactical development approach anywhere the HR staff is tasked by approaching up by the goal, strategy, and the process itself. Usually cases, HR normally use several kinds of views from consumers to classify what is essential to the organization and have to integrate in the table (Mann, 2009).
HR individual have to capable to go sour with an excellent sympathetic of the task and approach rear with healthy ideas out to policy relating to progress of the individual resources finish of the table that would maintain your planned executive objectives. Let us seem a actual humanity. Instance, impressive development above the 5 years period is Sainsbury object; we are not look for an HR individual to enquire how you desire to achieve this. We are look for a good manager and a good thinker. We want a person who resolve not enquire question but survey option and give the explanation (Sullivan, 2004).
Plan involve person be able to present the changed man-power, fiscal, public, and company needs of the Sainsbury in upcoming situation. Plans provide logic of reason and path. The planning method forces organization to compose a systematic examination and learning of the modern circumstances in conditions of domestic funds and how those funds are utilise. It's make a choice in proceed on the diverse concern and upcoming activities of the Sainsbury. It's relating to how those aspects are planned and control in certain circumstances that can begin in the upcoming year (Cane, 1996).
Task # 2:
Analyse the business factors that underpin human resource planning
Human resource planning is the pinnacle to ensuring that the proper man force is being employed and the firm is effectively moving towards its goals. The quantity of labour has to correspond with the requirement for labour. The action plan is set in place to ensure that there is no discrepancy between the two. Human resource planning is imperative because of a number of reasons, some of which are stated below:-
Human resource planning helps develop a proper link between a firm's business plan and its human resource plan. Resources are then allocated more efficiently and effectively.
Costs can be easily controlled by Sainsbury and employee can be hired more effectively.
It helps the management build profiles based on skills for their work force.
This is typically used as a system of forecast whereby a firm can look into its requirements for labour and employees. The capacity of production of the goods and services being created are looked into and their requirements are translated into workforce requirements that will be needed in the future. If implemented improperly such forecasting can result in problems with the process of recruitment and selection of individuals for company tasks; the wrong people could end up getting hired or an excess of people could be hired. If untrained or unskilled labour is hired then the required standards will become harder to reach and maintain. It would become harder to control motivational policies. In a scenario where the hiring is inefficient and haphazard it has been observed that there is a lower level of motivation, accompanied by higher stress levels. Sainsbury would need to survey the market for new labour and begin the process all over again. This could also lead to redundancies and higher costs of labour. The following diagram shows the different steps that are undertaken at Sainsbury while the workforce plan is constructed.
- Total amount of required workers
- Required Skills
- Labour markets that need to be selected
- Current staff
- Is there an excess of manpower
- Number of employees likely to retire or quit
-Existing workforce training
- Total amount of required workers
- Required Skills
- Labour markets that need to be selected
Human Resource Plan
Sainsbury's could be trying to locate workers with simple skills so that they can keep their costs low, or they could try hiring those with high levels of skills in which case the whole process of recruitment needs to be done in a cost effective manner to ensure that resources are not lost or wasted. Sainsbury's generally has shown a trend of trying to recruit locally rather than from the international labour market. The best employees are located and hired where the company succeeds in securing the employees by offering the highest pay rates possible.
Explain the purpose of human resource management policies of the organisation
Organizational culture refers to the norms, values or beliefs that are shared by the employees working in the organization. They are generally perceived to be the correct behavior by the existing employees and are taught to the new recruits as the right and acceptable form of behavior. All the employees of the organization are participants in, and contributors towards that specific organization's culture. We may say that the culture of the organization is the 'feeling' constituent of the organization. Organizational culture generally exists on a dual level. First, the visible aspects and artifacts, which are observable, reflect the organization's culture. The culture is evident from factors such as the way the employees dress up, their behaviour towards each other, open door policies, workplace/office layout etc. The second level of the organization's culture is the values and beliefs that inculcated in the employees and are intermittent with their thoughts and cognitions. Organizational environment and culture is intertwined with all the aspects affecting the workforce such as the recruitment, retention and quality of the work as a whole.
Affect of culture on employees
The culture of any organization inculcates a sense of identity on the employees and instills a greater commitment towards the organization. The culture, thereby, guides and directs the employees towards the organization's goals. The culture of the organization also reflects the need of the environment and the organization's strategic focus and is reflected in the organizational design. There is a shift towards more open and learning organizations which demand change, flexibility and adaption. The organization's culture gives the employees the teaching that the whole organizational outcome is greater than their individual output. It promotes trust and equality. The culture of an organization defines the risk taking ability of the employees. The move towards flexible structures and empowered roles cannot come without the culture supporting these initiatives. The culture therefore guides the employee behavior, the rituals. Stories, rites and other artifacts shape up the employee behavior and performance and keep them directed towards the organization's goals.
Organizational culture and its effect on recruitment and selection
The values, norms and behavior affect the way people work in an organization. The goal of the HR manager is to hire the right people. The effect of organizational culture on recruitment and selection can be viewed from two perspectives, management and prospective employees. The management of course seeks to employ the best suitable candidates for the organization. They have to attract the right employees, which mean the candidate should be well suited to the culture of the organization apart from the fact that the candidate possesses the appropriate skills for the job. The management has to identify that they are employing the best candidate by the job. This is determined observing the behavior of the prospective employees, conducting personality tests and a series of structured interviews. This way, it can be gauged whether a prospective candidate is suited to the organization's culture.
The second perspective from which this can be seen is whether the organization has the culture and work environment which can attract the best candidates from the market. Today, the organizations work in a highly complex and competitive environment where the markets are saturated with many employers who are trying to attract the best candidates. Thereby an organization's environment should be so that it should be able to attract the very best from the market.
Changing work practice
Today, the organizations operate in highly volatile environments. The organizations also have to adapt to these changing conditions in order to survive and succeed in the environment. The dynamics and dimensions of work practices also have to evolve with the change. The organizations have moved from the labor intensive to the highly automated and mechanized capital intensive phase. However, the environment demands greater flexibility and responsiveness. The organizations are moving from routine tasks to empowered roles. The formal control structures are being eradicated. They are changing systems of shared information. Organizations are moving from being competitive to collaborative. The culture is becoming more and more adaptive rather than rigid. There is a change in the job designs of the employees. Today, organizations offer flexible working schedules to the employees for a greater flexibility and work life balance. There is an increased trend towards part time jobs, enriched job capacities, and annualized hours which not only offers flexibility to the organization but also improves the productivity of the employees.
Work life balance
Work life balance refers to achieving a balance between work and the life of the employee off-work. The work dynamics and the organization's design are becoming more demanding with the passage of time. The environment is highly competitive and there is a continuous struggle of the survival of the fittest. There is an inclination toward 'performance cultures' where employees are expected to put in more time and effort in their jobs. The concepts of a 'nine to five' job in a 'brick and mortar' office do not exist anymore. Today, information technology means that the employees are constantly badgered with pressures of work. The volatile environment and economic downturn means that the workers putting in more work is seen as efficient. However, a balance should be achieved between the work and home life. Inability to prioritize and balance would lead to lower productivity and employee morale. The worker's feel exhausted and stressed. However, the balance is not a 'one size fits all' phenomena. This is a highly subjective to the individuals and nature of their work and home demands. The employees and the organization should both understand that scheduling and time allocation is not effective. The balance should be achieves keeping in mind the priorities that fluctuate constantly. Work life balance is to balance one's achievement and enjoyment. "Achievement and Enjoyment are the front and back of the coin of value in life. You can't have one without the other, no more than you can have a coin with only one side" (Jim Bird). This means that success does not mean happiness and vice versa. Therefore a right blend of achievement and success would lead to a better life and a more efficient and productive workforce for the organizations. Long working hours affect performance, and therefore organizations should address this issue to ensure high performance and motivation of employees.
Task # 4:
Analyze the impact of an organizational structure on the management of human resources of Sainsbury
An organizational structure indicates that how chain of command is moved form the highest designating person to the lowest and how commands are actually processed (Fontain, 2007). There is not a single organizational structure that could be implemented on every organization. Before designing organizational structure of a company, it is kept in mind that in what direction orders would move and who will report to whom. It is also determined by an organizational structure that how many people would be working under control of one person. A structure also affects the way employees work and perform their routine tasks.
Organizational structure followed at Sainsbury is not having many hierarchal levels and there is one manager who in one shop who monitors all the activities of staff and provides them guidance on all issues related to business, looks after all the staff and guides them
such structure of one man control is helpful for success of Sainsbury business as many level of managers sometimes create confusion and delay in processing of activities.
Human resource management has became an easy task at Sainsbury because of its organizational structure as there is direct interaction between the one who gives the instruction and who receives and processes it. It also makes easy to have full control over the workforce and manage their tasks and utilize abilities of all the employees as well as monitor their activities.
Impact of the organizational culture
Culture of an organization is a set of shared norms and values that a company practices within its surroundings and its employees are bounded to act in the way the culture has devised. It is also important to develop such a culture of an organization which make employee enjoy their work and it is possible only if they get clear instructions for their leader about how to process the instructions and the boundaries in which they are required to work (Khan 2007).
It is found in a study by (Shackleton 1998), that corporate culture of Sainsbury has contributed much towards its growth and it also have positive impact on working of its employees as it is fully practiced by them.
Effectiveness of human resources management
It is mentioned in "A report into human resource management at Sainsbury", that currently centralized human resource policy is being practiced bat Sainsbury. There are top level executives who take all the decisions and outlet managers ensure implementation of these decisions and guidelines.
The human resource functions at Sainsbury are effectively implemented as there is a systematic method for recruitment, selection and training. Mangers at top level have direct control of all the managers locating at different branches and branch managers control and monitor the activities of staff working under them.
Improve the effectiveness of human resources
In order to improve the effectiveness of human resource available to Sainsbury, there is a need to make some changes in the way employees are handled. At every branch level, there must be a manager who recruit new staff according to the needs of that particular branch and train them to meet requirements of specific branch. Regular training and development programs must be started to improve skills and knowledge of employees and help their professional growth.
Fontaine,W. "Organizational structure: A Critical Factor for Organizational Effectiveness and Employee Satisfaction", Northeastern University College of Business Administration, based on: C.W. Fontaine, "How Organizational Structure Impacts Organizations". First Annual Conference on Organizational Effectiveness, Chicago, IL 2006.
Khan, A. "Matching People with Organizational Culture", Business Management Group, Inc 620 Newport Center Dr., Suite 1100 Newport Beach, CA 92660, 2005.
ShackletonÂ R, 1998, "Exploring corporate culture and strategy: Sainsbury at home and abroad during the early to mid 1990s"Â Environment and Planning A.Â 30(5) 921Â -Â 940.
"A report into human resource management at Sainsbury", retrieved from: http://www.coursework.info/GCSE/Business_Studies/People_in_Business/A_REPORT_INTO_HUMAN_RESOURCE_MANAGEMENT_L74823.html