The effect of technology on Human Resource recruitment
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Published: Mon, 5 Dec 2016
In every organization it is important to have a right person for the right job. Recruitment and Selection plays a major role in this situation. Use of new technology is putting considerable pressure on how employers Recruit and Select staff. Talent Acquisition is a process of discovering the sources of manpower to meet requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.
STATEMENT OF PURPOSE
Handling humans is at the heart of almost all real-life management ‘problems’.
What it takes to ‘succeed’ humans? Why humans are a ‘resource’ and what makes them special?
The purpose of this assignment is to bring out issues involved in the management of human resources (HRM), both from the existing theory as well as practice. The assignment will examine human at work and discuss different aspects which are basic to human motivation at work and in satisfying career objectives within organisations.
HRM comprises of various issues right from recruitment-selection to performance appraisal, training and development of employees in organisation
and opportunity for management provided by employee diversity.
My objectives were to study the key processes and policies for which the company provides vital information.
John Storey (1989) defined HRM as ‘Set of interrelated policies with an ideological and philosophical underpinning’.
Storey (1995) defines HRM as ‘a distinctive approach to employment management which s seeks to achieve competitive advantage through the strategic deployment of a highly c committed and capable workforce, using an array of cultural, structural and personnel t techniques’.
Sainsbury is a super market which will operates its business in retail sector from t the year
1869. Sainsbury is started by James and Mary Ann Sainsbury’s.
in UK. It has many branches located throughout the country selling different range of products. Sainsbury control a much centralised Human Resources policy in which all decisions are taken by top management. The main objective of Sainsbury is to meet customer needs successfully and provide investors with good financial return. Sainsbury aims are to provide all colleagues right opportunities to develop their skills and are well rewarded for their contribution to the success of business.
Sainsbury brand is built upon providing customers quality product at fair prices. Sainsbury store have a particular emphasis on fresh, healthy, safe and tasty food and continues launching new product for the customers.
Sainsbury supermarket employs 150000 colleagues and with over 19 million customers are visiting stores each week. Sainsbury offer many products such as food, grocery and other household products.
They sell other brand name products as well as Sainsbury brand product, which are often cheaper than other brand names.
1. RECRUITMENT AND SELECTION AT SAINSBURY:
Sainsbury offers large numbers of job opportunities available in different stores. They looking for people with good customer skills but job are available in clerical, stockroom and technical rules. Flexible contract, term time contracts and dual contracts offer colleagues to work on hours basic. Job opportunities are advertised on in-store job board, in local newspaper and at job centre plus. Sainsbury opening new supermarkets and local and central stores in many towns creating job vacancies in advance, Sainsbury recruit staff two or more months before in order to allow staff training.
RECRUITMENT FOR GRADUATES:
Sainsbury recruit around 100 graduates colleagues every year and more than 70 work within stores. Graduates recruitment is conducted online ay Sainsbury graduate recruitment website. Graduates are trained in all aspect of store management under trainee management scheme. Under this training period they will work in all areas of store and later doing their jobs under manager supervision.
Work experience offer to school students
Sainsbury encourage school students to come our stores for work experience. These placement are organised at a local level. Work-experience student work in different department during their particular time.
SAINSBURY SELECTION PROCESS:
1.The first method that they use is collection curriculum vitae’s(C.V),letter of Applications and Applications forms from applicant.
2.Sainsbury would then shortlist applicant and is done by recruitment manager. This shortlist of applicant is done to meet criteria that they looking for, right person for the right job.
3.Next would be the interview stage. Interview is the main stage of selecting applicants. A number of question are designed to provide a deeper insight into candidates, An interview enables candidates to present their case of selection. It will show the difference between those who are good on paper and those who have good communication skills.
4.Suitable person is selected for the job. They would judge the applicants against the person specification.
2.TRAINING AND DEVELOPMENT
The main purpose of training at Sainsbury’s are:
Well trained workers will be more useful. This will help the business in increasing profit as well as achieving company’s objectives.
Creates a more flexible workforce
It would lead to job satisfaction
The attitude of the workers would be improved and therefore the image of the company and employees will feel better and more relaxed if they are trained before hand. The employee would reach their potential and the business will be profiting as well as the employee.
To prevent any kind of environmental impact caused during store construction, Sainsbury property services department works clearly with local environmental health officers to ensure that store construction creates less disruption as possible. An average of 30 weeks is taken to complete the store construction which is currently an industry best and reducing the period when local nuisance is caused.
Supervisor is appointed for health and safety legislation projects. The supervisor makes sure that contractors follow procedures aimed at avoiding:-
· nuisance caused by noise, dust and smoke;
· water pollution;
· unnecessary damage to flora, fauna and archaeological features;
· Poor waste management
SENIOR MANAGEMENT TRAINING
Senior management training is focused to meet the business and individual needs. Through promotion, external recruitment and training, senior management capabilities can developed.
Through running training courses Sainsbury aims to achieve specific benefits and training needs restructuring if these benefits are not achieved.
Training and development helps Sainsbury to improve quality and service and therefore productivity can b raised. Training increases the individual motivation and creates flexibility around the workforce.
INVESTORS IN PEOPLE(IIP)
IIP is a national standard supported by the department for education and skills.
Sainsbury became the first major food retailer to achieve Corporate Investors in people recognition. This followed a three-year programme involving 450 assessment covering 13500 Sainsbury colleagueship recognition is a unique achievement that gained from the bottom up rather than the top down. Almost every unit that makes up Sainsbury supermarket went through the process individually.
Company that has been recognised by IIP is capable in adopting and implementing its four fundamental principles:-
Promise to improve all employees to achieve business goals and targets;
Regularly reviewing training and development needs in the context of the
Taking relevant action to meet training and development needs throughout
Evaluating outcomes of training and development for individuals and the
Organisation as a basis for continuous improvement
3.DIVERSITY AT SAINSBURY:-
In 2004/05,Sainsbury introduced a diversity management website on internet. This site was introduced to guide about managing faith and belief, disability management and guidance on local commodity recruitment. The site is planned to help all colleagues gain more awareness of other people needs.
We talk about equality and diversity policy at training to all colleagues and deliver written guidance to managers on equal opportunities and recruitment of disabled colleagues. This year Sainsbury using ‘Disability Confident’ which is a new learning means to help colleagues in our stores move beyond disability awareness to become more confident in dealing with disability.
Colleagues can report discrimination or harassment through our fair treatment and complaint procedure. Sainsbury began to develop plans to target older workers. It introduced retirement plan pension protection mechanisms. Full payment is received if anybody recruited until their 65th birthday.
In application form age has been removed and its requested for monitoring purposely only. Mixed age workforce has led to improved customer satisfaction by perfectly reflecting the profile of their customer.
Sainsbury’s diversity and equality policies are an important part of their business plan. All diversity and equality are anticipated to ‘add value’ to improve both customer services and sales.
Flexibility in covering holidays has improved as different religious festivals are spread out across the year. A calendar of religious festivals has been produced and displayed in stores.
(Sainsbury’s case study from age positive campaign)
Employers’ forum on age case studies of employers who have adopted approaches
based on the principles of age diversity
Performance Management is a means of getting better results from the company, individuals and teams by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements.
Performance Management is very crucial at Sainsbury’s. Sainsbury’s manage the performance of its employees effectively so as to remain competitive in the market. At Sainsbury’s, various techniques are used to know how well individual employees doing their responsibility and for the managers to be able to monitor how well they are carrying out.
Performance monitoring provides information which is of value for identifying future training or promotion opportunities and areas where insufficient skills or knowledge could be judged as a threat to an employee’s efficiency.
Managers exercise control at organisation and individual level through:
planning by setting objectives and targets
creating performance standards
observing actual performance
Comparing performance against targets
correcting mistakes and taking action
Management by Objectives
The process described above contributes to management by objectives, in which the performance of the individual and Sainsbury’s is regularly being measured against objectives and targets which have been set by managers and employees.
Objectives at Sainsbury’s are determined through discussions between managers and employees. This method will involve both a top-down and a bottom-up style.
The manager at Sainsbury’s presents the corporate objectives and the individuals and team members then state what they feel can be achieved. The objectives are more likely to be successful if they are:
This assignment emphasis on the importance of human resource management process prevailing Sainsbury’s. This assignment also gives the outlook how the organisation remain competitive in the market. Brief introduction of all processes is the following
RECRUITMENT AND SELECTION PROCESS
Recruitment is the process of inviting people in the organisation. Caliber of its manager and workforce is the key to the success and failure of the organisation.
The selection is rejecting or arranging of people. Selection tends to be negative because good percentage of people is rejected. The selection process differs from company to company but it should meet the requirement of the job.
Sainsbury’s has a very well recognised Recruitment and Selection process for both the managers and the employees. It uses such selection process so that they can access each aspect of the people that is significant for doing job.
In sainsbury’s HR department gives the criteria for selecting employees.
TRAINING AND DEVELOPMENT
Sainsbury’s has designed its own system of analysing the training needs for their employees.
Training system is divided into two catagories:
Task Analysis: Training for new employees
Performance Analysis: Training for existing employees.
â€¢ On the Job Training
â€¢ Off the Job Training
â€¢ Stimulated Training
â€¢ Audio-visual Tools
`â€¢ Programmed Learning
â€¢ Informal Training
I would suggest to Sainsbury’s introducing some new products which will give to a company a comparative advantage over their challengers.
Sainsbury’s would be an opening of local shops located in the city centre rather than on the outskirts of the city. Customers frequently choose local shops rather than supermarkets to save time and money if they do not need large purchase, because undoubtedly in large stores often they purchase more than actually have planned.
At Sainsbury’s, human resources management is the most important department. The right quantity of labour, skills of employees and degree of motivation.
To understand if Sainsbury are competively compared to their rivals, they need to compare their prices of product with that of rivals. A way of finding out rivals information is by going undercover. A member of the Sainsbury staff could visit rivals supermarket like Asda, Tesco and note the prices that are charged for the same product that Sainsbury selling.
If the prices is cheaper for that particular product that Sainsbury selling then Sainsbury’s have to cut down the prices for that particular product. If the prices are higher at Tesco than Sainsbury for that product, are ahead in competition over Tesco.
The human resources management department at Sainsbury’s control the workforce and see how they perform. A poor workforce in terms of lazy workers could result in low output.
Mayo’s theory, working in team is virtually important for Sainsbury’s and creates friendly environment which can increase company’s profit.
The human resource department get the workforce and main problem after that is keeping them happy. Rivals may look for Sainsbury’s existing employees by offering them better pay and promotion. The HRM department at Sainsbury’s should be more alert of this problem and may offer their employees more pay and promotion in order to keep existing employees.
If promotion or better pay offered to employees then he/she would feel important to business. HRM needs to safeguard that Sainsbury employees right quality and quantity workers.
HRM department at Sainsbury’s have to plan in advanced, if a manager is leaving in near future than advance planning for recruitment, interviewing and selection is important in order to safeguard department not to get suffered and business not to be affected by a member of staff leaving.
Maslow theory, pay may have something to do with the employees being dissatisfied.
At Sainsbury’s, if labour turnover is high, then is regarded as a failure by the HRM department. If labour turnover is low then is regarded as a success by the HRM department.
To analyse absenteeism rate is also important. HRM seeks to ensure that absenteeism is low. High absenteeism caused lack of commitment, poor motivation and poor management by the HRM.
Maintaining 100% service levels as the online business grows
Sainsbury’s is now operating with high service levels. Even so, there is still some room for improvement to ensure that all orders are delivered in full and on time. There are a few ways in which Sainsbury’s could further still improve service levels; however, the law of diminishing returns would come into play at this stage and so investment would need to be able to provide definite improvements. Also, the online business is growing at a rapid rate, ahead of overall market growth. Picking such large orders from stores during busy periods could become an issue
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