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Unit 3 Sainsbury HRM
Sainsbury is belonging to retail industry and they are operating business in various countries. The present study will define difference between personnel management and human resource management. Further, study will assess functions of HRM and roles and responsibility of HR manager and line manager. The unit 3 sainsbury HRM assignment will also explain legal and regulatory framework followed by the HRM. The study comprises purpose of HR planning for Sainsbury and stages that are involved in HR planning and development. Moreover, the study also defines processes which are used for selection and recruitment of candidates. The study also presents the relation between motivational theories and rewards & process of job evolution and pay scale according to related factors. At the end, the study will elaborate the methods used by Sainsbury in order to monitor the performance of its employees The last section of the report will review the exit procedure of Chicken Master & legal and regulatory frame work.
Human resource management (HRM) and personnel management are interrelated and have few differences. Sainsbury is the second largest supermarket chain in United Kingdom use HRM for recruitment, staffing and compensating human resources where as personnel management is used to manage employee-employer relationship and human resource capabilities. Personnel management is the conventional way to develop an organization with human power (Storey, 2014). The term “Human resource management” is said to be a modern approach of personnel development as it handle the growth of organization and its human resources.
Sainsbury’s management helps it to parallelize the growth of organization and the employees. Company’s human resource department makes the policies to motivate and enhance the capabilities of employees. Personal management which is a sub part of human resource management helps to obtain maximum outcome from the input of available human resource. Besides management task, Sainsbury also focuses on relation of workers and recruiters. Personnel management in Sainsbury is at top of authority to take decisions whereas human resource management is liable to take judgment in a group based on employer’s rights and responsibility (Bratton and Gold, 2012). Also personnel management specifies the job for a specific division of workers and this is the task of human resource management to distribute the task among the team to accomplish it. Personal management is not liable to report human resource management team.
Sainsbury’s human resource management helps it to attain organizational objectives in an efficient manner. Achievement of specified goals depends on the skills of employees and training provided them to accomplish the task. Sainsbury’s human resource department performs following functions:
Employees can convey their queries and obscurities with HR department via Line manager. Line manager is the communication channel to provide the right solution and knowledge to employees either by self or the instructions received from the HR department. It governs the process of task to accomplish in time and with a quality standard. Line manager also indentifies the trouble sources to increase the productivity (Kerzner, 2013). Line manager’s roles towards human resource management are:
Governmental rules and regulations help employees to protect their opportunities in equal to all and remove the discrimination issue. Employees feel free and satisfied when their welfare and work is considered equal in an organization. Sainsbury provides equal opportunity to all to express the talent and ideas. Employees work is appraised with bonuses. Following points list the effect of legal and regulatory framework on HRM:
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The company is required significant planning of human resources in order to systematic analysis of HR needs. HR planning gives surety to the company about correct number of employees with appropriate skills. The HR department of Sainsbury Company is completing several tasks such as recruitment, training, retirement services and career development. The most important task of HR planning is employment advertises and recruitment (Armstrong and Taylor, 2014). The HR planning also identifies business promotion , salary and career improvement of employees. Following points depict the reason for human resource planning:
Human Resource planning includes various stages so that Sainsbury Company can identify manpower needs at work environment. It also defines required skills in order to select right candidate. The stages are given as follows:
Figure 2: Stages involved in planning human resource requirements
Sainsbury Company is implementing equal opportunities for the candidates who apply for interview. The company is offering salary on the basis of talent of applicant whereas Tesco Company is paying the candidate on the basis of experience. The recruitment process of Sainsbury Company is including online form submission of candidate. Then the candidates are called for interview. Sainsbury Company is including three stages for selection. All the stages are performed at various shops of company. It includes aptitude, group discussion and technical interview (Scott and Davis, 2015).
On the other hand, candidates can apply for job at Tesco Company by performing an online test. The company is calling only those candidates whose performance is good. In this way, it would reduce burden on HR manger at work place. Now, the HR manager is able to start recruiting process from next stage. The next stages at Tesco includes mathematical aptitude, analyze mental ability, capability to handle various situation and personnel interview. Therefore, Tesco Company is using advanced tools for selection and choosing best talent for their company. The next stages of recruitment are including some video clips related to different situation. The applicants need to analyze video clips and give suitable answer according to situation. This would give a mental idea and thinking to HR manager (Armstrong and Taylor, 2014). Apart from this, candidates required to solve mathematical test and puzzles. It would express speed and accuracy of candidate. They are selecting best performer on the basis of two stages. This would be beneficial for HR manager to select and recruit talented people in their work place. Sainsbury should adopt such selection and recruitment scheme to choose right person for right place. This would also give competitive advantage to company.
The recruitment and selection planning is significant for any company to meet future needs of employees. This process is select fresher staff to fill empty post and train existing staff to make them responsive. The performance of the organisation is based on selected employees. Inappropriate selection decision would decreases effectiveness of organisation and development strategies. It has been seen that unfair individual selection process difficult for manager and also deal with unsuitable candidates. The major effectiveness of selection and recruitment of Sainsbury and Tesco is to gain competitive advantage (ALDamoe.et.al.2012). They are able to take appropriate decision to fill gaps. Their effective process is finding most suitable candidate with accurate qualification and skills to do the job. Their fair selection process does not create discrimination on the basis of colour, race, nationality, age and sex. Both the organisation is using effective selection process. Sainsbury Company is mostly choosing their applicants from educational institute so that they are sure about the candidate are capable in particular field. Interviews and background checks ensure the company that they are taking reliable candidate and able to provide quality of services and goods to consumers (Snape and Redman, 2010).
Motivation is a procedure by which individual desire and willingness to work is increased by management. It analyzes goals of the organisation and defines needs of staff in order to achieve goals. Motivational theory and rewards are used to offer financial and non financial rewards. The motivational theories are divided into two types:
Figure 3: Types of motivational theories
Process Theories are mainly influence procedures which are followed by motivation. On the other hand, content theories are used for develop procedures for company. Rewards are related to achievement that workers get due to their hard work and efforts. The reward can be financial or non financial. Sainsbury Company is giving financial awards when an employee is achieved benchmark performance (Chevallier.et.al.2012). The organisation increase payment, bonus and promotion for better performance. The management set a motivational strategy also. Sainsbury Company is using them to improve behavioural activity for work. The company is creating positive and healthy environment at work place. The HR department of Sainsbury is analyzing the individual performance according to objectives and standard of task. The rewards are given to employees according to their performance. Such kind of activity would motivate other employees to increase their level of performance. A manager is using process and content theories to motivate employees. The organisation is using motivational theories to motivate their employees by weekly, monthly or yearly bonus (Lepper and Greene, 2015). It has been cleared that financial and non financial rewards play vital role in order to motivate employees. Therefore, motivation and rewards are related to each other in order to increase performance and employee engagement.
Job evaluation is a process to find verity of jobs in order to gain goals of company. It also determines value of employee within organisation. The aim of job evaluation is to verify worth of job. This would used to define salary structure on the basis of ob evaluation. There are some organisational factors which are used to evaluate individual performance of the employees and further, job evaluation influences their performance. Sainsbury Company is offering wages as per international standards related to each job. The candidates which are recruited are first test on the basis of respective job (Rummler and Brache, 2012). The test methods are differed for different jobs. The management wants to gain competitive advantage so they need to hire new staff member. Pay estimation is also required to set before selection of staff.
The hiring procedure is first going to job evaluation procedure which defines knowledge, skills, qualification and ability. A person’s qualification, skills and knowledge are best meet then he/she would be selected. The salary is offered according to job evaluation. Sainsbury Company is set pay scale of a person based on government legislation criteria of minimum wage rate. The company is determining demand and supply of human resource. Job evaluation is helpful to set target at each level. The organisation is allotting target to individual and set performance standards. The staffs are paid according to target completion (Bratton and Gold, 2012). The rewards are used to motivate the employees to achieve performance standards and targets. Therefore, job evaluation is improving job hierarchy and pay structure for employee.
The reward system is used by Sainsbury to motivate their employees in order to gain bench mark performance. The reward system is of two types one is financial and other one is non financial. Financial rewards has included bonus, increment in salary and improve commission. Second one is non financial rewards which include promotion. The organisation is using such rewards to encourage the staff. Reward is method that encourages staff to improve their work quality and improve employee commitment (Armstrong and Taylor, 2014).
Sainsbury’s manager is implementing both the methods to encourage their employees. But they are considered and mostly used financial method to motivate employees. They gain result from such methods like improve productivity and efficiency. Motivators are also considering financial method as best method which positively impact on workers. The organisation is wanted to gain core skills and capability in order to fulfil demands rapidly. Therefore, motivation is required to include reward system (Lepper and Greene, 2015). The performances of the workers are improved by sharing profits. It has been analysed that Sainsbury Company is using reward system mainly for influencing performance and overall productivity. The customers would gain rapid services and quality of products also. Therefore, this would give competitive advantage to the company. In this reward system are include for best use of human resource of the company.
Organisations are using various methods for monitor the staff members and analyze their performance. Sainsbury is generally used observation method to monitor individual performance. The HR manager is observed utilization of resources according to company standard. This method is used to provide a better support to employees (Rummler and Brache, 2012). The employees are motivated for better utilization of available resources. The management of Sainsbury is able to make training program. The monitoring methods evaluate individual performance so it would find out need of training. The training program is implemented due to overcome performance issues. Another method for monitor employees is 360 degree. The HR managers of organisations collect information knowledge about employees from customers, supervisors, department head and peers. It would find out effectiveness and work ability of each employee. 360 degree method is generally preferred by companies because it evaluates actual performance of workers (Bratton and Gold, 2012).
Company needs to provide a genuine reason behind the termination of employees. Termination is possible in probationary or employment period. In case of Sainsbury, termination of an employee is possible due to the following reasons:
Sainsbury defined a specific procedure to follow when an employee retires or leaves the company. Every employee needs to inform in written at least two weeks prior to resign so that management can arrange alternatives and start the exit procedure. Within those two weeks, employees can roll back decision or may stay on it to leave the company (Klotz and Zimmerman, 2015). HR department follows the following steps to complete the request of resignation:
Legal documents are prepared with the authorized signature of HR managers and company owner to finalize the exit procedure. Feedback is taken from employees to know the reason of resignation and any further improvement that is expected from company. So that further changes can be made toward the satisfaction of employees.
Legal and regulatory framework is designed to manage the employees and company behaviour under several conditions. Chicken master follows a legal procedure to employ a candidate. Addition to it, another legal procedure is also followed to ensure the right existing of an employee. These procedures help to avoid any future contradiction between employee, company and rules. Chicken master’s human resources are managed and arranged by human resource management department. Proper exit procedure is followed by HR department in cessation of an employee. However, this has negative impact on company’s brand value but may help to overcome temporary economic conditions (Kassinis and Stavrou, 2013). Also termination of unproductive workers helps company to plan new ways to build brand value.
Although, company follows all the legal rules and regulatory in the cessation of an employee but modification in global HR management has a great impact on existing structure. As Sainsbury, defines a set of rules to clarify the criteria of termination in documents when a candidate joins the team. Also organization needs to provide strong reason to dismiss an employee from work because it cannot use the discriminations of age, sex and religion to fire an employee. Thus, the impact of governmental rules can be easy predicted on an organization (Kruppe.et.al.2013). Some time, company with minor business uses the pre-existing agreement under the regulation of ICE to give importance to legislative criteria to emphasis on business target rather than to puzzle with rules.
This report concluded about distinction between human resource management and personnel management. It has analyzed impact of legal and regulatory frame work on Hr planning. The study has also identified effective recruitment and selective selection process of Sainsbury. The company is select candidate by follow fair selection process and no discrimination with candidates. The research also defines importance of HR planning for Sainsbury organisation in order to gain competitive advantage. The company is followed guidelines which are designed by regulatory authorities. The company is recruiting candidates in order to fulfil demand of human resource. They are choosing interview methods for ease of applicants. The report indentify that company is implementing financial rewarding method to motivate their employees. The report elaborates exit procedure of Chicken master in work environment.
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