AN ASSIGNMENT on

Human Resources Management

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Contents
Introduction................................................................................................................ 3
Task 01....................................................................................................................... 3
1.1 Explain the benefits of different HRM practices for both the employer and
employee within Sainsburys...................................................................................... 3
1.2 Evaluate the effectiveness of different HR practices in terms of raising organizational profit and
productivity with example from Sainsburys........................................................................5
Task 02......................................................................................................................... 6
2.1 Analyze the importance of employee relations in respect to influencing HRM decision making in
Sainsburys................................................................................................................. 6
2.2 Identify the key elements of employment legislation and the impact it has upon HRM decision
making in Sainsbury's.................................................................................................... 8
Task 03......................................................................................................................... 9
3.1 Prepare a job description and person specification for a team leader in Sainsburys, taking into
account legislation and company policies............................................................................9

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Introduction

Human resource management is a function used in most of the organizations to improve the
potentiality of the employee for the achievement of the strategic goals and objectives. In past
times interactive or personnel management used to control the employee which was considered
as a general theory for controlling the employees. HRM has brought revolutionary changes with
new procedures in gaining organizational goals with employee satisfaction. While the personnel
management is absent, HRM has a lot to do for attaining strategic goals. HRM is a vital part of
an organizations nowadays which provides more effective control of the people as well as
improve their performance.

Task 01

1.1 Explain the benefits of different HRM practices for

both the employer and employee within Sainsburys

Human resource management is used by both the employers and employees in Sainsburys to
control the activities and improve the organizational performance. Typical activities involved in
HRM of Sainsburys are hiring, training, paying, employee benefits administration and also
firing (Meyer et al., 2000). Without the coordination of both the employers and employees with
HRM employees may be dissatisfied while the employers may have trouble in controlling them.

Retaining qualified employees

Sainsburys provides easy access and flexibility in employees benefits. So their employers can
have the qualified staffs for the organization. By this they manage the risk and easing the
organizations burdens.
Encouraging Positive Behavior
Sainsburys provides a positive working environment and favorable benefits for their employees
through the HRM practices, motivating them to be more productive. The opposite side of the

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culture may lead the employees to complete dissatisfaction. But Sainsburys maintains the
company culture and conform to employment standards and laws (Edgar et al., 2005).
Developing Employees
HRM practices satisfy Sainsburys employees and encourage them to add values to a company's
intellectual property. Its competitive advantage is increased by their employees knowledge and
skills. Sainsburys make the HRM as their one of the effective capital for helping employees to
improve. The organization provides some facilities like as education and training to use and
share knowledge.
Improving performance management system
Sainsburys HRM helps to motivate the employees to increase their productivity as well as
overall performance. It also helps to maintain the alignment between the employers and the
employees. Their performance management systems help them to recognize and reward the best
employees.
Developing good relations
Maintaining good relationship with the employees help the employers to track their progress. It
also helps to assess the performance and takes the actions necessary for controlling them. The
HRM also drafts the business and marketing plan for the company.
Building a Flexible Workplace
Sainsburys HRM practices reflect changes the locations in the workplace. Current workers of
the organization may expect different conditions than those were in past. Todays workers are
more diverse and so there skills. So its now easy to maintain more flexibility (Christensen et al.,
2008). Because of retaining policy of Sainsburys, they provide flexible workplace including
flexible design of work environment, work assignment, composition of work teams, work
location, accountability method and types of communication. In such type of workplace,
employees can customize aspects of their job to suit their lifestyle.
Motivating Workers
Managers of the organization must try to maximize employee performance. So the employers try
to recruit or promote managers who can manage workers effectively and efficiently. Sainsburys
managers provides HRM practices to help employees increase the thinking of being unique in
their position and positively helping the organization. Because employees working under
positive managers tend to feel more motivated as a result the productivity will be increased
automatically as they start to think that they are the indispensable part of the company.
So Sainsburys HRM practices is beneficial for both the employer and employee within the
company.

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1.2 Evaluate the effectiveness of different HR practices in terms of raising
organizational profit and productivity with example from Sainsburys

HRM has been effective for Sainsburys in terms of raising organizational profit and
productivity. Since the implementation of HRM in the company, it has achieved huge profit and
productivity by the following perspective:

Innovative and high performing employees

The companies HRM promotes innovative environment and motivate their employees for better
facilities and of course all of these initiatives help the company to increase the productivity as
well as the profit (Delaney et al., 1996).
Effective direction setting and execution
Leaders and managers play an important role in setting the direction, purpose, priorities, goals,
and roles of the workforce. HRM helps Sainsburys to recruit the appropriate managers for the
right place. They lead the company to the superior place with profit and productivity.
Team and individual goals with effective communication
Sainsburys HRM helps to set and attain both the individual and the team goal as also to achieve
them. As the communication mode has been changed a lot over the last periods, the HRM
provides the employees with effective mode of communication.
Effective rewards drive performance
When monetary rewards are tied directly to performance and with each particular goals,
employees reinforce them with the tasks more seriously. Thats what happened to Sainsburys
after implementing the HRM to the companies controlling process.

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Sharing and collaboration
Productivity and profitability of Sainsburys improves magically when others from the outside
the company freely collaborate and willingly share the best ideas and collaboration tools. It is
HRM which helps the company to develop formal methods to increase the way of the
collaboration and sharing process.
Non-monetary factors to improve employees
Sainsburys managers, leaders, and team workers provide nonmonetary factors that increase
employee excitement, energy, motivation, and loyalty (Terpstra et al., 1993). These factors
include praise, recognition, exposure, challenge, feedback, and learning opportunities. It is the
companys HR that ensure managers know how to effectively utilize these nonmonetary factors.

Updating employees skills to maintain productivity

As todays world is full of competition. So in order to cope with the global competition
Sainsburys has created a massive pace of change which means that current skill sets must be
continually updated. It is the companys managers job to identify employees with less optimal
skills.
So it can be clearly understood that different practices of HRM plays important role in raising
Sainsburys profit and productivity over the competitors.

Task 02

2.1 Analyze the importance of employee relations in respect to influencing HRM

decision making in Sainsburys

Every person at Sainsburys share a particular relationship with his/her fellow workers. They
have to do it because they are human not machine which can start working by pressing particular
switch. They need to talk and discuss with others in the perspective of decision making. An
interactive workplace can motivate the employees which cant be measured in monetary values
(Roehling et al., 1998). It is essential that people are comfortable with each other and work
together as a single unit towards a common goal. So some of the importance of employee
relations are like as the followings:

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Work is easy if it is shared among all workers
In Sainsburys the healthy relations among the workers eases the work load on any particular
person and in turn increases the chances of productivity. As it is impossible for one to do
everything on his own, works must be divided among the members of the team to accomplish the
desired tasks within the assigned time. If the workers have a good relations with their team
members, they will have the ability to assist them to make the task easy.

Discouraging conflict among workers

Good relations among the workers at Sainsburys reduces the chance of conflict and fight among
the workers. They trust each other in assisting in the performance to fulfill the goals and
objectives. They consider their fellow workers as their colleagues not as the competitors to their
places. As a result productivity increases which helps the HRM to take better decision for the
company.
Loyalty of the employee
Pleasant and interactive work environment in the Sainsburys helps to create the loyal
employees. They feel motivated to perform the tasks assigned to them by the company more
willingly. They provide with more efforts which leads to greater productivity and return to the
company (Tzafrir et al., 2004). Moreover the rate of employee turnover is very few in the
company which helps to reduce the cost of recruiting new employees very soon.
Ensuring equality by communicating effectively

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Effective communication system in Sainsburys helps to ensure the employees that there are no
discrimination across the company in any perspective. As a result they feel more motivated to
perform their tasks to attain their desired goals set by companys management. Proper
communication system helps the companys HRM to take the proper decision in time.
So good employee relations help Sainsburys HRM in the perspective of decision making.

2.2 Identify the key elements of employment legislation and the impact it has upon
HRM decision making in Sainsbury's

Like other reputed companies, Sainsburys is also maintaining the employment legislation while
recruiting the new employees as well as for the running employees in the company that has some
critical impact on the HRM decision making for the company. So the major elements of
employment legislation are the followings
Defining positions
At the time of the recruitment process, the company has to define the employees their positions
in the company. It also describes what will be their rights and responsibilities in the company in
respect to HRM decision making.
Proper compensation
The company must define their compensation for the employees at the time of recruitment. It
must ensure their employees about their minimum wages and length of their work hours (Morgan
et al., 2003). After the proper agreement on everything, the company identifies and select their
desired employees.
Ensuring equality
The company must ensure the equality in every perspective while appointing the employees.
There will be equality in wages, sex, working hours, health facilities and also in other
perspectives. If there are any discrimination in any criteria the employees can ask for legislative
help to fulfill their demand. HRM of the company can influence the employees positively if they
can ensure equality in all perspective.

Time of work
Employees should be aware of their time to the company which means the daily or weekly
working hours to perform the tasks. They may perform the overtime duties but they have to get
the proper compensation for the overtime. The company should allow them the proper leave and
leave on any particular occasion (Leana et al., 1999). This time distribution to the company helps
the HRM to take better decisions.

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So these legal actions must be ensured by Sainsburys while recruiting the employees as they
have contributed to the company which has the positive impact on HRM decision making for the
success of the company.

Task 03

3.1 Prepare a job description and person specification for a team leader in
Sainsburys, taking into account legislation and company policies.

Job description for a team leader in Sainsburys may be like as the following
Job Title: Team Leader (Clark et al., 1992).
Job purpose: Manages and leads a team of employees in Sainsburys. Communicating the
companys goals, objectives, policies and practices and proceed to the team. Motivating the
members of the team to improve the performance. Helping the companys HRM to hire, train and
improve the employees to keep the team updated to performance. Linking between the
management and team members in assessing the performance.
Job Duties:
Helping the managers and be the manager while the manager is absent.
Keep the detailed records of management tasks (Belbin, 2012).
Help management hiring and training the new employees.
Communicate with management and team members.
Identify strategies to promote team member for achieving goals.
Conduct team meetings for obtaining the overall performance.
Supply quality customer services.
Generates and shares the performance report to answer the questions of the
team members.
Solve the problems of the fellowmen.

Skills and Qualifications:

Previous experience on team leadership.
Complete knowledge about companys products and legislation
policies.
Skills on motivation.
Good leadership skill.
Strong written and oral communication skills.
Skill to build strong relationship with employees.

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 Self-motivating.
Attractive personality.

Person specification for a team leader in Sainsburys may be like as the following
Knowledge of
An understanding on the companies principles and practices
including HRM and legislative perspective.
An insight to work within the group (Kurz et al., 2002).
An understanding in the companies current and desired level of
performance.

Experience
Experience of working with people of relative group.
Experience on hiring and training people.
Experience on managing companies HR polices.
Academic requirements
A recognized and relevant qualification on this type of perspective
with bright academic qualification.
Degree on training and managing employees will be preferable.

So these are the key elements should be included in job description and person specification for a
team leader in Sainsburys taking into account legislation and company policies.

Conclusion:
In this report many aspects of human resource management have been discussed in to
consideration which have shown the effectiveness of HRM in raising companys productivity
and profit, impact of the HRM in companys decision making, impact of good employment
relations in decision making with examples. In addition to employees right and responsibilities or
the legislation power of the workers in the company has been described in a detail in this report.
After evaluating everything it is clear that human resource management in Sainsburys helps the
company to influence the employees and takes the better decisions to achieve strategic goals.

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References

Meyer, J.P. and Smith, C.A. (2000). HRM practices and organizational commitment: Test of a
mediation model. Canadian Journal of Administrative Sciences, 17(4), p.319.

Edgar, F. and Geare, A. (2005). HRM practice and employee attitudes: different measures-
different results. Personnel review, 34(5), pp.534-549.
Christensen Hughes, J. and Rog, E. (2008). Talent management: A strategy for improving
employee recruitment, retention and engagement within hospitality organizations. International
Journal of Contemporary Hospitality Management, 20(7), pp.743-757.

Delaney, J.T. and Huselid, M.A. (1996). The impact of human resource management practices on
perceptions of organizational performance. Academy of Management journal, 39(4), pp.949-969.

Terpstra, D.E. and Rozell, E.J. (1993). The relationship of staffing practices to organizational
level measures of performance. Personnel psychology, 46(1), pp.27-48.

Roehling, M., Cavanaugh, M.A., Moynihan, L. and Boswell, W.R. (1998). The nature of the new
employment relationship (s): A content analysis of the practitioner and academic literatures.

Tzafrir, S.S., Baruch, Y. and Dolan, S.L. (2004). The consequences of emerging HRM practices
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Morgan, D. and Zeffane, R. (2003). Employee involvement, organizational change and trust in
management. International journal of human resource management, 14(1), pp.55-75.

Leana, C.R. and Van Buren, H.J. (1999). Organizational social capital and employment practices.
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Clark, K.B. and Wheelwright, S.C. (1992). Organizing and leading" heavyweight" development
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Belbin, R.M. (2012). Team roles at work. Routledge.

Kurz, R. and Bartram, D. (2002). Competency and individual performance: Modelling the world
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