My aim is to produce an analytical report on how Sainsbury manages resources. Im going to show the importance of the human resources management to the business

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Introduction

My aim is to produce an analytical report on how Sainsbury manages resources. I’m going to show the importance of the human resources management to the business, providing a comprehensive overview of all four of the following functions and focussing in depth on one of the functions:  

  • Human resources planning
  • Recruitment and selection
  • Training and development
  • Performance management

Sainsbury’s Supermarket Ltd is part of J Sainsbury plc, one of the country’s leading retailers. J Sainsbury operates three separate store chains and a bank in the United Kingdom and a Supermarket chain in the USA.  

With over 450 stores nation-wide last year sales of over £18.4 billion were generated. Sainsbury’s Supermarkets Ltd, parts of J Sainsbury’s group plc are one of the UK’s largest retail organisations. Sainsbury is a very popular supermarket, but what many people don’t realise is that the group also includes Sainsbury’s Bank, Home base and International Holdings, spanning locations across North America and Egypt.

Human resources planning used to be called manpower planning. It has been defined as: ‘the activity of management which is aimed at coordinating the requirements for and the availability of different types of employee.’

The reasons for human resources planning.

Human resources planning is used to encourage employers to develop clear links between their business plans and their HR plans. Also to control staff costs and the numbers of people employed effectively. To make it more easier for them to work our where they most value their organisation and to create an Equal Opportunities policy.

The human resources function involves the management of people. The human resources function exists in all organisations, either as one of the roles of a general manager in a small firm or as a different department in a large company like Sainsbury’s. The key areas of this function area:

Training and development

To allow new employees at Sainsbury to settle in quickly; to help employees develop and contribute more to the work of the organisation.  Training is also to help the employees reach the standards of their customers needs e.g.:

Customer Service Assistant:

Within this role employees will be ensuring that the customers at Sainsbury’s should receive a great service. Employees will be fully trained as a cashier, but may be also required to help customers with the selection of goods and packaging. Good communication skills and willingness to help others are amongst the skills required for this role.  

 

Appraisal 

Appraisal interviews are used to review an individual’s performance in a job and to plan for the future. This is ideal for new Managers or as a refresher for existing Managers who would benefit from a greater understanding of the appraisal process. It is also appropriate for support staffs that have employees reporting to them.

Appraisal at Sainsbury is to encourage employees to achieve their potential; to support employees in their attempts to achieve personal goals. This system is designed to improve the performance of the workers at Sainsbury so Sainsbury could have a strong and good quality workforce.

Recruitment and Selection


Sainsbury has to ensure that organisational objectives are met; bring in new ideas; to appoint suitably qualified and skilled employees.  Recruitment and selection is to control the inflow and outflow of the business e.g. hiring and firing.

Dismissal

The HRM department at Sainsbury has to under stand the procedures involved in lawfully dismissing an employee. The procedures will be a verbal warning, written warning and a final warning. . The employee has to sign a contract of an agreement that he or she cannot be dismissed unfairly. This is to protect both employer and employee at Sainsbury. All employers must issue a statement of written particulars to new employees within eight weeks of employment and ensure all existing employees have written particulars of employment.

E2   EXTERNEL INFLUENCES

Sainsbury Local Employment Trends  

This gives a general idea of the availability of labour and helps the business to know whether it will be difficult to recruit.

The latest quarterly data from the Labour Force Survey estimates that 148,000 Birmingham residents are in employment, made up of 84,000 males and 64,000 females. Sainsbury have to change their recruitment policies in order to attract more female employees within the business.

Economic Activity rates are one of the key indicators for anyone interested in labour market statistics. Statistics from the Labour Force Survey (LFS) provide the most up to date economic activity rates. The table below highlights the fact that Birmingham has a higher rate of resident workforce participation than Wales but is slightly below the UK average.

 

The table below compares the economic activity rate for total persons by age group for Birmingham, Wales and Great Britain for the Quarter December 2000 to February 2001. Wales has a significantly lower participation rate for those aged 50 to retirement age. Sainsbury’s wants to change the percentage of retirement within Birmingham .to recruit over 50’s Sainsbury have to offer more employment incentives as the number unemployed is decreasing.

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Workforce Employment Statistics 

The Office for National Statistics has replaced the Annual Employment Survey with the Annual Business Inquiry. The ABI for 2000 estimated a total of 168,100 employees working in Birmingham.

Sainsbury employ 200 – 250 employees a day. Employment changes have dramatically influenced the growth within the online grocery providers, over the past three years; the number of employees has increased significantly.

The table and chart below compares the industrial structure of Birmingham, Wales and Great Britain by broad industrial group as recorded in the Annual Business Inquiry for December 2000.

 

Unemployment rate ...

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