Human resource is one of the integral parts of the organizational body and this part plays a significant role in the operations and functionalities executed within the business corporation (Beardwell and Thompson, 2014). Human resource management is the core operation which is required to be essentially performed and that to with effectiveness. The human resource within a business corporation has been considered as very much liable in influencing the trade and business of the company. Moreover, the sustainable and effective HRM is very much significant for expanding and developing the trade and business on global basis. The concept of HRM is a broader term and involves varied range of operations which are very much significant for each and every business corporation. Human resource is the core ingredients for every operational activity at every level of the business corporation and the same should be essentially executed.
The below executed report has been made focused on the core operations performed for managing and maintaining skilled and potential human resource with the organizational structure (Therith 2009). The operations of managing the human resource if executed effectively are the main factors in advancing the performance of the firm and which enables the entity to grow and attain the determined goals and targets. The HRM involves the various operations such as motivation, recruitment, employment, staffing, selection, performance management, compensation, incentives and performance appraisal (Din et al., 2014). Moreover, it has been also observed that the human resource management plays a crucial role of the backbone of the organization. The below executed analysis has been made summarized on the management operations of human resource of Sainsbury which has been ranked as the second largest name in the super markets in UK. The presented essay has been made focused on the human resource management of the company.
Human resource has been observed to the most integral factor for any of the business entity and same is in the case of Sainsbury (Brown et al., 2009). Developing a better working environment for improved performance and high level of productivity should be the main concern for the business corporation. The human resource management is one of the crucial task for Sainsbury and the business entity will have to make adoption of varied range of approaches and models. For instance strategic human resource management (SHRM) has been considered as one of the example of a proactive approach which can be adopted by the business entity for performing the activities of the human resource management (Armstrong and Taylor, 2014). This approach can be implemented for identifying better support for the workforce in order to provide a hike to the performance or the functionalities executed in accordance with Human resource management. One of the basic role and responsibility of the Human resource manager is managing the operations from recruitment to retirement of the workforce. There are two types of operations which are Managerial and Operational and which are to be performed by the human resource manager (Veloso, Tzafrir and Enosh, 2015). The managerial operations involve Planning, Organizing, Staffing, Budgeting, monitoring, coordinating, controlling, and Implementing, whereas the operational functionalities comprise of the process such as Planning, Recruitment, Selection, Training and induction to the candidates, Performance Appraisal, incentives, welfare to employee’s. The role has envisioned for making identification of the potential capabilities on workforce and for focusing on the performance they serve and contribute towards the growth and development of the business entity. The significance of the performance management system is to offer more better and effective experts. These experts or the candidates will enable the entity to bring an increase in the product market competition, and will also provide the opportunities to share and develop the firm’s vision (Ahmad, Zaman and Shah, 2015). One of the main criteria of the policies and practices of Human Resource Management is meeting the strategies and set targets so as to adapt and cope-up with the integrated competitive environment and also with the immediate business situations which are met in an organization. The approach of integrated strategic management is a three dimensional approach and which has been considered very much significant to be applied. Tis approach demonstrates the relationship between the concept of Human resources management policies and practices with the strategic management (Rees and Smith, 2017). The concept of strategic human resource management can also be termed as expressing and executing the human resources practices and policies for bringing growth and development within the competencies and behaviors of the workforce in the company which needs to attain its strategic attainments. On the basis of this approach it has also been observed that the employees are required to have the skills, knowledge and dedication to run the operations and functionalities which are concerned to the strategic plan. Strategic human resource plan comprise of a detailed framework and set of guidelines which describes the skills and knowledge required to be possessed by the workforce and also the process of recruitment, monitoring, selection and training the new individuals (Al Ariss, Cascio & Paauwe, 2014). It has been observed that the human resource managers are being found to be involved in the associating with their top seniors the operations such as planning and executing the plans and strategies of the business corporation. The human resources managers should express and share their divisional plans so as to concentrate and focus more on competitiveness and operational advancements (Armstrong & Taylor, 2014). Apart from the above mentioned approach which has been adopted by Sainsbury for human resource management and development the business entity has been continuously taking some regular initiatives for bringing developments in the human resource. The business entity is very focused towards a feeling of equality and provide everyone right and equal opportunity in order to bring developments in the skills and capabilities which will bring enhancement and advancement in the performance level and productivity and thus bringing an improvement in their overall job operations. The business corporation offers the workforce with a Performance Development analysis (Barney, Ketchen Jr & Wright, 2011). This analysis is executed for discussing the career development plans and implementation of the same with the concerned superior authorities. This analysis also involves measuring the progress or improvements and also the training requirements after a regular interval. For evaluating the training and development sessions and the implementation of the strategies and the pans for the future, the business corporation has developed a career development committee for each of the business areas (Boxall & Purcell, 2011). The business firm makes use of a varied range of training approaches and models such as workshops, mentoring, qualification, self-development books and videos. Moreover, the business corporation can also make use of the assessment approach which is one of the integral mechanisms for bringing development in the human resource. This assessment approach is envisioned to aid users in identifying and addressing issues which are related to the HRM systems (Budhwar & Debrah, 2013). It enables the promotion of the collection and analysis of data which has been collected after defining the key HRM challenges. This approach also provides information about the development of effective policy, strategies, mechanisms, and procedures interferences which are utilized for responding these challenges. The approach also aids in generating and creating the evidence base needed for the determination of the most reliable and appropriate solutions and interferences for addressing HRM challenges and that to in an integrated, systematic and holistic way (Buller & McEvoy, 2012). Moreover, the approach also aids in supporting the access to and use of the HRH Action Framework which is a means of assessing and analyzing the issues and problems of HRM in a complete way.
Maintaining equality and diversity has been considered as one of the crucial task in the concept of human resource management (Petty 2016). Diversity plays a crucial role in the growth and development of any of the business entity. The concept is of very much significance whether it is a small or a large firm. The main aim of equality and diversity is to ensure that everyone in the organization has access to the same opportunities and chances are available and also a fair treatment is offered to the entire workforce (Caldwell et al., 2011). It is very much obvious that each and every workforce within an organization deserves equal opportunities and should be free from the discrimination, harassment and bullying. The entire workforce should be offered an equal treatment and should also be served with the same set of opportunities regardless of their age, sexuality, caste, religion, gender, disability, culture or anything else which can be discriminated against. The business corporations should make implementation of some rules and legislations in the workplace so as to ensure that an comprehensive working environment is always nurtured, and that any sought of ‘difference’ or discrimination should never prove to be a barrier in the career progression and development or indeed finding a job (Fairlie, 2011). The governing authority has introduced a varied range of discrimination acts and legislations which are required to be adopted and imposed within the organizational structure for ensuring that the companies are following to the set standards. Having a diverse workforce means that the business organizations have a pool of vide range of ideas sources, skill sand energies for the business operations and make them attain a competitive edge in the business environment. There is a much wider pool of potential individuals which can be made available for the business corporations which hold diversity (Huselid & Becker, 2011). This diversity and the skilled workforce will reap the benefits in the form of an increased or broadening the market, advancement in the productivity and a raised profile and goodwill within the society. The further is the analysis of the approaches which has been adopted by Sainsbury for managing equality and diversity in the business organization (Inyang, Awa & Enuoh, 2011). The dependency of organization growth and competitiveness is tilted on the ability of holding diversity and also accessing its benefits. When the business corporation is making an active implementation of the approaches and plans of diversity a varied range of benefits are reported. The following are the benefits reaped by Sainsbury after adoption of the policies and approaches of equality and diversity. Employment of the diversity in the workforce from various regions, different backgrounds has brought the corporation with a individual aptitude and new ideas. These ideas are very much flexible while making adoption to fluctuate marketing trends and customer demands (Thompson, 2011). A varied range of collection of talented workforce and experiences in the terms of languages, cultural understanding etc. will enable the business entity in delivering quality of service to customers on global grounds. Provision of a larger pool of ideas and understandings will be executed from the diverse workforce which is feeling happy in expressing the varying points of opinion. The ideas can be picked from this pool for making the attainment of the strategies and the requirements of the customers in a more successful manner (Werner & DeSimone, 2011). On the basis of the research it has been observed that in the duration of 2004/05, Sainsbury’s introduced a diversity management website for guiding the audience developing and managing the faith and belief of the employees and the service users and customers and also disability management and guidance on local commodity recruitment was offered from this website. The website was designed and planned to aid the entire workforce within the business corporation in attaining and spreading more awareness of needs of the other people. The business corporation is very much concerned about the equality and diversity policy as the entity offers and delivers written guidance to senior authorities on equal opportunities and recruitment of disabled colleagues during the training sessions. Moreover, the business organization also started using ‘Disability Confident’ in the duration of 2004-05 which has been considered as is a new medium of learning and getting aware to the benefit which will be served to the employees in the stores and supermarkets for moving disability and also this awareness makes them more confident while dealing with the issues due to disability (Wright & McMahan, 2011). The business entity also has a set of fair treatment and complaint procedure through which the individuals within the organization can report against any kind of discrimination or harassment. The business entity has targeted for bringing development plans for the older workers. The plans introduced comprised of the retirement plan and pension protection mechanism and also full payment will be received if any of the employees is recruited until their 65th birthday. The organization has made some off the amendments after adoption of the approaches of the equality and diversity such as in application form the age criteria has been removed and its requested for monitoring purposely only. This amendment of mixed age workforce has resulted in the improved and enhanced level of customer satisfaction which also reflects the profile of the customer. The diversity and equality policies and practices forms an integral part of the business plan of Sainsbury. All diversity and equality are predicted to ‘add value’ for advancing and improving both customer services and sales. Another example is the flexibility in covering holidays has also been improved as there sis variance in the religious festivals which are spread out across the year. And for supporting this approach a calendar of religious festivals has been designed and displayed in supermarkets and stores.
There is a huge requirement of data, information, and useful insights for managing in the increasingly complex, volatile, uncertain and ambiguous environments (cmp.smu 2017). Well-managed diversity within a business corporation can create a conducive environment that branches the performance of organization as this concept is concerned with bringing together people who think differently and have a pool of varied range of ideas and thoughts. An exposure to the business organizations to a very challenging environment has been provided by the 21st Century, where the intensity of competition is raised and asymmetrical–a singularity described by the trendy managerial acronym ‘VUCA’, which stands for ‘volatility, uncertainty, complexity and ambiguity’ (Theundercoverrecruiter 2017). The business entity gets served with a varied range of benefits due to the implementation of policies and practices concerning to equality and diversity. The business organizations today are worked from bunches who need to discover answers to inventive and novel business issues, which are getting progressively confounded. Effective associations are those that perceive the significance of uniting bunches from various foundations, thoughts and identities. An investigation directed by Professor Joe Distefano of the International Institute of Management Development (IMD) found that, if oversaw successfully; different gatherings outflank gatherings of homogeneous high performing people as far as critical thinking. It has been additionally presented by him that the specialists who tend to share a typical arrangement of intellectual ‘instruments’ give an astounding however uneven perspective of an issue. Interestingly, despite the fact that an assorted gathering may have less ‘apparatuses’ by and large than the individual specialists, they compensate for this by giving alternate points of view and encounters, accordingly improving the probability of an all-encompassing arrangement being come to. On the basis of the research conducted by Scott Keller and Collin Price, creators of “Past Performance, stated that: How Great Organizations Build Ultimate Competitive Advantage” share the key strides in executing an effective decent variety program. The business corporation should start with clearing the targets to be driven by the whole senior administration group to get full interest from the more extensive association. Second, the association must build up a reality base by understanding the present circumstance as far as insights and outlooks. Third, commendable firms make focused on activities which reverberate with assorted gatherings, by making separated activities went for picking up their investment. Lastly, characterize the administration show, lastly, fabricate incorporation. By making adaption of the mentioned approaches Sainsbury will be able to attain a position of sustainable competitive advantage in the business environment.
Conclusion:
After summing up the above presented analysis it has been concluded that the human resource is one of the vital and most expensive resource of the business organization. Hence the management of this resource has been considered as one of the crucial task for business organization. The above presented essay has been made focused on the human resource management of the Sainsbury which is one of the leading brand name in the super markets. The essay comprise of the approaches which has been adopted by the business organization for managing and bringing developments in the working conditions of the human resource of the business organization. Further, a description of the policies and the practices adopted by the business corporation for managing equality and diversity is done and also the benefits attained after adoption of the policies is also presented. Moreover, the essay also describes the attainment of the competitive advantage by making use of the approaches of equality and diversity within the working environment and the organizational structure.
References:
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