Human Resource Management & Development

Abstract3

Introduction4

Company Background5

Business Strategy and Strategic Context5

SWOT Analysis5

PESTEL Analysis6

Current People Management Approaches and Practices7

HRM to Strategic HRD10

SHRD and Organisational Objectives12

Recommendations13

Implications of Recommended HRD Strategies16

Abstract

Since, business world has moved its perspective of viewing competitiveness from product differentiation to human resource. The aim of this paper is to examine the personnel management approach followed by Sainsbury Plc, and to highlight the gap which necessitates the company to adopt SHRD.



Human Resource Management & Development

Introduction

Nowadays, business environment is rapidly changing, and it is hard to attain competitive edge over rival firms, especially for service organisations. The success of service organisation is based on customer satisfaction. In order to achieve this goal, organisations need to change level of responsiveness to attain organisational effectiveness for business sustainability and remain competitive to market conditions. As a result, service organisations shifted their focus from product differentiation to people (employee) management as they understand that satisfied employees can keep customers satisfied, which ultimately results in business long-term sustainability.

Effective people management becomes essential for businesses, particularly for service organisations. This is because; organisations should be adaptive to the changing business environment for their prosperity and survival. Also, because business environment is rapidly changing and encounter fierce competition due to global competition and economy, which increasingly demanded high standards of service, and competitive workforce to meet the market demands. Thus, organisations need effective approaches and strategies of people management to attract, motivate and retain talented employees within the workforce, who can meet the demand of marketplace and offer competitive edge to the organisation. For the purpose of this study, Sainsbury's case study has been selected to gain better understanding on strategies of people management. This paper examines the current practices and approaches of Sainsbury as regards to people management, and then offers appropriate recommendations.

Company Background

Sainsbury Plc is the second largest chain of supermarkets in the United Kingdom and was founded in 1869. Presently, Sainsbury has more than 1,106 convenience stores and supermarkets, and employed approximately 157,000 employees. The company is committed to meet the needs and demands of customers, and puts customers at the centre of all they do; thus, make huge investments in channels, people and stores to offer best shopping experience to all.

Sainsbury Plc has five core values, which frames how they do business and operates, as well as guide all employees to do their daily job or in taking key business decisions. These values include best quality of food, sourcing with integrity (offer best price and ensure convenience), respect for the environment (go green), positive difference to the society (corporate social responsibility programs), and offer excellent work environment (Mayrhofer, Reichel & Sparrow, 2012).

Business Strategy and Strategic Context

Sainsbury Plc. has a clear and long-term business strategy, which is to become the most trusted retailer, for both customers and employees. The focus of business strategy is on operational excellence and on business values to achieve organisational goals.

SWOT Analysis

In order to examine the strategic context of Sainsbury ...