Recruitment, Selection and Retention on J Sainsbury Plc. Essay Example

a Sainsburys Customer Service Department Manager includes responsibilities such as providing leadership and instructions to colleagues, ensuring employees are in the right place at the right time and performing the right tasks, and addressing customer needs. Potential candidates should possess impressive planning skills, a strong customer focus, and the ability to lead a large team. (Sainsbury plc 2009b) Advertising the Job description is the next step in recruiting new employees.

Internal advertisement is a method used by companies to announce job vacancies to their existing employees, which can include promotions. Sainsburys typically uses internal advertising to select supervisors and internal staff transactions. They post advertisements on the company's notice board or make announcements at meetings across stores in the region. This approach makes it easier for the company to select suitable candidates as existing employees have more knowledge and cost less for the company.

External recruitment is a method used by companies to attract skilled applicants from outside the organization. Sainsburys typically uses external advertising in newspapers, magazines, and media platforms to attract managerial level employees. They also post advertisements for store roles on the notice board at their local stores to target external candidates. Another option for external recruitment is to utilize employment agencies, where companies can provide the agency with job descriptions and have vacancies introduced to individuals seeking employment.

Sainsburys promotes its business and attracts students to join the company by attending universities' career fairs. It offers various graduate schemes in fields such as Finance, Information Technology, Retail, and more. The company provides attractive benefits to potential employees. Additionally, Sainsburys advertises career opportunities on its website, which includes comprehensive information about the

company and available job vacancies.

Selection is crucial for a business's future success in operations. Any mistakes made in hiring employees will result in costs for companies, including decreased productivity, expenses for training, and missed opportunities with more suitable candidates. The selection process becomes increasingly complex and thorough as one moves up the organizational ladder. When choosing an Administration Assistant at Sainsburys, the company typically prioritizes a candidate's attitude, communication skills, and ability to work well with others.

Sainsburys' approach to selecting managerial level employees, like the Department Manager in customer service, emphasizes the applicant's personality and experience. The human resource department will evaluate applicants based on their alignment with Sainsburys' values. Those deemed suitable will be requested to provide references as further support for their applications, while unsuitable candidates will not proceed. Suitable contenders will undergo interviews and selection techniques to determine their compatibility with the company's values.

To be considered for a job at Sainsburys, applicants need to have teamwork and presentation skills. The company assesses candidates' leadership abilities, collaboration skills, and problem-solving aptitude. Suitable individuals are compared, and the most qualified ones will receive an official offer. Throughout the recruitment process, Sainsburys follows laws such as the Employment Protection Act (1978), Sex Discrimination Act (1975), Race Relations Act (1976), Equal Pay Act (1970), Disability Discrimination Act (1995), and other relevant Acts.

If the chosen employee's salary is below others in the same position or below what was promised by the Employment Protection Act, they have the option to reject the job and file a lawsuit against Sainsburys. Additionally, if a candidate is turned down based on their race instead of qualifications,

it would negatively impact the company. Retaining employees and deterring them from seeking other job opportunities has become a major challenge for businesses nowadays, especially when dealing with highly sought-after employees.

The company faces financial losses and risks when employees leave, as they have to spend money on training new hires and there is a possibility that departing employees may share valuable information with competitors. However, Sainsburys has successfully reduced the number of non-management colleagues leaving since implementing a retention program in 2004. The annual rate of employee departures decreased to 10,500 according to the Sainsburys Corporate Responsibility Report 2007. This achievement can be attributed to various strategies employed by the company, including promoting itself as "A great place to work" and improving the working environment.

Sainsburys' efforts are visible through their reduction in incidents from 14.2% in 2004/2005 to slightly over 3% in 2006/07. This improvement demonstrates the company's commitment to enhancing the workplace. Moreover, they allocate ?800 from supermarket colleague councils for engagement initiatives such as enhancing the restaurant area by providing new TVs, DVD players, and comfortable sofas for employee relaxation during break time.

Furthermore, stores organize enjoyable events for staff members to participate in together and try new experiences.

Sainsburys offers flexible contract working hours to their employees, particularly for those with disabilities and those who have children. This allows employees to explore their full potential. They also have a leadership development program called "Making Sainsburys Great Again" which is a one-day program for line managers. This program is followed by additional learning and development activities to support personal growth. Additionally, employees have the opportunity to diversify their job roles within the store

based on their willingness to learn and potential.

Talkback serves as the communication channel for employee feedback while the Colleague Engagement index measures the level of colleague engagement within the company. Enhancements to the working environment and implemented schemes are expected to encourage employees to remain with the business and motivate them to increase their contributions to Sainsburys. Overall, this assignment highlighted the significance of human resource management in achieving organizational goals.

One of the key aspects in HRM is the selection of suitable candidates to perform necessary tasks and the retention of employees, illustrated through the example of Sainsburys. The job description and advertisement necessitate clear information about company vacancies and appropriate promotion channels. The provision of detailed and well-promoted job vacancies will attract a greater number of applicants. Selection involves assessing candidates' abilities and personalities through various procedures.