Human Resource Management and Performance Analysis

This assignment is a comprehensive review of the human resource management (HRM) literature, focusing on its relationship with organizational performance. It presents an analysis of several studies and research papers that explore the impact of HRM practices on employees' attitudes and behaviors, as well as the role of strategic HRM in achieving business goals. The assignment also discusses the importance of developing a capacity for organizational resilience through HRM. It provides a synthesis of existing knowledge in the field, highlighting key findings and implications for HRM practice.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of human resource management........................................................1
P2 Merits and demerits of recruitment & selection process.......................................................2
TASK 2............................................................................................................................................4
P3 Benefits of human resource management practices for both employer & employee............4
P4. Effectiveness of HRM practices in order to increase profit and productivity......................5
TASK 3............................................................................................................................................6
P5 Significance of employee relations and its influence on decision making process...............6
P6. Key elements of employment legislation and their impact on HRM decision making........7
TASK4.............................................................................................................................................8
P7. HRM practices in work related context................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES ...............................................................................................................................1

INTRODUCTION
Human Resource Management is related to managing manpower in an organisation so
that targets can be fulfilled and goals can be successfully achieve. It consist of various functions
such as recruitment, selection, compensation, employee relation, training & development,
performance appraisal, health and safety of workers, maintaining positive workplace
environment etc. All these functions are performed by human resource manager. Main aim of
HRM is to manage workforce by forecasting firm's needs. In the present assignment, chosen
organisation is Waitrose which is a British supermarket food retail chain (Albrech ,2011) .
Headquarters of company are located in Bracknell, Berkshire, UK. The report covers various
functions and purposes of HRM as well as merits & demerits of different recruitment
approaches. It also covers benefits that human resource management practices provides to
employer & employee and its effectiveness regarding productivity or profits. Apart from this,
significance of good employee relation and key components of employment legislation are
included in this project.
TASK 1
P1 Purpose and functions of human resource management
Human resource management is a process in which organisations manage its manpower
and their activities in order to attain their objectives. Mainly, the department is concerned with
recruitment & selection process in which best suitable candidate is hire by manager of firm. They
are responsible for anticipating needs of manpower and fulfilling them as per an organisation's
requirements. Managers explicate appropriate training programmes according to employee's
needs so that their competencies and skills can be improved. One of the main purpose of HRM is
to administer healthy, safe & positive workplace to manpower. This will develop a sense of
satisfaction among employees and ultimately leads the firm towards high productivity and
performance.
In Waitrose, human resource manager conduct various activities at workplace in order to
boost up morale of workforce. Training programme is also designed & provided to employees
for increasing their skills and capabilities. It will assist them in discharging their duties well as
their motivation level is increase and they are encourage to work in better way (Bloom and Van
Reenen , 2011). Managers also emphasise on managing healthy relations between employer and
workforce. This will reduce miscommunication & conflicts at workplace as well as a positive
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surrounding is maintain. It also develops coordination and cooperation among employees and
they all work with same interest towards attaining a common goal.
Human resource management functions:
Their are various functions of Human resource management which assists Waitrose in
increasing their performance and attaining objectives. Some of these are as follows:
Recruitment and Selection: It is a main function of HR department through which
skilled candidates are recruit in firm for performing various roles and responsibilities. For this
purpose, managers anticipate human resource needs of company and determine gap between
existing employees and required one. After that, a specific criteria is set related to particular job
post & applications are invited. This enables the interested candidate to apply for vacant position.
Large number of applicants are applied and managers select suitable individual that best meets
criteria of job and hire them. In selection process, skills and capabilities of a person is identified
and based on that, individual is hired.
Training and Development: It refers to a process in which an appropriate training
programme is designed and administered to employees according to their skill requirements.
Training and development is a crucial process for every firm as it assists in increasing potential
of workers. Waitrose provide effective learning sessions to their manpower so that they can get
knowledge about their work and are enable to perform their duties well. It helps in increasing
productivity as well as profitability of company.
Maintain healthy work surroundings: Human resource management plays a vital part in
maintaining healthy work surroundings at workplace. It facilitates in increasing motivation
among workers and promotes coordination at workplace. The manager of Waitrose emphasise on
maintaining positive work environment as well as healthy employee relation. It assists them in
creating a sense of belongingness among workforce and they work for accomplishment of
objectives of firm.
P2 Merits and demerits of recruitment & selection process
Recruitment is a process in which applications are invited by firm for filling vacant job
position and selection is related to hiring of candidate with appropriate experience,
competencies, skills & knowledge which best meets selection criteria. Employees are important
part of every business enterprise (Blume and et. al. ,2010). They contribute largely in growth and
sustainability of company. There are two sources of recruitment, that is, internal source &
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external source through which an organisation recruits their manpower. Waitrose use both the
processes for hiring suitable candidates in firm. Selection of employees is done on the basis of
skills and knowledge of an individual. There are many merits and demerits associated with both
the processes of recruitment. Some of these are mentioned below:
Internal process of recruitment:
In this, recruitment of an individual is done internally. No candidate will select from
outsiders. In this process, an opportunity is provided to existing employees for filling vacant job
position. Promotion, demotion, transfer etc. are the ways through which firms performs this
process. For this, a notice regarding vacant job position is circulated by management of company
and applications are invited. Interested individuals apply for the post and mangers select best
candidates among them on the basis of their working, knowledge, abilities etc. Individuals with
good capabilities and skills require to meet the criteria of job is hire for that vacant position.
Strengths
 It is a cheaper as well as easiest process of recruitment as it consumes less cost and time.
In this, firms are not required to search out candidates from outside.
 This process motivates existing employees and encourage them to work hard. From internal recruitment, employees get more loyal towards firm as they feel satisfied
with their job as they gets opportunity for growth.
Weaknesses
 Major weakness of internal recruitment process is that fresh blood can not enter into an
organisation.
 Lack of innovation is also a huge weakness of this process as operations of company are
performed by employees who have similar skills.
External recruitment process
In this recruitment approach, all the candidates are recruit externally. An advertisement is
developed by manager with all the details required for job position. A criteria is set for each
vacant job. Only that individual is selected who match all the requirements of job. External
recruitment provides an opportunity to individuals who have capability and need of job. Waitrose
conduct external recruitment to select skilled and knowledgable candidates within firm so that
objectives can be attained and performance can be improved.
Strengths
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 Firms have the opportunity to select best candidate from large talent pool. Entry of fresh talent brings creativity and innovation which assists the firm to stay
competitive in market.
Weaknesses
 Process of external recruitment is expensive as it incurs high cost and takes more time in
recruiting a candidate.
 Existing manpower feels demotivated from external process as new candidates are enter
and they feel themselves less as them.
TASK 2
P3 Benefits of human resource management practices for both employer & employee
There are various benefits to both employer and workforce from human resource
management practices. Operations of company are carried out effectively by application of these
practices. The firm, Waitrose follow some practices that helps them in performing their
operations effectively and are beneficial for them (Boxall and Purcell ,2011). Some benefits to
employer & employee are defined below:
Benefits to employer:
Facilitates management in taking decisions: HRM practices helps managers in making
right decisions. By the assistance of these, administrators enables to design effective policies
regarding workforce. These decisions provides benefits to both. Success of firm relay on those
decisions which are taken by managers.
Creates positive environment: HRM practices brings ethical working within business
enterprise. These assist in developing coordination among workforce and enables them to work
with each other in group. A positive work environment is created by this and performance of
firm as well as its employees is increase.
Benefits to employee
Improves performance: Human resource management practices improves employee's
performance. Training & development helps them in developing their skills to perform their job
duty. It enables them in performing their duties in better manner and attaining their personal as
well as professional goals.
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Fulfil manpower needs: HR practices fulfil several needs of workers like appropriate
wages for work, training and development, good work surroundings, health and safety and many
other. These practices assists in fulfilment of needs of employees.
P4. Effectiveness of HRM practices in order to increase profit and productivity
HR is a major individual of a firm which play an important role to determine such
candidate which have potential to do and perform right things. They have a regular interaction
with each and every employee of a company so that their needs and demands could be evaluated
in an appropriate and suitable frame. In this aspect, HR need to effective and efficient with loyal
towards working and operations. With appropriate management of HR, chances of raising
profitability and productivity of business become possible (Chuang and Liao ,2010). With
fulfilment of needs and wants of each and every individual, management become able to
motivate them properly. Motivation of an individual support in raising productivity level of a
firm which facilitate appropriate outcome and generation of more and more profit. Thus,
effectiveness of appropriate HRM practices which used to perform by Waitrose need to evaluate
properly so that appropriate and suitable gain lead to access.
Guaranteeing the practices are actualized will prepare association will a spurred and
adaptable workforce which will directly affect the efficiency and gainfulness of business
activities. All operations need to perform in better and suitable manner so that target get
accomplish in better suited manner. Following are the define and some major aspects which
reflect that appropriate Human resource management practices contribute in enhancement of
overall profit and productivity of a company: Training and development: One of a major aspect which further contribute in overall
increase of productivity is training and development. HR manager need to evaluate an
individual properly with vacant job position and deliver them suitable training so that
their skills lead to get grown up more properly. This section facilitate business to grow
and manage their working as well. Thus, Waitrose management need to determine every
individual properly and deliver suitable training to them which support in increase of
profit and productivity.
 Conflict management: Another task which used to perform by manager of HR is to
resolve and work on issues and conflicts which taking place among the various
employees as well as with employer. This section support to resolve conflicts which
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might be work as a barrier in growth. Waitrose HR manager need to take monthly
feedback from their employees so that number of issues among them could be minimise
and reduce for deriving appropriate outcome.
TASK 3
P5 Significance of employee relations and its influence on decision making process
Employees are the one that play a significant role in success of a business entity. Without
there support and knowledge a corporation cannot achieve its set goals and cannot satisfy their
needs. For their commitment, it comes under the responsibility of employer to develop and
maintain good relations with them. In a workplace where employer and employees enjoy a
strong relationship then workers become more productive, become more loyal and create less
conflicts at workplace. For reach its set goals, it is very essential for manager of Waitrose to
maintain good relation with them (Datta and et. al. ,2010). This is a factor that largely affect
decision making process of entity. For example, in case of good relations, employees provide
their support to entity to execute large project, carry out complex business operations and many
more. In case of lack of good employee relations, workers create conflicts at workplace which
decrease productivity of entity. Following are the main factors that should be consider by
employer of Waitrose to develop good relations with staff members:
 There should be effective communication channels at workplace so workers can
communicate with employer and can discuss the problem they face during their job.
 Managers require to treat all staff members in a friendly manner as this help in strong the
relationship.
 Discrimination should be removed from workplace. Every individual working in
organisation should given a equal chance and opportunity to achieve growth.
 Participation of staff members should be encouraged in decision making process. Due to
this workers feel that enterprise value them and they contribute more in success of
business.
 Whenever, manager introduce a change or variation at workplace then proper feedback
must be collected from employees.
 Hard working and individuals who carry out their job roles in an effective manner should
get an appreciation. This not only encourage them to perform well but also reduce their
turnover.
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 Proper training and development programme should be conduct for employees so they
can enhance their knowledge and develop the skills required to perform their jobs in an
effective manner.
 Job rotation should also take place in proper manner so employees can enhance heir
knowledge.
With all these manager and employer of Waitrose can maintain a good relation with
individuals working in firm and can get their support in take business decision and execute
commercial activities.
P6. Key elements of employment legislation and their impact on HRM decision making
Employee relation need to be maintained in order to carry out all the working procedures
in effective manner which also help in accomplishing objectives properly. Further, company
need to focus on the elements and factors which affect the relation among workers. Waitrose is
the largest chain of supermarket comprises of large number of employees performing different
task on daily basis but in order to maintain coordination and cooperation communication
between superior and its subordinate must be effective. HR managers require to establish such
policies and strategies in their working environment that ensure the adherence of legal legislation
which ensure the protection of employees.
Their are different types of laws that need to be complied are described below:- Anti-discrimination Act:- This law state that no employee can be discriminated on the
basis of caste, creed, colour and gender inequality because it create conflicts and disputes
among them. Therefore if any employee feel any type of discrimination at workplace then
he or she has right to sue against company in order to protect their interest. This Act is
applicable on all company who employ more than 15 employees. Minimum wages Act:- According to this act every employee must get the minimum
wages for their work. HR manager must ensure that whatever the legal policies made by
government in relation to wages must be enforced in their corporate culture also.
 Age discrimination:- This act states that no worker can be fire from organisation if he or
she reached the age of 40 years. All the legal legislation of act apply on all the companies
who employee more than 20 employees in their business operations (Guest ,2011).
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TASK4
P7. HRM practices in work related context
Their are different application used in HRM practices in order to achieve the target of
company in stated time period. Basic practices which were applied by Waitrose are stated
below:-
Job specification:- It is an legal official document that contain all the information related to task
and duties that must be performed by individual in their job profile. Further it require set of
qualities that must be present in individual (Huselid and Becker, 2011). Apart from it appropriate
procedure must be their in which exam has been conducted for performing the task.
JOB SPECIFICATION
Organisation: Waitrose Limited
Job title: Assistant Human resource manager
Qualification:- MBA or PGDM in human resource
Essential Criteria:
 Adequate knowledge of management skill and theories
 Ensuring coordination and cooperation among team member
 Able to handle all the complex situation in good manner
Desirable Criteria:
 Require 3.5 years of experience
 Good personality and physique
Job description:- It is an document that give all the data related to job profile and further
provides the description related to role and responsibilities performed by individual at the time of
performing job.
JOB DESCRIPTION
Organisation:- Waitrose
Department: Assistant Human resource division
Job Title:- Assistant Human resource manager
Job location: London
Job summary
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Company is looking for such able individual who posses all the quality of HR and know all the
management theories in order to effectively communicate with employees.
Role:-
Compliance of rules and regulations
Maintaining ethical practices and harmony
Organising training and development programmes
Therefore, Waitrose has to follow the above procedures in order to select best employee for
organisation. Apart from it there is a need to conduct interview in which certain questions has
been asked related general knowledge. Here is the format of CV
CURRICULUM VITAE
Curriculum Vitae
Name:- Kristin Steward
Address:- 28rd street, West-side lane, London
Phone No:- 6589745625
Profile summary:-
Require an MBA professional specialise in HR having an experience of 3.5 years in order to
become the part of organisation.
Specialisation:
 Recruitment and training procedures
 Proper management in case of conflicts and disputes
Educational Qualification:-
 B.COM
 MBA
Declaration:
I hereby declare that all the information provided is true and best in my knowledge.
Date:
Place:
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CONCLUSION
From the given project report, it can be concluded that HR department is known as one of
the significant department of every business enterprise. This is the one that hire individuals to fill
vacancy at workplace and perform various jobs. Various practices of HRM provide benefits to
those employees and employer working in entity. It is very important for employer of Waitrose
to develop good relation with individuals working in enterprise as this help organisation in take
better decision. Further every legislation cover under employment legislation should be consider
by manager while formulate policies as this help in fulfil the requirement of employees and
reduce their turnover.
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REFRENCES
Books and Journals
Albrech, S .L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Blume, B.D and et. al. ,2010. Transfer of training: A meta-analytic review. Journal of
management. 36(4). pp.1065-1105.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chuang, C .H. and Liao, H .U .I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Datta, D. K and et. al. ,2010. Causes and effects of employee downsizing: A review and
synthesis. Journal of Management. 36(1). pp.281-348.
Guest, D .E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B .E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kehoe, R. R. and Wright, P .M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kraaijenbrink, J., Spender, J .C. and Groen, A .J., 2010. The resource-based view: a review and
assessment of its critiques. Journal of management. 36(1). pp.349-372.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M .L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
McCauley, S., 2012. Introduction. In The Dilemma of Boundaries (pp. 117-121). Springer,
Tokyo.
Ployhart, R .E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D .W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Vörösmarty, C .J. And et. al. ,2010. Global threats to human water security and river
biodiversity. Nature. 467(7315). p.555.
Wright, P. M. and McMahan, G .C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Yean, T .F. and Yahya, K .K., 2013. The influence of human resource management practices and
career strategy on career satisfaction of insurance agents. International Journal of
Business and Society. 14(2). p.193.
Online:-
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