This HRM report discusses recruitment and selection strategies, talent management approaches, and HR systems and procedures. It focuses on Morrison's Plc, a British supermarket chain.
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EXECUTIVE SUMMARY Human resource management is an essential process of managing business function and manpower of company so that business can operate in efficient manner. It is an effective accountability of HR division to administrate business by using appropriate strategies and practices of HRM. By using efficient tools and methods o recruitment and selection, the firm can hire skilled and talented employees that make their effective contribution in running the business of company. This document is supported to Morrison’s Plc which is British Fourth supermarket chainandoperatesitsbusinessglobally.Thedocumentwilldiscussinformationabout recruitment and selection strategies and process to hire skilled workers. More over effective HRM practices and talent management approaches will explain to retain talented workers. 1
Contents EXECUTIVE SUMMARY.............................................................................................................1 INTRODUCTION...........................................................................................................................2 COMPANY OVERVIEW...............................................................................................................3 LITERATURE REVIEW................................................................................................................4 The processes of recruitment and selection strategies.................................................................4 Responsibilities of employee and employer in context of employee development.....................6 Human resource system and procedures......................................................................................7 DISCUSSION AND ANALYSIS...................................................................................................7 Evaluation of the effectiveness of recruitment and selection strategies......................................7 An analysis of how the business manages the development of its employees............................8 Critical analysis of other HR systems and procedures................................................................9 CONCLSUION..............................................................................................................................10 REFERENCES..............................................................................................................................10 2
INTRODUCTION Human resource management is the form utilised to define formal systems devised for the administration of individual within a company. The accountability of a human resource manager fall into three major areas: staffing, employee compensation & benefits and defining work. Human resource management is an activity and process of managing manpower and resources of organisation. HRM is a management function concerned with recruiting, encouraging and maintaining employees in a company (Ringle and et. al., 2020). Human resource management deals with complexities associated to workers like hiring, training, development, compensation, motivation, communication and management. The motive of this document is to get information about human resource management department, it duties and responsibilities in term of hiring and assortment process to select skilled individual for effective running of business. Along with the purpose of it to offer detailed information about HRM function of a company and its human resource and business operations administration. This document is supported to Morrison’s supermarket plc which is fourth large supermarket chain of UK. This venture was established in 1899 and operated its business internationally in number of nations with the help of its several outlets and stores etc. This written report will discuss information about process of recruitment and selection strategies, accountabilities of employee and the employer and human resource systems and procedure. Moreover, it will explain about effectiveness of selection strategies and analysis of how the business manages the development of its workers. Along with this, a detailed critical analysis of HR systems and procedures will also describe. COMPANY OVERVIEW Morrison Supermarkets plc is the fourth largest chain of supermarkets in the UK. It was incorporated in 1899 by William Morrison and is headquartered in Bradford, England. The company operated its business globally with the help of its more than 500 stores and offer products such as food and drink, clothing, books, magazines, CDs and DVDs. There are 110,000 people are employed by this firm and they make their contribution in effective running of venture (Gut, Arevshatian and Beauregard, 2018). It opened its first supermarket “Victoria” in 1961 at Bradford converting a 5000sf ft cinema hall. In 1967, it became a public limited organisation, in1967, its share provide was oversubscribed 174 times with 80,000 subscribers applying for it. The revenue of the business firm£7,735million, operating income is£465 million and net income is£244 million. Its Morrison’s branded beef, lamb, pork, chicken, and 3
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milk and sourced in the UK. It also provides online delivery in partnership with Ocado and Amazon and sells commodities wholesale under the Safeway brand to convenience store operator MsColls. LITERATURE REVIEW The processes of recruitment and selection strategies Recruitment and selection is an activity and process of hiring and assorting skilled and well qualified individual who are able to perform the duties of a specific job position and making effective contribution in running the business of firm so that it can make growth and success (Alvehus, 2018). As per the viewof L. Nicole, (2020), recruitingadministratorsshould concentrate on hiring process aimed at getting attention the right applicants for the job. There is several recruitment and selection strategies that can be adopt by the management of Morrison’s. Some of them as under: Campus recruitment- It is an effective and crucial strategy and method of recruitment and by adopting it, the respective company hire young and dynamic talents which show strong enthusiasm in their work. With the help of this option the firm can recruit skilled candidates through sponsor college festivals and other cultural activities, offer internship programs and organise workshops and seminars etc. Be flexible- It is an important strategy of recruitment and retention as employees look for organisations where work pressure does not influence their personal life.By considering this strategy in recruitment the venture can hire a large base of knowledgeable applicants. Social media recruitment- In Morrison, the human resource management team should be active enough on social media to get attention the best talent. This strategy also plays an effectiveroleinsearchingpotentialapplicantsandencouragesthemtoapplytotheir establishment. Outsourcing- It is an effective selection strategy that human resource departments might accept for executives, temporary workers or for posts requiring a particular skill set (Budhwar and Mellahi, 2018). The most ordinary strategy is to select search ventures conduct assessments, check references perform initial interviews and screen the large application pools. Compensation selection strategy- It is a conjunctive selection strategy which is to utilise a compensatory selection plan of action. In Morison, this method manages all assessment tools to 4
candidates at the same time. With in it, a candidate is less likely to be eliminated based on the outcomes of a single assessment tool and comparisons can be devised between the composite outcomes of all candidates. AccordingtoDaniel,(2020),duringthetimeofhiringandrecruitingindividual, organisationlikeMorisonconsideraneffectiverecruitmentandselectionprocess.The explanation of this process is as below: Step1:Recruitmentplanning-Itisthefirstphaseintherecruitmentactivity (Sivapragasam and Raya, 2018). Planning considers reducing job vacancies and collecting data about the nature of these jobs, outlining two particular activities, the number and kind of applicant to be associated. Step 2: Quality of candidates- Several companies plan to get attention a large number of applicants, much larger than they will actually hire. Scheduling the total time that the recruitment activity will take place dictates the needed number of applicants to be called so that all job positions can be filled with qualified professionals. Step 3:Vacancy disclosure means- The way the organisation should reveal posts is instantly associated to the kind of professional it gets to preserve, so it is essential to measure which individual want to be informed about job accessibility. The kind of professional depends on the tasks and accountabilities involved and the qualifications and experience accepted. These details require being accessible in the job explanation and job specification. As per view of Redman B. (2020), Selection is the activity of selecting individuals with the needed qualification who are constituent to fill vacancies accessible in the firm. The description of this process in reference to Morison as under: Step 1:Preliminary Interview- It is the first phase, in which evaluations and selection of pre-selectedapplicants’curriculumareapprovedoutsothatinappropriateapplicantsare eradicated. Step 2:Applying selection tests- It is second phase in which a job interview organised that consists a conversation among job seeker and the representative of the firm. In this stage, different kind of selection test are conducted by venture choose a skilled person. Step 3:Job interview- This phase of selection process is nothing more than a formal and detailed conversation required measuring the adoptability of the applicant (Hair and et. al., 2019). The job interview can be one to one, sequential and panel interview. 5
Step 4:Candidate reference- In this phase, the employers of HR division ask for names, address and contact or reference umber with the purpose of verifying information and perhaps obtaining additional data about a candidate (Ramon, 2019). Step 5:Selection decision- In this step, after acquiring information through previous steps, the selection decision regarding skilled and capable candidates are taken who have passed the test, interviews and benchmarks. Step 6:Physical examinations- Certain job need unusual strength, capability and tolerance of harsh working situations. For this, the administration of firm organise physical fitness test. Step 7:Job offer- The job offer is carried out by means of a letter of commitment. In this phase, the management offer job by determining the applicants who are passed all test regarding a specific job position. Step 8:Employment contract- After the completion of job offer and candidate adopt the offer, certain documents must be submitted by the candidates and the manager. The employment contract refers to a form of confirmation of recruitment so there is a demand to prepare an employment contract. Step 9:Completing the selection process- The assortment activity does not end with contract execution. There is another phase, one more difficult to offer response to unasserted applicants. Responsibilities of employee and employer in context of employee development Talent management is a strategy relating to business that assists the HR manager to recruit, hire and retain the best talent in the company. As per view of Dr. Sullivan J., (2011), talent management is a broad and contentiously defined discipline, so new approaches and tool are constantly emerging. There are several approaches and tools of talent management that can be used and implement by the management of Morison to administrate and retain skilled and well knowledgeable employees of firms. Some of them are defined as under: Work flexibility- It is an effective tool and technique of talent management which help in hiring and retaining skill workforce. In this approach the employer of respective organisation are accountable to provide flexibility in working options to maintain work life balance in employees (Dundon and Rafferty, 2018). By offering work from home, work according shift, part time work and many more. It is crucial for employees because when employees are able to come to office 6
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then they can select any option as per them and do their work in effective manner. It also assists in retaining workforce and make development in term of maintain their loyalty. Leverage non-monetary motivation- It is another effective method and approach of talent management which is also crucial to maintain and retain skilled workers with the firm like Morison. Under it, the employer is accountable to offer non-financial benefits to employees such as extra leaves, food vouchers, holiday packages, training and many more (Promee, 2019). This crucial as when they get extra leaves and holiday packages then they can spend their time with family and training will help in enhancing their knowledge. Human resource system and procedures Human resource systems and procedures are those tools and techniques that are used to manage, control and retain workforce of an organisation like Morison. As per view of Courtnell J. (2019), there are several HR systems and tools that are adopt by Human resource department of respective company, some of them are defined as under: Training and development- It is an effective activity and technique that is used and implement by management of company. Within it, the venture provide training and learning sessions to employees so that they can make development and enlargement in their skills and abilities and perform their assigned work in well defined manner. Managing equal opportunity- It is another system of human resource with in which, the HR division provide equal option and chances to employees to make development. Under it, all worker of company are treated in equal manner and provide similar option of growth and development without making any kind of favouritisms so that they can show their loyalty and retain with the firm till long term. Employee health and safety- It is an effective system of Human resource which is crucial for employees (Iqbal, 2018). With the assistance of this system the administration of firm can offer healthy and safe workplace so that employees can perform their duties and responsibilities in effective manner. DISCUSSION AND ANALYSIS Evaluation of the effectiveness of recruitment and selection strategies Assessing recruitment and selection effectiveness is very complex as different companies have several evaluation techniques. The effectiveness could be determined through viewing 7
proceduraljustice,clarity,gendermatters,therolelinemanagement,humanresources competencies level and impact of both company and nation politics. In Morison, the recruitment and selection strategies are effective to hire and assort skilled employees. In hiring and selection, the HR division use different strategies like campus recruitment, social media recruitment, interview process, ability test and many more to select a well skilled, talented and knowledgeable person (Boxall, 2018). It also helps in making improvement in organisation productivity and performance in particular business sector when employees make their appropriate contribution in term of performing their assigned work and task. The administration of respective form can also consider employment law for effective running of business some of them as below: Employment act 2008:According this act, the company have to follow legitimate laws that are stated in this section, so that all the work is executed under the act that leads to effective and better execution of the firm at targeted market places. The employee is recruited on the terms and condition which are mentioned in this section. Equality law, 2010:As per this law, employees of the firm are get equal treatment at workplace so that equality is applied in all the level of company and female and male employees are get equal growth options to show their abilities in working environment. In context of Morison Company, they have this law at their work place. Health and safety law, 1974: It is another effective law which is considered by the administration of respective firm to provide proper safety and security in working environment. In Morison, the management provide healthy and friendly workplace as well as medical facilities, life, health and disability insurance, sick leaves and many more. An analysis of how the business manages the development of its employees Intermofmanagingemployeedevelopment,theyusedifferenthumanresource management best practices and talent management approaches. Under these HRM practice employees plays an effective role and responsibility and the explanation of some practices and approaches are as under in reference to Morison: Training and development- Within this HRM practice and talent management approach, the management of Morison organise training and development sessions so that they can make development and gain information about thing and technology (Ringle and et. al., 2020). It is beneficial for their personal and professional development. Within this employer are also 8
responsibletoanalysethatworkersareappropriatelygetinformationandenhancetheir knowledge so that they can make effective contribution in growth of business. Performance management- It is another effective human resource management activity and approach of talent management. It help in administrating business employees by determining their execution so that if they are performing well then they are rewarded and if they are not do well then the employer can provide training through training and development sessions (Gut, Arevshatian and Beauregard, 2018). In this approach employer are responsible to monitor employees’ performance so that in the situation of ineffective execution, they are trained on time and business performance does not affect. Reward system- It is an important practice and approach, within which employees development are administrated by remunerating them as per their execution. Under it, seniors are accountable to measure the perforce of workers so that there are not be any kind of favouritism and workforce are rewarded fairly. This approach is also crucial to manage and retain workers because when they are remunerated they feel motivated and perform their work in better and effective way. Flexible working option- In Morrison, the management of this company can also adopt this approach and HRM practice to manage business and employees development as it help in retain and administrate workforce of the company in effective manner. Within this employer are accountable to provide information about different flexible working option like work from home, work according shift and part time work so that they can manage absenteeism rate within firm. It is beneficial to employees because with the help of it workers can make balance in their working life and spend time with their family. Critical analysis of other HR systems and procedures Human resource management systems and procedures refer to those tools and techniques that are used to administrate business function and human resource so that business activity and operations of an organisation are operating in effective manner. In Morison, the management o company consider several systems and practices such as training and development, managing equalopportunityandemployeehealthandsafetyetc.Withthehelpoftrainingand development, the firm can make development in employee’s skills and knowledge which help in enhancing organisational performance (Alvehus, 2018). If the administration will not offer these kindsofprogrammesthenpeoplewillnotenlargetheirknowledgeand notmaketheir 9
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contribution in company’s growth. Along with this, by offering equal growth options and safe and secure work place, this help in retaining employees as if the firm will not provide these facilities then the turnover rate can be increased that can affect establishment performance. CONCLSUION This has been summarised from the above mentioned information that human resource management is an effective activity of managing and controlling employees. With the assistance of effective recruitment and assortment strategies and processes, the firm can hire and select skilled manpower that make their appropriate contribution in growth and development o establishment. By using different HR systems, practices and talent management approaches the organisation can make development in its employees and retain them till long term. Training & development, reward system, performance appraisal and flexible working option are some human resource management activities and approaches that are beneficial to manage business of firm in effective manner. 10
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8 Recruitment Strategies to Attract the Best Talent. 2020. [Online]. Available Through: < https://www.talentlyft.com/en/blog/article/211/8-recruitment-strategies-to-attract-the-best- talent>. Dr.SullivanJ.,2011.TalentManagementApproaches.[Online].AvailableThrough:< https://www.ere.net/advanced-talent-management-approaches-that-you-have-never-heard-of- part-1-of-2/>. Courtnell J. 2019.HR Practices. [Online]. Available Through: <https://www.process.st/hr-best- practices/>. What are the main health and safety laws in the UK?. 2020. [Online]. Available Through: < https://vinciworks.com/blog/what-are-the-main-health-and-safety-laws-in-the-uk/>. 12