Human Resource Management: Functions, Recruitment, Selection, and Employee Relations

This document provides an overview of human resource management (HRM) in the context of Morrisons, a leading UK retailer. It covers the functions of HRM, recruitment and selection processes, the effectiveness of key elements of HRM, and the importance of employee relations in HRM decision making. The document also includes a job specification and interview schedule for a marketing executive position.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PURPOSE AND SCOPE OF HUMAN RESOURCE MANAGEMENT.......................................3
Functions of HRM.......................................................................................................................3
Approaches to recruitment and selection.....................................................................................4
EFFECTIVENESS OF KEY ELEMENTS OF HRM.....................................................................4
Benefits of HRM practices..........................................................................................................4
Contribution of HRM for raising organisational profit and productivity....................................5
INTERNAL AND EXTERNAL FACTORS EFFECTING HRM DECISION MAKING.............6
Importance of employee relation in regard to HRM...................................................................6
Key elements of employee legislation on HRM decision making..............................................6
HUMAN RESOURCES PRACTICES IN WORK CONTEXT.....................................................7
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management in every organisation looks after the tactical part of the
organisation. The management in every company it seem to be more into looking after the things
that include workforce management as well as the productivity of the companies which is said to
be one of the finest task to accomplish (Michael, 2019). The report deals with the human
resources management and its prominence in every industry as well as organisations. The
organisation that is opted in this regard is Morrisons. The Morrisons retailer is regarded as one of
the fourth largest retailers of the United Kingdom. The human resources management of
Morrisons company is involved in dealing with things that are related to its employees as well as
the upliftment of the organisation. Everything is dealt with a prior information with regards to
each other.
PURPOSE AND SCOPE OF HUMAN RESOURCE MANAGEMENT
Functions of HRM
Every human resources management in organisation who looks after two major test that are the
major crucial factors of every organisational work. The Morrisons companies HRM looks after
the two major types of recruitment and selection. Their prominence is said to be most
predominant in the organisation.
Recruitment: recruitment is said to me that process which involves hiring for new individual
that process the skills and requirements that are as essential part of the organisation. This is said
to be one of the strategic and forth a potential movement that is being accomplished by the
human resources management team of every organisation and that with regards to Morrisons.
The HRM in the organisation will take up activities that are involved in producing
advertisements as well as the newspaper articles for the fresh vacancies that are being designed
by the management. Upon these advertisements and promotional activities for the required staff
there will be surplus amount of employees that can be interviewed upon the basis of job role.
Selection: the right next part of recruitment is the selection program which will involve testing
of all the activities that are essential for the organisation (Delery and Roumpi, 2017). The human
resources management soon after getting employees by the job advertisements that are being
displayed on various platforms will then specifically filter the resumes as well as that certificate
parts such that they can schedule an interview with the officials to test their knowledge. This

seems to be the second step which will further pave its way into the proper steps until the person
is hired for the role that is being depicted.
Approaches to recruitment and selection
Recruitment within the company morrisons although it is a straight process that will inherit the
challenges as well as the filtration of employees that will appear for the interview process at their
team to be different advantages as well as disadvantages with the prior weaknesses and strengths
that are associated with. not all people in the organisation are well versed with the interview
process. It is a big challenge for the human resources management team to find specific
candidates for recruitment process such that the applicants will find it easier and a bit
professional for them to be interviewed.
Weakness: The weaknesses of this practice in this regard will rely upon the number of
applicants who are not reliable for the position that has been depicted through advertisements. It
seems to be a major task to accomplish by filtering the resumes that were gathered who are not
suitable for the role and since they have applied it is mandatory to filter them for the best from
the lot. It will consume a lot more time to decide upon the things from the badly designed
resumes that were obtained through the portals. Sometimes the weakness in this regards lies in
the improper functioning of websites where the server will not co-operate with the human
resources management in order to cope up with the interviews and selection as soon as possible.
Strengths: The strength of this process is to be a little cost-effective where the company will not
be able to maintain any resources that is financially stipulated for this program. The
advertisements as well as the mandatory decisions will be taken online which will not consume
more finances and therefore the organisation can be free of cost. This can also act as a fuel
towards the public filtration for the post that is being offered. Recruitment and selection process
in the company Morrisons is being filled up by the usage of Technology which is said to be one
of the major strength of the human resources management. With the technology advancement the
management is taking decisions and are conducting the filtration process all at once. This seems
to be a time-consuming one.
EFFECTIVENESS OF KEY ELEMENTS OF HRM
Benefits of HRM practices
There seems to be different benefits that are associated with the human resources practices in the
organisation Morrisons. The benefits that in regard to the employer and employee are as follows:

Human resources management is incorporated and providing the benefits of both employees and
employers. There seems to be a cost effective measures that are being implemented by the
human resources management which is said to be more of the responsible measures that are to be
inherited by the human resources management. The HRM of the company Morrisons is more
into examining the performance as well as the behaviour of its employees. Often the company
will notice the performance of the employees and employers and therefore it will design the year
award giving process which is added has a motivational measure in order to fuel up the speed of
the employees working method (Pak and et.al, 2019). This seems to be functioning in more
predominant process where the departments of objectives are met with in no time. There seems
to be a security that is adopted by the human resources management through the rewarding
process such that its employees will not feel the pressure of work and therefore they can also
implement new innovations that are required for the organisation in order to reach its objectives
and goals. This seem to be a structure oriented one with the additional skills that are required for
the employees are being supplied by the human resources management upon the process of
training.
Contribution of HRM for raising organisational profit and productivity
Human resources management in every company is said to be very productive and profitable.
There seems to be an increase in the profit rate with the help of measures that are being derived
by the human resources management. There seems to be an innovative atmosphere and an
environment that will be helpful by the organisation to motivate its employees. In this method
the human resources management and the leaders play a major role upon directing the needs of
the employees as well as improving the efficiency of the company. The human resources
practices will involve things that will include recruitment where people with the best skill will be
employed and therefore the implementation and innovation processes can facilitate the efficiency
of the organisation (Charnley and et.al, 2017). There is a process of effective reward honouring
that well make the staff more creative and this will only be done by the human resources
management that will have to be one of the effective practice and rising organisational
productivity. When the employees are being rewarded for the work they are doing then even
when there is a stipulated amount of heavy work that can be a letter to the employees they will
do it without negotiations. Therefore in this regard the productivity will also be improved and the
employees can also be satisfied (Kianto, 2017). Awarding can make employees more towards

straightening the company norms. Therefore the management can in return pave way for setting
goals that will determine the growth prospect.
INTERNAL AND EXTERNAL FACTORS EFFECTING HRM DECISION
MAKING
Importance of employee relation in regard to HRM
When work is said to be one of the major part and constituent of an organisation the employee
relations will also play a major role in providing the productivity which will be high in all the
manner. There seems to be an employee satisfaction that is gained through employee relations.
By establishing strong employee relations the problems that exist between the workforce can
easily be sorted between them without bringing those to the management. In order to promote
such an atmosphere the human resources management will have to motivate the employees with
regard to culture of the organisation. The Morrisons employees usually practice a good employee
relationship which is more effective and is contributed to the well-being of the company (Kim
and et.al, 2019). Today the organisation is said to be the one among the top retailers of the
United Kingdom which is because of the performance of employees without negotiation that in
return added towards the productivity of the company. This seems to contribute towards the
continues improvement of the organisations every now and then which will recognize the impact
the is caused by maintaining a good healthy atmosphere. There is a pace that is maintained by the
employees and that is being seen in almost all the factors of the supermarket.
Key elements of employee legislation on HRM decision making
Employment legislations are said to be playing a crucial role in the organisation. It is
commanded by the legislation that every employee will have to be offered with the same
treatment in the organisation. Whatever be the decisions and terms of the decision-making in the
organisation that will not impact the employee performance and that is being practiced by the
HRM (Brewster, 2017). The different government acts that are in regard to employees as well as
protection of their norms are as follows:
Employee relations act 2004: This particular act promotes the equality between the different
workforce of the organisation. Irrespective of the age and gender or whatever their status is there
seem to be the same amount of treatment and the relations that is to be followed in the
organisation.

Health and safety at work act 1974: This act will ensure that the organisation will contribute
towards the Welfare of the person that is working in the organisation. This act often emphasis
upon safeguarding the risk factors and will help the employees to remain healthy (Tang and et.al,
2018).
National minimum wage act 1998: This act will emphasize upon the prospects of resources that
are stipulated to the Employees. It is said that this at will strive for the minimum wages that are
to be offered to the employees at the stipulated time of giving them their pay.
Data Protection Act 1998: According to this act the employee data that is being registered in the
company will have to be safeguarded by the organisation and any discrepancy in safeguarding
their data will lead to prior discrimination of the organisation (Troth and Guest, 2020). Therefore
holding this act the employee can utilise safeguarding their information.
HUMAN RESOURCES PRACTICES IN WORK CONTEXT
Job specification:
Job Title:
Marketing executive
Department:
Marketing
Description:
Marketing executive will be responsible for the performance of all the marketing activities.
Solely responsible to sale the product of the company online and offline. It will be a target
based job.
Educational qualification:
Graduation in any stream.
Specialization in marketing.
Digital marketing certification course is mandatory requirement.
Fresher and experienced both may apply.
Work based skills:
Should have detailed knowledge about the area of retail marketing.
Should have knowledge about different types of product of the company.

Computer proficiency is needed.
Well knowledge about the current trend of marketing including digital marketing.
Management of stock.
CV:
Name: Michael Kin.
Age: 25
Gender: Male
Career objective:
I'm passionate of working under pressure condition. I have team spirit and goal achievement
perspective. I want to work in such organization where I can get the chance to explore my level
of expertise along with working as an asset for the company.
Educational qualification:
Graduation in commerce.
Diploma in Digital marketing.
1 year experience in marketing.
Skills:
Good communication skill with fluency in English and German language.
High Patience level.
Able to work under pressure condition.
Strong leadership qualities.
Good experience in working over digital technology.
Ability to meet target on time.
Expertise:
Expertise in digital sales and digital marketing.
Good experience in computer and related software.
Interview schedule:
Interview schedule:
There will be three rounds of interview. These rounds are designed in order to evaluate the

candidate's knowledge and suitability for the concerned job.
HR round:
Under this round HR will ask the question from candidate. Under this round all the general
information including candidate's level of knowledge, experience, personal information, reason
for choosing this company and various other related questions are being asked from the
candidate.
Aptitude round:
Under this round candidate have to pursue through a series of aptitude questions. This round
will check the aptitude and analytical skills of the candidate. Various numerical and reasoning
questions are being asked in this round.
Face to face interview:
This is the last round of the interview. Here the HR manager will take face to face interview of
the candidate. After clearing all the round, pay structure and structure regarding the way of
working of the company is being discussed under this round.
Interview questions:
What do you know about our company?
What make you so passionate towards the pursuing of this career?
What is the main goal of marketing? Explain in your own words.
How do you deal with pressure condition?
What is the main motivation behind your success?
How do you achieve your targets on time?
In case if you deal with such customer who is very short tempered then how could you deal
with it?
Following this process will help the organization in selecting the best suitable candidate
because when candidate will be gone through the different rounds of interview then the actual
evaluation of the candidate will be made possible (Delery and Roumpi, 2017). As this process
begin with general introductory question with the HR. this phase will help to know the actual
level of confidence of the candidate. Similarly, when candidate will move to second round then

this will help the organization to know the analytical and evolutionary knowledge of the
candidate. This phase will also judge the expertise of the candidate that how a candidate will deal
in real time situation. However, the last round is the finalization round where the candidate will
be selected and all the formal discussion will take place (Kianto and et.al, 2017). This whole
process will help the selection of best and most suitable candidate because these all phases will
make the complete evaluation of the candidate that gives the organization best and most
deserving candidate.
Selection process:
The choosing and implementation of this selection process helps the organization in
decision-making. This is because as the organization is having the requirement of marketing
executive so by implementing this selection process that start with job description will help the
organisation to get the required and desired candidate CV. This will be followed by second step
of selection wherein all the CV will be evaluated and the CV of the best candidate will be
selected (Song and et.al, 2019). This will further be followed by the interview schedule where
the actual interview of the shortlisted candidate will be performed. This step will end with the
selection of required and desired candidate. Application of this process will assist the company
in decision-making in terms of selecting the best and most desirable candidate. Since there is a
requirement of marketing executive so the following of this process will help the company to
short-listing the candidates and choose the right one.
Application of this selection process will help the company in hiring decisions. This is
because through the execution of this process the company would be able to hire the right
candidate at the right position. Thus, it directly helps the company to fill the vacant job position.
In addition, of this, it is also an important and careful decision that which candidate will be
suitable for which job position and which job position has to be filled first and by whom.
Selection process will not only help the company in finding the solution regarding this problem
but it also helps the organization to fill the vacant position with the best and most suitable
candidate (Zhang and et.al, 2017).
Thus, it can be said that selection process help the company in taking many serious and
important decision regarding choosing and appointing the right candidate.

CONCLUSION
The entire report concludes upon highlighting the aspects of human resources management.
through this report one can easily understand the different purposes and functions that are there
in the human resources management context. The report explains the recruitment and selection
process along with the training that is being provided to the Employees. It will also bring forth
the strengths and weaknesses that are involved in the recruitment and selection processes which
will help to understand the benefits of HRM practices within the organisation Morrisons. The
effectiveness of HRM in an organisation and uplifting the profit and productivity of the
organisation is being depicted in the report. a complete analysis of employee relations will help
to understand how far the company is maintaining space. The different kinds of legislations in
regards to the employees are being depicted in the report which help to understand how far they
are being able to maintain.

REFERENCES
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innovation. Journal of Business Research. 81. pp.11-20.
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Brewster, 2017. The integration of human resource management and corporate strategy. Policy
and practice in European human resource management, pp.22-35.
Troth and Guest, 2020. The case for psychology in human resource management research.
Human Resource Management Journal. 30(1). pp.34-48.
Eker and et.al, 2018. Practice and perspectives in the validation of resource management models.
Nature communications. 9(1). pp.1-10.
Delery and Roumpi, 2017. Strategic human resource management, human capital and
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Journal. 27(1). pp.1-21.
Kianto and et.al, 2017. Knowledge-based human resource management practices, intellectual
capital and innovation. Journal of Business Research. 81. pp.11-20.
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Song and et.al, 2019. Technological challenges of green innovation and sustainable resource
management with large scale data. Technological Forecasting and Social Change, 144,
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Zhang and et.al, 2017. Network slicing based 5G and future mobile networks: mobility, resource
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Online
Human Resources Management: [Online]. Available through: < Human Resource Management
(HRM) - Definition and Concept (managementstudyguide.com) >
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