Human Resource Management of Morrisons Supermarkets Plc
Added on 2020-07-23
14 Pages3726 Words1004 Views
Human resource management
Table of ContentsINTRODUCTION...........................................................................................................................1Task 1...............................................................................................................................................1P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing .......1P2 Strengths and weaknesses of different approaches to recruitment and selection .................2P3 Benefits of different HRM practices within the organisation for both the employer andemployee.....................................................................................................................................3P4 HRM practices to raise organisations profit and productivity...............................................5P5 Importance of employee relations which are influencing HRM decision making for theMorrisons ...................................................................................................................................5P6 Identify the key elements of employment legislation and the impact it has upon HRMdecision making..........................................................................................................................6P7 Application of HRM practices ..............................................................................................7CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................9REFERENCES .............................................................................................................................12
INTRODUCTIONHuman resource management refers to process of employing people, training,compensating, development of policy, strategies to retain them. HRM plays vital role in everyorganization, they have hard and soft skills to manage a company, they are responsible to fulfilpriority of business, human resources needs, find out the requirements of staffing, they nurtureemployees through training which develops competitive advantage, correlate with the staff tomaintain behaviour aspects at work place. Morrisons is one of the giants in retail supermarkets inthe United Kingdom, founded by William Morrisons in 1899. This report is based on MorrisonsSupermarkets Plc., where HRM has an important role, as they are appointed as HRM with apurpose and some certain functions, strengths and weaknesses to recruit and select a candidate,benefits of employer and employee, effectiveness of leadership which aid to raise anorganization, decision making in terms of employees relation and employment legislation,applications(Bridge and O'Neill, 2012). Task 1P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing In large organizations such as Morrisons, there are many levels of management andemployees, HR manager directs the needs of management and protects protects the rights ofworkers. The core Purpose of HR as follows:-Metrics measures performance outcomes at all level.Internal customer management defines policies and their implementation as this is mostattracting feature for hiring an employees and boost the quality of work.Establishing laws such as retirement plans, updating company's handbook, with all kindof inputs of the firms, and it also includes rules and regulations of the firm management.Look after culture sensitivity through awareness among employees when they belongsfrom different background(Southern, 2011). staffing means to hire a best candidate who has the capability to work with organizationand an in team, this can be achieved by advertisements, screening, interview, etc. One of the main purpose is to offer some befits to all levels, that includes healthinsurance, retirements plans, paid time off, leave approvals and so on. Compensation can be refer in terms of wages , salary, incentives, bonuses and stockoptions payments for the employees. and performanceDeveloping a good relations between employee and employer is one the most essentialduty of HR manager. 1
The foremost functions of HRM staffing when needed, to encourage the productivity of firm. AsMorrisons is retail supermarkets, hence it needed all kinds of staff from middle to bottom,staffing can be done through recruitment, selection. They can recruit staff from management toground level, through out the phase to planning, organizing, directing, and controlling(Schaperet. Al, 2014). Recruitment – Recruitment can be done through advertisements in newspaper,magazines, online portals, websites, the then interest candidate can apply for the job andthey will have an interview and the most desired aspirants can be shortlisted among allapplicants. Selection – After the recruiting process, all the shortlisted aspirants will have a directinterview and they will be selected on the judgement of presence of mind and other skills,and the best person would have the opportunity to grab a job(Blackburn, Hart andWainwright, 2013).Training and development - After the selection the training will be provided to newemployee so that they can easily pursue their job.Appraisal – HR manager also promotes in house resources through evaluating theirperformance report, this will give the new possibilities to stay long with the firm, andencourage them to work hard. This develops their faith in organization and their belief ismatters a lot a company that can take a company on higher level. P2 Strengths and weaknesses of different approaches to recruitment and selection Recruitment and selection is overall human resource and management planning process,in Morrisons, there are two different approaches of recruitment and selection, internal andexternal. Internal recruitment and selection refers to the employees are already working with theorganization or existing staff, first the manager will consider the existing staff, as they areworking from a long time, if there are more opportunities exists then they must be consider, thatwill increase their wages and explore their interest, if they are willing. Organization will givethem a notice that they have current vacancy regarding specific designation and then previouslyjoined workers can apply for that post. The major strength of this is the management can take afast decision as they already know performance of permanent employees, and the firm don'tneed to spend money for further sources. Putting old staff forward will raise their confidence andsupport and this will enhances work efficiency. But on the other hand, this lead to unmanagedinternal process, because as the permanent employees will carry forward to the new job role,their previous post will remain empty and this will generate hassle as there is no one to keep thatwork continue, to reduce this hurdle of internal process, it requires some other strict HR2
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