Human Resource Management: Purpose, Functions, and Benefits

This document provides an overview of Human Resource Management (HRM) and its purpose and functions in an organization. It discusses the different approaches to recruitment and selection and evaluates their strengths and weaknesses. It also explores the benefits of various HRM practices for both employers and employees. The document focuses on the case of Morrisons, a supermarket in the UK market.

Human resource management

Table of Contents
Introduction:.....................................................................................................................................1
Lo1:..................................................................................................................................................1
P1: Explain the purpose and function of the HRM , applicable to the workforce planning
and resourcing an organisation:..............................................................................................1
M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives:................................................................................................................3
P2: explain the strength and weakness of different approaches to recruitment and selection.
................................................................................................................................................3
M2: Evaluate the strength and weakness of diverse approach of recruitment :.....................5
Lo2:..................................................................................................................................................5
P3: Explain the benefits of different HRM practices within the organisation for the both
employers and employees:..................................................................................................5
M3: Assess the different HRM practice within the organisation :........................................6
P4: Evaluate the effectiveness of different HRM practice in terms of raising the
organisational profits and productivity..................................................................................6
LO3:.................................................................................................................................................7
P5: Analyse the importance of employee relation in respect to influencing the HRM decision
making:...................................................................................................................................7
P6: Identify the impact of employment legislation upon the HRM decision making:...........7
M4: Evaluate the key aspects of employee relation management and employment
legislation:..............................................................................................................................8
Lo4:..................................................................................................................................................8
P7: illustrate the application of HRM practices in the organisation......................................8
M5: provide the rationale for the application of HRM practices in the organisation..........10
Conclusion:....................................................................................................................................11
Refernces:......................................................................................................................................12

Introduction:
The human resource management refers to the process to hire and manage the people of the
organisation in the effective manners so that company are able to achieve the goals and
objectives in the most profitable ways. this process in used in the organisation to increase the
performance of its employees and focus on achieving the mission and vision of the company in
the most productivity manners. the HR manager are responsible for recruitment and hiring
the most qualified employees and maintaining the proper relation among the employees and
employers. He is also responsible for giving the employees proper compensation and providing
the effective work so that organisation objectives can be achieved in the proper ways. under
this report, the Morrisons which is supermarket in the UK market offering various type of home
ware, foods and beverages, clothes to its target customer. further there will be discussion on the
purpose and scope of the HRM practice which are implemented in the work environment to
achieve the objectives (Trigeorgis and Reuer, 2017)
The corporate objectives of the Morrison is provide goods and services to its target customer so
that they are able to make the effective profits in the long period and make strategies to expand
and grow their business at the international market . the organisation objectives is to to offers
various type of product and services to its customer.
Lo1:
P1: Explain the purpose and function of the HRM , applicable to the workforce planning and
resourcing an organisation:
Overview of the company:”
Morrisons having the headquarter in the Bradford, England was found by the William Morssion
in the 1899.by the 2019, they are able to have workforce of around 110000 worker in their
organisation which help them to serve the millions of customer every week in the international
levels. They begin with the business of the egg and butter in the England market places which
they futher expand in the form of super market in the Bradford place. they alos become the
public limited business on the London stock exchange.
1

The human resource management is the coordination of employees which helps them in
achieving the objectives of the organisation in most profitable manners by hiring the right kind
of employees in the management level.
Purpose of HRM:
The main purpose of the HRM in the organisation to enhance the outputs by having optimise
the efficiency of its worker in the management level. It is way of implementing of the process
which helps in attracting and hiring the right kind of employees and retaining the existing work
force to achieve the desire outcomes. with the references of Morrisons, the mamager has to look
after the compensation and follow the employment laws which are to be followed in the
organisation to achieve the goals and objectives in the most profitable manners. (Turner, 2016. )
Scope of the HRM: the HRM included huge amount of scope in the Morrisons company as
they have effective training and development , having proper incentives and remuneration and
workforce planning which helps in improving the performance of the employees at the work.
Function of HRM: it is responsibility of the HR manager to hire the right employees for the
organisation so that they work for common goals of the organisation. some of the essential
function which are followed in the Morrsion organisation are stated as below:
Recruitment and selection: it is process to hire the right kind of employees for the vacant
position in the organisation so selection is way to chose the effective candidate from the pool and
fill the vacant position in the most profitable ways . in the context of the Morrison, this function
is essential for the organisation as right candidate are hired in the company.
Training and development: the Morrison organisation have different type of training and
development programs which helps the employees to gain the new skills and knowledge which
help the them to perform better in the work place. (DeClerck,and de Fraiture, 2017)
Employee relation: it is way or the process which helps in maintain the positive relationship
among the employees and with the employers . with the reference of Morrison, the manager and
leader make sure that they have positive correlation with the employees and with the senior
manager so that everyone works for the objectives of the company .
Performance appraisals: the purpose of the performance appraisal is the evaluate the
outcomes of the employees and give the rewards as per their performance in then given task.
2

Performance management: it refers to the process where the work of the employees are
examine and provided with the feedback which help in improving their work in the most
effective manners.
Work force planning: it is process where the requirement of employees in the organisation are
evaluated and recruitment is done as the per the requirement in the company work place. with
the references of the Morrison the hr examine the need of the manpower in the organisation and
carry on with the recruitment process. (.L., Haasnoo and Baeza,2016)
Importance of the workforce planning: it helps the organisation in having the effective
numbers of employees so that companies goals and objectives are achieved in the most
profitable manners within the set time . it is important for the organisation to have proper
workforce planning so that effective recruitment can be done in the company.
M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives:
The function of the HRM helps in having the effective employees who have skills and
capabilities to perform the task in the most profitable manners which help the organisation to
achieve the goals and objectives in the proper manners. these HRM practice helps in hiring the
most appropriate employees which helps the company to achieve their mission in profitable
manners. (Neill and Moody, 2015)
P2: explain the strength and weakness of different approaches to recruitment and selection.
Recruitment process: it refers to the process where the right kind of candidates are attracted to
apply to the organisation vacant position . in the context of the Morrison the HR manager search
out to suitable applicants and encourage them to apply for the available possible in the
organisation.
There are internal as well as external approaches to recruit the candidate in the organisation:
Internal recruitment : the Morrison organisation uses his process to hire the workforce where
the current employee are moved to the next level in the organisation according to the skills and
knowledge of the employees . here the existing employees of the organisation are promoted and
transfer to the another level in the hierarchy as per their performances in the organisation. some
of the internal recruitment which are used in the Morrison are stated as below:
3

Promotion: here the current employees are promoted to the next level in the organisation as the
their skills and capabilities to perform in the work places . under such condition the employees
are paced to senior position in the management level according the their experience at the work.
Strength: under this situation, the employees always knows the work culture of the
organisation which helps them to adjust according to the need of the organisation easily and
attained the results in the most profitable manners. (Mercurio, 2015)
Weakness: the employees are working in certain ways which make them rigid in their way to
perform the new task in proper manners. they are not able to adopt the new skills and
capabilities which is essential for the post.
Transfer: under this condition, the employees are given to transfer to another work of the
organisation as its branches need more employees in that location so that company are able to
achieve the desire level of outcomes in profitable ways.
Strength: it save the money and time of the organisation as existing employee are chosen for
the transfer in the organisation , these employee are aware about the work environment of the
company which helps them to adjust in the new location.
Weakness: the current employee have the learn the old method of executing the task which
make difficult for the manager to teach them new skills and abilities which is needed to perform
the work in the management level. (Hasibuan,. and Syahrial,2019)
External recruitment: it refer to the process of attaching the employee from the outside the
organisation workforce. In the context of Morrison organisation, the HR manager post the
requirement of new employee at the website of the organisation so that qualified candidates can
apply to the post . some of external hiring process are as follow:
Placement agencies: under this situation, the employee get hire from the placement agencies
which helps the organisation to hire the most skilled and knowledge candidate for the vacant
position in the company.
Strength: it is most effective process where the qualified employee can be hired in the
organisation so that company are able to achieve the desire level of outcomes in the most
profitable ways. (Headand Alford, 2015.)
4

Weakness: sometime the applicants candidates are huge in number which eliminate the most
qualified employees from the process due lo lack of effective interaction with the manager and
top managements people.
Press advertisement: here the company advertise the requirement of employees for the
different position in various places which helps in attracting the most qualified candidate for the
selection process.
Strength: here the qualified candidates are hired which helps the organisation to achieve the
goals and objectives in the profitable manners.
Weakness: under this process, lot of applicant apply for the various position which make
difficult for the HR manager to choose the most qualified employees for the organisation for
various position from time to time.
M2: Evaluate the strength and weakness of diverse approach of recruitment :
There are various ways to recruitment and selection process in the organisation such as internal
and external recruitment which helps the organisation to hire the most qualified candidates in the
management levels. They have some strength for the each type of recruitment such as internal
process helps in choosing the employees from the current workforce which save the money and
lot of the organisation , they can hire in the form of transfer , promotion and etc ways in the
company whereas the external process help in hiring from the outside platform of the
organisation such as from the placement agencies, advertisement and different mode . these
process need money to conduct the recruitment and selection process and also consume the time
of team. (Klingner,and Nalbandian, 2015)
Lo2:
P3: Explain the benefits of different HRM practices within the organisation for the both
employers and employees:
The HRM practices are the exercise which helps the Hr manager to hire the new employee and
retain the existing employee by providing them better work environment according to the state
and federal rules and regulation. These practice are beneficial for both the employees and the
5

employers in the organisation which helps them to achieve the common objectives. In the
context of the Morrison, the organisation use different HRM practice which are sated as below:
Rewards system: under this condition, the employee are provided with the rewards for their
better performance in the organisation . in the context of the Morrison, hr manager follow the
reward system in the company.
Benefit for employers: here the employers get benefit as their work is competed in profitable
ways within the set time period. for example, organisation offer rewards to its employees in the
form of bonus which improve the outcomes for the employers.
Benefit for employees: under here, the employees are motivated to perform good in the task so
that they are able to get the rewards for their inputs in the organisation. this helps the employee
to stay motivated towards their work. For example, employee who gets the bonus rewards are
able make the put best inputs at the given task and activities.
Training and development: under this situation, the employee are given different type of
training and development which will help them to perform better in the task and helps the
organisation to achieve the goals in the most effective manners. this practice help the employee
to learn the new skills and capabilities which will help them to improve their work in the
management team. (Maylor,and Huemann 2016)
Benefits for the employers: this practice is helpful for the employers as they get the most
skilful employees in the team by providing them the effective training so that they can learn new
skills which will improve their outcomes. for example, employer gets benefits in the form that
employees are able to perform better in the team with the help of development programs .
Benefits for employees: the training and development programs helps the employees to
improve their skills and learn the new technology which helps the organisation to achieve the
desire level of outcomes . for example, the training and development programs improves the
inputs of the employees at the work places and helps in achieving the goals in proper manners.
M3: Assess the different HRM practice within the organisation :
In the context of the Morrison , the organisation have different HRM practice which help the
company to train its employees in the most effective manners so that mission and vision of the
organisation can be achieve in the most profitable ways. these practice includes various training
and development program, rewards system which motivates employees to perform better in the
given task.
6

P4: Evaluate the effectiveness of different HRM practice in terms of raising the organisational
profits and productivity.
The HRM practice helps the organisation to achieve desire level of profits which helps the
organisation to build the strong brand image in the market . these practice helps the company to
achieve their mission within the set time period. some of HRM practice which help the
organisation to increase their profits are: (Donate. and de Pablo 2015)
Providing the job security : under this condition, employee are provided with the job security
which make these employee to be more productive at the work place. and it also feel that
employee are important part of the organisation.
Reward system: this system helps the organisation to raise their profits and productivity at the
management as its employees stay motivated towards their work as they are given the rewards
for their better inputs.
LO3:
P5: Analyse the importance of employee relation in respect to influencing the HRM decision
making:
It is important for the organisation to have positive relation among the team members and with
the employers so that work can be carried out in the profitable ways. the HR manager act as the
intermediary between the employer and employee so that they are able to maintain the effective
relationship among both of them in the organisation. the Hr manager helps in dissolving the
conflicts among the employees and with the employers so that work is not affected. The
employee relation involves the employee satisfaction, performance management which help in
smooth function in the team.
Strength of employee relation Weakness of employee relation
 The effective employee relation helps
in better outcomes in the organisation.
 It dissolve the conflicts among the
organisation.
 It lead to poor performance in the team
which delay the organisation goals.
 Unique ideas of the employee are not
shared.
7

P6: Identify the impact of employment legislation upon the HRM decision making:
The employment legislation include the legal rights of the employee at the work place which
needs to be followed by the organisation. Some of important legal act are as followed in the
Morrison organisation are sated as below:
Employment and labour laws: under this law, the rights of employee are sated such as
effective working hours, industrial relation, family leave.
Equality law: every employee of the organisation are to be equality treated at the work place in
respect of their post in the company. Female and male worker are provide fair opportunities in
team. (Frese and Keith,2015)
Discrimination act: in the work place, employee are discriminate on the base of culture,
gender, age, which reduce their performance in the organisation.
Working time directive 1998: as per this act, employee have to work for certain working hours
in the day so that they are able balance their life.
Employment act 2008: under this act, every employee have to work according the terms of the
employment listed in this act.
Data protection 1998: as per this act, employee data needs to be protected at the work place
from any cyber default.
M4: Evaluate the key aspects of employee relation management and employment legislation:
In the Morrison organisation ,it is important for the HR manager to maintain the healthy
relationship among the employee and with the employers so that organisation is able to perform
better in the given task and achieve the desire level of outcomes. the organisation also need to
follow the employment legislation in their management so that rights of employee in the work
place are safe and secure which helps them to achieve the common goals. (Andrew and
McEvoy, 2019)
8

Lo4:
P7: illustrate the application of HRM practices in the organisation.
(A) Job specification:
Job title: HR assistant
Address: Morrison,uk
Job description: HR assistant will be responsible for hiring the human resource for the
organisation. provide helpful hand in conducting the interview and selecting the most
effective employees.
Qualification:
 Graduation in Human resource course.
 Post qualification in HR department.
Experiences:
 Knowledge of employment laws.
 Recruitment and section practice.
(B) Curriculum vitae:
Henry mark
Phone no: 038462840
Objective: to get employed in big organisation where i can apply my skills and knowledge of
Human resource management in the company.
Work experiences:
 2 to 3 years in the HR department.
 Internship for the 6 months period.
Qualification:
 Master degree in HR 2018
 Bachelor degree in 2016
 High school in 2013.
9

(C) Interview question:
1) Tell me sometime about your last experiences in the organisation?
2) What are strength and weakness according to you?
3) How to overcome the stress at the work places?
4) What you know about our company?
5) Why do you think we should hire you?
6) How you will solve the conflict in work related places?
7) What are your qualification?
8) What you learn from your last experiences ?
9) What are quality you look in the candidate before hiring them?
10) what is the process of hiring the applicants in the organisation?
(D)offer letter:
Michael
Morrison ,united kingdom
Dear Henry mark,
We are pleased to inform you that you have been selected by our organisation for the HR
assistant position .
Job responsibilities:
 Find out the requirement of workforce in the organisation.
 Evaluate the work of the employee from time to time.
 Help in recruitment and selection process .
 Making effective human resource polices.
10

Report to : HR head of the department:
Salary structure:$ 350000 per month
Effective working hours: 10 to 6
M5: provide the rationale for the application of HRM practices in the organisation.
In the context of the Morrison organisation, the HR manager are required to carry out the
recruitment process by following the HRM practice such as providing the effective job
description so that applicant are aware about what position in required in the organisation and
they can compare their qualification with the description and apply for the futher process in the
organisation. HR manager has to follow proper practice like making the offer letter and
conducting the interview around with the applicants and select the most effective employees
(Gorelick, and Zheng, 2015)
Conclusion:
According to the above discussion, it can be concluded that HRM practice are essential part of
the organisation at work places as it helps in hiring the most effective and qualified employees in
the management level. Their are various different methods which organisation follow to hire the
employees in the company. The HR manager is responsible for maintain the positive relation
among the employees and with the senior employee so that common objective can be achieve in
the company. The organisation also have to follow the different employment legalisations in the
work place so that employees feel safe in the company and work to achieve the desire outcomes
in the most effective ways. (R. and Yanda,, 2018)
11

References:
Books and journals:
Aguinis, H., Edwards, J.R. and Bradley, K.J., 2017. Improving our understanding of
moderation and mediation in strategic management research. Organizational Research
Methods, 20(4), pp.665-685.
Alegre, I., Mas-Machuca, M. and Berbegal-Mirabent, J., 2016. Antecedents of employee
job satisfaction: Do they matter?. Journal of Business Research, 69(4), pp.1390-1395.
12

Andrew, D., Pedersen, P.M. and McEvoy, C., 2019. Research methods and design in sport
management. Human Kinetics.
Andrew, D., Pedersen, P.M. and McEvoy, C., 2019. Research methods and design in sport
management. Human Kinetics.
Annarelli, A. and Nonino, F., 2016. Strategic and operational management of
organizational resilience: Current state of research and future directions. Omega, 62, pp.1-18.
Boko, M., Niang, I., Nyong, A., Vogel, A., Githeko, A., Medany, M., Osman-Elasha, B.,
Tabo, R. and Yanda, P.Z., 2018. Africa Climate Change 2007: Impacts, Adaptation and
Vulnerability: Contribution of Working Group II to the Fourth Assessment Report of the
Intergovernmental Panel on Climate Change.
Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2), pp.360-
370.
Frese, M. and Keith, N., 2015. Action errors, error management, and learning in
organizations. Annual review of psychology, 66, pp.661-687.
Golden, C.D., Allison, E.H., Cheung, W.W., Dey, M.M., Halpern, B.S., McCauley, D.J.,
Smith, M., Vaitla, B., Zeller, D. and Myers, S.S., 2016. Nutrition: Fall in fish catch threatens
human health. Nature News, 534(7607), p.317.
Gorelick, S.M. and Zheng, C., 2015. Global change and the groundwater management
challenge. Water Resources Research, 51(5), pp.3031-3051.
Hasibuan, R.P.S. and Syahrial, H., 2019, August. Analysis Of The Implementation Effects
Of Accrual-Based Governmental Accounting Standards On The Financial Statement Qualities.
In Proceeding ICOPOID 2019 The 2nd International Conference on Politic of Islamic
Development (Vol. 1, No. 1, pp. 18-29).
Head, B.W. and Alford, J., 2015. Wicked problems: Implications for public policy and
management. Administration & society, 47(6), pp.711-739.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A
critical introduction. Oxford University Press.
Klingner, D., Llorens, J.J. and Nalbandian, J., 2015. Public personnel management.
Routledge.
13

Linnenluecke, M.K., 2017. Resilience in business and management research: A review of
influential publications and a research agenda. International Journal of Management
Reviews, 19(1), pp.4-30.
Maylor, H., Blackmon, K. and Huemann, M., 2016. Researching business and
management. Macmillan International Higher Education.
Mercurio, Z.A., 2015. Affective commitment as a core essence of organizational
commitment: An integrative literature review. Human Resource Development Review, 14(4),
pp.389-414.
Neill, M.S. and Moody, M., 2015. Who is responsible for what? Examining strategic roles
in social media management. Public Relations Review, 41(1), pp.109-118.
Poff, N.L., Brown, C.M., Grantham, T.E., Matthews, J.H., Palmer, M.A., Spence, C.M.,
Wilby, R.L., Haasnoot, M., Mendoza, G.F., Dominique, K.C. and Baeza, A., 2016. Sustainable
water management under future uncertainty with eco-engineering decision scaling. Nature
Climate Change, 6(1), pp.25-34.
Rockström, J., Williams, J., Daily, G., Noble, A., Matthews, N., Gordon, L., Wetterstrand,
H., DeClerck, F., Shah, M., Steduto, P. and de Fraiture, C., 2017. Sustainable intensification of
agriculture for human prosperity and global sustainability. Ambio, 46(1), pp.4-17.
Trigeorgis, L. and Reuer, J.J., 2017. Real options theory in strategic management. Strategic
Management Journal, 38(1), pp.42-63.
Turner, R., 2016. Gower handbook of project management. Routledge.
World Health Organization, 2017. Critically important antimicrobials for human medicine:
ranking of antimicrobial agents for risk management of antimicrobial resistance due to non-
human use.
(Trigeorgis and Reuer, 2017)
(Turner, 2016. )
(DeClerck,and de Fraiture, 2017)
(.L., Haasnoo and Baeza,2016)
(Neill and Moody, 2015)
(Mercurio, 2015)
(Hasibuan,. and Syahrial,2019)
(Headand Alford, 2015.)
14

(Klingner,and Nalbandian, 2015)
(Maylor,and Huemann 2016)
(Donate. and de Pablo 2015)
(Frese and Keith,2015)
15