HRM Practices in Human Resources Resource Management InTROduction 3 Company Overview

HUMAN RESOURCE MANAGEMENT INTRODUCTION 3 Company overview 3 TASK1 3 P1. 10 CONCLUSION 13 REFERENCE14 INTRODUCTION Human resource management is the procedure which works for managing the workforce within the organisation. This concept of an organisation is involved in defining the people who are involved in working and the department which is responsible for managing the issues related to the employees (Berman and.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Company overview..........................................................................................................................3
TASK1.............................................................................................................................................3
P1. HRM purpose and functions.................................................................................................3
P2. Different approaches of selection and recruitment with their strength and weakness..........5
TASK2.............................................................................................................................................7
P3. Benefits of different practises of HRM for employer and employee....................................7
P4. Effectiveness of different HRM practices in terms of raising organisational profits and
productivity.................................................................................................................................8
TASK3.............................................................................................................................................8
P5. Importance of employee relation which influences the decision making.............................8
P6. Impact of employment legislation on HRM decision making..............................................9
TASK4...........................................................................................................................................10
P7. Different HRM practices at work context...........................................................................10
CONCLUSION .............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Human resource management is the procedure which works for managing the workforce
within the organisation. This concept of an organisation is involved in defining the people who
are involved in working and the department which is responsible for managing the issues related
to the employees (Berman and. et. al., 2019). It includes overlooking all the factors which are
used to describe the administration and improvement of the workforce within an organisation.
This report will explain the concept of HRM and in that it will include the different functions of
HRM and its purposes. It will also illustrate the evaluation of effectiveness of the varied
constituents of HRM in an organisation. This will also concentrate on employee relation and
employment legislation in a company. The last part of the report will focus on the manner in
which the HRM can be applied in the work related context.
Company overview
Organisation undertaken in this report is Waitrose which is a retail industry and has a
chain of supermarket. This company initiated its operations from 1904 in Berkshire, UK. It is the
local company of UK but they export their products globally and the number of employees
working in that company are 52,590. The total turnover of the company is of £5400.4 million.
TASK1
P1. HRM purpose and functions.

Human resource management is the process which is concerned with the procedure of
recruiting, selecting, providing orientation, imparting training and development, etc. In an
organisation, all the aspects of the employees are handled by the HR department (Bratton and
Gold, 2017). In Waitrose, behind production of every product and service there is a appropriate
human mind, capabilities, skills, working hours., etc. No operation of the business can be run or
operated without the support and efforts of the human beings. Thus, every business organisation
aims to have a competent and talented personnel which effectively and efficiently accomplishes
the organisational goals and objectives. In waitrose, the human resource department of the
company will have numerous functions which are to be performed by them and they are
discussed below :
Managerial functions
 Planning : It is the primary function of HR department because no business organisation
can successfully run its company without effective planning so planning is necessary at
each and every step of the business. The purpose of this function is to identify and
analyse the requirements of the manpower in the organisation (Brewster and Hegewisch,
2017). The HR department of the waitrose will do proper planning regrading the vacant
job positions and kind of employee needed to fill that position.
 Organising : This is the second most important function of the HR department in which
the company will be able to explain the employees their roles and responsibilities. The
purpose of this function of HRM in waitrose is concerned with separating the larger tasks
into smaller one and then assigning those task to the people according to their skills and
capabilities.
 Directing : This function of HRM is concerned with making people work towards the
business goals and objectives (Brewster,Chung and Sparrow, 2016). In this, the HR
department of the Waitrose will work harder in order to encourage people in the company
so that they will work with full zeal and confidence for attaining business objectives and
goals.
 Controlling : This function of HRM is concerned with establishing the control over the
movements of the people. Under this, waitrose will try to figure out the performance of
the employees and measuring the same. If any deviation of problem has been found then
corrective actions are taken for improving the workforce.

Operative function
 Procurement : This function of HRM is concerned with procuring and employing those
individuals within the organisation who have the set of definite skills, knowledge and
power (Brewster, Mayrhofer and Morley, 2016). The primary purpose of using this is to
obtain the right kind of people for the job who can contribute effectively with their
relative knowledge and potential towards the goals and objectives. For this, waitrose can
use recruitment procedure, selection, placement, job design, internal mobility, etc.
 Development : The business environment is highly dynamic and for this purpose it is
very important to enhance the development of individual working in the organisation on
regular basis. For this, waitrose, will organise the effective training and development
programs for their employees which will help them in learning new skills and ways of
doing work.
 Compensation : It is the function of HRM which assures the systematic methods of
providing the monitory or economic value to its employees in return for the work or task
performed by them (Chelladurai and Kerwin, 2018). Under this, Wait rose will provide
the compensation in form of salary, basic pay, accommodation facilities, transportation,
etc. to their employees.
 Integration : This function of HRM is concerned with the matching the aspirations of the
employees with the objectives of the company. For this, the Waitrose will provide
various programs to their employees like promoting participative culture, redressing
grievances promptly, discipline, team working, etc.
P2. Different approaches of selection and recruitment with their strength and weakness.
Recruitment and selection are two very important aspect of the business organisation. It is
very important in the organisation because it helps in filling the vacant job position with right set
of skills and knowledge based personnel who can contribute effectively in attainment of business
goals and objectives. Recruitment is the act of performing the actions of exploring the respective
applicant and then encouraging them to apply for jobs within the organisation. Whereas selection
is the process of selecting a candidate by judging them on the basis of various test and interviews
(Cohen, 2017). Therefore, recruitment and selection are important elements for waitrose because
it will help them in hiring a perfect candidate for the business. There are various approaches of
recruitment are there which will be used by the Waitrose and they are discussed below :

Internal recruitment : This is the approach through which an applicant can be recruited
internally within the organisation. In this, Waitrose will employ and fill the vacant job position
through the persons who are already working in the company. For this, they will use transfer,
promotions, freelance, etc. which will hire the people easily because the company will be aware
about the skills and knowledge of the present employee (DeCenzo, Robbins and Verhulst,
2016).
Advantages Disadvantages
It helps in minimising the time for hiring and
improve the morale of employees. This will
also be advantageous because the company
will already be aware of the employees who
are working within the company and also about
their skills and capabilities of accomplishing
business objectives.
It has the huge disadvantage of creating
conflict among the the existing workforce. This
is because when single person within the group
of several employees has been transmitted to
the next higher level then the feeling of
negativity is arise among them and leads to
conflict.
External recruitment : This approach of recruitment and selection is concerned with the
hiring a perspective applicant or person for the Waitrose from outside the organisation (Gabbett,
2016). It has various sources of hiring like, advertisements in newspaper, social media ads,
campus placements, etc.
Advantages Disadvantages
It helps the company in acquiring the fresh,
new and innovative personnel for the company
who can bring more productive results with
their effective skills and qualifications.
This approach is time consuming and requires
a lot of time in the process of hiring and
selecting a candidate. This is also expensive in
terms of money.
Workforce planning: In present dynamic environment, workforce planning, is the most
important and crucial element and is the most tangible asset for most of the organisations. It
provides insights for organisation which helps in going beyond and reacting to marketing events
and happenings (Leon Rohr, 2016). In this, the Waitrose will focus on minimising cost of labour

in favour of workforce deployment and flexibility, it will also stress on focussing the needs of
the customer base and requirements. In this, the company will organise various strategies and
programs for retaining the employees, improving the quality of output and balance of work and
life.
TASK2
P3. Benefits of different practises of HRM for employer and employee.
In every business organisation, there are various different practises of HRM which are
followed so that employer and employees remain motivated and consistent towards the
accomplishment of business goals and objectives (Morgeson, Brannick and Levine, 2019). In
present business world, where the level of competition is very high among the industries and
companies, it has become very crucial to adopt such practices.
Employer: An employer is the person who is responsible for recruiting a person in the
company, forms the various policies and procedures in the company, etc. They are also
responsible for paying and compensating the people who are working in the company in form of
salaries, pay, etc. The following are the benefits of different HRM practices for the employer:
 With the help of training and development practices, the employer is able to develop the
employees of the company which will have the overall benefit to the employer as the
business goals and objectives of the waitrose will be attained effectively and efficiently.
 The recruitment practise will help the company and employer in identifying and selecting
the best personnel from large pool of candidates through which employer will be able to
fill the vacant position with the skilled person.
Employee: An employee is the person who is working under the organisation and in
return gets the salary and wages for the work performed by them. They are assigned the different
task by the employer and works for accomplishing the same task within the specified time frame.
The following are the benefits which employee will have:
 Applying various employment laws will make the employee happy and assures them that
they are working in safe and secure atmosphere which is free from unethical practices
and also gives flexibility in various operations (Noe and. et. al., 2017).
 Employee needs regular motivation because this will encourage them to work towards the
attainment of business objectives and goals. Apart from this, the proper training and

development will give learning opportunities for the employee which will give them
benefit in future course of actions.
P4. Effectiveness of different HRM practices in terms of raising organisational profits and
productivity.
The HRM practices plays a very crucial role in relation to accomplishing the
maximisation of profitability and productivity which will be advantageous for both employees
and employer. These practises will be followed in Waitrose and they are discussed below:
 Training and development: It is very important for the organisation to regularly
organise the training and development programs for the employees working in the
company. It is due to the increasing competition in the business market. When employer
will identify the needs and kind of training required then they will plan the training
programs such that employees will be able to learn new techniques and instruments of
working (Salimans and. et. al., 2016). This will help in accomplishing the profits and
generates the productive outcome.
 Motivation: Employees are motivated at every stage of the organisation such that they
will be remain encouraged towards the attainment of business objectives and goals. It is
very crucial and employer provides motivation in form of financial and non financial
terms like respect, recognition, incentives, bonus, etc. which motivates people so that
they work with full zeal and confidence towards the attainment of business objectives of
Waitrose.
 Flexibility: The organisation needs to be flexible at every stage because of changing
business atmosphere. Adopting flexibility in the business will make people prepare to
deal with changes and does not resist to accept the change as it is inevitable part of the
business environment. Through this, the company will be able to increase the production
efficiency and minimises the cost.
TASK3
P5. Importance of employee relation which influences the decision making.
Employee relations are concerned with developing and building effective relation
between the employees. For organisation being successful, it is very crucial to have a proper and

friendly relation between employees because when relations will be good then employees will
feel encouraged and happy to work in the company.
If employee relation will be good then morale of the employees will be high and they will
work with full confidence and attention in accordance with the business goals and objectives. It
will have a positive impact on minds of the employees. For this, Waitrose can adopt the flexible
working policies which will provide an ease to the employees such that they will be able to take
decisions quickly during the changing business environment.
For developing relations with the people in the organisation, there has to be the system of
open communication which will enhance the proper communication such that employees will be
clear with the mission and vision of the company and they will work with full knowledge and
skill so that business objectives can be attained (Stewart and Brown, 2019).
Every person requires to establish some relation with their colleagues which will help
them in providing a considerable working atmosphere. If employee relations are not good then it
can affect the Waitrose adversely. There can be greater number of rate of labour turnover,
absenteeism, even some people can also apply unethical practices. This will create poor working
atmosphere for people and also their safety and security will be hindered.
P6. Impact of employment legislation on HRM decision making.
Employment legislation is the procedure and combination of various laws which are
enacted by the country and government in order to protect the rights and benefits of the
employees at workplace. Therefore, Waitrose will take into account the various legislations such
that employees will feel safe and secure and each legislation will have significant impact on
HRM decision making :
 Transfer of undertaking: This is the regulation which works for the protection of
employees in relation to the contract of employment. It preserves the terms and
conditions set by the company while recruiting the person when the business is
transferred from one owner to another. This will influence the decision making in
Waitrose, as whenever the organisation thinks of selling the company or part of it to
another person then this will not hinder the terms of employment of employees.
 Bullying and harassment at work: The Equality act 2010 has a clause in relation to the
bullying and harassment of individuals at workplace. This will have an impact on the
decision making in Waitrose in relation to the unethical, intimidating, offensive

behaviour and assures employees that no inappropriate or illegal action will be tolerated
in the business premises and strict actions and penalties will be taken on it.
 Equal pay act 2010: This act aims to provide equal pay to the men and women for
accomplishing the equal task (Zamanian and. et. al., 2016). In this Waitrose will provide
equal pay to their men and female employees irrespective of the gender discrimination.
 Working time regulation act 1998: According to this act, the UK government has set a
working time for their employees that is 8 hours a day and average of 48 hours in a week.
This will have a influence on decision making in Waitrose, as every individually will be
legally entitled to not to work more than the specified time limits. Thus, the working
hours needs be in accordance with the law.
TASK4
P7. Different HRM practices at work context.
Job Description
Job role : Marketing manager
Job summary : Responsible for developing, implementing and executing the
marketing plans by covering the wide range of activities and
works. Uses market research and analyses for direct marketing
planning and strategy. Overlooks the production of all the
promotional and marketing campaigns.
Responsibilities : Interviews, hires, and trains the marketing staff members.
& Duties Establishes marketing goals and objectives by taking into
consideration the past performance.
Works with marketing staff to develop detailed marketing
plans
Communicates with various media partners, social media
channels, advertising agencies, etc.
Tracking of all marketing sales data and creates detailed written
reports and verbal presentation to bring in senior executives.
Identification and analyses of customer needs.
Responsible for developing new products in the market

Evaluating the competitors
Qualifications : Bachelor degree or master degree in marketing, business
administration
Experience with creating a marketing campaign, marketing
strategy, and marketing plan
Experience with online marketing, including social media
content marketing
Flexibility and ability to quickly adopt the changes
Skills : Research skills
Developing new product skills
Leadership and analytical skills
Multitasking
Framing budgeting
Person specification
Attributes Essential Desirable
Educational qualification Good level of English
Masters and Bachelor's degree
from recognised college
Degree International trade
related qualifications
Institute of Export Certificate
BCC Authorised Signatory
Experience Past experience in a similar
role
Experience of PR and a flair
for design
Proven track record of
delivering measurable results
Experience of working in a
marketing role in a
manufacturing export, import,
logistics or any other relevant
and useful area of business.
Communication skills Ability to obtain, analyse and Working with power point,
excel, copywriters and

present information.
Able to formulate plans and
persuade others to support
such plans
High standard of spoken and
written English, excellent
telephone and face to face
communication skills
customer facing role.
The above mentioned job description and person specification will be placed on LinkedIn
and from their two perspective candidate has been selected. The CV of the same has been placed
below:
Curriculum vitae
Name ABC
Qualification MBA in research and management from London University
Bachelor's degree in business from London University
Currently working as assistant marketing developer in Amazon
Experience of 5+ years in similar field.
Skills Strong writing skills, with experience in generating engaging content that
successfully drives conversions
Analytical knowledge and the ability to accurately assess and respond to
customer engagement trends
Leadership, communication, and conflict resolution skills that promote
team collaboration
Contact [phone] OR abc@ gmail.com
Interview questions
Q1. What do you know about the customer relationship management?
Q2. Can you differentiate between marketing and sale?
Q3. What innovative marketing strategy you can use for our company?

Q4. Who are the competitors of our company and how will you deal with them?
Q5. What are your major sales target till date?
Offer letter
123, Thames streets
London, UK
Date: 01.06.2019
Subject: Job offer letter
Dear sir,
We are highly encouraged to inform you that you have been selected as a marketing manager
for our organisation. You are required to join our company from 11.06.2019 and we request
your declaration regarding the confirmation by the 06.06.2019. If you fail to reply till the
specified date then the letter will be automatically terminated. The other relevant terms and
conditions are attached with this offer letter. Kindly go through the details properly and in case
of any query feel free to contact us on the mentioned contact details.
Yours sincerely,
TQM
HR manager of Waitrose.
CONCLUSION
From the above report, it has been examined and analysed that human resources are the
very important part of the business organisation. It helps in managing the workforce of the
company and takes various actions and organises numerous programs in order to build the
employees. It works to their level best for developing people within the organisation such that
they will work with full confidence and zeal in order to attain the business goals and objectives.

REFERENCE
Books and Journals
Berman and. et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
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Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
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Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
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Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
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DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Gabbett, T.J., 2016. The training—injury prevention paradox: should athletes be training smarter
and harder?. Br J Sports Med.50(5). pp.273-280.
Leon Rohr, S., 2016. Harnessing the power of the job description. Human Resource
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Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
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