Human Resource Management: A Comprehensive Guide to HRM Practices and Their Impact on Organizational Success

This comprehensive guide explores the fundamental principles of Human Resource Management (HRM), examining its purpose, functions, and various practices. It delves into the strengths and weaknesses of different recruitment and selection approaches, analyzing the benefits of HRM practices for both employers and employees. The guide further investigates the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact on HR decisions. Through a case study of Morrisons, a leading supermarket chain in the UK, the guide demonstrates the practical applications of HRM practices and evaluates their effectiveness in enhancing organizational profit and productivity.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO 1.................................................................................................................................................2
P1: Explain the purpose and function of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................2
P2 Explain the strength and weaknesses of different approaches to recruitment and selection:.4
LO 2.................................................................................................................................................8
P3 Explain the benefits of different human resource management practices within an
organization for both the employer and employees.....................................................................8
P4 Evaluate the effectiveness of different HRM practise in terms of raising organization profit
and productivity.........................................................................................................................10
LO 3...............................................................................................................................................12
P5 analyse the importance of employee relation in respect to influencing HRM decision-
making.......................................................................................................................................12
P6: Identify the key elements of employment legislation and impact it on HR decision making
...................................................................................................................................................13
LO 4...............................................................................................................................................15
P7. Demonstrate the various applications of HRM practises and evaluate the process and its
relational using the appropriate example of any organisation...................................................15
Conclusion.....................................................................................................................................21
References......................................................................................................................................22

LIST OF FIGURES
Figure 1: Purpose of HRM..............................................................................................................3
Figure 2: Functions of HRM............................................................................................................4
Figure 3: Sources of recruitment.....................................................................................................5
Figure 4: Different practices of HRM..........................................................................................10
Figure 5: Decision making process in HRM.................................................................................13
Figure 6: Ways of recruitment.......................................................................................................19
Figure 7: Type of HRM Practise...................................................................................................20

LIST OF TABLES
Table 1: Job Description................................................................................................................15
Table 2: Curriculum Vitae.............................................................................................................15
Table 3: Offer Letter......................................................................................................................18

Introduction
Human resource are the people who work for an organization and who are responsible for
managing the resources which are related to employees. Human resource management is
managing and development of individual in an organization. It includes managing employee and
overseeing all things related to managing human capital. It focused on number of areas such as
Recruitment and staffing, Learning and training, Labour and employee relation and also on
organization development.
Human resource management develop and administer various departments that helps to increase
the effectiveness of departments by managing human capital as it covers many area of
management which include training and development of personnel, job analysis, recruitment,
analysing the employees, employment service management, counselling etc. Report has been
focussed on managing and improving relationship of employees in Morrisons that is one of
leading supermarket in parts of UK. It also focuses on orientation and training programs and
provides guidelines regarding disciplinary actions. Human resource generally focuses on
developing the employees by increasing their morale and motivation.
1

LO 1
P1: Explain the purpose and function of HRM, applicable to workforce planning and resourcing
an organization
Purpose of Human resource management is to coordinate people within an organization to
achieve organization goals. Morrisons need to employees to achieve specific objectives by
satisfying their needs with employee satisfaction. It accomplishes its task by use of employees,
process and technology as it focus on its internal environment rather than external environment
(Poba-Nzaou, et.al. 2018). It can follow various fields such as business management, process
management, information technology and statistical analysis for achieving these objectives.
Human resource the management explains the need of management and it protects the rights of
workers.
Internal management of customer: The productivity of employees is depending on quality of
employees working in organization as it has direct relationship with company performance.
Morrisons will tend to focus on serving the customers and creates external relationship. Internal
management of employees helps them to work together collectively and it increase their
productivity and efficiency.
Regulating laws: It follows employment and labour law and it understand labour relationship
and negotiation. It is an HRM duty to structure employee contract and input the firm lawyer
which helps to structure job contracts (Cascio, 2018). Employees feel safe with the contracts and
following the laws by HRM.
Metrics: It interacts with all level of employer in an organization along with the line
management they are active business partner. It also offers and retains the employees by
adopting various techniques in Morrisons
Cultural awareness: HRM maintain cultural awareness and also helps in managing cultural
conflicts (Rauch and Hatak, 2016). It allows hiring candidates from one part of the world to
relocate to another understanding of visas, contracts and red tape.
2

Figure 1: Purpose of HRM
(Source: Author)
Functions of HRM
There are many function of HRM and there are five major function of human resource
management:
 The main function oh HR is recruiting employees by proper screening, qualification
based on criteria of job and to encourage the applicants by providing them knowledge of
their job (Brewster, 2017). Right person at right job will help the applicant to perform
their task well and organized.
 The fundamental function which an organization provide is orientation to new
employees as it include objective and goals of organization and it provide guideline to
employees that how they can achieve long term and short term goals.
 It is responsibility of them to provide good working condition so that they like the
workplace and work environment (Fay et.al. 2015).
 Managing relation with employees is a crucial function of HRM as they ability to
influence behaviours and work output.
3
InternalmanagementofcustomerRegulatinglawsMetricsCulturalawarness

 Training and development are major function of human resource as it improves the
performance of employees and helps in increasing knowledge and motivation of
employees. Development means overall change in knowledge and it can be done through
by seeking knowledge from others and by your own work.
Figure 2: Functions of HRM
P2 Explain the strength and weaknesses of different approaches to recruitment and selection:
Recruitment and selection
Recruitment is a method of organization for overall planning and management of human process.
It includes job design, career planning, performance appraisal, transfers, demotions etc. It is a
process of encouraging potential applicants to apply for new job. Selection is selection of
appropriate candidate from various potential candidates. It consists of training so those new jobs
holders can easily do job skilfully. Recruiting and selection of individual can be done through
internal approach and external approach.
4
RecruitingemployeesOrientationGoodworkingconditionsManagingrelationsTraininganddevelopment

Figure 3: Sources of recruitment
(Source: Author)
Internal approach: It means selection of individual or employees within an organisation as this
method is generally adopted by various organization
Strength of this approach:
 As training to employees which are inside the organization can be save money as they
need less training as they know better about the organization.
 It is unlikely be greatly disrupted by someone who used to working with others in the
organization (Shackleton, 2015).
 Internal recruitment can encourage the staff members by giving more incentives to the
employees. Internal staffing is important in Morrisons as employee trust is maintained
and will give their best to the organization.
 Strength and weakness of insider can easily be assessed as there is always risk on hiring
employee from outside
5

Weakness of this approach:
 If a person is appointed on job it can replace the person who has been promoted.
 Insider may be less likely to make the essential criticisms required to company work
effectively and efficiently (Taylor, 2014).
 Promotion of one employee can upset other employee in the organization as it cause
conflict in that organization.
External approach: External recruitment means hiring or appointing employees from outside
the organization. There are many advantages to bring new talent to the Morrisons as it helps in
many ways.
Strength of this approach:
 It brings new talent and knowledge to the organization and it will share various
innovative ideas which are helps in growth and development of Morrisons
 When a company goes with external recruitment employee is delivering new skills and
inputs for betterment of company
 It found variety of qualified candidate for the post offered and it brings new knowledge to
the organization.
 In this there will be chance of facing better competition in terms of hiring new talent as
they have risk taking capacity as they are skilled employees (Kurtz and William, 2017.).
 Company needed those candidates which have creative idea for growth of the company.
 There is less chances of internal politics of candidates.
 When employees are recruited trough external recruitment they are highly competitive as
they are efficient and trained.
 It is also known as fair means of recruitment.
6

Weakness of this approach:
 When an employee is selected from external environment he has limited chances for
understanding for working of an company.
 There is possibility that candidate who is selected for post are not worthy for a job
 The main disadvantage of this method is that it is time consuming approach
 The company has to give best deals to this new candidate as they bring new ideas as
compare to other individuals.
 There may be chances of internal disputes with the existing employees as due ti
difference in their opinion.
 They may not adjust with the new environment of organization. By this management has
to lose some employees (Muscalu, 2015).
 Agencies do not care for potential candidate they offered individual according to their
perception.
 There is risk of unsuitable invitation of applicants through wrong advertising.
 There are chances of legal issues when external recruitment takes place as non-
competition of legal issues which can lead to legal issues.
7

LO 2
P3 Explain the benefits of different human resource management practices within an
organization for both the employer and employees
There are many HRM practices which are beneficial to employee and employer that are
Employee retention, Employee relation, Performance management, Policies and procedures,
Training and development program and Motivation
Employee retention
It refers to ability of an organization that how they retain their employees. Many organizations
consider that it is responsibility of employers that they make an attempt to retain employers in
the workplace. Various efforts have to made by organization for retention and lack of satisfaction
and commitment can cause employee to withdraw and begin for looking various other
opportunities (Anitha and Begum, 2016)
Employee relation
The employees get higher values as stakeholders in business as the company applies the strategy
of managing a relationship between employer and employees as it helps the companies to adopt
human resource (Glaister, et.al. 2018). In binding employees together professional of Human
resource professional play a key role and they must make efforts to conduct such activities which
help to strengthen the bond between the employees. The person who take care of HR activities
plays an important role in getting all the employees involved in activity and do something
productive which will give them more opportunities to know each other well.
Performance management
Performance management is a process by which the managers and employees work in
collaboration in order to plan and monitor the objective of an employee and employee’s overall
performance. Improving and promoting effectiveness of employee is the main objective of
performance management. The process of performance management is a continuous process in
which the manager and employee work together. Large resource and time is required to establish
8

performance management and also it is very important to convey the purpose and steps to
employees before implementing the process.
Policies and procedures
It is very important aspect of the workplace and they are important because they ensure that
organization is complying with government regulations and following employment law
(Brewster et.al. 2018). It gives practical information about how HR policies are developed as
they communicate values and expectation that how things are done at your organization and keep
the organization in compliance with legislation and provide protection against employee claim.
Training and development program
The training and development programme aims at improving the job performance of groups and
individuals. To increase the performance of employees the training and development programs
sharpens the skills of employees; give them knowledge about the concepts etc. It is a kind of
educational process. At the time of designing the training program the individual goals,
organizational goals should be kept in mind. However, development means providing
opportunities to employees for growth. The organization can also select employees for programs
to get them prepared for future positions (Bratton and Gold, 2017).
Motivation
Motivation is inner drive that directs a person to achieve goal or objectives as it is a process
which directs human behaviour which helps in performing their job with maximum efforts.
Motivation of employees is important for health of companies as they give better results.
9

Figure 4: Different practices of HRM
(Source: author)
P4 Evaluate the effectiveness of different HRM practise in terms of raising organization profit
and productivity.
HRM practices in the Morrisons:
Concern with current employees: It deal with benefit of employees such as investment plans,
pension plans and it include settling disputes between employees and managers.
Recruiting new employees: It involves hiring new employees and provides new employee
orientation and it overseeing the hiring process (Shackleton, 2015). It recruits new employees as
it can help in introducing new talent and this will bring innovative ideas in an organization.
Managing process of separation: If an employee quits HRM takes the responsibility of
separation of employees if an employee quits or fired by the organization and collection is to be
made by employees as of keys, computers, and other material of company. Separation can be
successful by the human resource management.
10
Employee
Relationshi
p
Policies
and
procedures
Training
and
developmen
t
Motivation
Performan
ce
manageme
nt

Encouraging employees: Employees should be encouraged so that they will be able to
contribute towards organization goals and objectives as it also provide various rewards to
employees and appreciation is given for good performance (Armstrong and Taylor, 2014).
Human resource management main motive is to increase morale of employees and it can be
through motivation and inspiring them.HRM practice reinforces and reward desired employee
behaviours in organization and it creates positive working environment and number of benefits
for employees through HRM practices.
HRM is an effective method for achieving organization profit and productivity. Various practices
such as Innovative and high performing employees promote innovative ideas and initiate that
idea which helps the company in achieving organization objectives. In addition, with Effective
direction setting and execution, Leaders and management play an important role in setting the
direction, purpose and role of the workforce and lead the company to be superior place with
profit and productivity (Jiang et.al. 2015). Moreover, Morrisons can directly tie monetary
rewards with the performance so that employee performs their task more efficiently. Due to
rewards many employees work efficiently and effectively as it is driven force for them to be
appreciated in any form.
11

LO 3
P5 analyse the importance of employee relation in respect to influencing HRM decision-making
To create positive environment in organization and to achieve the goals of organization it is
important that the employees share healthy relationship with each other at work place.
 If employees work together as family Morrisons can become happy.
 If the employees have trust on each other they feel motivated as they know they have
support from other employees if they fall back.
 Conflicts and fights between employees get reduced by establishing healthy employee
relations (Tzabbar, et.al. 2017).
 Maintain relation with fellow workers is good and important too because you never know
when you need them.
To focus and concentrate on work and reduce conflicts and increase productivity it is important
to make employees feel comfortable with each other. The process of decision making in HRM
includes taking decision by considering and combining entire resources. The various steps
included are:
Identification of problem: It is an initial step where one has to identify and analysed the
problem of human resource. Most of decisions start when there is some problem in the
organization.
Solving the problem: after identified the problem this department take various decision
regarding solving the problem. An individual must assign a duty for solving the problem by
communicating to the employees (Maloney and McCarthy, 2017).
Evaluation of alternative solution: Every problem has different solution so management make
a team and a leader evaluate various alternatives to solve the problem.
Identification of best solution: Identification of solution is done by applying various
alternatives as it is duty of leader to give appropriate solution to the problem.
12

Follow up: This is last stage of decision making and in this stage follow of this solution take
place (Sanders and Yang, 2016).
Figure 5: Decision making process in HRM
(Source: Author)
P6: Identify the key elements of employment legislation and impact it on HR decision making
Matters related to labour such as employment, industrial relations, trade unions etc., are handled
under Labour law. Along with the HR decisions the following essential elements of labour law
are needed to be applied:
Individual employment relationship: this relates to constructing employee relation and certain
other aspects like transfer, promotion, compensation is also included in this. It handles the legal
matters related to employees like dismissal procedures, minimum wages, work conditions and
terminal of employment.
Employment: Prevention or reduction of unemployment and promoting long term employment
are the main priority subject. This helps in maintain growth and stability in economy. This
includes providing vocational training, recruitment, placement of employees.
13
Identification
of problem
Solving the
problen
Evaluation of
alternative
Identification
of best
solution
Follow up

Wages and remuneration: Methods and modes of payment of wages, determining wages,
nominal wages and minimum wage arrangement are defined under the law.
Work conditions: The law determines the working conditions like no of working hours,
vacation period, rest periods, special provision in regard of women and legal assurance of equal
employment etc., are included.
Industrial relation and trade union: Employer’s, organization’s rights and obligation are
defined under this. It is the most difficult and challenging problem for labour law as it integrates
the way of collective bargaining and freedom of association.
Health, safety and welfare: in this element prevention related to health and accident are
included. The major developments include additional concern with use of chemicals and facility
of welfare in relation to the facilities like employment and transport (Countouris, 2016).
Administration of labour law: Functioning of authority of administration like labour
inspection service, labour department etc., are included in this. Industrial conflicts between
management and labour are also encompassed by it.
Social security: Security against injury, sickness, accident, maternity etc., is rendered in the
scheme which will come in medical care and benefits.
Special provision for special occupation: In activities transportation, mining, and agriculture
these provisions are common (Gilman et.al. 2015)
The major aim is to make the relations and legal requirements strong at the expense of the rights
developed by the relationship of individual employment.
14

LO 4
P7. Demonstrate the various applications of HRM practises and evaluate the process and its
relational using the appropriate example of any organisation.
Table 1: Job Description
Job Description for the post of Product Manager
Experience Required Minimum 0-2 Year of Experience
Qualification Required Graduate/Post Graduate (Management Degree)
Languages English and French
Skill Good Communication/Perfection in both languages
Team Work
Leadership
Personal Abilities General Knowledge
Good Team Management
Honest and Punctual
Walking Interview Monday time (10:00 Am to 12:00 Pm )
Table 2: Curriculum Vitae
Resume
Richard Michelle
Email [e-mail]
Address:74,lonar Road UK
Contact 2307883200
Career Objective: To Grip the opportunity for career growth & organisational Growth.
Education Qualification
Graduate BBM
Post Graduate MBA
Work Experience
15

 Worked with Kermit Company as a Product Manager 1.5 Years
Personal Skill
 Good Communication skill
 Leadership
 Responsible
Hobbies
 Learning /dancing/reading books
Personal Details
Name: Richard Michelle
Father Name : Dick Michelle
Address:74,lonar Road UK
Contact 2307883200
Date:
Interview Process Description
Step 1: Level (Interview preparation)
At the First step of the interview process the HR will review the job description of the required
position in the organisation
After the reviewing the Job description the HR will Verify about the candidate that is the individual is
appropriate for the job.
Step 2: Interview Schedule
At the Second step of the interview process the HR will finalise the date and time which should
be process on the planned date.
The Documents must be complete as per the interview procedure.
16

Step 3: Questioning Round
At the third step of interview process the HR need to ask few of the questions related to the
required position.
The documentation and filling work as per the job profile and it must be in appropriate manner
Step 4: Interview Close date
At the Forth Step of the interview it is important in case of any issue because during the time of
schedule interview must be resolve at the same time.
To take the next step to proceed further in interview process
Step 5: Evaluation Process
At the fifth Step of the interview the evaluation is to be done to know the feedback and the
capabilities of the individuals.
At the last step of the interview the record should be maintain for future reference
Table 3: Offer Letter
Company Name: Morrisons Date:
Subject : Offer Letter
We would like to inform you that you have been selected in our organisation for the position of Product
Manager in product development process. As we have reviewed your evaluation form as per your
interview held on dated we are very much grateful to have you in our organisation. You are requested to
bring your previous company relieving letter and Id proof with you.
Thanks and Regards
17

HR
Morrisons
(UK)
Requisition of HRM implementation in work related Context
Human resource is the strong part of any the organisation and it helps in the innovation and
development of the organisation as it also acquires in the growth of the organisation .HRM
always keep the final goal on the target as to achieve the organisational goals and its growth.
Human Resource are the backbone of any of the organisation which not only helps in achieving
the goals of an organisation but also helps in employees to prepare the Project according to the
process of the organisation targets (van Harten et.al. 2017). Morrisons not only provide the jobs
but also the proper training to help an employee to work in appropriate environment. Few of the
system that is in practice of the organisation are given below:
Figure 6: Ways of recruitment
Source (by Author)
18
Ways of
Recuriteme
nt
Carrer
page and
job broads
Social
Media
Recuitment
Traking
system of
applicaton
Mobile
Recriuitme
nt

The different ways of recruitments process are to describe below:
 Recruitment through Social Media: Social Media recruitments is one of the most
popular process of recruitment through different type of portal and it is the online process
by which the candidate reach an particular organisation by online process. The candidate
appropriate it must be require to take the telephone or video call interview round so that it
will be easier to do the first judgment of the candidate as he is either good for the
organisation or not (Armstrong, and Taylor, 2014).
 Track the system application: It is the most important process if the organization taking
interview on Skye or video chat should track the system of the application to avoid from
the fraudulent and cheat.
 Mobile Recruitment: The mobile recruitments is the process in which the organisation
inform about their vacancies through texting the individual for the position.
 Career pages and different Jobs boards: In this type of process the candidate provide
the training according to required job and if the add is published in newspaper they got
the jobs through the jobs boards and after that the candidate need to give some of the
charges to the job boards according to their requirement.
Applicants of HRM practises based on the organisation
Figure 7: Type of HRM
Practise
Source (by Author)
 Service Quality
Enhancement: The term Service quality is used to enhance the product and service of
19
Service quality
enhancement
Performance
Management
Training and
development

the organisation so that it can be easy to compete with the competitors accordingly the
product and service should be in a proper way.
 Performance Management: After knowing the post in the any of the organisation it is
very important to keep the record of the performance so that the performance
management should break (Fay et.al. 2015).
 Training and development: The first process of the organisation is to provide the proper
training and development so that the newly acquire candidate must feel familiar towards
the organisation and work.
Conclusion
Human resource management focus on the need and development of employee. Morrisons
depends on its human capital as their entire employee contributes to achieve their organization
goals and objectives. Human resource matching the needs of the business with the need and
development of employees and it could be seen as strategic function of management and it build
competitive edge for an organization by positively engaging its employees and it depends on
skilful practice of management. As organization is global in its operation as it will has its cultural
differences as well as issues of workplace. Understanding, managing exploiting these differences
could spell the difference between success and failure in various business situations. We
conclude that human resource management is needed in every organization.
20

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 van Harten, J., De Cuyper, N., Guest, D., Fugate, M., Knies, E. and Forrier, A., 2017.
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