Human Resource Management & Performance

The assignment delves into the critical role of human resource management (HRM) within organizations. It outlines key HRM functions such as recruitment, training, and employee relations. The importance of effective performance measurement and management is emphasized, along with potential government influences on HRM practices. The document concludes by highlighting the connection between a motivated workforce and achieving organizational objectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Internal and external factors considered while planning for HR needs................................1
P2 Skills which employee needs to carry out jobs in company .................................................3
TASK 2............................................................................................................................................4
P3 How Company Motivates its employees...............................................................................4
TASK 3............................................................................................................................................6
P4 Ways through which cooperation can be obtained regrading employees..............................6
TASK 4............................................................................................................................................8
P5 Ways through Employee performance will be measured and managed................................8
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Human Resource Management can be stated as an effective process of employee
management within company in a better and effective manner. This kind of process is generally
conducted by the management of company to make the process better and smooth in order to
attain set aim and objectives. This kind of sector mainly includes various kinds of activities like
recruitment, training and development of the staff members, enhancement of the company's
structure and many more (Anderson, 2013). Crucial role is being played by the HR professionals
as they handle all the activities within their department. Company chosen for this report is
Morrisons which is a retail supermarket and one of the largest companies within the chains of
supermarket that was found in the year 1899. There are various things which are being discussed
within report like internal and external factors which are considered while planning the HR
needs. Along with this, ways through which motivation is being applied at workplace will also
be discussed.
TASK 1
P1. Internal and external factors considered while planning for HR needs
It is highly essential to manage the employees along with other internal factors. Hence
keeping track on the internal elements on the employee management needs which provide
assistance in maintaining the most effective staffing levels and along with maximum production.
Major internal factors are described as below: Organisational Structure: This is the crucial key through which effectiveness of HR
department and its functions can be maximised which start with identifying the needs of
staff. There are certain factors which will be included in the structure of Morrisons like
creating an organisation chart, position ranking and stating clearly that who will work
with whom (Armstrong and Taylor, 2014). Along with this, there will be a job
description which will be made for determining the each task and activity which needs to
be done will be allocated. Budget: This is one of the crucial factors which need to be considered while planning for
the staff within budget. There are some of the positions which are demand sensitive along
with production, warehousing, customer service and shipping. There are various other
positions as well which do not generate the revenue but place a value within Morrisons.
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So, for the same, effective budget needs to be structured and that too in an effective
manner. Skills level: As the Morrisons is growing, there is need of making addition within the
administration along with the operational process because employees are not able to fulfil
the needs in current situation (Aswathappa, 2013). Major changes which can done to
uplift the skills is provide they training instead of recruiting the contractors or additional
workers. Sending employees to seminars and workshops, site training and tuition
reimbursement are the ways which can be applied for skill development within
Morrisons. Productivity: In order to obtain high level of performance by the employees, effective
workplace and environment is needed. There are some of the activities which can be done
for high productivity like clear job descriptions, annual reviews, wellness programme and
many more through which Morrisons can attain growth and success.
 Compliance: Being a global company, it is highly essential for Morrisons to cover up the
legal needs of workers and that can be done by working with insurance company, local
fire sector and security professionals along with employability experts (Batt and Colvin,
2011). This will in turn create safe and secured workplace.
There are some of the external factors which directly affect planning of HR management
and the major of them are described as below: Supply of labour: This concept is all about total hours which workers wish to work at
the given real wage rate. Being a global company, it is highly necessary for the
Morrisons to maintain labour supply and provide them effective wages or salaries so
that they can work as per expected rate. Govt. Policy: There are various kind of policies which are being made by the respective
Govt. of country and thus, company has to conduct their operations in the provided
guidelines and under rules and regulations structured (Beardwell and Thompson, 2014).
This can affect Morrison as some of the alterations within rules and regulations can
affect the planning by HR department. Employee Expectations: This kind of terminology is mainly utilised for the employees
whether they are happy and satisfied by working within the company and their desire
are getting fulfilled or not. There are some expectations of the employees which are
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needed to be looked out by Morrison so that they can give high level of performance
and maintain long term relationships.
 Demand of Products and Services: This is one of the most crucial factors within each
and every company that is working in marketplace with a motive of profit earning.
Morrisons being supermarket chain needs to determine the actual needs and wants of the
customers and thus, provide them products and services so that maximum level of
satisfaction can be provided to the customers (Berman, Bowman and Van Wart, 2012).
Changes in demands of products and services can directly affect the planning up of HR
sector.
P2 Skills which employee needs to carry out jobs in company
Over the time, there are new skills which are being developed within their roles or they
are needed to learn new set of skills for various kind of roles. There are various kind of skills
which are being identified by the Morrison of their employees and has provided various ways
through which new skills can be adopted and thus modification within the skills for various kind
of changes for company. Below described are the employee skills which are being identified by
the Morrison as they are growing on the rapid speed and now has become capable of acquirable
other businesses. With growth and success, it is needed by company to make the employee work
as per the needs of the Morrison so that their growth can not be hampered.
 People as Organisational resources: With the growing factor, it is easy for the Morrison
to acquire new assets but when it comes to the making modifications within the HR
sector, it becomes highly difficult to manage all factors. Morrison's main resource is
employees who are working for them and contributing for the rapid growth of company.
So managing them is highly essential for them so that various kind of skills can be
adopted (Bloom and Van Reenen, 2011).
 Skill sets: There are various kind of skills which number of employee possess who are
working within Morrison. As this company has undergone vast changes from past 8-10
years and in recent they have acquired safeway and position company and thus have
become one of the major retailers within UK. So this kind of growth and success needs,
it is highly essential for the company to change the way its operates along with skill of
employees which they used to work at small scale level. New set of skills for new
products and services are highly needed by the company so that rapid growth can be
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maintained and new skill set can be provided to employees so that they can settle down
in new environment within the company.
 Skill Acquisition: As the Morrison has acquired new company, there are employees of
the other company who will also be acquired and thus those workers will have various
kind of skills which can be shared among the existing staff members and vice versa
(Guest, 2011). But there is challenge for the Morrison to make those employees fit
within its own workplace and make the work as per the needs and expectation of the
company. There is major factor within the challenge and that is making them adopt
changes within their skills and acquiring their ones within the company so tarty
operations can be carried out .
 Skills Audit: In this kind of approach, main focus of the company is on auditing the
skills of the employees and determining the gaps. In simple words, this process can be
stated as a tool which can be utilised for determining the skills gaps within the
Morrison. As a growing company there are various needs of the company and there are
high chances of occurring of capability gaps so here Morrison needs to find out the
weaknesses of the employee along with the capability gaps so that training can be
provided and thus those gaps can be fulfilled (Bröckermann, 2012). This in turn will
allow the company to provide platform of opportunities to the employee for
enhancement of skills and give high level of performance.
 Impact of Technology: There are lot of the changes which the company has made so far
in the technology. They have undergone though many changes and thus have adopted
technology and for that they have upgraded the skills of employees as well. Being a
supermarket chain, they have introduced many of the software along with fast computer
who can scan and thus produce the bill in no time. Therefore, there is huge impact of the
technology on the company along with employees as they have to learn new sills ton
operate those software on regular basis.
TASK 2
P3 How Company Motivates its employees
To be Covered in Poster
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EMPLOYEE COOPERATION
TASK 3
P4 Ways through which cooperation can be obtained regrading employees
An employment contract can be stated as process which is being highly utilised for the labour
law in order to attribute the rights and responsibilities among the parties for negotiation.
Contract is usually being made among the employee and employer. There are various kind of
ways through which company attain this and those are described below: Contractual entitlements: This kind of contract is all about a contract between the
employee and employer. This kind of contract is basically utilised for specific purpose
in which both of the parties comes under mutual agreement and thus they follow as per
the contract. There are some of the norms which are being mentioned within the report
which both of the party can not break until contract is being completed. If that happens
then another party has the right of file a case against another party. This kind of contract
is being utilised by TESCO in real life. Employee and employer rights: There are various kind of employers which have the
right for appointing and thus dismissing the workers as per the appropriate procedure
and thus mainly expect the level of performance from the employees. This kind of
contract is basically made for the purpose of discrimination against existing or potential
buyers, sexual harassment, victimisation and many others within the workplace. This
kind of contract is made for making the employee secure and thus utilised by almost
each and every company (Coff and Kryscynski, 2011). Real example can be given up of
Morrisons who utilise this kind of contract for making their employees feel secured and
safe and establish long term relationship with the company. Types of employment contract: Employment contract is a kind of agreement which abide
between employee and employer so that appropriate relation could be made between
each one of them. There are various kinds of employment contract are determine which
need to understand by HR manager f a company so that better and appropriate
relationship between employer and employee could be maintain and manage. In context
of Morrisons, various types of contract are define as follow:
 Part time and full time contract: These workers basically sign a bond
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with employer in which associate need to work part time or full time
consideration. This alter and support to maintain relationship for a define
time period.
 Fixed term contract: Such contracts do not get breach in mid of time
term as they are for specified time period. Fixed term contract are define
as a definite time duration like 6 months or one year or more than one
year.
These are several kind of contract which need to take in account by management of a company
so that better working relationship between each one of them could be maintain and manage.
 Disciplinary procedures: It is a one of a kind of process or procedure which typically
utilise by large or small firms in order to manage misconduct of their employees or
associates. It is essential to manage and maintain suitable disciplinary process at
workplace so that chances of inappropriate working could be reduce in a define frame. It
get vary from formal and informal process so that chances to reduce issues between
various individual could be manage or maintain sufficiently (Daley, 2012). HR manager
of Morrison need to determine the steps which usually involved in the disciplinary
process working so that better environment could be promoted:
 Oral Reprimand
 Written warning
 Final documentation
 Suspension with probation
 Termination
These steps usually need to get followed up in an appropriate and design frame so that chances
of better results could be gain in order to maximise effectiveness and efficiency as well as
duplication could be reduce.
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TASK 4
P5 Ways through Employee performance will be measured and managed
To be covered in PPT
CONCLUSION
From above mentioned report, it has been concluded that human resource management
plays a vital role in an organisation. An effective HR manager is responsible for many things
with in a firm. His duty is to recruit candidates, give training to staff members and make positive
employee relation so that environment of firm can be maintained. Government can also help
management in various ways like forming policies in favour of employees may aid in motivating
candidates of company. A happy worker will work in both effective and efficient manner. By
this, targets or objectives of company can get hit in a systematic way and for a longer period of
time.
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REFERENCES
Books and Journal
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E. M., Bowman, J. S., and Van Wart, M. R., 2012. Human resource management in
public service: Paradoxes, processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
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