Benefits of HRM Practices in Organisation for Employer and Employee

This article discusses the benefits of HRM practices in an organization for both the employer and the employee. It highlights the importance of training and development programs in improving employee performance and reducing turnover. It also emphasizes the role of reward management in increasing employee morale and productivity. These practices ultimately contribute to organizational productivity and profitability.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
Main body .......................................................................................................................................4
Task 1...............................................................................................................................................4
P1 HRM function and purpose, apply on employees planning ..................................................4
P2 Strength and weakness of various approaches to recruitment and selection .........................6
Task 2...............................................................................................................................................8
P3 Benefits of HRM practices in organisation for employer and employee ..............................8
P4 Effectiveness of practices in relation to HRM that raises organisational productivity and
profits ........................................................................................................................................10
Task 3.............................................................................................................................................11
P5 Importance of employee relations in relation to influencing HRM decisions......................11
P6 Key element of HRM legislations in relation to employee that has impacted on HRM
decision .....................................................................................................................................12
Task 4.............................................................................................................................................13
P7 Application of HRM practices in work related context with examples ...............................13
CONCLUSION..............................................................................................................................14
REFERENCES ...............................................................................................................................1

INTRODUCTION
Human resources management is the main strategic approach that is used to manage the
people effectively in a organisation. It is designed to increase the employees performance and
profitability by completing goals and objectives. HR department is responsible for employee
benefits, recruitment, performance appraisals, training and development, reward management
and formulation of policies (Armstrong and Taylor, 2020). Its main purpose is to ensure that
company is able to achieve success through people. For increasing insight about human resource
management Morrisons has been taken that is super market company is providing variety of
products and services. Such organisation was founded in 1899 by Willliam Morrison in UK. This
is larger super market where employees are managed by HR department by understanding their
needs and complete them effectively. Different topics are covered in report such as purpose and
scope, effectiveness of human resource management, factors by involving internal and external
and HR practices that affects decision making.
Main body
Morrison is consider as forth largest company in UK that provides different types of
products and services to customer as per their needs and expectation. Currently such company
has employs 110,000 employees and serving across 11 million customers every week. The
products and services involves food and drinks, books, clothings, magazines, CDs and DVDs.
Customers are highly attracted from such products that helps in increasing sale and profitability.
It is big supermarket chain which owned 479 stores to offer the kind of products and services
(Bratton and Gold, 2017).
Task 1
P1 HRM function and purpose, apply on employees planning
HRM is the wider term, used to define formal system invented for managing the people
in organisation and controlling all activities. The roles and responsibilities of HR manager has
fall in to different areas such as employee compensation and benefits, designing work and
managing employees. Workforce planning: This is the collection of people who works
collectively at workplace in order to attain common objectives. It is primary assets of
organisation that is used to meet with legislations and productions requirement for the purpose of
completing task. In context to Morrisons, HR manager is playing important role and

responsibilities as understanding customer requirement, provide employee benefits, running all
functions and activities etc.
The purpose of HRM are defined as:
Staffing needs: Employees are needed in every organisation which helps to complete the
assigning task in certain period of time. For this purpose HR manager recruits employees by
understanding demand of organisation and select employee on the basis of required skills and
experience to work. In context to Morrisons, employees are recruited for marketing, production,
supplying and finance department by identifying jobs and determining skills for appropriate
position.
Performance appraisals: In every organisation, employees are having some expectation
from their job such performance appraisals and benefits, that are completed by HR department
that increases confidence level. In context to Morrisons, equitable practices are followed by
HRM where it evaluate employees performance and given them appraisals (Brewster and
Hegewisch, 2017).
Compensation: This is main reason for which HRM is important to have in organisation
that helps to get ready employees to work properly. All employees wants to get fair payment for
their work so they get complete the task in certain period and retain employees for long term. In
context to Morrisons, HR is important to understand needs and compensate them by fair
treatment (Cascio, 2015).
The functions of HRM are as mentioned that are applicable on workforce planning such
as :
Planning: The important function of HRM is to make effective plans which is require to
getting things done and achieving organisational goals. Planning is the first step, used in all
activities to complete the task and run business effectively. In Morrisons, HR manager is
playing their role of strategic planner who is responsible to get completion of task by making
effective plans. Moreover, it recruits employees and get work done from them by making plans
so goals can be achieved (Chelladurai and Kerwin, 2018).
Organising - This means to organise all activities are required to run a business and
increases organisational effectiveness. Such function is performed by HR manager of Morrisons
company where all production to sale activities and employees are managing efficaciously. In

other words, HRM department is liable for grouping the individual activity, assigning them work
as per their qualification and maintaining coordination.
Directing: It is required function as number of employees are working organisation who
needs proper direction and guidance to work. This function helps HR manager of Morrisons to
encourage employees by giving proper guidance that processes to maintaining good
performance. Moreover, employees are motivated through good behaviour of HR and directing
them effectively that increases performance.
Controlling: To control all functions and activities are important for organisation that is
possible through controlling function and it is require after completing all activities. In
Morrisons, roles and responsibilities of HR is to control business activities and performance by
formulating and implementing plans effectively. This is ending function which helps to
accomplish the business objectives.
P2 Strength and weakness of various approaches to recruitment and selection
Recruitment and selection is the main activity of organisation where number of
employees are hired by HR department and complete the task in certain time. In respect of
Morrisons, there are different approaches in relation to recruitment and selection are as defined:
Recruitment: A process that is used to identify and recruiting the qualified employees
for performing jobs in certain time is consider as recruitment. This process is used by HR
manager of Morrisons company to finding the number of applications and recruiting employees
as per their qualification helps to work collectively. Internal and external approach are involves
in recruitment method such as:
Internal approach – This means when organisation recruit employees to fill the vacant
and responsible post from the existing employees who are already working at workplace.
External approach – When employees are recruited by organisation from the external
sources to fill the vacant position is consider as external approach (DeCenzo, Robbins and
Verhulst, 2016).
Strength and weakness of internal and external approach:
Internal recruitment
Strength Weakness
 In Morrisons, employees get ready to  No chances to get new ideas and

work easily as they are well recognised
from organisation environment.
 By using this, cost and time can be save
because employees are recruited
internally.
 Creation of opportunity for existing
worker as giving them promotion and
high responsibilities.
innovation in business because existing
employees works.
 There is creation of another vacancy
because people are recruited internally.
 There is limitation of talented and
potential employees to work.
External recruitment
Strength Weakness
 With the help of this new ideas can
bring in Morrisons company that
increases organisational productivity.
 Identification of potential employees
out of pool of applicants.
 Time taken and cost effective process
that consume time and cost to recruit
employee from outside.
 There is chances of conflicts between
employees due to hiring from external.
Selection – This is negative process to HRM because of choosing and receiving right
employees for right post and others are rejected. The HR department of Morrisons organisation
uses this method to select the potential employees that helps to complete the task in effective
time period. Different approaches are covered in selection process as:
Interview: This means a process where employees are recruited on the basis of asking
number of questions from candidates and they work effectively (Jackson, Schuler and Jiang,
2014).
Strength Weakness

 This helps to analyse the skills and
nature of candidates.
 It comprises of high validity and
reliability to make the decision
regarding final selection.
 This is time consuming and cost
effective process to take interview
round.
 There is require public speaking and
presentation skills.
Assessment centres: This is important tool in the process of selection that is used to find
out the candidates to work in typical management situation (Kramar, 2014).
Strength Weakness
 This is best method to select, training
and promoting the employees.
 Morrisons can get best employees as
they are evaluated by many experts.
 Organisation and candidates can
improve their performance and increase
profitability.
 Assessment centres to select the
employees is very costly.
 There is required highly experienced
managers to evaluate the candidates.
 Time consuming process.
Presentations: In this process, employees are selected on the basis of analysing their
skills to present their views and ideas that helps to increase organisational productivity.
Strength Weakness
 Morrisons can get best employees who
is able to present products and services
effectively.
 Easy to present by maintaining eye
contact with large audience.
 This attracts customers and make
profits.

 Lack of personal information and
experience that can reduce the
productivity.
 Time taking process and difficult to
control the activities.
 There is highly risk to present in front
of large audience


Task 2
P3 Benefits of HRM practices in organisation for employer and employee
As business world is becoming highly competitive and unstable than ever before, where
different organisation are seeking to gain competitive at all cost. Therefore, businesses are
turning towards more innovative sources by using HRM practices. In other words, HRM
practices is a system that attracts, develops, motivates and retain employees in order to ensure all
activities and functions are performed effectively. In Morrisons, HRM practices are important
that benefited to employer and employee as defined below:
Training and development: It is a subsystem of company that improve employees
performance by providing them training and development sessions. In Morrisons, employees are
getting training and development that sharpens knowledge, skills and people's attitude in order to
complete task effectively (Marchington and et.al., 2016).
Benefits to employer and employees
Employer Employee
 By providing training and development
programme there is lack of chances to
employee turnover.
 Improvement in working behaviour that
processes to accomplishment of task.
 Morrison's employer enable to maintain
good relationship and belongingness
that create good environment.
 This increases skills and knowledge of
employees which is used to accept the
challenges.
 Job satisfaction and increasing
confidence of employees.
 Innovation and technology is accepted
by workers that improves performance.
Reward management: In Morrisons number of employees are working effectively in
order to attain business objectives. It is required for corporation to evaluate employee's
performance and awarded them by using monetary and non monetary resources. Such practices
are giving benefits to employer and employee as:
Employer Employee
 Reward management helps Morrison's
employees to develop and career
 This helps to maintain good relations
with employers and complete the assign

progress that make effective work.
 It helps to increase team work spirit in
chosen organisation and complete the
work effectively.
 This increases employee's morale and
motivational level by getting rewards
for their performance.
work.
 Creation of strong employer brand that
maintain high productivity.
 New ideas and changes are accepted by
employees easily.
P4 Effectiveness of practices in relation to HRM that raises organisational productivity and
profits
HRM practices is set of rules and practices which is used by company to manage people
through facilitating the development and competencies effectively. There are different types of
HRM practices which are used by Morrisons to increase the organisational productivity.
HRM practices Morrisons Sainsbury
Training and
development
 This organisation is
providing on the job
training that increases
practical knowledge and
experience of employees
which make easy for
organisation to adopt new
technology and run
business effectively.
 Moreover, With the help of
training and development
practices such company is
increasing organisational
performance as employees
becoming more intelligent
 This is supermarket that
also provide different kind
of products and services. It
is using off the job training
that increases learning
capacity and will power to
work effectively.
 Training practices give
benefits to Sainsbury to
increase employee's
marketing and supply chain
skills that can would
maintain the business
activities. Resulting,
increase in organisational

and resourceful (Sparrow
and et.al., 2016).
productivity and
profitability.
Reward management  Employees feels good and
more confident by getting
rewards from Morrisons
that processes to
productivity.
 The management of
company evaluate
employees performance
and give them monetary
rewards such as bonus,
extra salary, gifts etc.
 Therefore, rewards
practices attracts
employees and suggest
them to work more
effective that helps to
increase production by
selling products.
 Sainsbury is using non
monetary rewards such as
promotion, power,
authority, transfer etc. by
evaluating employees
performance that increases
business activities.
 Workers feel good and
motivation from reward
system that helps to
complete the goals and
increase profit margin by
selling the huge amount of
products.
 Moreover, employees get
ready to work in
challenging environment.
Task 3
P5 Importance of employee relations in relation to influencing HRM decisions
Employees are the main part of organisation who contributes in business by giving their
efforts and completing the activities. This is important for corporation to maintain the effective
relations with employees so challenges can be accepted easily and maintaining good
performance. In context to Morrisons, HR manager identify the vacancy and recruit employees
for right post in order to complete common task and attain business goals. The importance of
employee relation that influences HRM decision are defined below:

Trade union – This is effective HRM practices which is used by organisation to maintain
the good relation by making groups. Herein, all people whether employer and employees works
together for completing common task and attaining business goals. This practices is applied by
Morrisons, there are number of employees who works collectively in order to carter the common
goals. This influence HR decision for example, different policies are formulated by HR for
working collectively which are followed by employer and employees and get done work
effectively. With the help of this, employer and employee share their ideas and maintains good
relationships.
Collective agreement – This is a written contract, happening between employer and
union that highlights many of terms and conditions of employment for employees in bargaining
unit. A written document is created by employer and employee where they set their goals and
complete the work effectively. In Morrisons, employer and employee can create a agreement in
order to work together and complete the task properly. This influence HRM decision making as
hiring contract based employee, share information, compensation and benefits that helps to
improve organisational performance (Storey, 2014).
P6 Key element of HRM legislations in relation to employee that has impacted on HRM decision
Legislations and policies are formulated by HR manager for the purpose of employees
welfare and increasing organisational performance. In other words, it is set of rules and
legislations which are formulated by government for companies that helps to make happy
employees who are working at workplace. It is helpful which helps to maintain good relations
with employees. Following legislations are adopting by Morrisons organisation such as:
Health and safety act 1974: This act is related to providing heal and safety to employees
who are working at workplace. This is important for organisation to provide good health and
safety to employees and make feel them happy. In context to Morrisons, management are
providing facilities to employees that helps to protect them from any injury at workplace. This
legislation impacts on decision making for example, HR manager understands employee's
problem and get them good health which increases confidence and they feel important part of
organisation (Tyson, 2014).
The Equality act: According to this act, all employees should be treated equally in
organisation on the basis of religion, language, gender and culture that can help to work
effectively. This act impacts on decision making for instance, HR manager recruits employees

for vacant position by following equality act. This increases employees morale and confidence
level as they can work in organisation without facing and discrimination. Moreover, it increases
organisational performance by selecting good employees.
Employment contract law act: This is an agreement which is formed by government in
order to maintain good relation between employer and employees. It is important for corporation
as employer understand the needs of organisation and share with employees so, it can be
complete by giving efforts. In Morrisons, management are following this legislation to clarify
any issues and disputes that may arise in relationship. In this, both parties are becoming binding
to complete the work (Wilton, 2016).
Task 4
P7 Application of HRM practices in work related context with examples
Job Description – A document that provides to job applicants by highlighting duties and
responsibilities for which they are going to apply. All informations are covered in job description
such as role, position, profile, timing and responsibilities. In context to Morrisons, HR manager
is going to hire a candidate for the post of HR executive. Therefore, job description will help
to understand about such profile:
Job Specification: This statement is prepared by organisation that covers characteristics
and qualification, required to perform the job. In other words, it mainly outlines on task,
qualification and functions that needs to perform.
Job description of Morrisons
Organisation name Morrisons
Department Human resources department
Job profile HR Executive
Job location London, United Kingdom
Experience required Minimum 3 to 5 years
Job summary Morrison is seeking to new talented and experienced candidates
for the post of HR executive who have special knowledge about
hiring, selecting , pay roll and legislations.
Skills required  Good and satisfied communication skill

 Aptitude skills
 Making quick decision skills
 Technical skills
 Critical analysing skill
Roles and responsibility  Able to recruit and select right candidates.
 Able to getting thing done in certain time.
 Select people from employments services.
 Able to understand and retain employees problem.
Interview Question:
 Explain about yourself?
 What is your management and leadership style?
 Explain an ideal work place for you?
 As a HR executive, which type elimination apply in Job?
 How will you manage conflicts in your organisation ?
Job Offer of Morrison to Smile Joseph
21th February, 2020
Morrisons
Church Road, United Kingdom
Dear Smile Joseph
It is cluster for our organisation that you have selected in interview for the post of HR executive
that is responsible profile. Your joining date is 1st March, 2020 . Kindly make sure that all terms
and condition in relation to workplace are acceptable by you and give confirmation to Miss
Nancy (HR manager).
Thanks & Regards
Human Resource Manager
Morrisons

CONCLUSION
As per the above discussion it has been concluded that the main department of any
organisation is HR that maintain all functions and activities effectively. Company should follow
HRM practices such as training and development, reward system etc. that increases skills and
knowledge of employees and increase the organisational productivity. Legislation such as
employee contract law, health and safety act and equality act is used to mainatin the good
relation and retain them for long period of time.

REFERENCES
Books and journals
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practice. Kogan Page Publishers.
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W. F., 2015. Managing human resources. New York: McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The academy of management annals. 8(1). pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Sparrow, P. and et.al., 2016. International human resource management. Kogan Page Publishers.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
About assessment centres. 2019. [Online]. Available through:
<https://kalyan-city.blogspot.com/2011/07/assessment-centre-meaning-
advantages.html>
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