Human Resource Management Practices in Work Representation

Human Resource Management INTRODUCTION 3 TASK 13 P1 Functions and purpose of HRM3 P2 Strengths and weaknesses of recruitment and selection approach Waitrose5 TASK 26 P3 Benefits of HRM practices for employer and employee6 P4 Effectiveness of HRM practices in raising productivity and profit7 TASK 38 P5 Significance of employee relation influencing HRM decision making8 P6 Impact of key elements of employee legislation 9 TASK 410 P7 Application of HRM practices in work

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Functions and purpose of HRM........................................................................................3
P2 Strengths and weaknesses of recruitment and selection approach....................................5
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for employer and employee...................................................6
P4 Effectiveness of HRM practices in raising productivity and profit..................................7
TASK 3............................................................................................................................................8
P5 Significance of employee relation influencing HRM decision making............................8
P6 Impact of key elements of employee legislation ..............................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context..................................................10
CONCLUSION .............................................................................................................................12
REFERENCES ...............................................................................................................................1

INTRODUCTION
Human Resource Management is a concept that plays significant role in an organisation.
It is the department that manages all the activities and functions of business and leads the firm
towards growth and success (Armstrong and Taylor., 2014). One of the main responsibility of
HR managers is to analyse manpower needs and recruit employees as per their requirement. In
the present assignment, chosen organisation is Waitrose which is a British supermarket chain
deals in food retail division. The report covers purpose and functions of HRM along with
strengths and weaknesses of different recruitment & selection approach. Benefits of human
resource management practices to workforce and employer as well as effectiveness of these in
raising productivity and profit is also defined. Apart from this, significance of employee relation
and key elements of employment relations is included. At last, application of various HRM
practices in work related context is discussed in this project.
TASK 1
P1 Functions and purpose of HRM
Human Resource management is one of the function that is related with recruitment and
selection of employees. Various activities are included in HRM function that helps in increasing
motivation level of personnel. The main responsibility of manager is to forecast future manpower
needs of firm and hire skilled candidate that best meets the set criteria. One of the fundamental
aspect of human resource management is to administer training and development to their
manpower so that they are able to enhance their skills and knowledge & apply it when they are
performing their duties. This helps in increasing potential of workforce as well as enables firm to
attain its goals and objectives. In Waitrose, manpower needs are ascertained by manager and
fulfil that by recruiting right number of candidate at right position. Skills and qualifications of an
individual is the main basis of selection. They also formulate training programme and conduct
various activities in order to motivate their workforce (Berman and et. al., 2012).
Functions of HRM:
In Waitrose, various functions are performed by manager of human resource department
from which some are applicable to manpower planning which are discussed as below:
Recruitment and selection: For every organisation, this is the main function which is
performed by manager of HRM department. It includes forecasting of manpower needs and
formulation of appropriate plan in order to recruit and select potential candidate. A specific

criteria is set for a particular job which becomes the main basis of an individual selection.
Application is invited by manager of Waitrose for various positions so that individuals who are
interested for respective post can apply for that(Functions of HRM. 2017). From this, firm has a
large pool of talented candidate from which they select best one and hire them. Successful
attainment of targets and objectives is ensured by selection of skilled and competent candidates.
Training and development: This is also an essential activity of workforce planning in
which manager ascertain skill needs of human resource and frame a effective training
programme accordingly. It provides an opportunity to personnel for developing their skills and
competencies as well as enhancing their knowledge. In Waitrose, an effective training
programme is provided by manager to their staff members so that their skills are getting
improved and they enable to perform their duties and responsibilities in proper manner. It results
in increased productivity and profitability ratio of firm.
Above mentioned are the main activities that are included by manager of Waitrose when
they do manpower planning for firm. This assists them in selecting appropriate number of
candidate at right position and time.
P2 Strengths and weaknesses of recruitment and selection approach
Recruitment and selection are procedure which helps in selecting an appropriate and
suitable candidate. Thus through this mechanism they can select qualified and talented candidate.
So company applies internal and external sources to recruit and select candidate. Thus as a result
they can select qualified and educated employees. Through applying this procedure they can
select qualified employees (Boella and Goss-Turner, 2013). Thus they can give good results and
firm can easily accomplish objectives. So the internal and external sources applied by Waitrose
are-
Internal source: These are the sources through which company selects staff members
from firm and they do not select members from outside the firm. Through this they can motivate
existing employees and thus they can perform better. Advantages and disadvantages of internal
source are-
Advantages Disadvantages
11 Internal sources are sources through
which firm can selects employees from
firm and they can save the time and11 Internal sources cannot select new
employees thus they cannot have new

costs.11 It increase the motivation and
enthusiasm level of all employees.
Through this they can give better
results.11 Through internal sources company can
select talented workers. Thus it helps
the firm in achieving the objectives.11 Firm can perform and can give good
results as all staff members can give
good results (Boselie, 2010).
talent in the firm.11 As existing workers are selected they
do not have knowledge about changes
in the environment.11 Some employees are promoted and
company do not promote others. So
thus creates clashes and disputes among
employees as they think that there is
favouritism in the firm.11 There is particular limit that company
selects some employees.
External sources: These are the sources through which company can select the staff
members from outside the firm and they do not select workers from within the firm. They ca use
various sources such as advertising, sales promotion and other external sources to select
employees. Advantages and disadvantages are-
Advantages Disadvantages
 As new staff members are selected they
they can select new talent and educated
employees.
 Due to creative and new ideas then it
results in earning of more profits.
 There is no limit in selection of staff
members. Thus they can recruit and
select many staff members.
 There is different perception and
thinking of new and existing employees
thus it leads to conflicts and clashes in
the firm.
 There is wastage of time and costs.
 Existing employees are demotivated.
TASK 2
P3 Benefits of HRM practices for employer and employee
HRM practices refers to the means by which that attracts, retain, develops and motivate
workforce to ensure effective application and survival of firm as well as its members (Boxall and

Purcell, 2011). There are several practices which are adopted by managers of firm that provides
benefits to employer and workforce. Application of those ensures effective operations and
activities of firm. In Waitrose, implementation of these practices facilitates manager in running
firm's operations smoothly. Some benefits of applying HRM practices at workplace are as
follows:
Benefits to employer:
Helps managers in decision making process: Practices related to human resource
management helps administrators in taking proper and effective decisions related to policies and
plans of business enterprise. High growth and success of firm is ensured by application of these
practices. Decisions regarding several activities of company becomes easy for manager to take
by execution of those practices. Policies related to employee benefits are framed by manager of
Waitrose with the assistance of it (Daley, 2012).
Maintains healthy workplace environment: Practices of HRM are very helpful for
managers in framing such policies and strategies that assists in introducing ethical working
within firm. By their effective execution, a healthy workplace environment is created by
managers that assists in increasing productivity and performance of manpower as well as firm.
Positive environment leads to develop a sense of satisfaction among workers which motivates
them and they feel happy to work within company.
Benefits to employee:
Improves performance: Application of practices assists in improving performance of
workforce. Morale of employees is increased by this and they are encourage to perform their
duties well. A healthy surrounding is maintained by this and they feel happy and satisfied by
working with firm.
Employee relations: By applying HRM practices, manager of Waitrose administer
support to their workforce who feels that their rights are violated. Individuals who experience
harassment or discrimination may contact with manager for help to deal with situation
effectively. Harassment and anti discrimination law are interpret by manager and assist
workforce with legal matters. Disagreements are also mediate by them among employers and
workers to ignore possible litigation (Gospel and Sako, 2010).
Above mentioned are some benefits that are getting by employer and employee by the
application of human resource management practices.

P4 Effectiveness of HRM practices in raising productivity and profit
Human resource practices are very beneficial for firm as it helps in increasing profit and
productivity of business. These helps in satisfying employees in more better way and attaining
objectives and goals of company effectively. It also helps managers in developing effective
plans, policies and strategies and ensure their proper execution. These plans provides direction to
employees for performing task and attain their objectives on definite period of time. Their proper
implementation helps in increasing productivity and profits of company. This also assists in
satisfying workforce and increasing their morale which results in developing coordination and
cooperation between team members (Heizer, 2016).
HRM practices assists in promoting healthy work environment which in turn increase
satisfaction of human resource. Their increased satisfaction creates positive work environment at
workplace and lowers down the chances of conflicts. They feel happy and start to taking
participation of all the activities that takes place within firm. Effective implementation of
practices also supports manager in making right decisions which in turn results in enhanced
operations and functioning of enterprise. In Waitrose, if employees feel satisfied and a positive
workplace environment remains maintain. Human resource manager of company needs to
formulate a proper training and development session for manpower so that they get opportunity
for enhancing their knowledge and skills. It allows them to perform their duties and
responsibilities in more proper way and encourage them to work towards attainment of common
objectives and targets of firm. Development programme also helps individuals in their personal
as well as professional growth that helps them in their future career (Hoque, 2013).
For successful accomplishment of targets and objectives, a crucial role is played by
human resource department. It help in increasing productivity and performance of company and
ensures attainment of their overall objectives in particular period of time. It is required by an
organisation to render a healthy workplace so that employees stay motivated and work happily.
In increasing profits and revenues of Waitrose, the contribution of manpower is high. One of the
main benefit of human resource management practices is that a good relation between employer
and employee is maintain by this.
Effective practices of Waitrose enables manager in formulating good plans related to
compensation. Motivation of workforce is increase if they getting fair wages. All this results in
increased performance of firm and provides it a competitive edge. Productivity and profitability

also increases which leads the firm towards high growth and success. From all this, it can be said
that HRM practices are very effective for Waitrose in terms of improving their productivity and
profit.
TASK 3
P5 Significance of employee relation influencing HRM decision making
Employee relation refers to the relationship which is shared by management and
employees in an organisation (Role of Managers in Employee Relationship. 2018). For effective
working within firm, it is very essential that a healthy relation is remain maintain between them.
Its contribution is large in success and growth of an organisation. So, manager of Waitrose are
require to maintain a healthy and strong relationship between employer and workforce. It ensures
improved performance of employees and increase their satisfaction level. Participation of
employees in activities of firm is also increased if a good employee relation is maintain. It allows
workforce to interact with management freely and share with them their ideas and thoughts. This
in turn increase coordination and cooperation among personnel and their suggestions helps
managers in taking effective decisions. It assists in accomplishment of objectives of firm by
enhancing its profits. Some benefits that the organisation gets from maintaining healthy
employee relation are defined below:
 It helps the manager of Waitrose in motivating their staff members and encourage them
in to work properly and perform their responsibilities well.
 Participation of employees is increased in firm's activities if good relation is maintain
between them. They enable to understand each other and working together for attaining
common goals.
 Process of communication is effective between management and employees and they
enable to interact with each other freely which in turn results in effective decision making
by managers (Jiang and et. al., 2012).
 Good relation between employer and employee leads an organisation towards long term
sustainability and high growth in market and provide a competitive edge to firm.
 Goals and objectives are successfully attain by workforce in cost effective and better
manner if employee relations are good.

Above mentioned are all the benefits that Waitrose get by maintaining healthy relations
between management and manpower. This assists in increasing productivity and profit of
business and leads it towards success and growth.
P6 Impact of key elements of employee legislation
Employment legislation covers all type of employment protection measures that needs to
be followed by every organisation. Basically these measures put certain limit on recruiting and
firing of employees. Some of the common elements of employment legislation that Waitrose is
following are discussed below:11 Equality: It is primarily important for each and every association to treat their manpower
equally and fairly (Marchington and et. al., 2016). It ensures using labour resources in an
optimum and cost effective manner. Waitrose is required to provide equal opportunity to
all its workers without discriminating among them on the basis of gender, race, religion
etc. It also help in establishing healthy relationship between personnel and workers. In
addition to that it is also important to pay fair wages to all employees so as to retain them
with the company for longer period (Sparrow and et. al., 2016).
111 Data Protection: Under this act, employees cannot share any confidential data of
respective firm with any third person or any other party who does not belong to the
organisation. If in case any personnel find doing this he/she has to face consequence for
the same. Waitrose is required to use data specifically and fairly related with stated
purpose.
111 Health and Safety Measures: According to this legislation, it is necessary for all
companies to protect the interest of their employees by providing them such facilities that
benefits them physically and mentally. For example: Waitrose is showing concern
towards their workers in terms of providing healthy working environment including
cleanliness, washing and drinking facilities, training and development session, protective
equipment etc.
111 Wages and Remuneration: As per this legislation, every business entity is obliged to pay
fair and equal wages to its workers depending upon their work performance (Mok and et.
al., 2013). Rewards can be given on the grounds of extra effort made by an employee
towards achieving organizational objectives and goals. Rewards and Incentives can be
classified into two factors one is monetary and other is non-monetary. Monetary factors

can be measured in terms of money such as bonus, increase in pay roll. On the contrary,
non-monetary factors cannot be measured in terms of money such as sense of
achievement, appraisal, recognition etc.
111 Working Condition: It is important for every association to provide healthy and positive
working environment that keep motivating employees and encourage them to work
incredibly hard towards accomplishing business goals and objectives in an effective and
efficient manner (Nickson, 2013).
TASK 4
P7 Application of HRM practices in work related context
Waitrose is one of the largest supermarket chain of United Kingdom. Company face
various challenges many times in market regarding lack of manpower, decreased productivity,
etc. In all such circumstances, it is required by manager of Waitrose to apply several practices
related to human resource management so that such problems can be solved in better and
effective manner. Different HRM practices involves:
Manpower planning: Manager of Waitrose do proper workforce planning before hiring
individuals within company. For this, manager needs to ascertain manpower needs and hire
appropriate number of workers accordingly. Main basis of selection is skills and qualifications of
an individual.
Training and development: Training is very necessary in order to enhance skills and
competencies of workforce (Purce, 2014). So, manager of Waitrose are require to determine
needs of their staff members and administer that suitable training programme which fulfils their
need.
Job specification:- It refers to a document which consist of various information regarding
roles & responsibilities that needs to be perform by an individual in their job.
JOB SPECIFICATION
Organisation: Waitrose
Job title: Assistant Human resource manager
Qualification:- MBA or PGDM in human resource management
Essential Criteria:
 Ensure coordination among team members.

 Adequate knowledge of theories and management concepts.
 Have ability to effectively deal with all situations.
Desirable Criteria:
 Require 6 years of experience
 Good personality & physique
CURRICULUM VITAE
Curriculum Vitae
Name:- PQR
Address:- United Kingdom
Phone No:- 6849545578454
Profile summary:-
Require MBA professional who have specialization degree in HR and have an experience of
minimum 6 years to be a part of organisation.
Educational Qualification:-
 BCA
 MBA
Specialisation:
 Recruitment & training programme
 Decent management of disputes & conflicts
Declaration:
I hereby declare that all the information provided is true and best in my knowledge.
Date:
Place:
CONCLUSION
As per the above mentioned report, it has been concluded that human resource
department has various purpose and functions and play crucial role in attaining growth and
success of company. Managers are responsible to recruit and select those employees who are
skills and have ability to successfully attain goals and objectives of company. There are various

strengths and weaknesses associated with recruitment and selection approach which they needs
to consider before hiring workforce. Application of different HRM practices at workplace
provides various benefits to both employer and employee. These helps firm in effectively raising
its productivity and profit. It is very important for every business firm to maintain healthy
employee relation so that work can be done in an effective manner.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Gospel, H. and Sako, M., 2010. The unbundling of corporate functions: the evolution of shared
services and outsourcing in human resource management. Industrial and Corporate
Change. 19(5). pp.1367-1396.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality,
tourism, and leisure. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
1

Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Role of Managers in Employee Relationship. 2018. [Online]. Available
<https://www.managementstudyguide.com/role-of-hr-in-employee-relationship.htm>
2