HRM Practices and Employee Productivity

The provided report concludes that HRM practices are essential for an organization's growth and success. They enhance employee productivity, efficiency, and motivation. The assignment also emphasizes the importance of employee legislation in decision-making and maintaining effective relationships with employees to reduce conflicts.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Benefits of HRM Practices for both employer and employee..............................................3
1.2 Evaluation of effectiveness of HRM practices for organizational profitability and
productivity.................................................................................................................................4
1.3 Different methods for HRM practices for organisational context........................................6
1.4 Critically evaluate the HRM practices within the organisational context ............................6
TASK 2............................................................................................................................................7
2.1 Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................7
Employee relations and engagement: A collaborative approach...............................................7
2.2 Key elements of employment legislations and its impact on HRM decision making.........8
TASK 3..........................................................................................................................................10
3.1 Preparation of job description and person specification for a team leader.........................10
3.2 Rationales for application of HRM practices in work place ..............................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource can be defined as the individuals who are working for an organisation
and a division of an organisation that has responsibilities for managing all worker's related
things. It comprises of recruiting, selecting, Hiring, training etc. Apart from that, Human
resource management is an umbrella term which is used for describing management and
development of employees in the firm. Chosen organisation for this assignment is Morrisons
which is the fourth largest supermarket chain of UK along with headquartered in West
Yorkshire, England. Company was founded in 1899 and now firm had 498 outlets across
England, Wales or Scotland. Present report will discuss about the benefits and effectiveness of
HRM practices along with importance of employee relations. key elements of employment
legislation or employee relation and its impact on decision-making. In the end, a job description
and person specification for team leader will also prepared under this report.
TASK 1
1.1 Benefits of HRM Practices for both employer and employee
HRM practices can be defined as the practices of HR personnel in which they develop
leadership skills for their staff members. It also provide support to the management in enhancing
overall performance of organisation. These practices consists of enhancing working ability of
workforce, provide motivation and opportunities to the employees etc. HRM practices provides
lots of benefits to both employees and employer within the firm. In the context of Morrisons, it is
assisting them in maintaining relationship with the workers of organisation so that their effective
contributions can be taken for a long time period (Apress, 2017). Practices of HRM are given as
below:
Recruitment and Selection – These kind of HR practices are generally based on mission
and culture of organisation. Recruitment is a process of hiring suitable candidate for job in a
timely and cost effective manner. In the context of Morrisons, their recruitment practices are
mainly a part of workplace culture. Senior management of Morrisons follows a very organised
process in selection because they believe in hiring good candidate for vacant position.
Training and Development - These practices defines that the firm should make huge
investments on training and development of employees so that skills and knowledge of
employees would be improved as per the current market trends. Training and development are

two sides of a coin in which training implements essential skills in an individual so that work
should be done in easy manner. Whereas, development is a wide concept that focuses on overall
development of Morrisons.
Benefits of these practices for both employer and employee are given as below:
Benefits for Employer
Focus on tasks: It provides responsibility to the head of each divisions of providing the
work to the employees as per their capabilities so that work should be done in desired manner.
Therefore, managers of Morrisons have duty to find out the methods or techniques so that task
would be completed within the given time period and employer gets benefits of effective
contribution from employees for a long time period.
Using work time: In order to getting effective results it is very important for the
employers to use skills and efficiencies of employees so that better decision would be made in an
effective manner. In context of Morrisons, Managers should involve their employees in decision-
making process so that they feels motivated while performing the task (Brewster, 2017).
Benefits for employees
Experiences in new areas: HRM practices can be considered as one of the important
activity for the candidates who are newly recruited within the firm. It provides supports the
candidates in identifying new things that have not been seems by them. In addition, it also assist
them in enhancing knowledge and skills of new areas which is beneficial for them in completing
further tasks.
Increment of skills and strength: HRM practices assists the employees through
providing them effective training regarding work so that they will perform their task properly.
When proper training will be provided to them then it is beneficial for employees to performing
their further duties in more effective manner. In the context of Morrisons, sales and productivity
of firm is improved.
1.2 Evaluation of effectiveness of HRM practices for organizational profitability and
productivity
HRM practices plays very supportive role in enhancing profitability and productivity of
organisation so that brand image can be maintained in effective manner. There are several HRM
practices like Training and development, performance management system etc. that are
beneficial for firm and its employees because it helps in improving overall performance of

organisation. There are numerous ways by which HR managers of Morrisons can take effective
support of HRM practices for gaining profitability. Effectiveness of HR practices in company's
growth is given as below: Sharing Information and collaboration- Productivity and profitability of Morrisons can
be improved with the help of sharing information and collaboration of team work. This
practice of HRM assist the employees in indetifying the pattern which is followed by
them in the given task. Management of Morrisons can use this HRM practices in their
workplace because with the help of it they can remove the status difference among the
employees. They also divided the teams as per the same skills and experiences so that
work should be done in effective manner. Therefore, it can be said that this effectiveness
of HR practices helps the firm in enhancing productivity and profitability in marketplace. Performnace management system- This is a method of monitoring the employee's
performance during the year and deciding where they stands as far their goals. In it, HR
managers of Morrisons have duties to provide motivation to their employees and develop
innovative environment at workplace so that profitability or productivity of Morrisons
would be enhanced. For enhancing the motivation level of employees Managers of
Morrisons also organise target activities so that Best performer can be identified and
prizes and rewards would be given to them (Budhwar, 2013). Recruitment and Selection – For accomplish any task in effective manner it is very
essential for the managers of organisation to hire talented and skilled employees at
workplace so that their support can be taken in future time. When management of
Morrisons hires experienced and knowledgeable candidates for their organisation then it
is very easy for them to identifying weaknesses of workplace and taking corrective
actions for resolving it. With the help of it, chances of conflicts are reduced from the
workplace and firm leads towards growth and success in market.
 Training and Development - In current scenario, there is a huge competition in
marketplace due to which each firm wants to enhance their market share and as a result of
it, they have to face huge challenges. Therefore, it is very essential for the HR managers
of Morrisons to provide training to their employees so that their knowledge and skills can
be updated as per market trends. Through improved skills and knowledge employees

performs their duties effectively that leads the organisation towards productivity
enhancement and goals achievement.
1.3 Different methods for HRM practices for organisational context
In present time, HRM practices are very essential in an organisation so that growth and
success can be taken in a limited time period. There are various kind of HRM practices are used
by the management of Morrisons sharing informations, training and development, etc. So that
goals or objectives of firm would be achieved in easy manner. For e.g. Sharing informations
always encourage the managers of Morrisons to take better decisions for future along with
training and development enhances the skills and efficiencies of employees due to which they
can complete any task through facing any kind of challenges (Ehrnrooth, 2012). Training and
development are very essential because it not only increases abilities and skills of employees but
also it makes them efficient so that they can perform their duties in well manner. Along with this,
training and developments makes new employees capable and efficient due to which they will be
able in accomplishing given task in innovative way.
1.4 Critically evaluate the HRM practices within the organisational context
As HR practices are beneficial for the growth of firm but there are various difficulties
which are faced by HR managers of Morrisons during implementation of it in workplace. Critical
evaluation of some of the above HR practices are given as below:
Training and development – It is beneficial because it helps the employees in their
professional development and career growth. Whereas, regular training or development
programmes increases the cost of organisation which is not beneficial for firm in terms of
profitability of Morrisons. For example – HR department of Morrisons have recruited new
employees within their sales divisions so that it is very essential to provide required training to
them through which they will be able in performing duties in well manner. Whereas, if
management will not provide adequate training to them then they will not adjusted with working
culture of firm which results in decreasing retention rate of employees
Recruitment and Selection- The main benefit which is received by the Managers of
Morrisons by this HR practice is that through it they can select eligible candidates with expected
skills and knowledge. Apart from that, it is very hard for the HR manager to select right
candidates for the right job in a very short time period. For instance – there is a need of large
number of employees in production department so as to produce and meet customer's

requirements whereas, if inexperienced staff will be attained by HR division of Morrison then
the chances of fulfilling the demand of customers are low.
TASK 2
2.1 Analyse the importance of employee relations in respect to influencing HRM decision
making
Employee relations and engagement: A collaborative approach
This is an approach which states that relations with employees and engaging them in
several activities is an essential key to success of a firm. When staff members of Morrisons will
perform their duties in more effective manner then chances of occurring conflicts in the
workplace will be reduced. Through taking support of employees in decision-making employees
feels encouraged and motivated that leads the firm towards gaining growth and success in
marketplace. It tends to facilitate good employee relations across company premises and gives
overall boost in the process of collaborative working. Through which chances of gaining better
contribution from employees will be higher which leads the Morrisons towards competitive
advantage in marketplace (Harrison, 2017).
Importance of this approach:
 It provides assistance to the management of Morrisons to build effective relations with
employees through which chances of conflicts are reduced from workplace and morale of
employees are enhanced due to which they perform their task in effective manner.
 It also help the firm in implementing collaborative working within the workplace so that
unique ideas can be generated which helps the firm in enhancing profitability or
productivity.
 Collaborative approach not only helps the employees in making balance between work
and personal life. For this, HR managers of Morrisons need to implement family friendly
policy at workplace which creates healthy relation among employees and managers.
Human resources (employees) in a firm are most valuable assets because without them
any firm can't take growth or success in market. Hence, it is very essential for the managers to
develop positive relations with the employees so as to achieving goals or objectives in a limited
time-frame. It is the prior responsibility of HR managers of Morrisons to provide rewards to
those employees who performed well on the given tasks. With the help of it, policies which are

made by Management of Morrisons will be implemented in easy manner at workplace without
any difficulty. There are some importance of employee relations in respect to influence HRM
decision making which are given as below
 HR manager of Morrisons involves the employees in decision making process so that
their confidence level will be build and create a sense of loyalty in their working
behaviour towards the company.
 Through making strong relations with employees HR managers of Morrisons can easily
identify the requirements of employees so that by fulfilling them they can motivate their
employees in a positive manner. With the help of it, HR of Morrisons can easily take
positive decisions in favour of employees and firm.
Hence, it can be said that HR managers of Morrisons should make their focuses on
building healthy working environment within the workplace so that confidence level of
employees will be enhanced which leads the firm towards gaining growth and success in market.
2.2 Key elements of employment legislations and its impact on HRM decision making
It is very essential for each firm to consider all laws and legislations properly which are
made by government of UK for protecting the rights of employees if it is not adhere by firm then
they have to pay losses or penalties which is not beneficial for the brand image of firm. The laws
which are framed by government of a nation needs to be followed as they can impact on the
HRM decision-making (Pieper, 2012). HR managers of Morrisons have also implemented some
laws in their workplace so as to protecting their employees are given as below:
The Employment Rights Act, 1999 and 2003: This act of employement states that
every employee who is working within the organisation should have right to entitled in National
Minimum wage as well as a salary slip. It also states that employees have right to take written
agreement or contract from the employer that consists of terms and conditions of work
environment, salary structure, job roles and duties etc. and also protect them from the unfair
judgement or illegal practices at workplace.
Equality Act, 2010: This is one of the most effective legislation which came into effect
in year of 2010. Reason behind forming this law is to remove unethical or illegal practices from
the workplace. According to this act, employees who are providing their services within the firm
should be fairly treated at the workplace on the basis of wages, gender, job position etc. and also
given same salary or wages if they are working at same position or executing same kind of

duties. Employer have no right to engage in any unethical practices and also not discriminate any
worker below their job position.
Working time regulations, 1998 - All employees should aware regarding working hours
and timing. According to this act, maximum working hour within the organisation should be 9
hours and if employee is working more than these hours then they have right to recieve extra
amount of overtime. This act is important for each employee because everyone who is recruited
by firm is performing its duties for earning money. Then it is very essential to the managers of
Morrisons to provide all the details about time duration so that they can't influence on decision-
making.
Above discussed laws are implemented in workplace of Morrisons and assist them in
execution of all business functions in more effective manner. It also ensures them to perform
ethical practices at workplace so that better decisions can be made which leads the firm towards
growth and success.
2.3 Evaluating employee relations management and employment legislation which affect HRM
decision making
Employee relation is very important in Morrisons so as to achieving goals and objectives
in a limited time-frame. There are several employement laws like equality act, working
regulations which are made by UK government for protecting the rights of employees. It also
provide duties to the managers to make effective plans and policies as per the laws so that any
difficulty wouldn't be faced in future. Apart from that, employee relations are also important
because without making good relations employees will feel demotivated which is not beneficial
for brand image of firm. As they performing duties for the goals of firm then HR managers of
Morrisons have duty to make effective relations with the employees and takes their support in
decision-making of the firm so that better decisions would be made which enhances productivity
and profitability of organisation (Buller, 2012). one policy is also taken by HR managers so as to
improving employee relations which are given as below:
Faculty/ Staff Assistance programme - Management of company have to provide
effective training to their employees when they get recruited within the workplace so that they
feel satisfied when they are performing their duties in the workplace. Strength of this policy is
that, it increases morale and confidence level of employees whereas, weakness of this is that,

increased overconfidentiality of employees provide negative impact on the performance of firm
in marketplace.
2.4 Evaluating employee relation and application of HRM practices which influence decision
making
There are various HRM practices are used by the managers of Morrisons like Training
and development, Recruitment and selection etc. For gaining better support from the employees
managers should organise effective training and development programmes for their employees
so that expected skills or effeciency would be implemented in them in easy manner. With the
help of this, unefficiency of employees will be decreased which is beneficial for the managers in
making decisions. By effective training and development, employees will learn new things of
completing task which is beneficial for the organisation in gaining profitability and productivity
in market.
TASK 3
3.1 Preparation of job description and person specification for a team leader
In order to recruit Team leader in Morrisons, HR managers should prepare job
description and personal specification that provide whole information about vacant job including
roles and responsibilities. It also helps the Morrisons in getting right candidate at right time for
right position.
Job specification
Job specification
1. Job details
Job Title :- Team leader Under Marketing department
Company- Morrisons
2. Job Purpose
 To Handle or manage team and its performance in Morrisons.
 To delegate roles and responsibilities to each member of firm as per their capabilities.

 Provide guidance and support to employees to perform best for achievement of goals and
objectives.
 To adopt motivational techniques so as to motivating employees
3. Duties and Responsibilities
 Helping the superiors and perform roles of superiors in absence of superior.
 Monitor performance of employees.
 Helps the authority for training and recruiting new employees
 Work like as a bridge between members of team and managers.
 Conducting meetings and seminars for rewarding best employees.
 Supplying quality in customer services.
 Team leader should share and generate performance report for answering all questions of
member team.
Person Specification
 Post: Team leaders of Marketing department
 Department: Marketing department
 Key: This show that what is required when like an evidence:
 (A): Application form, (I): Interview, (R): Role
 Attributes  Essential  Desirable
 Qualification &
Experience
 Graduate or Post
graduate in marketing
from any recognised
institution with having
minimum 3 years of
experience.
 Experience of working
as Team leader in
marketing department
of a known
organisation.

 Skills or knowledge
 Effective
communication and
interpersonal skills so
that conflicts can be
resolved.
 Ability of learning new
things and motivating
staff members so that
work should be done
within a limited time-
frame.
3.2 Rationales for application of HRM practices in work place
HRM practices are most important for the organisation as it helps the managers in
monitoring performance of employees so that best or lower performer can be identified and
rewards or training would be provided accordingly. Main purpose behind implementation of
HRM practices is to increasing the productivity and profitability of organisation. It also enhances
the motivation or confidence level of employees through which they perform duties in well
manner and always dedicated for organisational goals.
CONCLUSION
It has been concluded from the above report that HRM plays very crucial role in the
growth and success of an organisation. It also helps the managers in managing workforce in
effective manner. Main purpose of HR practices is to enhance productivity of organisation and
efficiency of employees. These activities also support the management in maintaining effective
relations with employees so that chances of conflicts would be redueced from the workplace.
Employee legislation plays a very supportive role in decision-making as they guide the managers
to determine importance of workforce in growth and success of company.

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