Human Resource Management - Morrisons Assignment

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose & functions of HRM:...............................................................................................3
P2 Strengths & weaknesses of approaches for recruitment & selection:....................................5
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices:...................................................................................................6
P4 Effectiveness of different HRM practices in organisational profit and productivity:...........7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in influencing HRM decision-making:...........................8
P6 Key elements of employment legislation and its impact upon HRM decision-making:.......9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in a work-related context:...................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The strategic approach for effectual management of employees within the organisation by
which they can have a competitive edge in the market. Basically, it is a term that is being utilised
for description of formal systems in terms of staffing, employee benefits and compensation &
designing or defining of work (Human Resource Management, 2019). This assignment is based
on fourth largest supermarket chain i.e. Morrisons in UK. It is a public limited organisation
which was established in 1899 by William Morrison and have around 498 stores. This report
comprises of purpose & functions, strengths & weaknesses along with benefits that are rendered
by HRM. Along with this, effectiveness of diverse HRM practices is evaluated and significance
of employee relations within decision-making is analysed. Furthermore, key elements associated
with employment legislation will be depicted as well as application of HRM practices are
illustrated.
TASK 1
P1 Purpose & functions of HRM:
The process of making efficacious as well as effective utilisation of human resources so
that formulated target can be attained is referred to as HRM. It involves planning, organisation,
directing as well as controlling the procedures associated with formulation of compensation
integration and maintenance which will lead to attain the accomplished objectives (Acunzo and
others, 2018). The HR of Morrisons is liable for recruiting, selecting as well rendering training &
development to their employees.
Hard model of HRM: The staff management model or system where employees are
considered as resources which must be controlled for attaining high profit along with competitive
edge is defined as hard model of HRM. The employees of Morrisons will be seen as identical to
other resources within the firm.
Soft model of HRM: Within this model, employees will be treated like a crucial resource
within the organisation and acts like crucial resource for having competitive edge. Within
Morrisons, employees are treated as an individuals and emphasis is laid on the requirements of
their employees.

Workforce planning: Systematic analysis & identification of requirements of firms with
respect to their size, type as well as quality of employees for attainment of their objectives is
referred to as workforce planning. HR of Morrisons is liable for identification of skills,
knowledge and experience that are needed (Anthony and others, 2015).
Resources of Morrisons: They involves financial, human, physical as well as
information intellectuals. In context of Morrisons, management is liable for acquisition as well as
management of resources for accomplishment of goals.
Purpose of HRM
HR of Morrisons needs to ensure that they have the right person within their organisation
who possess the appropriate skills according to the vacant position. This illustrates that right
person at appropriate time with necessary abilities and at a right place. Human resource manager
of Morrisons is responsible for hiring an appropriate candidate for their organisation by which
they can attain their goals within specified time frame.
Functions of HRM:
Recruitment: The process of identification as well as hiring of best-qualified individuals
for a specified job within cost effective as well as timely manner is defined as recruitment. HR of
Morrisons is involved within analysis of requirements of job, captivating employees and
screening (Cheol Seong and others, 2016).
Selection: The process associated with choosing most appropriate individual for the
vacancy within firm is referred to as selection. HR of Morrisons formulate different processes for
carrying out this along with this certain laws are also obeyed by them.
Training & Development: The subsystem of a firm which focus on improvisation of
performance of groups and individuals is defined as training & development. Training is
provided by Morrisons for sharpening of concepts, skills as well as acquisition of enhanced
knowledge of their of employees. Development is being carried out for developing ability for
attainment & sustaining within specified situation.
Motivation: The way of encouraging employees by which they can work till their entire
potential is defined as motivation. For this, HR of Morrisons can give their employees with
rewards, appreciation and extra benefits.
P2 Strengths & weaknesses of approaches for recruitment & selection:
Internal vs. external recruitment:

Basis Internal Recruitment External Recruitment
Definition Recruiting individuals who are
employed in the organisation.
Candidates are recruited externally.
Time
required
Less time Lengthy process
Choice of
candidates
There is restricted options. Wide range of individuals are there so it
provides a pool of skills.
HR of Morrisons has opted for utilisation of external recruitment as it renders them
within an option to have a appropriate candidate as per requirements of the task and are well
qualified.
Job analysis: The process for collection as well as analysation of information about
content as well as needs of tasks and context with which jobs are being carried out. HR of
Morrisons is making use of job analysis for identification of arrangement of job.
Job description: This denotes written narrative that is liable for describing tasks,
responsibilities and tasks associated with specified position. HR of Morrisons is making its use
for illustrating roles for peculiar task (Dahlberg, 2019).
Personal specification: It comprises of experience, skills, knowledge, qualification and
other characteristics an individual must have for carrying out the specified task. Through its
utilisation, HR of Morrisons can carry out detailed analysis of skills possessed by individual so
that they can find out the best.
Competency framework: This specifies the blueprint for enhanced performance in an
organisation. It involves wide range of competencies which can be applied for different roles.
HR of Morrisons makes its use for recruitment & selection, succession planning, career
development, performance management and training & development.
Methods of selection: Depending upon the vacant job, HR of Morrisons uses the
procedures, like for finance post, they make use of quantitative, reasoning and verbal
comprehension along with interview.
Approaches

Competency approach: It is a observable, measurable and valid list of skills, knowledge
and characteristics that renders outstanding behaviour. Within Morrisons, there exists both work
based as well as behaviour based competencies that is liable for illustrating characteristics and
behaviour of individuals within specified situation.
Contingency approach: This elaborates that there do not exist a single way through
which management can be carried out in an appropriate manner. For this HR manager of
Morrisons have formulated different strategies which will enable them to deal with the different
conditions which prevails within the organisation (Danes, Meraz and Landers, 2016).
TASK 2
P3 Benefits of HRM practices:
HR Morrisons make use of different human resource practices for attainment of their
goals within specified time. It comprises of orientation, training & development and many
others. They have been illustrated below:
 Job & workplace design: The way in which firms carry out their activities creates a
strong impact on employees performance. This can be understood by taking an example
like if hierarchical structure is being followed by Morrisons then employees will be
aware of the work flow in context of whom to report.
 Training and Development: Management of Morrisons wants that their employees
must work as per formulated standards by which goals as well as objectives can be
attained within specified time frame. For this they provide their employees with training
and development so that their skills can be polished up.
Benefits to employer
Organisation can have enhanced productivity when their employees are provided with
appropriate training & development. The reason for this is that when training will be delivered it
will be with respect to technologies which can be utilised by Morrisons for their services. This
will be creating a strong affirmative influence on the performance of both like work load will be
reduced which in turn will increase their profitability as through this they can deliver their jobs
as per required standards and on time (De Massis and others, 2015). Furthermore, both
employees and employers can learn new things with respect to trends which exists within the

market. Apart from this, flexible working environment will provide them with freedom to carry
out their responsibilities as per their requirements.
Benefits to employee
Training and development process provide appropriate training to the employees to shape
their talent and provide them skills so that they can enhance their work efficiency and
productivity. It also helpful in personality development and gaining competencies required for
current working environment that assist them to attain growth in their life and career which is
also profitable for the workers. Job and work place designing enhance their knowledge about
work place ethics, communication skills, relationship building with co-workers, use of new
technology and learn much more. Furthermore, when employers provide flexible working
environment to their employees, employees are capable to maintain their social and professional
life more efficiently. Employees of the selected company are relatively more physically and
mentally healthy when they are allowed for flexible working. Their productivity has increased
when they are able to work according to their conditions with fresh and healthy mind.
P4 Effectiveness of different HRM practices in organisational profit and productivity:
Performance appraisal: Performance appraisal is a process of assess the efficiency ans
efforts of the employees on a regular basis and provide them benefits accordingly. The Human
Resource Management of Morrison company involves this practice in their daily job so that it
can detect the inefficient employees and correct their mistakes. Appraisals motivate the
employees to work hardly which helps in increasing productivity. With lesser weaknesses, they
are capable to produce quality products that is profitable for the company.
Career management: The HR management includes development sessions for the career
and personal growth of the employees so that they can motivate their employees and gain their
loyalty and trust (Gharaibeh and others, 2017). The HRM of selected firm is also liable to
provide the jobs to the employees according to their skills, interest and capacity and also provide
growth to their career according to the experience which helps in retaining qualified and
experienced employees on right place that helps in accelerate the profitability.
Training: Training is the process of providing appropriate knowledge, guidelines and
framework for complete any job or task. HR management provides training to all the employees
and associates to perform any task. It is included in HR practices because employees are required
to gain the adequate skills and knowledge about their work according to the changing situations.

By learning the use of new technology and machinery, new working techniques and co-
ordination skills, employees become more productive and qualitative to achieve higher profits.
Reward system: Reward system developed by the human resource team is generally
associated with the goals and objectives of the establishment. The employees who reach to their
given goals on time with maximum efforts are rewarded by the management that motivates them.
Employees try to reach the objectives as soon as possible so that they can achieve the rewards
which increase the productivity. These rewards are also provided to maintain the quality of the
production so that cost can be reduced to increase the profit margin (Hagemann and Kirschke,
2017).
TASK 3
P5 Importance of employee relations in influencing HRM decision-making:
The employer-employee relationships have important influence over the strategic
planning and decisions-making of HR management. The steps taken in HR decision-making
procedure and consequence of relationship with employee in that process are described in below
mentioned points:
Identify the problems: The first step that is taken by HRM is to identify the problem or
the situation for which a decisions has to be made. The work or employee related problems can
only be detect by communicating the employees properly that is possible when organization have
built up strong connections with the employees. If employees are continuously getting ignored
and not considered as the part of organization, they will not share their problems and it will be
difficult to find out the problems.
Find out alternative solutions: After identify the problems, it is the second step to
generate effective and alternative solutions for the issues and problems. A single head have
limited ideas and can't find the alternatives for those problems which have not been faced by
own. It is necessary to involve the employees in suggesting modern and effective solutions for
new working problems which only possible when employees are motivated to take part in
decision-making activities (Herman, 2016).
Implementation: When HR managers have selected the optimum solution for the issue
and decide to implement that decision into the workplace, it is necessary to commute that
decision and process with the employees because even the best plan will not work if workers will

not adopt it. To commute the idea and gain the co-ordinance of the employees, it is crucial to
involve them into the process and create better relationship with them.
Monitor and control: To evaluate the success of the decision, it is important to monitor
the process and control the deviations which is responsibility of HR management. Inefficiencies
and wastage can be controlled with the help of employees. If employees will feel attached with
the organization and consider the organizational goals as their own goals then there will be no
wastage of resources and no need of controlling them. They will try to work efficiently and on
time with any misconduct.
P6 Key elements of employment legislation and its impact upon HRM decision-making:
There are certain laws and regulations which are related to the employment needs to be
followed by HR department of all the organizations. The HR team of Morrison Ltd also needs to
comply with these employment laws and regulations so that it can execute all operations
according to legal framework. These regulatory and legal aspects are mentioned below:
Equal Pay Act, 1970: This act obliged the HR team to provide equal pay to the
employees for same kind of work without considering their caste, religion, race, etc. The HR
professionals of selected firm have to ensure that equal payment is provided to employees
without performing any discriminatory practises at work place.
Employment Right Act, 1996: This act provides various rights and protection to the
employees from insufficient benefits and unfair termination by the employer (Skelcher and
Smith, 2015). This act also affects the security and safety policies in the company which have to
be complied with so that legal conflicts can be avoided.
Sex Discrimination Act, 1997: This act is introduced to ensure that establishments could
not execute any discriminatory practise on the basis of the sex of the employees. The HR
management of respective company have to provide equal opportunities, wages and benefits to
the employees without considering their gender.
National Minimum Wages Act, 1998: It is crucial for HRM team to pay minimum
wages at least that are determined by the act. The HR management of Morrison Ltd is abide to
shape there wages policies with the minimum pay scale stated in the act otherwise legal action
can be taken against the organization.
Data Protection Act, 1998: Data protection act is implemented by the government in
order to secure confidential data and information of the workers (Strohmeier, 2015). Human

resource management of Morrison Ltd have to ensure the safety of the data of workers in order
to avoid any legal consequences.
Work and Family Act, 2006: The objective of applying this act is to maintain balance
between professional and personal life of the employees. Human capital management team have
to provide necessary leaves and payments such as paternity and maternity leaves, flexible work
hours to its workers.
TASK 4
P7 Application of HRM practices in a work-related context:
Various HRM practices performed by HR managers that influence the activities of the
workers such as performance appraisals, recruitment and selection process, reward system,
training and development, etc. Some of them are described below in context with workplace that
how they affect the working within the organization:
Recruitment and Selection: Recruitment & selection process is a major and crucial
primary stage of HR management practices that provides assistance in evaluating and filtering
valuable and talented employees who can meet with the required competencies of the
establishment. In Morrison Ltd, Human Resource department includes different approaches and
methods such as references, advertisement, personal interview and specification, etc. for recruit
and select skilled and qualified squad.
Reward system and appraisals: Rewards and appraisal system create satisfaction and
motivation among workers and invigorate them to execute their responsibilities and tasks in an
effective manner to gain rewards (Süß and Altman, 2015). Human resource management of
selected organization regularly evaluate the efforts of employees which render them assistance in
providing rewards and appropriate training according to their performance. There are two types
of rewards system that can be implemented in any organization which are as below:
Intrinsic Reward System: Intrinsic rewards are the kind of non-physical rewards that can
not be touched or seen but felt and are connected with the workers emotionally. These rewards
are directly connected to the work performance and are produced automatically. These rewards
can differ from person to person such as sense of achievement, words of prise, recognition,
autonomy or work freedom, etc. This reward system can be preferred in case of white collar
employees. These are the employees who are working in top management or administration and
need to be motivated by achieving self-esteem.

Extrinsic Rewards System: Extrinsic rewards can be described as physical rewards
which directly comes from the employers. These rewards are also connected with job
performance of employees but not necessary to be achieved. It differs with the company policies.
Bonus and commission, fringe benefits, improved working conditions, promotions, profit
sharing, etc. are some examples of extrinsic rewords (Welge, Al-Laham and Eulerich, 2017).
These rewards can be used to motivate blue collar employees who perform physical tasks within
the organizations.
Both the reward systems are aligned with work performance and motivate the employees
to achieve organizational goals as their own growth and motives are also connected with them. In
case of an reputed business concern such as Morrison Ltd, employees wants to be recognized and
prefer intrinsic rewards. The human capital management team of selected organization can apply
work freedom reward method for encouraging and motivating its employees.
CONCLUSION
It can be concluded with the above report that human resource management is essential in
the organization to manage and control the workforce and manpower. All functions and
objectives of this management system are related to hiring and firing the employees. There are
various methods to hire employees for the organization and all the practices of HRM are
beneficial for both the employer and the employees. The HRM of establishment also plays
significant role in maintaining healthy relationship between employees and employers and
ensure the compliance with various employment laws which are important factors to influence
HRM decision making. Various HRM practices applied in the organization helps in finding,
retaining and shaping skilled and talented employees.

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Online:
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