Human Resource Management.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1 HRM purpose and functions applicable to workforce...........................................................3
P2 Explain the strength and weakness of different approaches to recruitment and selection ....5
P3. Benefits of different HRM practices for both employer and employee................................6
P4 To raise organisational productivity and profit, the effectiveness of HRM practices is to be
evaluated.....................................................................................................................................7
P5 Employees relation importance in respect to influencing decision making of HRM............8
P6 Employees relation importance in respect to influencing decision making of Hu,man
resource management..................................................................................................................9
P7 Illustrate the application of Human Resource Management practice in work related context
by using specific examples. ......................................................................................................10
Interview questions and answers...............................................................................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is the process of managing employees so that they can
perform well. It involves the activity related to induction, selection, recruitment, training
programme, motivating employees etc. Human resource help the organisation to gain
competitive advantage (Smith, 2016). It is to be design in such a way so the performance of the
employee is maximize in service of an employer's strategic objectives. The organisation that was
choosen in this project is Morrisons. It stands in the fourth position in supermarket chain in
United Kingdom. It has its headquarter in Bradford, West Yorkshire, England. It was founded by
William Morrison in 1899. He starts their business as a merchant of butter and egg in Raw son
market, England. The topics that covers in this report are explanation of HRM purpose and
functions that apply to workforce plan and resourcing of company. Strength as well as weakness
are also explain in terms of different approaches relates to recruitment and selection. Benefits of
HRM practices are also also explain in terms of employee and employees in this report. How
HRM practices are effective to raise profit and productivity are also explain. Importance of
relation of employee in respect to decision making and key elements of legislation of
employment and their impact are also cover in this project. With the help of example HRM
practices are also be illustrated.
TASK
P1 HRM purpose and functions applicable to workforce
It is the process in which management of people is done in workplace as HR team make
control when they perform functions like recruiting, choosing, conducting training, evaluation of
performance, and perform other administrative functions related to salary or wages, Bonus,
perquisites etc.
HRM Purpose: By appointing skill candidates company can easily achieve the
objectives of the organisation. As the workers leave their jobs due to various reasons like
unsatisfactory compensation, lack of job security, poor balance of work life so the main purpose
of HRM is to make control on these issue and company can increase their performance by
selecting the right candidate for the job. The other purpose are describe as follows.

Safety needs: It is the duty of the HRM to understand the requirement of the staff and
take initiative steps to satisfy their needs. All the activity related to appointment of appropriate
candidate are perform by Human resource management.
Compensation: By observing compensation trend Morrisons make change in the
payment structure of organisation. The main objective of the company as per employees
perspective are to provide minimum wages or salary as per applicable laws like labour and
industrial law. Morrisons follow minimum wage act, wage payment act, workmen compensation
act etc. in their organisation.
Appraisal of performance: For development and growth of the company it is duty of
HRM to do appraisal of performance regularly. Performance of workforce is evaluate by smart
HRM team of Morrisons and if it involves any deviation reasons behind it are also be analysed.
Future Benefits: It is the responsibility of HRM team of Morrisons to make provide and
make records of provident fund,gratuity, bonus, pension, ESIC as it give security to their
employees and improves morale of the workforce.
Compliances of law: To avoid exploitation of employees HR manager of Morrisons
follow all the applicable laws and regulations.
HRM perform an important role in allowing employer as well as organisation to reach
towards their targets. For that purpose various functions are perform by HRM team in the
organisation.
Job design and job analysis: Job design is the process in which duties and
responsibilities related to job are fixed. With the help of this it become easy to determine the type
of candidate Morrisons wants for that job position (Moutinho and Vargas-Sanchez, 2018). Job
analysis include describing the requirement of the job like work experience, qualification and
skills. So Morrisons HRM team analyse skills and qualification that requires in candidates for
the vacant job position.
Hiring and selection of workforce: The primary function of HRM is recruitment.
Providing and arranging employee training and development programme: The
organisation growth and success are depends on training of the employees. By conducting
training session Morrisons improves the efficiency as well as productivity of employees.

Develop good relation in the working place: To maintain harmony good relation are
develop in the organisation. In Morrisons large number of employees work together towards a
single objective by eliminating communication gap between two employees.
P2 Explain the strength and weakness of different approaches to recruitment and selection
Recruitment: It is a process of identifying, attracting, screening, selecting and
interviewing appropriate person for job with in an organisation.. According to the size of
organisation, range of workers is to be decide to recruit.
Internal Recruitment: In this the vacancy is to be fill by appointing existing employees
as it help to promote and motivate the workforce of the company.
STRENGTH WEAKNESS
 If Morrisons fill vacancy with internal
recruitment. It helps to improve the
morale of the workforce as it motivate
employees to work hard to get the
higher position in business.
 Stability of job is less if this method of
recruitment is choose by Morrisons.
 Less training is require because well
trained existing employees of Morrison
filled the vacant position of the
company.
 Occurrence of another new vacancy is
there if Morrisons adopt this method in
the organisation (Mitchell, 2018).
 Internal recruitment help in recruiting
the efficient employee of the
organisation which are well known to
the marketing strategy and pricing
policy of the company
 It is not assures that the new candidate
that was appointed for the vacant
position adapt the working environment
of Morrisons easily.
External recruitment: In this vacancy is fill by appointing person from outside the
organisation. Morrisons by giving advertisement on Newspaper, on job websites fill the vacant
position (Luthans and Doh, 2018).
STRENGTH WEAKNESS

 Huge number of employees pool by
this method if Morrison adopt this
method.
 It decrease the morale of Morrison
existing employees.
 It also become beneficial to avoid
ripple effect in company.
 It raise the turnover rate in the
Morrisons because new high vacancies
are fill by new joinee as it reduces the
chance of promotion in the company.
 It is the duty of the HR department of
Morrisons to make sure that quality of
employees is maintain by them.
 If HR department of Morrison fails to
recruit quality employees. Than it will
directly make impact on efficiency of
Morrisons in accomplishment of task.
Selection: It is the process in which the suitable candidate is choose and filling the position as
according to their qualification and skills.
Strength Weakness
 On the basis of their qualification,
skills, knowledge selection is to be
done (Liebowitz and Frank, 2016). For
this Morrison conduct structured
interviews as it is more reliable and
valid.
 long process of selection is adopted by
Morrisons so it waste lots of time in
conducting so many rounds of
interviews
 Due to good brand image large outside
audience are interested to join the
organisation to fill the vacant position.
 It is a costly method as Morrison invest
huge amount on conducting interviews.
 HR department of Morrisons should
focus over individual capabilities and
skills to make sure that right candidate
is selected for the process.
 If wrong candidate is selected by HR
team of Morrisons than it makes
negative impact on the efficiency of the
business.

P3. Benefits of different HRM practices for both employer and employee.
Employer: is the individual who appoint the worker with the help of HR as they are
owner of the business.
Employee: is the person who work for the organisation. They are the servant of the
employer
HRM Practices are:
 Recruitment & Selection: All the work or process is follow by Human Resource team as
they are responsible to choose the most suitable candidates among the available to fill the
vacant position.
Benefit for employer Benefit for employee
 Helps to choose the appropriate
candidate to fill the vacancy. As only
eligible person can be appointed to
serve the purpose.
 As the person who has ability can be
appoint. So gives opportunity to
talented candidate and due to various
rounds of interview it gives surety that
partiality is not done
 Training & Development: It is their responsibility to provide training to their
employees in this way they can easily increase the efficiency of workforce that leads
development & growth.
Beneficial for employer Beneficial for employee
 Less wastage help to save the resources
of organisation because Morrisons
adopt long and effective process for
selection so appoints only skilled ,
qualified and experience candidate.
 Improves the skill and knowledge that
tends to increase the efficiency of
employees.
 Performance Appraisal: It the responsible of HR to perform the respective activity on
regular basis. It is the main responsibility of Human Resource to provide feedback
immediately to employees so they understand what HR exactly expected from them.

Benefit for employer Benefit for employee
 Chances of getting effective result is
increase
 It is beneficial for workers to adapt the
changes in short period of time.
 Update employees information system: It is necessary for HR to maintain records of
employees contact number, addresses, mail id, PAN no., Adhar no. If these are record
manually so it consume so much time. If the HR process is automate than employees are
responsible to fill out an automated digital form. The only thing the HR needs to do is
giving a immediate approval and can integrate that information to automatically updated
cloud based employees information system.
Benefit for employer Benefit of employee
 Easy to track the records and also
consume less time to find the records of
employees.
 As all the information which is relevant
has recorded so it is in the safe custody
of appropriate authority.
 Perform all the administrative work and it is their responsibility to handle the work
related to : calculation of salary is done by them, work related to compensation benefits,
bonus, ESIC, provident firm, employees benefits records etc. HR responsible to draft
important documents related to employment. And also ensure that every employee must
receive minimum wage. It is their responsibility to maintain safe and healthy
environment by providing various benefits related to safety and health measures.
Benefit for employer Beneficial for employee
It is possible to record employees documents
that become helpful when the retirement
benefits like pension, bonus, gratuity,
workmen compensation, employees state
Insurance are calculated and given (Glendon,
Clarke and McKenna, 2016).
 It protect and save the employee from
exploitation as Morrisons giving
minimum wage and Bonus according to
law. Thus With interacting with
employees healthy environment is
create . In this way Morrisons avoid
exploitation (Marks, 2019).

P4 To raise organisational productivity and profit, the effectiveness of HRM practices is to
be evaluated.
Effectiveness of HRM practices: By providing job security and social security to
employees ,Morrisons can increase their profit margin because employees gives their best at the
time of performing task that improves productivity also. By appointing suitable candidate at right
place there is reduction in the wastage in the organisation in this way becomes effective in the
company. With giving time to time motivation the morale of the employees is increase as they
work with great efforts and complete their task by doing proper utilization of resources at right
time that leads to increase productivity that make positive impact on profit also (Hughes and
Gosney, 2016). Brand image is also increased due to proper functioning of Human resource
management as it helps to attract professional and skill employees large number so they work
with great efforts that become helpful to increase productivity or profit (Noreen and Mahmood,
2018)
HRM Practice and their impact to increase profit & productivity
Recruitment and Selection: If appropriate candidate is appointed who has good
knowledge & experience. Than it less waste the raw material and paper which leads to increase
productivity and by reducing expenses they can easily increase profit margin.
training & development: If proper training is provide by expert trainer than the person
understand how to perform the activity and they understand the strategy to perform the task so it
reduce wastage that tends to increase productivity which indirectly affects positively on profit.
Performance appraisal: As it is done on regular basis so the deviation in the
performance can easily be find and what was the reason behind it is also found. So managers

take corrective measure to overcome with the problem. If correction is done on time than it
increase the productivity which makes positive impact on profit also.
Update employees information system as if the work is performed by using technology
it saves the times. And this time is used to make focus on core areas of task that results
increasing profitability & productivity.
P5 Employees relation importance in respect to influencing decision making of HRM
Human resource is most crucial part of organisation. With out employees business
cannot run in effective manner. It is the duty of owner maintain healthy relationship in the place
of working so that Morrisons can run their business smoothly by eliminating conflicts, problems
and make ensure that work force are perform their task with great efforts.
Employees Relation: It indicate the efforts of the organisation to develop good relation
between employer as well as employees. Morrisons with excellent employee relations program
give fair treatment to their employees so that they commit their work properly. As this related
programme make attention on issues that affect employees like supporting work life balance,
safe work environment and pay & benefits.
Importance of employees relation :
 There are various matters in which individual unable to take decision individually.
 If work is share among different people it becomes easy to perform (Langfield-
Smith, Thorne and Hilton, 2018).
 If employees work with each other by maintaining coordination and corporation It
makes the organisation as happy place.
 A healthy and good relation decrease or eliminate the issue of conflicts or fights
between individuals.
 Productivity is also be increased with effective relationship of employees is
involve.
Influence decision making: Involving employees in the process of decision making it
shows them that their view and opinions are value in the organisation. As when employee knows
that their input help the organisation in beneficial manner than he/she can notice his/her impact
as make them feel proud that he/ she making a difference. Helping workforce understand that
require and values them by developing a healthy working relationship. As it is beneficial to

include your workforce thoughts at the time of taking most decision, as it help to motivate
employees. Morrisons should give opportunity to each and every employee to voice their opinion
when they take participate in decision making process (Cleaver, 2017). By maintaining good and
healthy relationship it help in development of skills that tends to lead growth. By maintaing
effective relation productivity of the company is also increase. As Morrisons maintain healthy
relation with their employees because in some critical situation it is difficicult to take decision
individually as it needs help of someone to take effective decision.
P6 Employees relation importance in respect to influencing decision making of Human
resource management
Employment legislation: It covers all applicable laws, regulations and standards related to
labour relation, workmen compensation, working hours, benefits entitlement, human rights,
wages and salaries, health and safety.
The important elements of employment legislation are describe in detail in the following
below points as these are as follows
 Equal employment opportunity: As equal opportunity is given to both employer
and employee, no discrimination is done on the basis of their size, colour, caste,
religion,age etc. (Bringezu and Bleischwitz, 2017).
Impact: It helps to motivate employees and gives social security so Morrisons give equal
opportunity to their workers.
 Prevention from exploitation: On the basis of caste and religion Morrisons
should not exploit their employees.
Impact: It reduces the chances of Harassment in the company (Bryson, 2017).
 Fixing minimum wage and payment : The salaries of employees must be pay as
according to minimum wage act as Morrison give salaries on the basis of
working hours, overtimes, Incentives etc.
Impact: It motivate employees to work hard or work more to earn maximum.
 Providing Good Working Conditions: By reducing conflicts, confusion and bias
in the work place Morrisons provide good working environment.
Impact: It help to retain the employees as good working condition force them to work for long
duration in the same organisation.

 Safety and Health measure: By making arrangement of first aid, medical
facility, dustbin, facility of clean drinking water, Wash rooms, canteen,
arrangement of dustbin can safe the health of their workforce as they are the
assets of the company (Dubin, 2017).
Impact: If Mossion provide all the facilities it makes the work force healthy and safe that makes
impact on the working also because fit and healthy person can perform the task with great
efforts.
 Working Time related regulations: According to the norms of the industry the
working hours are set by organisation (Berger, 2020). Morrisons set 9 hours of
working for both male or females and 7 hours for trainees. The duration of
Interval is 40 minutes and 15 min are given to employees before and after lunch
for taking rest.
Impact: By fixing fix hours HRM Team of Morrisons safe the interest of employees and save
them from exploitation.
P7 Illustrate the application of Human Resource Management practice in work related context by
using specific examples.
Advertisement:
JOB OPPORTUNITY
The most famous supermarket Morrisons looking for self motivated candidate having dynamic
personality and have excellent skills to fill the vacant position in the organisation for the Post of
HR.
Attractive benefits as well as perks would be apart of attractive salary package.
Experience or fresher both can apply
Interested candidate contact on ….xxxxxxxxxx........
Email : …xxxxxxxxxxxxxxxxxxx......
JOB DESCRIPTION
Job Title: HR Manager
Main Purpose and scope of the Job.
 Prepare and maintain registers in which name, address, mail id, contact details are

record.
 Data related to Pension, Provident fund, Gratuity, ESIC, salaries should be recorded
 Proper calculation of salary is to be done and he must be responsible to contact direct to
finance department time to time.
 Human Resource are responsible to appoint and fill the vacant position.
 Performance appraisal is to be done on continuous basis.
 He/ she is responsible to compile all the registers related to recruitment
 He/ she must be responsible to calculate bonus or incentive.
 HR must prepare and record JOB offer letter.
Skills : They must have following skills
 Team skills
 Reporting skill
 Scheduling
 Qualification:
 Should posses Degree of MBA in Human Resource Management
 Must have excellent verbal and written communication skills
 Must have experience of 3 years in same post and in similar industry
 Must have good command over power point, Ms word, excel.
REPORTS TO:
 POSITION IN ORGANISATION
 Reports to: He/She must be report to Senior Managers of this Department
DUTIES AND RESPONSIBILITIES
 By conducting orientation they must welcome their new employees in the organisation.
 On the basis of Labour law they perform all the functions of HRM
 It is their duty to answer all the messages and mail
 Regular Follow up should be taken by them as it is their duty
 Perform the process of recruitment is one of the major responsibility of HR.
 It is the responsibility of HR to communicate policies of companies and terms of
employment to the candidate before hiring. He/ She must be act as mediator between
new joinees and employer.

 It is imperative for Human resource to start training and induction programme for every
new workforce on there basis of their skills set required for their job.
 Give contribution to motivate as well as retain the experience candidates in the
organisation
 Timely appraisal report is to be prepare time to time as it is the responsibility of the HR.
 To develop fun, safe as well as healthy atmosphere and eliminate stressful environment
is the duty of HR that may increase the performance of the employees.
 It is the duty of HR to not to play favourites or performing discrimination at the
workplace.
 HR should adopt new methods of awarding like providing flexible working hours,
paternity leave, holiday extension etc.
 To organise all the functions in a systematic manner is also their responsibility.
 He/ she is responsible to organise and secure all the data.
 It is their duty to monitor attendance and tracking leaves and find the reasons behind it.
CV of candidates
Personal Information
Name: Angel Dsouza
Address: 55, Carnaby street, London, UK
Birth date: 4/12/1993
Gender: Female
Father's name: Jack Dsouza
Marital status: Unmarried
Education/Qualification:
 Company Secretary from ICSI
 Masters in Human resource ( University of East London )
Work experience: Having 2 years experience in Tesco
Hobbies:
 Reading Novels

 travelling
 singing
References: Ruskin Dcruz
The information mentioned above are true and fair.
Enclosure: Marksheets, Experience letter of previous concern, National Identity card.
Interview questions and answers.
Q.1. What you don not like about the world of Human Resource?
Ans. I hate for example recruiting..........because its not my passion but I have knowledge what
role it plays in the company.
Q.2. Tell me about the time when you did not follow policy?
Ans. If the policy is not in favour of workforce and exploit employees.
Q.3. What trend is important to follow near next four years?
Ans. Trend of Diversity and transparency.
Justification: Angel Dsouza is suitable candidate for HR Manager post in Morrison she
has good command on English and excellent written as well as verbal communication. She has
good experience as compare to others.
JOB OFFER LETTER
Morrisons
35, Holborn, London, United Kingdom
7.11.2020
Dear Angle Dsouza,
We are please to tell you that you are clear yor last round of interview so we are offer you
employment for the Profile of HR Manager in our organisation ''Morrisons''. Here we describe
all the employment terms and condition.
Date of commencement: The joining date of your duty is 14 Nov,20
Reporting: All the rules as well as regulations are need to comply and act in such a manner that
it protects the interest of the company.
Place of Work: In London Branch
Salary: You are entitle to a monthly compensation that will be subject to all relevant and

applicable statutory as well as companies deduction according to law.
Working hours:
The office timing is from 10:00 am to 7: pm( Monday to Saturday)
Sick Leave: 29 working days of sick leave at full pay is provided by the organisation
Paternity Leave: Upto two calender weeks for which you have to apply at least seven days
before.
Termination : by giving 30 days prior notice any party can terminate the job.
Copyrights and ownership: You should not be engaged in any type of work whether it is part
time or full working hours. It is not permitted as per company's policy
Amendment and enforcement : If any changes made in the employment contract it will be
inform you.
Your's faithfully
Veronica Edison
Senior officer of HR Department
Morrisons
To confirm your acceptance to the terms and conditions kindly give approval by signing below
Date: 14. November.20
Angel Dsouza …( Signature).................
name of witness
Signature.......................
CONCLUSION
After doing deep analysis it is to be conclude that Human Resource plays an important
role in the organisation. The process of recruiting, selecting, directing, Training, Motivating,
controlling is perform by HR Management team so that right candidate can be placed at the right

job in the organisation and improve the morale of the employees to increase the performance of
the workforce as it is helpful to achieve the objectives of the organisation. It also conclude that it
is necessary to maintain good employee relation so that they perform in effective manner. With
out developing good relation it not possible for the organisation to achieve the targets of the
company and productivity can also not be increased in the organisation.. HR Managers of
Morrisons follow the process of recruitment and selection in the organisation in this way they
choose the right person for the right job to fill the job position. It also conclude that to run the
business effectively it is necessary to appoint HR managers because all the administrative work
related to employee are perform by HR only.

REFERENCES
Books and Journals
Berger, L. A., 2020. Talent Management: Handbook. MGH.
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
Bryson, J., 2017. Effective library and information centre management. Routledge.
Cleaver, F., 2017 Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.
Glendon, A. I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Hughes, C. and Gosney, M. W., 2016. The history of human resource development:
understanding the unexplored philosophies, theories, and methodologies. Springer.
Langfield-Smith, K., Thorne, H. and Hilton, R. W., 2018. Management accounting: Information
for creating and managing value. Sydney: McGraw-Hill Education.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
Liebowitz, J. and Frank, M. eds., 2016. Knowledge management and e-learning. CRC press.
Luthans, F. and Doh, J. P., 2018. International management: Culture, strategy, and behavior.
McGraw-Hill Education.
Marks, S. A., 2019. The imperial lion: Human dimensions of wildlife management in Central
Africa. Routledge.
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.