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Morrisons : Human Resource Management

   

Added on  2020-06-04

16 Pages3566 Words89 Views
HUMAN RESOURCEMANAGEMENT
Morrisons : Human Resource Management_1
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.Personal Management Vs Human Resource Management.................................................12.Function of HRM contributing to organisational purposes.................................................13. Roles and Responsibilities of line managers in HRM .......................................................24. Impact of legal and regulatory framework on HRM..........................................................3TASK 2............................................................................................................................................31. Stages involved in Human Resource Planning (HRP) and their analysis..........................32. Comparison of Morrisons with Waitrose..........................................................................43. Link between motivational theory and reward in Morrisons.............................................54. Process of Job evaluation and factors determining pay......................................................55. Effectiveness of reward system in Morrisons....................................................................66. Methods to monitor employee performance.......................................................................67. Reasons for cessation of employment ..............................................................................68. Employment exit procedures used by Morrisons and Waitrose.........................................79. Impact of legal and regulatory framework on employment cessation arrangements.........8CONCLUSION................................................................................................................................8REFERENCES..............................................................................................................................10
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INTRODUCTIONHuman resource management is considered as the management of personnel resources. Itis planned in order to increase an employee's performance for satisfying the employer's plannedand strategic objectives. The phenomenon is beyond hiring and firing. It focuses on selecting anemployee, recruiting and then providing proper induction and orientation. It is a strategic andinclusive approach which helps in managing the people as well as the culture of the workplace(Armstrongand Taylor, 2014). They have proper metrics and measurements for revealing theirvalue. The main objective of HRM is to increase or add value to the strategic usage of theemployees. With respect to that, it also ensures the fact that implemented programs help thebusiness in a positive way. Morrisons comes as the fourth largest chain of supermarkets in UK.This report is about evaluating the role of HRM.TASK 1Covered in PPTTASK 21. Stages involved in Human Resource Planning (HRP) and their analysisMorrisons make sure to follow all the stages required and time to time analysis is also beingdone so that proper accomplishment of the stages takes place. The stages are discussed asfollowing: Analysing Organisational Objectives – This feature can be achieved afterwards in variousfields like in finance, marketing etc.Inventory of present human resources - Inventory is the resulted output of all the items.Various things can be analysed by the information storage system of human resource.These things include the present number of employees, their potential and theirperformance as well. External and internal sources can be estimated to satisfy therequired job requirements.Forecasting Demand and supply of human resources – It helps in estimating the resourceswhich are required at different situations in a job profile. It also measures the internal andexternal sources.1
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Estimating manpower gaps – When comparing the human resources with the supply ofresources, it either comes in surplus or in shortfall. Proper training and development canincrease the skills of the employees (Tan and Nasurdin,2011).Formulating the human resource action plan – This goes according to the amount i.e.whether it is in more in demand or having shortfall. According to that, the plan is thendecided.Monitoring, control and feedback – In this, implementation of the plan takes place. Theplan is implemented in a way to modify any defects if any present in it. The resources andthe plan of implementation is compared to check the reaction of the people that if they aresatisfied or not.2Illustration 1: Human ResourcePlanning(Source : Smriti, 2016)
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