Human Resource Management Assignment - Waitrose Limited
VerifiedAdded on 2021/01/01
|17
|4974
|292
AI Summary
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Human Resource
Management
Management
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Explanation of purpose and functions of human resource management.................................1
2. Strengths and weakness of different approaches to recruitment and selection.......................3
3. Benefits of different HRM practices.......................................................................................5
4. Critical evaluation of strengths and weaknesses of different approaches of recruitment and
selection.......................................................................................................................................7
TASK 2............................................................................................................................................7
5. Importance of employee relations in respect to influencing HRM decision making..............7
6. Application of HRM practices................................................................................................9
7. Critical evaluation of employee relations and the application of HRM practices that
influence decision making.........................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Explanation of purpose and functions of human resource management.................................1
2. Strengths and weakness of different approaches to recruitment and selection.......................3
3. Benefits of different HRM practices.......................................................................................5
4. Critical evaluation of strengths and weaknesses of different approaches of recruitment and
selection.......................................................................................................................................7
TASK 2............................................................................................................................................7
5. Importance of employee relations in respect to influencing HRM decision making..............7
6. Application of HRM practices................................................................................................9
7. Critical evaluation of employee relations and the application of HRM practices that
influence decision making.........................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
INTRODUCTION
Human resource planning is the process of managing work force of an organisation so
that business can be executed properly. When all the employees are managed effectively than it
may help enhance productivity of workers which will be beneficial to achieve competitive
advantage. Developing and managing various programs that are conducted for the purpose of
raising work quality of employees are a part of human resource management. All the functions
that are related to cultivating, creating and establishing good relations among employee and
employers are performed under this function (Mossholder, Richardson and Settoon, 2011). HR
manager is responsible to formulate strategies to manage and administrate work force of a
company. In this project report human resource management structure of Waitrose Limited
which is a chain of supermarkets and executing its business in UK is going to be discussed which
includes different purpose and functions of HRM, strengths and weaknesses of different
approaches of recruitment and selection and their example, benefits of HRM practices and
importance of employee relations. Application and critical evaluation of HRM practices in a
work related context and employee relations have also been discussed under this report.
TASK 1
1. Explanation of purpose and functions of human resource management
Human resource management is the organisational function that assist managers for
recruitment, selection, training and development of employees in company. In Waitrose Limited,
employees are considered as an essential resource. Every employers and workers of organisation
maintains policies and employees engagement. Workforce planning is systematic process where
enterprises links personnel with their expected results. It ascertains the knowledge, skills and
experience needs and link up right people at particular place in specified time period.
Purpose of HRM:
Effectual use of resources: Resource is an essential part that is to be manage effectively
by managers of business. This can be people, materials, finances and so on. Management
of resources includes budgets and schedules for projects, human, supplies and
equipments. This HRM purpose is applicable to Workforce planning and resourcing of
Waitrose Limited as through this they can increase efficiency of resources and minimise
the wastages.
1
Human resource planning is the process of managing work force of an organisation so
that business can be executed properly. When all the employees are managed effectively than it
may help enhance productivity of workers which will be beneficial to achieve competitive
advantage. Developing and managing various programs that are conducted for the purpose of
raising work quality of employees are a part of human resource management. All the functions
that are related to cultivating, creating and establishing good relations among employee and
employers are performed under this function (Mossholder, Richardson and Settoon, 2011). HR
manager is responsible to formulate strategies to manage and administrate work force of a
company. In this project report human resource management structure of Waitrose Limited
which is a chain of supermarkets and executing its business in UK is going to be discussed which
includes different purpose and functions of HRM, strengths and weaknesses of different
approaches of recruitment and selection and their example, benefits of HRM practices and
importance of employee relations. Application and critical evaluation of HRM practices in a
work related context and employee relations have also been discussed under this report.
TASK 1
1. Explanation of purpose and functions of human resource management
Human resource management is the organisational function that assist managers for
recruitment, selection, training and development of employees in company. In Waitrose Limited,
employees are considered as an essential resource. Every employers and workers of organisation
maintains policies and employees engagement. Workforce planning is systematic process where
enterprises links personnel with their expected results. It ascertains the knowledge, skills and
experience needs and link up right people at particular place in specified time period.
Purpose of HRM:
Effectual use of resources: Resource is an essential part that is to be manage effectively
by managers of business. This can be people, materials, finances and so on. Management
of resources includes budgets and schedules for projects, human, supplies and
equipments. This HRM purpose is applicable to Workforce planning and resourcing of
Waitrose Limited as through this they can increase efficiency of resources and minimise
the wastages.
1
Promote culture of company: Company culture defines environment where employees
are working. It is considered as a personality of firm in which various elements are
included such as organisation value, expectations, mission, vision, and objectives. This
purpose of human resource management is applicable for workforce planning and
resourcing of Waitrose Limited. As it bind and retain their employees and assist them for
business growth (Ployhart and Moliterno, 2011).
Employees engagement: Employees engagement is a working approaches that are
designed to assure that employees are attached with company's goals, values and
objectives. This motivate them to contribute for the success of organisation. This purpose
of HRM are applicable by Waitrose Limited. In their workforce planning and resourcing
so that involvement of employees increases and planning can be implemented effectively
and efficiently.
Functions of HRM
Recruitment and selection: Recruitment is a process of finding and choosing skilled
and qualified individuals for a particular job. The objectives of this is to hire well
qualified candidates. Before this process firm execute personnel plans and rank
employees according to their performance at time of interview. Forecasting workers
depends on short term and long tern objectives and annual budgets of company. This
recruitment and selection function of human resource management is helpful for
Waitrose Limited. As it minimises cost of mistakes like unmotivated and unqualified
employees which assist them in workforce planning and resourcing. By using this
function they hire talented and skilled employees which help them to achieve their
objectives.
Orientation: Orientation is a systematic introduction of new employees with their co-
workers, jobs, procedure and working environment of company. It is a basic function
which assist new workers to adjust themselves in organisation. This function is relevant
for workforce planning and resourcing of Waitrose Limited. As it assist them to assign
duties to their employees and to achieve their goals. By proving intensive orientation to
employees which improve their skills and talents which is used to attain organisational
goals.
2
are working. It is considered as a personality of firm in which various elements are
included such as organisation value, expectations, mission, vision, and objectives. This
purpose of human resource management is applicable for workforce planning and
resourcing of Waitrose Limited. As it bind and retain their employees and assist them for
business growth (Ployhart and Moliterno, 2011).
Employees engagement: Employees engagement is a working approaches that are
designed to assure that employees are attached with company's goals, values and
objectives. This motivate them to contribute for the success of organisation. This purpose
of HRM are applicable by Waitrose Limited. In their workforce planning and resourcing
so that involvement of employees increases and planning can be implemented effectively
and efficiently.
Functions of HRM
Recruitment and selection: Recruitment is a process of finding and choosing skilled
and qualified individuals for a particular job. The objectives of this is to hire well
qualified candidates. Before this process firm execute personnel plans and rank
employees according to their performance at time of interview. Forecasting workers
depends on short term and long tern objectives and annual budgets of company. This
recruitment and selection function of human resource management is helpful for
Waitrose Limited. As it minimises cost of mistakes like unmotivated and unqualified
employees which assist them in workforce planning and resourcing. By using this
function they hire talented and skilled employees which help them to achieve their
objectives.
Orientation: Orientation is a systematic introduction of new employees with their co-
workers, jobs, procedure and working environment of company. It is a basic function
which assist new workers to adjust themselves in organisation. This function is relevant
for workforce planning and resourcing of Waitrose Limited. As it assist them to assign
duties to their employees and to achieve their goals. By proving intensive orientation to
employees which improve their skills and talents which is used to attain organisational
goals.
2
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Training and development: Training and development are necessary functions of HRM.
This is performed by company to improve present and future employees performance by
maximizing workers capability through proper instruction and also by increasing their
knowledge and skills in particular departments. Which is applicable in workforce
planning and resourcing of Waitrose Limited. as it allows them to increase their
productivity. By giving appropriate training to their employees that develops the talents
and skills which help them to perform their task effectively and efficiently so that they
achieve company's objectives.
2. Strengths and weakness of different approaches to recruitment and selection
Recruitment and selection both are the major tools that are used by a HR managers to hire
candidate for the organisation. While selecting individuals for job profiles the interviewer
evaluate their capabilities and analyse that they are able to work effectively or not. Recruitment
can be defined as the procedure in which job applications are posted by an organisation to attract,
shortlist and appoint suitable candidate for a specific job profile. While searching for a suitable
person for a job an organisation can invite applications through online media, job advertisements
etc. Selection is the action which is taken by HR managers to select an individual from large
number of candidates for the job profile which is offered by the organisation. In Waitrose
Limited recruitment and selection process is handled carefully as it is a large company and
cannot afford to hire unskilled or uneducated individuals (Werner and DeSimone, 2011).
Recruitment: It refers to the process of attracting skilled and talented individuals towards
the organisation with the help of job applications. There are various types of recruitment
approaches that are used by Waitrose Limited for recruitment:
Internal approaches: In such type of recruitment, company recruit existing employees
for the job profile. It help to save the cost of hiring individuals from outside of the company. In
Waitrose Limited internal recruitment is done with the help of promotions, transfer, employee
referrals etc. This is very beneficial for the organisation as well as employees as they get
motivated and their work quality get enhanced. Strengths and weaknesses of such approaches are
as follows:
Strengths:
It is very advantageous for the company as it helps to save cost.
Employees get motivated and their work quality get enhanced.
3
This is performed by company to improve present and future employees performance by
maximizing workers capability through proper instruction and also by increasing their
knowledge and skills in particular departments. Which is applicable in workforce
planning and resourcing of Waitrose Limited. as it allows them to increase their
productivity. By giving appropriate training to their employees that develops the talents
and skills which help them to perform their task effectively and efficiently so that they
achieve company's objectives.
2. Strengths and weakness of different approaches to recruitment and selection
Recruitment and selection both are the major tools that are used by a HR managers to hire
candidate for the organisation. While selecting individuals for job profiles the interviewer
evaluate their capabilities and analyse that they are able to work effectively or not. Recruitment
can be defined as the procedure in which job applications are posted by an organisation to attract,
shortlist and appoint suitable candidate for a specific job profile. While searching for a suitable
person for a job an organisation can invite applications through online media, job advertisements
etc. Selection is the action which is taken by HR managers to select an individual from large
number of candidates for the job profile which is offered by the organisation. In Waitrose
Limited recruitment and selection process is handled carefully as it is a large company and
cannot afford to hire unskilled or uneducated individuals (Werner and DeSimone, 2011).
Recruitment: It refers to the process of attracting skilled and talented individuals towards
the organisation with the help of job applications. There are various types of recruitment
approaches that are used by Waitrose Limited for recruitment:
Internal approaches: In such type of recruitment, company recruit existing employees
for the job profile. It help to save the cost of hiring individuals from outside of the company. In
Waitrose Limited internal recruitment is done with the help of promotions, transfer, employee
referrals etc. This is very beneficial for the organisation as well as employees as they get
motivated and their work quality get enhanced. Strengths and weaknesses of such approaches are
as follows:
Strengths:
It is very advantageous for the company as it helps to save cost.
Employees get motivated and their work quality get enhanced.
3
Weaknesses:
It may result in conflicts among employees because it is not possible to promote all the
employees.
When company recruit existing employees than no new talent will be introduced in the
organisation.
External approaches: In this approach employers hire individuals outside of the
organisation. College placement, advertisement, consultancy and pool campus, job fair are the
major components of external recruitment that can be used by Waitrose Limited. All the
strengths and weaknesses of such approaches are as follows:
Strengths:
It helps to introduce new talent in the organisation.
Biasness among existing employees will not be created.
Weaknesses:
External recruitments cost high and require high time for recruitment.
When new staff members are selected than organisation have to provide them proper
training.
Selection: It is the process of selecting best suitable candidate for a job profile which is
offered by an organisation. The main approaches that are used by Waitrose to hire employees are
as follows:
Online screening: It is the method in which organisations use job portals to hire
employees (Lengnick-Hall, Beck and Lengnick-Hall, 2011). This approach is used by recruiters
of Waitrose Limited to receive online applications from individuals to select or shortlist a few
persons who are suitable for the job. Strengths and weaknesses for this approach is as follows:
Strengths:
It helps to save the cost of putting a job advertisement.
Time of interviewing each individual can be saved by reviewing their resume online.
This approach requires technical knowledge of different software that can be used for
online screening.
Interview: It can be defined as face to face interaction of interviewer and interviewee.
Employers of Waitrose Limited use this approach to hire suitable candidates for the jobs that are
4
It may result in conflicts among employees because it is not possible to promote all the
employees.
When company recruit existing employees than no new talent will be introduced in the
organisation.
External approaches: In this approach employers hire individuals outside of the
organisation. College placement, advertisement, consultancy and pool campus, job fair are the
major components of external recruitment that can be used by Waitrose Limited. All the
strengths and weaknesses of such approaches are as follows:
Strengths:
It helps to introduce new talent in the organisation.
Biasness among existing employees will not be created.
Weaknesses:
External recruitments cost high and require high time for recruitment.
When new staff members are selected than organisation have to provide them proper
training.
Selection: It is the process of selecting best suitable candidate for a job profile which is
offered by an organisation. The main approaches that are used by Waitrose to hire employees are
as follows:
Online screening: It is the method in which organisations use job portals to hire
employees (Lengnick-Hall, Beck and Lengnick-Hall, 2011). This approach is used by recruiters
of Waitrose Limited to receive online applications from individuals to select or shortlist a few
persons who are suitable for the job. Strengths and weaknesses for this approach is as follows:
Strengths:
It helps to save the cost of putting a job advertisement.
Time of interviewing each individual can be saved by reviewing their resume online.
This approach requires technical knowledge of different software that can be used for
online screening.
Interview: It can be defined as face to face interaction of interviewer and interviewee.
Employers of Waitrose Limited use this approach to hire suitable candidates for the jobs that are
4
offered by the company (Kusluvan and et.al., 2010). Strengths and weaknesses of this method
are as follows:
Strengths:
Help to interact with each individual who have applied for the offered job profile.
A best suitable candidate can be selected for the job.
Weaknesses:
It is a time taking process of selection.
The interviewers should be highly trained to take interview.
3. Benefits of different HRM practices
HRM practices are mainly used to enhance performance of the organisation and also
guide the managers to formulate strategies so that work quality of the employees can be
increased. In Waitrose Limited HR managers use different methods for HRM practices that can
help to motivate employees. These are mainly concerned with the development of organisation
as well as individuals who are working in the company. All the methods of HRM practices are as
follows:
Training and development: For all the existing and new employees of a company it is
very important to get training of the job responsibilities that are related to the job profile.
Training is mainly provided to the new employees who have recently joined the organisation and
required professional guidance for the work. Development programs are conducted for existing
employees so that they can identify development opportunities and work to be developed. In
Waitrose Limited proper training is provided to the new employees and development
opportunities are provided to the existing employees to improve their work quality (Hendry,
2012).
Recruitment and selection: These are mainly related to the activities in which
employers look out, attract and appoint individuals for the job profile that are offered by the
company. In Waitrose Limited, employers select and hire skilled and well educated candidates
for the job profiles that are offered by them. This method is very beneficial for the company as it
can help to increase productivity with the help of new talent who have been selected by the
recruiters.
Compensation: It is the total amount which is offered by the organisations to the
employees. It can be in the monetary or non monetary terms that are provided by the employers
5
are as follows:
Strengths:
Help to interact with each individual who have applied for the offered job profile.
A best suitable candidate can be selected for the job.
Weaknesses:
It is a time taking process of selection.
The interviewers should be highly trained to take interview.
3. Benefits of different HRM practices
HRM practices are mainly used to enhance performance of the organisation and also
guide the managers to formulate strategies so that work quality of the employees can be
increased. In Waitrose Limited HR managers use different methods for HRM practices that can
help to motivate employees. These are mainly concerned with the development of organisation
as well as individuals who are working in the company. All the methods of HRM practices are as
follows:
Training and development: For all the existing and new employees of a company it is
very important to get training of the job responsibilities that are related to the job profile.
Training is mainly provided to the new employees who have recently joined the organisation and
required professional guidance for the work. Development programs are conducted for existing
employees so that they can identify development opportunities and work to be developed. In
Waitrose Limited proper training is provided to the new employees and development
opportunities are provided to the existing employees to improve their work quality (Hendry,
2012).
Recruitment and selection: These are mainly related to the activities in which
employers look out, attract and appoint individuals for the job profile that are offered by the
company. In Waitrose Limited, employers select and hire skilled and well educated candidates
for the job profiles that are offered by them. This method is very beneficial for the company as it
can help to increase productivity with the help of new talent who have been selected by the
recruiters.
Compensation: It is the total amount which is offered by the organisations to the
employees. It can be in the monetary or non monetary terms that are provided by the employers
5
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
to the individuals in exchange of their work. In Waitrose Limited appropriate compensation is
given to the workforce so that they can work productively and properly (Kehoe and Wright,
2013).
All the above mentioned HRM practices help Waitrose Limited to increase its profits and
enhance productivity because all of them result in motivates and highly satisfied employees. If
the workforce of the company is motivated than it will increase their work quality and
productivity of the organisation will be enhanced. When workers perform all the activities
productively than profits of the organisation will also be increased.
Benefits of HRM practices to employers:
Improve employee turnover: Higher employee turnover can affect the bottom line of
the organisation and also result negatively by increasing cost hiring employees. HRM practices
help the employers of Waitrose Limited to limit its employee turnover by carefully interviewing
the candidates and also hiring capable individuals for the job (Flamholtz, 2012).
Conflict resolution: While employers provide good growth opportunities to the
employees by conducting development programs for them this will help to resolve conflicts
among managers and workforce by increasing interaction level among them. HRM practices in
Waitrose Limited is advantageous for the employers as this all the conflicts can be resolved with
the help of effective communication among staff members and top management with the help of
development programs.
Employee satisfaction: Employee satisfaction level can be enhanced by providing them
development opportunities and promoting them. In Waitrose Limited employers are highly
concerned with the concept of employee satisfaction because if they are gratified with their roles
in the organisation than they will work more effectively. It is very beneficial for the employers as
highly mitigated employee will put their full efforts to achieve their target (Farndale, Scullion
and Sparrow, 2010).
Benefits to the employees:
Attainment of goals: HRM practices help employees to attain their goals as proper
training is provided them to work effectively. In Waitrose Limited employees get opportunity to
achieve their personal goals by getting growth opportunities as it guides them throughout the
way of success.
6
given to the workforce so that they can work productively and properly (Kehoe and Wright,
2013).
All the above mentioned HRM practices help Waitrose Limited to increase its profits and
enhance productivity because all of them result in motivates and highly satisfied employees. If
the workforce of the company is motivated than it will increase their work quality and
productivity of the organisation will be enhanced. When workers perform all the activities
productively than profits of the organisation will also be increased.
Benefits of HRM practices to employers:
Improve employee turnover: Higher employee turnover can affect the bottom line of
the organisation and also result negatively by increasing cost hiring employees. HRM practices
help the employers of Waitrose Limited to limit its employee turnover by carefully interviewing
the candidates and also hiring capable individuals for the job (Flamholtz, 2012).
Conflict resolution: While employers provide good growth opportunities to the
employees by conducting development programs for them this will help to resolve conflicts
among managers and workforce by increasing interaction level among them. HRM practices in
Waitrose Limited is advantageous for the employers as this all the conflicts can be resolved with
the help of effective communication among staff members and top management with the help of
development programs.
Employee satisfaction: Employee satisfaction level can be enhanced by providing them
development opportunities and promoting them. In Waitrose Limited employers are highly
concerned with the concept of employee satisfaction because if they are gratified with their roles
in the organisation than they will work more effectively. It is very beneficial for the employers as
highly mitigated employee will put their full efforts to achieve their target (Farndale, Scullion
and Sparrow, 2010).
Benefits to the employees:
Attainment of goals: HRM practices help employees to attain their goals as proper
training is provided them to work effectively. In Waitrose Limited employees get opportunity to
achieve their personal goals by getting growth opportunities as it guides them throughout the
way of success.
6
Motivate to work hard: Workers motivates to work more effectively with the help of
development programs because it helps them to be more professional and get long term benefits.
IN Waitrose Limited employees work more productively as they get motivated by the monetary
as well as non monetary benefits that are provided by the organisation.
Improve performance: HRM practices improve the performance level of employees so
that they can grab growth opportunities. In Waitrose Limited workers improve their performance
with the help of training and development programs that are conducted to provide them effective
training about the job responsibilities (CHUANG and Liao, 2010).
4. Critical evaluation of strengths and weaknesses of different approaches of recruitment and
selection
There are various approaches that are used by the HR managers of Waitrose Limited in
order to operate the business effectively. These approaches are affect the organisation positively
and negatively. For example internal recruitment method can be used by the recruiters of
Waitrose Limited to promote the employees and if one employee is get promoted then this will
help to save the cost of recruiting another person outside of the organisation. This step of
recruiters can also affect the organisation negatively because only one employee will be
promoted and another employees may get demoralised as they don't get promotion this can affect
their work quality which is not good for the company.
Another example of positive and negative impact of recruitment and selection method is,
if HR managers of Waitrose Limited select employees with the help of online screening method
than it will result positively and negatively for the organisation. When individuals are hired
online then it will help to save time and cost of recruitment which is positive impact and if the
selected individuals are not able to work effectively for the organisation than it will result
negatively because at the time of selection employers were not able to analyse their actual skills
and capabilities (Bloom and Van Reenen, 2011).
TASK 2
5. Importance of employee relations in respect to influencing HRM decision making
Good employee relations are very important for the HR managers of the companies as it
may help to execute the business in an appropriate manner. If the employees are not cooperating
with the other manager than it may create difficulties for the organisations. In Waitrose Limited
7
development programs because it helps them to be more professional and get long term benefits.
IN Waitrose Limited employees work more productively as they get motivated by the monetary
as well as non monetary benefits that are provided by the organisation.
Improve performance: HRM practices improve the performance level of employees so
that they can grab growth opportunities. In Waitrose Limited workers improve their performance
with the help of training and development programs that are conducted to provide them effective
training about the job responsibilities (CHUANG and Liao, 2010).
4. Critical evaluation of strengths and weaknesses of different approaches of recruitment and
selection
There are various approaches that are used by the HR managers of Waitrose Limited in
order to operate the business effectively. These approaches are affect the organisation positively
and negatively. For example internal recruitment method can be used by the recruiters of
Waitrose Limited to promote the employees and if one employee is get promoted then this will
help to save the cost of recruiting another person outside of the organisation. This step of
recruiters can also affect the organisation negatively because only one employee will be
promoted and another employees may get demoralised as they don't get promotion this can affect
their work quality which is not good for the company.
Another example of positive and negative impact of recruitment and selection method is,
if HR managers of Waitrose Limited select employees with the help of online screening method
than it will result positively and negatively for the organisation. When individuals are hired
online then it will help to save time and cost of recruitment which is positive impact and if the
selected individuals are not able to work effectively for the organisation than it will result
negatively because at the time of selection employers were not able to analyse their actual skills
and capabilities (Bloom and Van Reenen, 2011).
TASK 2
5. Importance of employee relations in respect to influencing HRM decision making
Good employee relations are very important for the HR managers of the companies as it
may help to execute the business in an appropriate manner. If the employees are not cooperating
with the other manager than it may create difficulties for the organisations. In Waitrose Limited
7
managers always try to maintain good relations with the workforce so that decisions making can
be influenced and higher productivity can be generated for the company ( Bamberger, Biron and
Meshoulam, 2014). There are various situations in which employees do not work productively
due to conflicts with the managers it will affect the overall profitability of the company. The
managers are suggested to establish healthy relations and a positive work environment at work
place so that all the workers get motivated and work hard to attain organisational goals.
The HR managers of Waitrose Limited should formulate effective strategies so that they
can maintain their relations with employees and than they can make appropriate decisions for the
work forces. There are three major importance of employee relations that are required to form
proper decisions. All of them are as follows:
Better communication: Good employee relations are mainly required for effective
communication among workforce and the managers so that all the strategies can be
communicated with the employees before implementation. In Waitrose Limited manager are
concerned with effective connection within the organisation because this may help to find
solutions for all the critical problems that can may occur in future ( Armstrong, 2011).
Employee engagement in organisational activities: When managers establish good
relations with their subordinates and other staff members than it can help the organisation to get
the success because they can enhance employee engagement in the organisational activities. Top
executives of Waitrose Limited are responsible to make decisions that are mainly related to the
betterment of the company hence it is very important for them to maintain good relations with
the employees so that they can be more involved in their work. This will help the company nto
be more profitable.
Key elements of employment legislation and their impacts:
Employment legislations are the rules and regulations that are imposed by the legal
authority of UK for all the organisations and it is very important for all the companies to follow
them so that business can be operated effectively. Main purpose of these laws are to provide
appropriate opportunities to the employees according to their capabilities, reduce the possibility
of child labour and guide the organisations to find solutions for the employment related
problems. All the employment legislation that are required to be followed by Waitrose Limited
as follows:
8
be influenced and higher productivity can be generated for the company ( Bamberger, Biron and
Meshoulam, 2014). There are various situations in which employees do not work productively
due to conflicts with the managers it will affect the overall profitability of the company. The
managers are suggested to establish healthy relations and a positive work environment at work
place so that all the workers get motivated and work hard to attain organisational goals.
The HR managers of Waitrose Limited should formulate effective strategies so that they
can maintain their relations with employees and than they can make appropriate decisions for the
work forces. There are three major importance of employee relations that are required to form
proper decisions. All of them are as follows:
Better communication: Good employee relations are mainly required for effective
communication among workforce and the managers so that all the strategies can be
communicated with the employees before implementation. In Waitrose Limited manager are
concerned with effective connection within the organisation because this may help to find
solutions for all the critical problems that can may occur in future ( Armstrong, 2011).
Employee engagement in organisational activities: When managers establish good
relations with their subordinates and other staff members than it can help the organisation to get
the success because they can enhance employee engagement in the organisational activities. Top
executives of Waitrose Limited are responsible to make decisions that are mainly related to the
betterment of the company hence it is very important for them to maintain good relations with
the employees so that they can be more involved in their work. This will help the company nto
be more profitable.
Key elements of employment legislation and their impacts:
Employment legislations are the rules and regulations that are imposed by the legal
authority of UK for all the organisations and it is very important for all the companies to follow
them so that business can be operated effectively. Main purpose of these laws are to provide
appropriate opportunities to the employees according to their capabilities, reduce the possibility
of child labour and guide the organisations to find solutions for the employment related
problems. All the employment legislation that are required to be followed by Waitrose Limited
as follows:
8
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Equality act, 2010: According to this act it is very important for the managers of
Waitrose Limited to treat all the employees equally so that they can work efetcively. If the
managers are not equal with all the workers than it is an illegal activity which is performed by
the organisation. It is also very important to provide equal benefits to male and female
employees.
Data protection: This act guide the companies to secure their confidential data and
record them properly so that it can be analysed that organisation is not performing any illegal
activity. This is very important for Waitrose Limited to maintain it data appropriately
(Anderson, 2013).
Health and safety act: Under this act management of Waitrose Limited should assure
that they are providing security to its staff members and create a good working environment for
them so that they can perform all the tasks appropriately.
Employment contracts: For all the organisations like Waitrose Limited it is very
important to create employment contract with every employee so that employees issue related to
wages and salaries can be resolved appropriately.
For Waitrose Limited it is very important to follow all the employment legislations and
maintain good relations with employees so that effective decisions can be formulated for the
betterment of the organisation. The aspects that may affect decisions making of HRM are
employee safety, their performance and organisational data because all of them are related to
effective decision making and employees.
6. Application of HRM practices
Decision-making is totally based on internal skills that help in development and growth
of company. Employees of company must cooperate with each other and build relationship with
each other so that effective decision are made in order to improve the performance of company
during an accounting year. HR are focused to make effective relation with team member by
applying various ways such as better communication, employee engagement activities etc. There
are various rules and standard that formed by governance body that might affect the decision-
making process in company. The main importance of employment law that cover all relevant
employment aspect. The main purpose of employment laws are it gives equal chance to all
worker, develop better conditions for working (Albrech, 2011).
9
Waitrose Limited to treat all the employees equally so that they can work efetcively. If the
managers are not equal with all the workers than it is an illegal activity which is performed by
the organisation. It is also very important to provide equal benefits to male and female
employees.
Data protection: This act guide the companies to secure their confidential data and
record them properly so that it can be analysed that organisation is not performing any illegal
activity. This is very important for Waitrose Limited to maintain it data appropriately
(Anderson, 2013).
Health and safety act: Under this act management of Waitrose Limited should assure
that they are providing security to its staff members and create a good working environment for
them so that they can perform all the tasks appropriately.
Employment contracts: For all the organisations like Waitrose Limited it is very
important to create employment contract with every employee so that employees issue related to
wages and salaries can be resolved appropriately.
For Waitrose Limited it is very important to follow all the employment legislations and
maintain good relations with employees so that effective decisions can be formulated for the
betterment of the organisation. The aspects that may affect decisions making of HRM are
employee safety, their performance and organisational data because all of them are related to
effective decision making and employees.
6. Application of HRM practices
Decision-making is totally based on internal skills that help in development and growth
of company. Employees of company must cooperate with each other and build relationship with
each other so that effective decision are made in order to improve the performance of company
during an accounting year. HR are focused to make effective relation with team member by
applying various ways such as better communication, employee engagement activities etc. There
are various rules and standard that formed by governance body that might affect the decision-
making process in company. The main importance of employment law that cover all relevant
employment aspect. The main purpose of employment laws are it gives equal chance to all
worker, develop better conditions for working (Albrech, 2011).
9
7. Critical evaluation of employee relations and the application of HRM practices that influence
decision making
While managers of an organisation are willing to hire individuals for specific job profiles
than there are various factors that are considered under recruitment process, all of them are
described below:
Job analysis: It can be defined as the process in which details of a particular job profile
is identified and determined. Individuals can gather information about the organisation with the
help of job analysis (Job analysis. 2018). The analyst needs to evaluate the important tasks of a
job profile and than select such candidates who have effective qualities so that they can carry out
all the critical tasks.
Job description: It can be defined as a detailed document that carry all the information
about the job. A detailed job description can aware a candidate about the responsibilities and
duties that are related to the desired job.
Job specifications: It is the set of expectations that are desired by an employers in the
candidates who are coming for the interview. It is same as the job description but it is made in
more specific manner. A job specification for a particular job in Waitrose Limited is as follows:
Job specification
1. Job information
Job Title: Human Resource Managers
Related department: HR
2. Job Intention
Manage all the business related activities.
Formulate strategies to increase profits and profitability of the organisation.
Recruit individuals to fill vacant job profiles
10
decision making
While managers of an organisation are willing to hire individuals for specific job profiles
than there are various factors that are considered under recruitment process, all of them are
described below:
Job analysis: It can be defined as the process in which details of a particular job profile
is identified and determined. Individuals can gather information about the organisation with the
help of job analysis (Job analysis. 2018). The analyst needs to evaluate the important tasks of a
job profile and than select such candidates who have effective qualities so that they can carry out
all the critical tasks.
Job description: It can be defined as a detailed document that carry all the information
about the job. A detailed job description can aware a candidate about the responsibilities and
duties that are related to the desired job.
Job specifications: It is the set of expectations that are desired by an employers in the
candidates who are coming for the interview. It is same as the job description but it is made in
more specific manner. A job specification for a particular job in Waitrose Limited is as follows:
Job specification
1. Job information
Job Title: Human Resource Managers
Related department: HR
2. Job Intention
Manage all the business related activities.
Formulate strategies to increase profits and profitability of the organisation.
Recruit individuals to fill vacant job profiles
10
3. Duties and Responsibilities
Motivate and influence workforce of the organisation.
Implement strategies to enhance profitability.
Monitor and control each action of individuals who are working in the company
Description of CV: It is a transparent description of an individual that provides detailed
information about academic and other qualifications. A C.V> for the job profile of HR manaegrs
is as follows:
1. General information
Name: Harry Samson
Mobile number: 9856471252
E-mail id: samsonharry@gamil.com
2. Qualification
MBA University of London 78.56%
BBA University of London 75.42%
Higher education St. Mary's private school 80.00%
Secondary education St. Mary's private school 82.74%
5. Personal details:
11
Motivate and influence workforce of the organisation.
Implement strategies to enhance profitability.
Monitor and control each action of individuals who are working in the company
Description of CV: It is a transparent description of an individual that provides detailed
information about academic and other qualifications. A C.V> for the job profile of HR manaegrs
is as follows:
1. General information
Name: Harry Samson
Mobile number: 9856471252
E-mail id: samsonharry@gamil.com
2. Qualification
MBA University of London 78.56%
BBA University of London 75.42%
Higher education St. Mary's private school 80.00%
Secondary education St. Mary's private school 82.74%
5. Personal details:
11
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Father name: Christian Samson
Mothers name: Maggi Samson
Date of birth: 18 September 1995
Achievement: Winner in the debate competition.
Volunteer in the cultural fest of the college.
Got 2nd position in Badminton tournament.
In Waitrose there are various vacant job profiles that requires skilled and talented
individuals for the profile. The organisation can invite the individuals with the help of job advert
or online invitations in job portal. For all the recruiters it is very important to select the best
suitable candidate for the job profile so that it may result positively and can enhance profitability
of the organisation.
VACANCY
Waitrose Limited is recruiting individuals for the job profile of customer assistance
Post: Customer Assistance
Qualification: Masters of Business administration in marketing
Experience: At least 2.5 years experience in the same field
Interested candidates who are wiling to acquire the job can contact on the below provided
number.
12
Mothers name: Maggi Samson
Date of birth: 18 September 1995
Achievement: Winner in the debate competition.
Volunteer in the cultural fest of the college.
Got 2nd position in Badminton tournament.
In Waitrose there are various vacant job profiles that requires skilled and talented
individuals for the profile. The organisation can invite the individuals with the help of job advert
or online invitations in job portal. For all the recruiters it is very important to select the best
suitable candidate for the job profile so that it may result positively and can enhance profitability
of the organisation.
VACANCY
Waitrose Limited is recruiting individuals for the job profile of customer assistance
Post: Customer Assistance
Qualification: Masters of Business administration in marketing
Experience: At least 2.5 years experience in the same field
Interested candidates who are wiling to acquire the job can contact on the below provided
number.
12
The candidates can leave their C.V. on the email ID of HR managers of the company
Last data for the application is 25 December 2018
Address: South bank, Jackson St, Leeds 5 SK
Email: HR.whiteroselimited@gmail.com
Contact number: 654745893623
When the organisation give the advertisement for the job various candidates will apply
for the job through web portals, email or phone calls. The HR managers or the interviewer have
to ask them a few questions so that information about them can be gathered. Some of the
important questions that can be asked by the recruiter of Waitrose Limited to the candidates are
as follows:
Interview Question
Q1. Brief introduction about yourself.
Q2. What strengths and weakness are you having?
Q3. In what way you deal with your weaknesses?
Q4. Explain me about the convening power of you self.
Q5. How you will handle pressure at work place?
Q6. Why should we hire you?
All the above described questions can be asked by a recruiter to the individuals who are
coming to the organisation for the job profile of HR managers.
13
Last data for the application is 25 December 2018
Address: South bank, Jackson St, Leeds 5 SK
Email: HR.whiteroselimited@gmail.com
Contact number: 654745893623
When the organisation give the advertisement for the job various candidates will apply
for the job through web portals, email or phone calls. The HR managers or the interviewer have
to ask them a few questions so that information about them can be gathered. Some of the
important questions that can be asked by the recruiter of Waitrose Limited to the candidates are
as follows:
Interview Question
Q1. Brief introduction about yourself.
Q2. What strengths and weakness are you having?
Q3. In what way you deal with your weaknesses?
Q4. Explain me about the convening power of you self.
Q5. How you will handle pressure at work place?
Q6. Why should we hire you?
All the above described questions can be asked by a recruiter to the individuals who are
coming to the organisation for the job profile of HR managers.
13
CONCLUSION
From the above project report it has been concluded that human resource management in
an organisation is very important because it may help to improve productivity of employee and
increase profits by motivating and influencing employees. There are various HRM practices
methods that can be used by recruiters of a company in order to manage the work force and
reduce employee turnover. These methods are recruitment and selection, training and
development and compensation that results positively as well as negatively. Employee and
employers both get benefits with the help of HRM practices because workers can identify
development and growth opportunities and recruiter can control the employee turnover.
14
From the above project report it has been concluded that human resource management in
an organisation is very important because it may help to improve productivity of employee and
increase profits by motivating and influencing employees. There are various HRM practices
methods that can be used by recruiters of a company in order to manage the work force and
reduce employee turnover. These methods are recruitment and selection, training and
development and compensation that results positively as well as negatively. Employee and
employers both get benefits with the help of HRM practices because workers can identify
development and growth opportunities and recruiter can control the employee turnover.
14
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
REFERENCES
Books and Journals:
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of World Business. 45(2). pp.161-168.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hendry, C., 2012. Human resource management. Routledge.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kusluvan, S., and et.al., 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2).
pp.171-214.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Mossholder, K. W., Richardson, H. A. and Settoon, R.P., 2011. Human resource systems and
helping in organizations: A relational perspective. Academy of Management Review.
36(1). pp.33-52.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Online
Job analysis. 2018. [Online]. Available through:
<https://hr.unl.edu/compensation/nuvalues/jobanalysis.shtml/>
15
Books and Journals:
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of World Business. 45(2). pp.161-168.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hendry, C., 2012. Human resource management. Routledge.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kusluvan, S., and et.al., 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2).
pp.171-214.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Mossholder, K. W., Richardson, H. A. and Settoon, R.P., 2011. Human resource systems and
helping in organizations: A relational perspective. Academy of Management Review.
36(1). pp.33-52.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Online
Job analysis. 2018. [Online]. Available through:
<https://hr.unl.edu/compensation/nuvalues/jobanalysis.shtml/>
15
1 out of 17
Related Documents
Your All-in-One AI-Powered Toolkit for Academic Success.
+13062052269
info@desklib.com
Available 24*7 on WhatsApp / Email
Unlock your academic potential
© 2024 | Zucol Services PVT LTD | All rights reserved.