HRM Practices, Engagement, and Employee Behavior

This assignment delves into the world of Human Resource Management (HRM) practices, employee engagement, and behavior. It requires students to analyze the impact of HRM on organizational outcomes, including productivity, performance, and decision-making processes. The study also examines the role of strategic human resource management in achieving business goals. Students will be expected to review relevant literature, conduct research, and provide insights into how HRM practices can be optimized to enhance employee engagement and performance.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM, application of work force planning......................................3
P2 Strength and weakness of approaches of recruitment and selection......................................4
P3 Benefits of HRM practices for employer and employee.......................................................5
P4 Effectiveness of different HRM practices to raise profit and productivity............................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations.........................................................................................7
P6 Key elements of employment legislation...............................................................................8
P7 HRM practices in work related context................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
There are many changes taking place in business and it is essential to apply them in
organisation to compete with others and it creates coordination among various departments.
There are possibilities that due to change in policies there is impact on business operations so it
is essential to convey correct information which is effective for company (Alfes and et. al.,
2013). This report is based on Morrisons which is fourth largest supermarket company in UK.
Headquarter is in Bradford, West Yorkshire, England. There are many departments in this
department so communication is one of the effective way through which they can creates good
image in market. In this report there is discussion about functions and purpose of HRM,
workforce planning,etc., strength and weakness of methods of recruitment and selection, benefits
of HRM for employer and employee, effectiveness of HRM practices, etc. Importance of
employee relation, effect of HRM decision-making and practical implementation of HRM
practices.
TASK 1
P1 Purpose and function of HRM, application of work force planning
There is important role of HR manager in recruiting and selecting employees. There are
various factors which help in achieving targets of company. There is effective use of approaches
which are beneficial for company. There are policies which are implied by company only after
analysing market. There are possibilities that company has to alter policies through which they
can satisfy their workforce (Armstrong and Taylor, 2014). HRM policies means to perform
activities for the betterment of employees. Satisfaction of workers is one of the effective key
through which they can perform activities in better and effective way.
Purpose of HRM
there are different intention for which HR policies are required. Some purpose of Morrisons are
discussed below-
Optimal utilisation of resources- There is requirement of various resources through
which company can achieve targets. It is essential that company has to use them optimally so it is
effective for establishment's growth. Morrisons is one of the best brand which is famous among
society. As name is big so this can be fruitful for using resources effectively.

Appropriate application of laws- There are many laws which are applied in company.
Morrisons has many workers so it is essential to use effective laws related to company. It is not
essential that HR manager must frame and deliver policies which are effective for employees.
These laws must be effectively use and in case there is modifications then it must be
implemented in Morrisons also by HR manager (Bloom and Van Reenen, 2011).
Culture within organisation- There is some environment in company which is framed
and created by HR manager. HR manager has to keep eyes on actions and activities of workers.
There are possibilities that due to change in perception of workers there is difference in their
behaviour too.
Function of HRM
There are many functions performed by HRM. This can be effective with proper
involvement of HR personnel. Some function performed by HRM are-
Performance appraisal- There is performance appraisal of employees. This means there
is promotion of workers. There are policies which are effectively implemented by company. This
is one of the best way through employees get motivated and give their best.
Resolution of conflicts- There are many employees in Morrisons. So there are
possibilities of conflicts among them . Her manager play vital role in creating good relations
among them (Boxall and Purcell, 2011). They plan new and innovative policies through which
employees interact with each other.
Directing- There is requirement of direction to workers in case of change in plans and
policies. If workers are not ready to work within alter environment then HR manager must
motivate them and try to resolve their problems.
Meaning and application of workforce planning
Workforce planning means to analyse requirement of employees within organisation.
Actions to achieve targets is performed by employees, so there is requirement of workers in
various departments of company. Every department has to delver their requirement along with
skills and qualification, so best candidate can be elected. In case Morrisons wants to open new
outlet then they can analyse requirement through workforce planning and this can be fruitful for
growth of organisation. There is requirement of workforce because without it company can not
perform actions in better and effective way.

P2 Strength and weakness of approaches of recruitment and selection
There is requirement of proper analysis of source through which company can select
candidate. There are possibilities that due to change in policies manger has to make alteration.
Selection and recruitment of employees is one of the best method which is effective for company
(Bratton and Gold, 2012). There are different factors which can be possible with the help of HR
manager. There are many changes which h are effect8ive for analysing and taking initiative in
market. Wrong selection affect business in adverse way. This helps in analysing market and take
actions appropriately. There are mainly two sources of selection, they are discussed as under-
Internal Source
This method is effective for the selecting candidate within organisation. There is no
hiring from outside company. Morrisons can use this method when there is quick requirement
and it affects business operations.
Advantages
This method is effective and less time is needed in this. In helps to motivate workers and
this helps in improving efficiency. There is no external cost such as training cost. Increment of
workers are possible through this method (Buller and McEvoy, 2012).
Disadvantage
People selected under method method are not working with new techniques. It is tough
for them, to learn new ideas. Due to promotion of one employees this affect other also.
External Source
This method is effective and brings in energy. Employees are recruited through new
source. There is increase in goodwill which helps to gain progress and it creates faith among
customer.
Advantages
There is use of new and effective techniques through which they can enhance their
business. New and fresh ideas are welcomed. There is motivation to existing workers to perform
in proper way through which targets can be achieved in proper and effective way.
Disadvantages
There is cost of training and it is not necessary that new personnel will remain part of
organisation for longer period. There is change in perception of new and existing employees so
there are possibilities of conflicts.

P3 Benefits of HRM practices for employer and employee
There are different HRM policies which help in importance of company. There are
different factors which are effective for analysing market. There are policies which are
implemented by management for employer and employee. HR Practices are effective for
company has well employees (Guest, 2011). There must be proper and effective use of HR
policies. HR manager must use effective for performing activities in better way. HR manager
keeps eyes on working style so it is fruitful for performing remaining activities too. There are
many employees in Morrisons so it is effective with the joint efforts of employer and employee.
It is essential company has to analyse market and take actions in positive way.
Benefits of HRM practices for employees
Training and learning program- HR has to perform activities which help to improve
efficiency of workers. There are possibilities that HR manager has select method through which
it provide training to workers. Through training efficiency increase and it helps in analysing
market. As change in working style there is requirement of training through which workers can
work efficiently and there are less defects.
Increase in confidence- HR tries to improve efficiency of workers this helps in
competing with external partiers of industry. They can communicate with others and this helps in
analysing market. Increase in confidence can be possible with regular contact with employees by
HR manager. This does not beneficial for company but also for external factors (Han, Chiang
and Chang, 2010).
Benefits of HRM practices for employers
Motivation- HR manager motivates employees to give their best. This helps to analysis
situation and then take corrective actions. There are different policies which has to taken in
consideration, so actions can be fruitful in actions. Policies which can be effective for performing
actions in better and effective way. Through motivation of workers targets can be achieved on
time and effectively.
Positive behaviour- Positive behaviour is creating in organisation by HR manager. This
helps in performing actions in better way to analysis factors. This helps to work in efficient
manner. It is essential that HR manager must effectively used and then take beneficial. Through
proper positive behaviour, there is better communication in company and hence this helps in
achieving targets.

P4 Effectiveness of different HRM practices to raise profit and productivity
Employees are the main source through which company can raise their profits and
productivity so it is essential analyse market and take effective decision. There are possibilities
that due to change policies employees are not ready to work so HR manager can attach growth
and promotion of workers with their performance (Huselid and Becker, 2011). It is essential to
tell them importance of change. In case employees does not ready to work then their problem
must be analysed. Increment in production and profits means there is growth in company, so
there must b e recognition to workers also. This is responsibility of HR manager to provide
reward or monetary benefits to workers. This boosts morale of employees and they give their
best. In case of wrong activity performed by employees then there is requirement of proper
guidance. It is essential that manager has to control activities so better results can be achieved.
HR policies are effective when they are performed as [er requirement. HR must
emphasise on framing policies which are flexible and effective to use. There is change in
environment so it is must be alter Morrison's policies too so they are profitable for company.
Satisfaction of workers are important because they work with full energy and this helps to
improve condition of company (Jiang and et. al., 2012). To make positive impact on profits and
productivity GHR manager applied policies which reduced labour turnover and absenteeism in
organisation. There are various factors which affect employees satisfaction such as good
infrastructure, proper basic facility, lighting, ventilation, etc. These all are taken care by HR
manager. When employees leaves organisation then there must be feedback personal interview
are taken and then corrective measures must be taken to retain them. Training and learning
program are conducted by HR department, so best and impactful source must be adopted.
Company has to implement policies which are positive for company as well as employee's.
TASK 2
P5 Importance of employee relations
Morrisons is big brand in market. They have many outlets so it is essential at perform
activities as per all workers. HR manager has to take care about respect and ethics of workers
and try to respect them . This gives confidence and comfortable zone and workplace. Policies
which are framed which are effective with help of employees (Renwick, Redman and Maguire,
2013). It is essential to be in contact of workers so they can to know about change in policies as

per employee's requirement. Employees has to make relations with themselves as well as with
employer, these both are effective for growth of company. This can be done if HR manager
regularly analysis worker's perception. Sometimes doe to inconvenience of workers, it is
essential to modify plans and policies so this is fruitful for them and they think that they are
important component of company. Change in business factors has to be effected with the policies
and it affects business operations. Through good relation among employees there is less personal
conflict and hence they can concentrate on business (Schalk, Timmerman and Van den Heuvel,
2013). Policies which are framed for employees, there must be feedback from them so policies
can be implemented ion better way. Morrisons has to give emphasise on competitors policies so
they can achieve targets in better and efficient way. Company as to place policies in better way
so they can achieve target in better way. There is important role of team in company to perform
activities in better way. HR manager has to analyse skills and experience of workers so this is
fruitful in framing team. Team work has many benefits this improves interaction among workers
and thus improves quality of product and services of Morrisons. In team, there is competition
which improves quality and quantity of product and services. Thee are different factors which
has to considered which help in performing activities best way through which company can
achieve their targets in better and effective way.
P6 Key elements of employment legislation
There are various laws which are useful for company to perform actions. There are
changes in laws so it is responsibility of HR manager to analyse market. This helps in analysing
market and then take actions for betterment of employees. These legal policies are helpful in
creating good and legal policies are upliftment of workers (Vaiman, Scullion and Collings,
2012). Change in legal policies are effective with the help of legal advisors. There is requirement
of professional which is knowledgeable and take actions accordingly. HR has to deliver
knowledge about change in policies which has to be delivered to employees. In case of any
discrepancy there are possibilities of government interference. This affects business of company
and this affect image of company. It is essential to perform policies as per external policies.
Some of the legal policies followed by Morrisons are-
Anti-discrimination act- There must not be discrimination among employees on the basis
of caste, colour, sex, etc. This creates good and equal environment in organisation and this is

effective with the help of proper policies. In case of any act abid this act then this acts image of
company.
Safety and security act- There must good infrastructure within organisation, so tit helps in
motivation of worker. There is requirement of proper analysis through which they can perform
activities in better and effective way (Van Solinge and Henkens, 2014). Proper light, ventilation,
etc. are some common factors which has to taken in consideration under this act.
Age discrimination- There must be not be discrimination on the basis of Age among
employees. Remuneration must be equal for workers at same designation. This does not affect
their satisfaction and they are ready to give their best. In case of unequal remuneration, there are
possibilities of indifference among employees and this affects operations of company.
P7 HRM practices in work related context
There is theoretical decision about how to HR department works. There are possibilities
that due to change policies there must be modification in documents too. It is essential that
Morrisons has to make policies after analysing every aspect related to company. There are some
documents required to perform HR activities in more reliable manner. This is responsibility of
HR manager to plan recruitment process and candidate can be selected. Assessment test, Group
discussion, etc. There is proper documentation so it can be refereed in future (Wright and
McMahan, 2011).
Job specification- This document talks about roles and responsibilities which are related to
company. This is effective with the joint efforts of management of Morrisons and concern
department. It is essential to tell HR department about qualification and skills for concern
department. These documents are authentic source which help in analysing roles and it helps to
deliver information to HR department.
JOB SPECIFICATION
Organisation: Morrisons
Job Title – Territory sales manager
Qualification – MBA or PGDM (Marketing and sales)
Essential Criteria:
 Marketing tools and techniques must be known.
 Able to work within change policies.

 Maintain cooperation between various departments of Morrisons.
 Able to deal with pressure in a productive manner.
Desirable criteria:
 2+ years experience
 Effective and influencing communication skills
 Time management
 Knowledge about other related departments
Curriculum Vitae- There is requirement of proper and effective documents which shows degree
and skills, etc. are person with the help of this document. CV is the document which candidate
carry with himself at the time of personal interview. There is requirement of up-gradation of CV
with some change or addition in experience or degree. This document is used when individual
clear all initial rounds of placement. CV gives knowledge about candidate in initial stage of
interview round.
CURRICULUM VITAE
Curriculum Vitae
Name: Benjamin Kay
Address :25rd London Street, UK.
Phone No. - 256854721
Profile summary:
An MBA in marketing having experience of 5 years with ALDI. I want to explore more
marketing field as I am good in exploring and interacting with people.
Specialisation:
 Good employees relationships
 Team work
 Achieving targets on time and effectively. Able to bring new leads for business.
Educational qualification: -
 Bachelor in Science (B. Sc.) Masters in Business administration (MBA) (Marketing)

Declaration:
I hereby declare that all the information provided is true and is best of my knowledge.
Date:
Place:
CONCLUSION
HR decision is one of the effective method through which there is good communication
within company. It is essential that company has to perform activities in better and effective way.
Production, purchase, packaging, stock, etc. are some departments which help in achieving
targets in better and effective way. Company has to plan policies as per requirement and in case
of change in policies it is essential to convey policies to workers so they can apply it properly.
Motivation and leadership of company in two main components through which they can perform
activities. There are many policies which work for achieving targets so they must be performed
in effective and efficient manner. There are many factors due to which company has to modify
their policies so it creates satisfaction to workers. There must proper and effective use of
approaches which help in recruiting best and effective personnel.

REFERENCES
Books and Journals
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Han, T. S., Chiang, H. H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of organizational
commitment in Taiwanese high-tech organizations. The International Journal of Human
Resource Management. 21(12). pp.2218-2233.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.
Van Solinge, H. and Henkens, K., 2014. Work-related factors as predictors in the retirement
decision-making process of older workers in the Netherlands. Ageing & Society. 34(9).
pp.1551-1574.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.