HRM Strategies for Effective Task Completion

The provided text is a comprehensive review of Human Resource Management (HRM) practices and strategies. It draws from multiple sources, including books and journals, to discuss the significance of considering various factors in HRM for effective task completion. Key concepts such as resource-based theory, human capital, counterproductive work behaviors, informal learning, conservation of resource caravans, and employee engagement are highlighted. The text also mentions the importance of inclusion and diversity in work groups, managing human resources, global talent management, business process management, knowledge sharing, and unpacking diversity. It serves as a valuable resource for students seeking to understand HRM practices and strategies.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1. Different purpose and function of HRM ..............................................................................3
P2. Strength and weaknesses of approaches related to recruitment and selection .....................5
TASK2.............................................................................................................................................7
P3. Benefits of HRM practices....................................................................................................7
P4. Effectiveness of HRM practices in increasing profits and productivity...............................8
TASK3.............................................................................................................................................9
P5. Importance of employee relations that influence decision making .....................................9
P6 Key elements of employment legislation and its impact on HRM decision making.............1
TASK 4............................................................................................................................................1
P7. HRM practices in work related context................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management is one the important part in order to carry out the
procedures of organisation in effective manner. Further HR department helps in managing the
internal employees in such manner that helps in achieving the organisation objectives (Barney,
Ketchen and Wright ,2011). Company has to perform different task, duties and function for
which advance planning is made by HR manager that allows them to coordinate all the activities
in most appropriate manner. Under this assignment the company which is preferred I.e. Waitrose
Ltd. Which is UK based supermarkets having large food retail chain that deals in groceries items
and wine products comprises of 352 stores and large employee base which were subdivided into
different departments according to their specialisation. Further, HR team also formulate policies
and procedures according needs requirement of internal employees. It discuss about the function
purpose of HRM, Strength weaknesses regarding the source of recruitment, benefits of different
HRM practices and importance of legal act and regulation for the protection of employees.
TASK1
P1. Different purpose and function of HRM
Their are different function and purpose in every organisation performed by the HRM
team of Waitrose Limited (Cox , Arnold and Tomás ,2010). Further, it discuss about importance
regarding the optimum utilisation of resources that help in accomplishing the daily targets of
company in most proper manner. Various types of plans are established by HR manager in order
to identifying all the needs and wants of workforce for achieving goals of organisation.
Different purpose that are associated with Human resource management are described below:- Maintaining employee relation:- It is utmost duty of manager to maintaining the
employee relations in good manner. Further, helpful at the time when all the employees
work for mutual objectives and goals of organisation. When superior communicate with
their subordinate in informal manner then they easily know about all the issues and
problems that employee facing and they provide further direction to sort out difficulties
in their working style. Team spirit:- HR manager of Waitrose Limited must ensure that all the employees
working in different department has an spirit of team at the time of performing daily
activities of organisation. Today there are different challenges that faced by employees
from external environment so it is important that coordination and harmony must be

establish among members so they provide satisfactory services to their clients in respect
to their products and services. Optimum utilisation of resources:- Company at the time of performing task of
organisation it is essential for business to optimally utilise all the resources in most
effective manner. For this it is important for HR manager to plan in advance that stock
and inventory demanded in future must be maintain properly so that no shortage arises in
future. Further employees uses all the assets in optimum manner which reduce the cost of
production and enhance productivity of business. Legal laws:- Company require to adhere with all rules regulations that applied on their
structure enforced by government (Crook and et. al. ,2011). Further, HR manager require
to make their own principles and legal laws that allow them to maintain decorum and
ethical practices in the working style of company.
 Corporate culture:- Organisation has to maintain ethical practices in their internal
working style that help them to avoid all the fraudulent trade practices that help them to
establish such culture that increase their goodwill and brand image and all the
stakeholders are ready to invest in such company.
Various functions performed by HR department of Waitrose Limited are stated below:- Planning:- One the important function of management in which HR manager has to plan
in advance all the function and policies which they have to follow at the time of carry on
their daily activities. These also ensure in accomplishment of vision and mission of
organisation because they predict all the funds they needed in upcoming projects of
company which ensure proper execution of assignments on stated time period for
enhancing growth and productivity. Staffing:- Under this step HR manager of Waitrose limited has to adopt most effective
method of recruitment through which they can recruit right candidates for the vacant job
positions. Further they also organise different strategies under it so that they appoint skill
and professional employees which full-fill all the requirement of employees. Controlling:- It is utmost duty of manager to control all the factors related to functions of
management. Further make strategies through which they compare the actual
performance with standard performance of employees and if any deviation arises take the

corrective steps to remove all the differences in order ton achieve all the objectives of
company.
 Training and development:- Further company require to organise systematic events
related to training development of employees in which all the employees are getting
knowledge regarding modern technologies used in work practices that improve their daily
performance and enhance the productivity of business.
Therefore, it is important for Waitrose Limited to consider all the above points related to the
functions of HRM which leads to accomplishment of objectives in most effective and efficient
manner.
P2. Strength and weaknesses of approaches related to recruitment and selection
Company adopted different methods at the time of recruiting and selecting employees for
organisation. The main objective behind it is to select right candidates for vacant job position so
that they full-fill all the challenges arises in their working practices (Crook and et. al. ,2011).
Most of the organisation adopted internal and external source of recruitment according to their
suitability and vision mission. Selection is a part of recruitment in which pool of applicants
applied for job in which right applicant chosen for increasing productivity and growth of
business.
Two different sources that used by Waitrose Limited for recruiting the employees for
organisation are stated below:-
 Internal sources:-
Under this method HR manager select the candidate within the premises of organisation
without getting the references from external market. Further it is easy to choose the person for
particular vacant job position because they already knew the skills and capabilities of available
employee and promote one person for respective position which enhance their morale and
growth. But every medium has their own strength and weaknesses which stated below:-
Advantages Disadvantages
 Improve both employer and employee
relations in good and effective manner.
 Build morale and enthusiasm of
internal employee because of their
appraisal in the form of salary and
 Kills the talent of outside candidates
because of non involvement of them in
recruitment.
 No new ideas has been emerged
because of lack of skilled and

position.
 Cheaper and affordable source of
recruitment.
 Rational decision making because of
already familiar with employee talent
and skill.
professional employees.
 Need more training and development
programmes for existing employees so
they beat all the challenges of external
rivalry.
 Employees are resistance with the
changes which needed to be
implemented in organisation structure.
External sources:-
Under this method HR manager has to take the assistance of external candidate in order
to full-fill the requirement of vacant job positions. Further, they use different medium like
advertisements, social media and newspaper magazine where they publish all the information
related to vacant job position along with eligibility criteria so that all the interested candidate
apply for empty position in stated time period. Their are some strength and weaknesses related to
external source of recruitment are described below:-
Advantages Disadvantages
 Evaluation of new ideas along advance
prediction that help in bringing good
outcomes in future.
 Employees which were appointed are
professional and having lot of
experiences which help them to tackle
all the complex problems in appropriate
manner.
 People are already updated with fuller
knowledge, education regarding all the
changes coming in atmosphere.
 Effective communication is possible
because of different tools and
 Very expensive and time consuming
procedures.
 In various situation hiring mistakes is
due to less specialisation of HR
manager in every aspect.
 Chances of conflicts and difficulties is
more because of different opinion and
view points of new and existing
employees.
 Existing employees are demotivated
because of less chances of promotion
and growth.

techniques adopted by employees.
Hence HR manager of Waitrose limited selected their source of recruitment and selection on the
basis of their suitability and that provide them higher productivity and better outcomes in future.
TASK2
P3. Benefits of HRM practices
Human resource management involved different types of HRM practices which need to
be carried out by managers of company. Further, there are various practices used by organisation
in order to maintain the better position in external environment. Example of HRM practices
include recruitment, selection, performance management and payroll used for effectiveness in
the operation of business (Fine ,2012). Apart from it their must be coordination and cooperation
maintain among different employees so that practices used by HR manager helpful in achieving
better results in future. Their are different benefits that can be gained from HRM practices are
listed below:- Employee development:- In Waitrose limited different HRM practices used by
organisation in order to provide training development to employees of organisation so
they know about all the recent changes coming in business environment related to
technology, digitalisation and different tools techniques that simplify the working of
employees which leads to further development in their career and growth. Positive behaviour:- It is utmost duty of organisation to create positive environment in
the atmosphere that help in creating good corporate culture among workforce which
enhance coordination and cooperation among superior and subordinate and leads to
effective communication at the time of performing complex task of organisation. Flexibility in workforce:- In dynamic external environment different changes are
coming in external market in choices, thinking and preferences of customers. Therefore
it is an responsibility of HR manager to guide their workforce about the importance of
modification in organisation structure so they convert their resistance behaviour in
flexible manner which leads to grabbing of market opportunities by introducing new
innovative market in organisation (Fulton and et. al. ,2011).
 Brand equity:- Waitrose Limited is large retail supermarket dealing in different grocery
and wine products and services. HR manager uses different tools and mechanism of

HRM practices which helpful in maintaining standard quality of products and services
that enhance the goodwill and market share of company which leads to higher
sustainability as compare to their rivalry. The main objective behind it is to establish the
long term relationship with customers and trust so they do not switch into another brand
of rivalry.
Therefore Waitrose Limited require to implement all the above HRM practices in their working
atmosphere in order to enhance growth and maximise the market share of company that leads to
accomplishment of organisation objective in effective manner.
P4. Effectiveness of HRM practices in increasing profits and productivity
It is important for organisation to use different HRM practices in most effective and
efficient manner that leads to higher productivity and profitability in their working style. HR
manager has to formulate different policies and strategies in their HRM practices that facilitates
motivation, appraisal of performance and effective utilisation of resources (Garrick ,2012). It
has been said that if staff members are working together that will definitely add the value in their
performance and also helpful in executing all the action plans made by top level that proof
advantageous in future in terms of outcome and cost reduction. Different factors and elements
which benefits the employees of Waitrose Limited are described below:- Retaining talented employees:-It is utmost responsibility of HR manager to manage the
talent of employees who have lot of experiences and abilities to face all the complex
situation of organisation. Further establish such type of policies that assist in enhancing
the salary and rewards programmes for those who performing best in particular task that
motivate and encourage them to put their efforts at the completing daily work of
organisation. Stability of talented and skill employee allow organisation to make
innovation and creative ideas in the products and services for satisfying customers. Better information system:- Company must establish at that information system in their
organisation structure that maintain all the data and information related to number of
employees, total stock that store in warehouse and information related to upcoming
inventory. This will help management to get all the data they require to scan all the
changes coming in macro environment and if any deviation arises try to overcome by the
use of different HRM practices to enhance profits and productivity.

 Logical thinking:- This is an procedure that carried out by HR manager which is helpful
in generating new and innovative ideas which become helpful for managers to complete
different task and goals on stated time period and helpful in gaining competitive
advantages over competitors that allow them to make continuous improvement in their
goods and services (Hobfoll ,2011).
TASK3
P5. Importance of employee relations that influence decision making
It is significant for organisation to maintain good relation among employer and
employees so they discuss each and every topic related to task in most effective and efficient
manner (Kakuma and et. al. ,2011). Further, there is utmost responsibility of manager to ensure
that effective communication among employees must be maintain that allow them to achieve
mutual objectives in appropriate manner. Their are different types of advantages that can be
earned by establishing better coordination and harmony among different staff members of
Waitrose limited which described below:-
 Maintaining good coordination among employees allow them to listen the opinion and
viewpoints of each other which allow them to accomplish all the mutual objectives in
efficient manner.
 Good relation among superior and subordinate allow organisation to establish positive
environment which leads to the creation of harmony and cohesiveness among them.
 If employees are satisfied with the policies and culture of organisation then that help
individual to provide standard quality of goods and services to customers that leads to
the establishment of long term relationship and trust among target audiences.
 HR manager at the time of using different HRM practices also guide the employees to
work in team spirit that allow them to reach to their target in less minimum time.
Therefore, Waitrose Limited must require to maintain better relation among employees working
in different department so that they solve all the issues of clients in proper manner.
P6 Key elements of employment legislation and its impact on HRM decision making
Employment legislations is defined as the laws that governs employment at workplace for
everyone who work there. These regulations should be maintained by every organisation so that
business operations can be performed well (Shore and et. al. ,2011). Like other firms, Waitrose
also maintain these legislations at the time of hiring and running employees in firm that has

critical influence on decision making of human resource management. Some main components
of employment legislation are defined below:

Working time directive act: This legislation is related to working hours of employees
who are working in an organisation. As per this act, workers must be aware about their working
time in company which means their daily working time to perform task. It is mandatory for
workforce to complete at least 8 hours at workplace. They may perform over time duties but for
this, firm needs to provide them proper compensation. It is also required by Waitrose to allow
proper leave on occasion. This distribution of time assist firm in taking better human resource
management decisions.
Anti discrimination act: This legislation states about discrimination that takes place at
workplace. In an organisation, employees are discriminated on the basis of religion, beliefs, age,
caste, gender, education etc. This act makes it mandatory for firm to treat all the workers in equal
manner. They should not discriminate among their manpower on such basis. All the employees
have right to get equal opportunities for growth at workplace. So, manager of Waitrose needs to
ensure that no discrimination takes place within firm.
Equal pay act: This legislation states that employees should be provided with equal pay
by organisation for the work they have done at same level (Shuck and Wollard ,2010). Main
advantage of introducing this act at workplace is that it boost up morale of employees which in
turn enhance productivity of firm. This act facilitates manager of Waitrose in improving the
performance of their workforce.
These are all the important legislations that should be maintained by administrator of
Waitrose in order to promote positive behaviour within workplace and it put positive impact on
HRM decision making.
TASK 4
P7. HRM practices in work related context
HRM practice is very important for an organisation in order to achieve all the set targets
and objectives in timely manner. It not only provides suitable candidates for the right post but
also provides training programs so as to enhance the existing skills of fresh and existing
employees. Waitrose has applied two main HRM practices that are mentioned below so as to
understand it in a better way:
Job Specification: It is said to be an official document that includes all the related
information that are essential for assigning and performing the task in an appropriate manner

(Snell, Morris and Bohlander ,2015). Apart form this, all the skill that are required for the job is
mentioned under this.
JOB SPECIFICATION
Organisation: Waitrose
Job Title – Assistant Human Resource manager
Qualification –
Graduation in Business Administration
Post Graduation in Marketing and Sales
Diploma Course in Finance.
Essential Criteria:
 Must have adequate knowledge of the field for which the candidate is applying.
Complete knowledge of management skills and tools.
 Should be able to operate new tools and technologies.
 Eligible of handling the pressure at workplace.
 Must be able to create a healthy environment in the organisation and amongst candidates
as well.
 Should be capable of communicating with others in an effective manner.
Desirable criteria:
 Experience of more than 3 years.
 Adequate knowledge and information.
 Attractive personality.
 Can be able to make policies and plans.
Job Description: Under this, all the details given by an individual about the work file is
mentioned (Tarique and Schuler ,2010). Along with this, description about the job is given so
that candidates have a clear view about the role and responsibility they have to perform.
Job Description
Organisation: Waitrose
Division: Human Resource Department

Job Title: Assistant Human resource manager
Job Location: United Kingdom
Job Summary
Waitrose is looking out for eligible candidates who can add value in their organisation by
performing their task in an effective manner. The person must have skills and knowledge that
are required for the job of Assistance Manager. For this, an individual must have adequate
information that are essential for the same.
Role
1. Should know all the laws and policies that are required for recruitment process.
2. Must have knowledge about the respective training programmes that company can
acquire are enhancing the skills of individual.
3. Maintaining a healthy environment at workplace.
While going through the recruitment process there is a possibility that Waitrose faces
some or the other problems. The biggest issue which they can face is to choose appropriate
candidate for the vacant seat. Therefore, managers help the organisation in doing so and after
selecting suitable aspirants they have to go through interview form where an individual can know
whether he/she is selected or not. Below CV of a student is given:
CURICULAM VITAE
Curriculum Vitae
Name: Frank Edward
Address : 24th Street, Elizabeth lane, Wales
Phone No. - 5655485423
Profile summary:
Post Graduate in finance and marketing with a n experience of 4 years in this field and want to
work with an renowned organisation so as to gain knowledge. Effective communicator and
have a capability of convincing others effectively.
Specialisation:

 Recruitment and selection process
 Able to manage human relations
 Can resolve problems Have appropriate knowledge of training and development programmes.
Educational qualification: -
 Bachelor in Business Administration. Masters in Finance and Marketing
Declaration:
I hereby declare that all the information provided is true and is best of my knowledge.
Date:
Place:
CONCLUSION
It has been concluded from above assignment that utilisation of HRM practices act as
successful device at the time of achieving the vision of organisation. Further it allow them to
managing all the needs and demand of working employees by considering it at the time of
establishing policies and strategies of company. Therefore HR team of Waitrose Limited must
consider all the factors and element of HRM to accomplish task in effective manner.

REFERENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Cox, M., Arnold, G. and Tomás, S. V., 2010. A review of design principles for community-based
natural resource management.
Crook, T. R. and et. al. ,2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance. Journal of applied psychology. 96(3).
p.443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Fulton, E .A. and et. al. ,2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and fisheries. 12(1). pp.2-17.
Garrick, J., 2012. Informal learning in the workplace: Unmasking human resource development.
Routledge.
Hobfoll, S .E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Kakuma, R. and et. al. ,2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Shore, L. M. and et. al. ,2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp.1262-1289.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Snell, S. A., Morris, S. and Bohlander, G .W., 2015. Managing human resources. Nelson
Education.
Tarique, I. and Schuler, R .S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Van Der Aalst, W. M., La Rosa, M. and Santoro, F .M., 2016. Business process management.
Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human resource management review. 20(2). pp.115-131.
Zanoni, P. and et. al. ,2010. Guest editorial: Unpacking diversity, grasping inequality: Rethinking
difference through critical perspectives. Organization. 17(1). pp.9-29.
Online
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.