Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in Morrisons, a leading supermarket chain. It analyzes key HRM functions, including workforce planning, recruitment, training, and employee relations, and their impact on business objectives. The report also discusses the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it includes a case study demonstrating the application of HRM practices in a real-world scenario.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Purpose and functions of HRM which are applicable to workforce for planning and
resourcing an organisation..........................................................................................................1
P2 Strengths and weaknesses of approaches of recruitment and selection.................................3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices within an organisation for both the employer and employee.....5
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................6
TASK 3............................................................................................................................................6
P5 Importance of employee relations with respect to influence on HRM decision making.......6
P6 Key elements of employment legislation and their impact upon HRM decision making.....7
TASK 4............................................................................................................................................7
P7 Application of HRM practices in a work-related context......................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to formal system which is used to manage
individuals within organisation. It is umbrella term which is used for describing development and
management of employees within organisation (Alfes and et. al., 2013). Morrisons is considered
in this report. It was founded in 1899 by William Morrison and is headquartered in Bradford,
England, UK. It provides various products, they are: food and drink, clothing, magazines, books
DVDs and CDs. This report deals with purpose and functions of HRM, strengths and weaknesses
of approaches of recruitment and selection. Furthermore, benefits and effectiveness of HRM
practices in context to employee and employer are provided. Apart from this, employment
legislation and its impact on decision-making of HRM is discussed. At last applications of HRM
are mentioned.
Task 1
P1 Purpose and functions of HRM which are applicable to workforce for planning and
resourcing an organisation.
Human resource management can be defined as process of management of individuals
within organisation in thorough and structured manner. This include hiring of individuals, their
retention, salaries and perks, management and many more. Workforce planning can be described
as process which aligns priorities and needs of organisation with their employees so as to make
sure that regulatory, legislative, production, service obligations and organisational objectives are
met. It deals with systematized process for placing right individual at right place (Budhwar and
Debrah, 2013). With respect to Morrisons, it is mandatory for HR managers to ensure that skills
of individuals are effectively utilized by placing them at right position within organisation. This
will lead them enhance performance of employees as well as productivity of organisation. Basic
purpose and functions of HR managers which management apply within process of workforce
planning are mentioned below.
Purpose of HRM
Human resource management plays vital role within every organisation. It is necessary
for HR manager of Morrisons to furnish their employee's with safe, secure and healthy working
environment so that they can work effectively till their potential. For this HR manager must
provide training to further enhance skill level of employees and increase productivity and
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profitability of organisation simultaneously. HR managers of Morrisons must address different
issues and problems of employees in proper manner so that they can have job satisfaction. Below
purpose and functions are provided:
Law: Morrisons is operating in multiple locations and every location have different laws
and regulations which are essential for an organisation to stay on. This will aid them to perform
effectively and smoothly (Chelladurai and Kerwin, 2017). For this HR manager of Morrisons
needs to have knowledge about local and federal laws which exits in respect to their functional
area. Apart from this, HR manager of Morrisons must be aware of different laws which are
related to employee management, equal employment rights, labour union, conflict resolution,
minimum wage pay acts and others to ensure that employees are provided with healthy working
conditions. This will aid Morrisons to provide their employees with smooth working
environment.
Provide effective organisational culture: HR manager of organisation must ensure that
healthy working environment is provided to employees as this will enhance performance of
employees. Foremost obligation of HR manager of Morrisons is to provide their employees with
duties as per their ability, knowledge and skills. This will aid both employees and organisation to
enhance their performance and profitability respectively (Armstrong and Taylor, 2014).
Functions of HRM:
Recruitment and selection: It is foremost function of HRM, in which strategies are
formulated to recruit individuals as per requirement of organisation. HR manager of Morrisons
makes usage of sources like newspaper, online job portals, social networking sites and television
media for sourcing qualified individuals. For this, they need to take appropriate steps (Huselid
and Becker, 2011). Management of Morrisons needs to find out potential workforce based on
different tests which can include aptitude test, group discussion and personal interview. This will
aid them to recruit appropriate candidate as per their requirements and skills they needed.
Managers of Morrisons must have some innovative ideas to select employees. This will help
Morrisons to acquire qualified workforce which in turn will lead to high productivity.
Training and development: Aim of this function is to enhance skills of employees of
organisation so that competence level of organisation can be increased thereby enhancing
productivity. HR manager of Morrisons channel continuous process of training by which they
intensify efficiencies of employees. It is necessary for HR manager of Morrisons to change their
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training programme as per changing technology. This will help them to enhance their
competencies as each employee will be aware of latest technology and will have efficient
knowledge in their respective field. This will aid organisation to enhance profitability and
productivity of organisation.
Managing employee relations: Employee relations deals with relationship between
employer and employee. It plays essential role within organisation as it aids employees to gain
satisfaction from their job which have positive impact on their performance (López-Nicolás and
Meroño-Cerdán, 2011). Apart from this,standards of organisation within market and internal
stability of organisation can be improved. HR manager of Morrisons perform their duties with
high expertise. They provide their employees with effective benefits and training by which
satisfaction level of employees can be enhanced. They are looking forwards to solve any kind of
conflicts in formal way, this will help to eliminate discrimination issues within organisation. This
will have significant impact on performance of employees and productivity of organisation.
Workforce planning assist organisation to acquire high skilled staff which enables Morrison to
complete their projects in stipulated time duration. Furthermore, when effective employee
relations are formulated among workforce then they can render their services in appropriate
manner.
There are certain benefits of HRM practices:
 It enables organisation to acquire effective workforce which in turn will lead to high
performance of organisation.
 When training is provided to employees, then they will be able to acquire knowledge of
different skills and latest technologies which will lead to high profitability of Morrisons.
An example can be considered to understand concept of workforce planning within Morrisons.
Suppose if a person who do not possess effective skills and is hired by Morrisons due to
reference. This can either have positive or negative impact within organisation as specific
workforce will not be able to understand working structure and may not be able to provide
quality services. This will have negative impact on overall performance of team as they will be
demotivated. But if vice-versa happens then performance of team can be improvised. Each
member of workforce have significant impact on services organisation is rendering.
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P2 Strengths and weaknesses of approaches of recruitment and selection.
Recruitment and selection plays vital role within organisation. Recruitment refers to
process of finding out potential individuals, stimulating and inspiriting them to apply for job
within organisation. It can be defined as process of discovering different sources of manpower so
that needs of staffing can be met. Whereas selection refers to process of determining or picking
up right individual for vacant job position within organisation. There are two types of
recruitment sources, they are presented below:
Internal recruitment sources: They can be defined as sources which are used to hire
employees internally within organisation. In other words, it can be said that priority is given to
individuals who are currently working in organisation (Marchington and et. al., 2016). They
include promotions, transfers and employee referrals. Strengths and weaknesses of these sources
are mentioned below:
Strengths of internal recruitment: It is cost effective, quick, easy and simple as employees are
recruited internally and they need not to spend on job advertisements. Training and induction is
not required , as employees are already working their and they are aware of their role and
responsibilities. It enhances morale of employees and motivates them to work harder. Apart from
this, employee relations are also enhanced and executive turnover is reduced. An example can be
considered, if Morrisons go for this process then employees will be motivated which will lead to
enhanced result in overall performance.
Weaknesses of internal recruitment: It prevents new individuals to enter within organisation
which limits or restricts new thinking, ideas and dynamism within organisation. Scope is limited
as all kinds of vacancies cannot be filled within organisation and employee who is transferred or
promoted to vacant position will lead to new vacancy. An example can be considered, if
employee is promoted to hire position then there will be no scope of advancement in their
strategies.
External recruitment sources: They are defined as recruitment of employees from
outside organisation. They are responsible for bringing fresh thoughts and innovation within
organisation (Messersmith and et. al., 2011). Though it can be tough and expensive but has
potential to drive organisation to achieve their goals. This includes, direct recruitment,
employment exchanges, employment agencies, advertisements, campus recruitments and many
more. Their strengths and weaknesses are provided below:
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Strengths of external recruitment: It inspires new individual to enter within organisation with
new ideas and thoughts. Apart from this, it helps to find right candidate. By this organisation can
anticipate growth for themselves, when individual with high potential is selected then there is
high possibility for growth. Example: Morrisons can gain advantage from new ideas which are
given new employees.
Weaknesses of external recruitment: This process takes lot of time as it is lengthy process.
Apart from this, cost is also high when compared with recruitment from internal sources. It lower
down morale of existing employees as they may feel that there is less chance of promotion,
which have direct impact on their performance. Example: Internal staff will be demotivated as
they will not have growth opportunity which can lead to high turn over rate of employees.
HR manager of Morrisons can opt for any method of recruitment and selection to hire
appropriate individual as per their job requirement. They have opted for interview to recruit
effective candidate. Strengths and weaknesses of interview are mentioned beneath:
Strengths: Correct individual can be selected based on their skills and qualification. It is time
and cost effective as there are less chances to hire wrong individual.
Weaknesses: This process takes lot of time and it can be difficult for manager to to frame
different questions. Apart from this, level of questions may vary depending upon mood of
interviewer.
TASK 2
P3 Benefits of HRM practices within an organisation for both the employer and employee
HRM practices are very important to be carried in more effective as well as efficient
manner. These are beneficial for both employer and employees in various aspects in which some
of them are given below –
Employee Relation: It can be defined as efforts of organisation to maintain relationship
between employees and employers. This means that consistent and fair treatment is provided to
all employees, this will enhance loyalty and commitment of employees for organisation
(Renwick, Redman and Maguire, 2013). To initiate positive and healthy working environment
HR manager can have effective communication system. This will help employees to work as a
team as sometimes individuals cannot take decision by themselves alone. Apart from this, when
work is shared, it becomes easy to accomplish this. Furthermore, organisational goals can be met
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within stipulated duration, thereby enhancing benefits to organisation. Benefits of employee
relation are that if there is healthy relationship among employees they there will be no conflicts
which in turn will provide healthy working environment.
Employee engagement: It is referred to method which is designed to amend employees
emotional attachment and feelings for their organisation with respect to their position, duties and
working culture. It helps to boost productivity of employees, enhances satisfaction of customers,
organisational culture can be improved and many more.
Human resource management plays crucial role within every organisation. Aim of HR
manager is to acquire highly skilled and qualified individual for their organisation. Manager of
Morrisons have engaged their employees in different activities like recruitment, compensation
management, payroll and many more by which they can enhance employee relation. Different
practices followed by manager of Morrisons are mentioned below:
Training and Development: These sessions are created by HR manager of Morrisons to
enhance their employees thereby increasing productivity level. This programmes aids employees
to find out their weak points and overcome them and gain knowledge in different aspects
(Rubery and Urwin, 2011). By this productivity of organisation can be enhanced and hence have
a significant impact on share holdings within market. Employer will have employees with
knowledge of latest tools and techniques, thereby making work easier. Benefits of this to
Morrisons is that their employees can gain knowledge of recent trends and technologies which
will assist organisation to to implement these technologies.
Resolve Conflicts: By opting for effectual strategies and measures, HR manager of
Morrisons can resolve different conflicts which are arising within workplace related with
jealousy, competition, culture or anything. For this management of Morrisons can opt for
promoting team work. This will not only enhance performance of employees but profitability of
organisation can also be increased. Benefits of this is that if healthy working environment and
effective relations are established then hardly any kind of conflict will arise within premises
which will lead to enhanced performance of both organisation and individual.
HRM practices like reward management and motivation are also important. As they will
ensure high productivity of organisation. If employees are given some task and they excel in that
then they must be given rewards depending upon their performance which in turn will lead to
raise in their motivational level.
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P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
Effectiveness refers to ways in which work can be accomplished successfully whereas
ineffectiveness refers to accomplishment of tasks but there is no surety about they meet quality
standards or not.
Human resource management deals with recruitment of potential individuals by which
productivity can be maximised. Management of Morrisons have opted for formative strategies to
enhance their productivity. These practices aids them to raise their profits. They are mentioned
below:
Training system: HR manager of Morrisons ensures that effective training is given to
employees depending upon latest tools and technologies so that they can work effectively.
Objective of training is to enhance knowledge, skills and abilities of individual so that they can
have high competence level, thereby making organisational work easier and enhance their
profitability (Schermerhorn and et. al., 2014).
Performance appraisal system: For enhancing loyalty and motivation of employees,
employer ensures that certain monetary, non-monetary and appraisals are given. With respect to
Morrisons, HR managers needs to analyse, identify, observe and assess performance of
individuals. Employees who perform great within their job must be acknowledged by
management and must be given some rewards. This will boost up morale and confidence of
individuals. Thereby, enhancing overall profit of organisation.
Directional Setting and Execution: Managers and leaders of organisation creates vision
and make sure that organisational objectives are formulated effectively so that they can be
executed in appropriate manner. HRM activities of Morrisons helps them to have effective
candidates. Leaders give them effective guidelines and by implementing them, they can achieve
desired goal effectively (Sheehan, 2014). This will help Morrisons to enhance their process of
production and have a strong image within market.
If effective training is provided to employees then they will be able to possess capabilities
and knowledge of recent trends within market by which organisation can formulate strategies
accordingly. This will aid organisation to execute these strategies effectively. But if this do not
happen then organisation will continue to work on their existing technologies which will make
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them lack behind market due to which they will not be able to stay within market for longer
duration of time.
Effectiveness of HRM practices can be evaluated with respect to the performance of
organisation. Profitability and productivity of Morrisons can be improvised by this as HR will
ensure that they have recruited the employees on the basis of skills and knowledge possessed by
them. Along with this, they will ensure that the candidate is best for position. Furthermore, by
providing training on the basis of demands of market will make them up to dated and they will
be able to work according to that which will lead to improvisation in their performance. Apart
from this, when rewards are given to employees on basis of their performance, this will result in
their motivation. This can be depicted that overall impact of HR practices on employees is
affirmative which will lead to higher productivity as well as profitability.
TASK 3
P5 Importance of employee relations with respect to influence on HRM decision making.
Employee's relation can be defined as effort of management to maintain healthy
relationship between management and employees. Importance of employee relations have
important impact on decision-making. Importance of employee relations is mentioned below:
Enhanced Sales: Relationship between employees and employer has significant impact
on sales of organisation. When enhanced relationship is maintained between management and
employees then their will be remarkable change in their sales. For this, management of
Morrisons must ensure that healthy communication is maintained within their organisation this
will have significant impact on relation of employees. This will help them to enhance their
services and increase number of sales.
Profit Maximisation: When formative relationship is maintained between employees
then their profits can also be improved. HR manager of Morrisons must ensure that effective
level of satisfaction is developed among employees. This will help them to retain their
employees and enhance sustainability of organisation (Sparrow, Brewster and Chung, 2016). If
effective relation is maintained then employee's will work up to their potential thereby meeting
organisational goals within stipulated time duration and improving profits of Morrisons.
Teamwork: Management of Morrisons has formulated teams to carry out their work.
This will improvise the working of employees as well as organisation. HR manager make sure
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that employees work in coordinated manner which will assist to improvise their decision making
with respect to project they are working on in specified manner and due to this employees can do
their work within time.
When effective relations are maintained between employees then decisions will be made
by considering all as a single unit. But if employees do not have healthy relation with each other
then decisions have to be made by considering all the aspects to ensure that any kind of conflicts
do not arise. When relations are good then individuals will work as a team which will result in
enhancement of sales which in turn will lead to improvisation in profit.
To carry to operations of Morrisons it is necessary for management of Morrisons to build
up effective as well as smooth relationship among employees this will have strong impact on
performance of employees. Morrisons have involved their employees in the decision making
and there feedback is taken while taking any decision. This assist both of them to carry out their
roles and responsibilities accordingly. Due this their productivity has improvised.
P6 Key elements of employment legislation and their impact upon HRM decision making
The employment legislations are necessary to be followed in every organisation while
making decision as it facilitate to improve appropriateness of decisions. It include various legal
rules and laws which are required to be obeyed in every organisation to maintain security,
equality, taxation and rights of staff. In context of Morrisons, they should follow overall desired
employment legislations in which some of them are explained further –
Equality Act, 2010 – The equality act is legal rule which has been established to reduce
the factor of discrimination and partial behaviour with employees at work place by making
proper HRM decisions (Storey, 2014). In context of Morrisons, they are required to follow
equality act by providing equal opportunities and benefits to staff members appropriately.
Various strategies and policies are created by organisation with respect of which fair treatment is
given each individual. This will generate sense of commitment in employees which depicts that
they are more loyal to attain their organisational goals.
Data Protection Act – This include the rule to protect information stored in computer or
organised paper regarding people so that it cannot be misused by someone else. It is necessary
for Morrisons to maintain security of information stored in their data base by making appropriate
decision making to ensure safety of data related to employees and organisation. Management of
Morrisons ensure that details of employees are kept confidential and are highly secured so that
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any intruder do not get into their system. In this case management can take decisions of having
network security engineer who will be responsible for managing entire system.
Healthy and Safety Act, 1974- This act emphasises on enforcement, regulation and
encouragement of welfare, safety and health within United Kingdom. This act has been
implemented by Morrisons to ensure that healthy working working conditions are provided to
their employees. The decision-making of organisation is altered with respect to this act, as
organisation make sure that any of the employees do not get harmed while carry out their
operations. This will create affirmative impact on employees as there security will be one of top
most priority of organisation.
These legislations have significant impact on decision-making process of Morrisons as
they have to consider all the laws in there sector to ensure that there employees do not face any
kind of problem while executing there operations.
TASK 4
P7 Application of HRM practices in a work-related context
JOB DETAILS
Designation: HR Manager
Company: Morrisons
Job Purpose
Role to make sure to fulfil vacant positions by hiring experienced and passionate candidates
who aid in attaining organisation's goals and objectives in effective manner.
Roles and responsibilities
 Recruitment and selection
 Compensation and benefits
 Training and development
 Resolve conflicts if they arises.
 Formulate strategies for effective working of organisation.
 Employee relations
Salary: Negotiable depending upon knowledge possessed by individual
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Person Specification
Position: HR Manager
Department: Human Resource Management
Key: This depicts desired need when like an evidence:
(A): Application form, (I): Interview, (R):Role
Attributes Essentials Desirable
Qualification & Experience Required basic knowledge of
computer regarding MS Office
and degree of MBA in HR.
Must have 2 years of work
experience in HR department.
Deal with new candidates and
evaluate their ability for
selecting best one for specific
designation.
Maintain professionalism and
fulfil needs of employees.
Skills or Abilities Required effective
communications and
motivational ability.
Skill to influence employees
to follow instructions and
evaluate requirement of
training & development.
Must capable for conflict
management and problem
solving among employees.
Needed to hire desired people
and retain employees.
Job related questions?
 Give a brief introduction?
 What is the role of an HR manager?
 What skills are required for HR manager?
 How can HR role contribute to success of a business?
 What is your expectations regarding salary package?
Job Offer Letter for HR Manager
Name: Jack Smith
Address: 16 Court Room, London, England.
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Dear Jack Smith,
It is our great pleasure to offer you employment on behalf of Morrisons, London on the
designation of HR Manager. Terms of employees related to roles and responsibilities are:
Job Duties and Responsibilities
 Contribution to development of HR department goals, objectives and systems.
 Implementing and revising compensation program of company.
 Developing and administering human resource plans & procedures related to personnel
of company.
 Conducting annual salary surveys.
 Maintaining and revising handbook of policies and procedures of company.
Contract includes:
 Reporting: You can contact to Michael Gilbert who are appointed as supervisor of
human resources department.
 Basic salary: The basic pay offered to you regrading job position of HR Manager is 900
Pounds.
 Working hours: The productive working hour for you will be from 9:30 a.m. to 6:00
p.m.
 Compensation and benefits: House rent allowance, insurance, meal card and family
healthcare.
Other relevant information: Individual must send their scanned copy of documents and
certificates so that we can carry out necessary procedures.
We are pleased and delighted or providing this offer letter to you of employment in Morrisons.
We welcome you in order to become part of our organisation. Offer letter is required to be duly
signed by you. Your duty in the company will going to start from 25 February, 2019.
Congratulations and welcome to be a valuable part of family of Morrisons.
Thanking You
For Morrisons
Human Resource
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CONCLUSION
From the above report, it has been concluded that human resource management is an
important department in organisation for managing people. It include the role of HRM to hire
desired candidates, provide training and solve problem of staff regarding salaries or
compensation. However, it consist purpose of HRM like law & provide effective organisational
culture and functions including recruitment & selection, training & development and managing
employee relations. Moreover, it involve benefits of HRM practices to employee and employers
such as maintaining employee relations, employee engagement and resolve conflicts. In addition
to this, it include effective decision making which facilitate the enhanced sales and profit
maximisation with help of flowing legislation including equality act & data protection act.
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REFERENCES
Books and Journals
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