Human Resource Management: Strategies for Sustainable Competitive Advantage
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This report discusses the importance of human resource management (HRM) in achieving business objectives, the difference between HRM and personnel management, and HR strategies that align with the demand of the labor market. It also analyzes the impact of national and corporate culture on staff management, evaluates organizational levers for managing human resources, and analyzes job design strategies. The report provides examples of good HR practices and recommendations for employers. Course code and college/university not mentioned.
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A) Difference between HRM and personnel management and ways in which HR strategies of
company align with demand of labour market............................................................................3
B) Impact of national and corporate culture on management of staff.........................................5
C) Evaluating the organizational levers available to manage human resources in such a way as
to contribute to sustainable competitive advantage....................................................................6
D) Analysing job design strategies.............................................................................................8
E) Using corporate examples of local and transnational firms for illustrating good HR
practices......................................................................................................................................9
F) Recommendation for employers relating to HRM practices................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A) Difference between HRM and personnel management and ways in which HR strategies of
company align with demand of labour market............................................................................3
B) Impact of national and corporate culture on management of staff.........................................5
C) Evaluating the organizational levers available to manage human resources in such a way as
to contribute to sustainable competitive advantage....................................................................6
D) Analysing job design strategies.............................................................................................8
E) Using corporate examples of local and transnational firms for illustrating good HR
practices......................................................................................................................................9
F) Recommendation for employers relating to HRM practices................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
INTRODUCTION
Human resource management is the key function as it helps in recruiting, staffing,
selecting and retaining potential individuals as for completing various work and operations
effectively. Skilled personnel’s helps in attaining goals of company in easy and effective manner.
Human resources as workforces is very essential for successfully operating business all around
the world. Morrison recognized as the fourth largest supermarket, operating retail business by
serving large number of consumers globally. The main aim of company is providing affordable
eating and food products. The report specifies details about various HR practices and strategies
responding to COVID 19. Also, specifying various strategic HRM models and HR strategies
aligning available labour markets. moreover, analysing the impact of corporate and national
culture. Future critically evaluating organizational levers for managing human resources also
analysing job design strategies used by company. Also, analysing various examples for
illustrating good HR practices and lastly recommending suggestions for maintaining good HR
practice.
MAIN BODY
A) Difference between HRM and personnel management and ways in which HR strategies of
company align with demand of labour market
The strategic human resource is being defined as the framework which provides for
linking of people management with the development practice so that the goals of business can be
attained. For getting successful, Morrison need to have good set of human resource so that they
can work in better and effective manner and attain the objectives of business in the intended
manner. Hence, for this Morrison involves use of different tools of SHRM which assist them in
increasing the working efficiency of employees and ultimately it will work on attainment of
business objectives (Stone, Cox and Gavin, 2020). For this Morrison is undertaking the use of
5P’s model relating to management of human resource within the company. this model focuses
on the five P which are crucial for the success of the business. this involves purpose, principles,
process, people and performance. hence, without all these 5 P, Morrison cannot work properly
and successfully. Also, all these element is being fixed by the HR only. Hence, the company
focuses on using this model as it covers all the element necessary information relating to the
company and its improvement.
Human resource management is the key function as it helps in recruiting, staffing,
selecting and retaining potential individuals as for completing various work and operations
effectively. Skilled personnel’s helps in attaining goals of company in easy and effective manner.
Human resources as workforces is very essential for successfully operating business all around
the world. Morrison recognized as the fourth largest supermarket, operating retail business by
serving large number of consumers globally. The main aim of company is providing affordable
eating and food products. The report specifies details about various HR practices and strategies
responding to COVID 19. Also, specifying various strategic HRM models and HR strategies
aligning available labour markets. moreover, analysing the impact of corporate and national
culture. Future critically evaluating organizational levers for managing human resources also
analysing job design strategies used by company. Also, analysing various examples for
illustrating good HR practices and lastly recommending suggestions for maintaining good HR
practice.
MAIN BODY
A) Difference between HRM and personnel management and ways in which HR strategies of
company align with demand of labour market
The strategic human resource is being defined as the framework which provides for
linking of people management with the development practice so that the goals of business can be
attained. For getting successful, Morrison need to have good set of human resource so that they
can work in better and effective manner and attain the objectives of business in the intended
manner. Hence, for this Morrison involves use of different tools of SHRM which assist them in
increasing the working efficiency of employees and ultimately it will work on attainment of
business objectives (Stone, Cox and Gavin, 2020). For this Morrison is undertaking the use of
5P’s model relating to management of human resource within the company. this model focuses
on the five P which are crucial for the success of the business. this involves purpose, principles,
process, people and performance. hence, without all these 5 P, Morrison cannot work properly
and successfully. Also, all these element is being fixed by the HR only. Hence, the company
focuses on using this model as it covers all the element necessary information relating to the
company and its improvement.
Also, with the analysis it is clear that the use HRM is very important for success of
Morrison. Also there is a difference being present within HRM and personnel management
which is as follows-
Human resource management Personnel management
This is a branch of management which
undertakes the optimum use of manpower to
attain the goal of the business.
On the other side, personnel management is
focused on working and managing the relation
being present among the people working
within the company.
This approach of human resource involves use
of modern working
This is a traditional approach which is
generally not be used in the current
competitive environment.
The major function performed by company
includes strategic function.
Whereas, personnel management is a routine
function which need to be performed by the
company in any condition.
Within the use of HRM, the transformational
management role is being used to perform all
the task within the company.
In against of this, personnel management
involves the use of transactional management
role in order to work in better and effective
manner.
With the above analysis it is clear that for Morrison it is necessary that they undertake the
use of different HR strategies. This is necessary because the HR strategies of company will not
be aligned with the demand of labour market then this will be affecting the working efficiency of
employees within the company. these HR strategies used by Morrison in order to improve the
working condition of company in accordance to the labour market is as follows-
The first strategy involves the workforce planning which is the basic function to be
performed by human resource of Morrison. This is necessary because in case the
planning for the HR and their role will not be done in proper manner then this will be
affecting the working efficiency of Morrison (Boon, Den Hartog and Lepak, 2019). Also,
this needs to be done in accordance to the labour demand within the external
environment. This includes identifying the position prevailing in the market and then
advertising it so that new candidates can come within the company.
Morrison. Also there is a difference being present within HRM and personnel management
which is as follows-
Human resource management Personnel management
This is a branch of management which
undertakes the optimum use of manpower to
attain the goal of the business.
On the other side, personnel management is
focused on working and managing the relation
being present among the people working
within the company.
This approach of human resource involves use
of modern working
This is a traditional approach which is
generally not be used in the current
competitive environment.
The major function performed by company
includes strategic function.
Whereas, personnel management is a routine
function which need to be performed by the
company in any condition.
Within the use of HRM, the transformational
management role is being used to perform all
the task within the company.
In against of this, personnel management
involves the use of transactional management
role in order to work in better and effective
manner.
With the above analysis it is clear that for Morrison it is necessary that they undertake the
use of different HR strategies. This is necessary because the HR strategies of company will not
be aligned with the demand of labour market then this will be affecting the working efficiency of
employees within the company. these HR strategies used by Morrison in order to improve the
working condition of company in accordance to the labour market is as follows-
The first strategy involves the workforce planning which is the basic function to be
performed by human resource of Morrison. This is necessary because in case the
planning for the HR and their role will not be done in proper manner then this will be
affecting the working efficiency of Morrison (Boon, Den Hartog and Lepak, 2019). Also,
this needs to be done in accordance to the labour demand within the external
environment. This includes identifying the position prevailing in the market and then
advertising it so that new candidates can come within the company.
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Further the next strategy involves conducting the organizational capability assessment.
This is necessary for the reason that when the organizational capability will be assessed
then only the human resource of Morrison can identify where the company and
employees are lacking (Azizi and et.al., 2021). Hence, for this human resource of
Morrison can arrange for different training session for the development of the employees
in accordance to the current requirement present in labour market.
In addition to this another HR strategy involve diversity, equity and inclusion in
accordance to the demand within the labour market. This is important because of the
reason that in case there will be discrimination within the employees then this will
negatively affect the working efficiency (Bratton and et.al., 2021). Hence, for this reason
first the human resource involves analysing the laws and legislation relating to the
management of equality, diversity and inclusion. For this reason, company undertakes the
use of latest laws and legislation and complies with the same so that they can manage the
same thing in better manner.
B) Impact of national and corporate culture on management of staff
For the better working of the company it is necessary that proper and good cultures are
being maintained within the company. the reason underlying this fact is that when the culture is
good then this will be motivating the employees to work in better way and attain the objectives
of the company. Hence, in order to maintain good culture, it is necessary for the proper corporate
culture is maintained (Carnevale and Hatak, 2020). Morrison involves hiring the employees from
diverse cultures and in case all the employees will not be working in coordinated manner then
this will be affecting the working efficiency of the overall company. for every employee their
cultural value is necessary to be maintained and in case Morrison will not be maintaining these
values then it will demotivate the working to a great extent.
Hence, because of this reason it is essential that Morrison undertakes all the national and
corporate cultural requirement which is essential for the growth and development of company.
also, the corporate culture affects the economic performance of the company. This is because of
the reason that in case the working environment of the company will not be good then this will
be affecting the management of staff as well (Vrontis and et.al., 2021). The reason underlying
this fact is that when the people working within the company will be having good environment
and other benefits then this will result in employees working in better manner. Hence, this will
This is necessary for the reason that when the organizational capability will be assessed
then only the human resource of Morrison can identify where the company and
employees are lacking (Azizi and et.al., 2021). Hence, for this human resource of
Morrison can arrange for different training session for the development of the employees
in accordance to the current requirement present in labour market.
In addition to this another HR strategy involve diversity, equity and inclusion in
accordance to the demand within the labour market. This is important because of the
reason that in case there will be discrimination within the employees then this will
negatively affect the working efficiency (Bratton and et.al., 2021). Hence, for this reason
first the human resource involves analysing the laws and legislation relating to the
management of equality, diversity and inclusion. For this reason, company undertakes the
use of latest laws and legislation and complies with the same so that they can manage the
same thing in better manner.
B) Impact of national and corporate culture on management of staff
For the better working of the company it is necessary that proper and good cultures are
being maintained within the company. the reason underlying this fact is that when the culture is
good then this will be motivating the employees to work in better way and attain the objectives
of the company. Hence, in order to maintain good culture, it is necessary for the proper corporate
culture is maintained (Carnevale and Hatak, 2020). Morrison involves hiring the employees from
diverse cultures and in case all the employees will not be working in coordinated manner then
this will be affecting the working efficiency of the overall company. for every employee their
cultural value is necessary to be maintained and in case Morrison will not be maintaining these
values then it will demotivate the working to a great extent.
Hence, because of this reason it is essential that Morrison undertakes all the national and
corporate cultural requirement which is essential for the growth and development of company.
also, the corporate culture affects the economic performance of the company. This is because of
the reason that in case the working environment of the company will not be good then this will
be affecting the management of staff as well (Vrontis and et.al., 2021). The reason underlying
this fact is that when the people working within the company will be having good environment
and other benefits then this will result in employees working in better manner. Hence, this will
be resulting in the effective development and growth of the employees and as a result of this it is
easier for Morrison for working and motivating the employees in better and effective manner.
Also the national culture is the one which is applicable to the all over the country and
corporate culture is the one which involves only the culture which the company is following
(Macke and Genari, 2019). Hence, for developing the corporate culture it is necessary for
Morrison to analyse the national culture first and thereafter the make the corporate culture so that
staff and employee within the company is happy and satisfied.
C) Evaluating the organizational levers available to manage human resources in such a way as to
contribute to sustainable competitive advantage
Morrison recognized as for selling various food and grocery products to large number of
consumers. Large retailer is producing various in store food products by using professionally
trained skilled colleagues. The main aim of company is for helping various consumers by
producing various savings options. Various organizational lever used by company as for
engaging employees for adopting and managing changes easily and effectively.
Positive and purposeful culture
This organizational lever helps in effectively attaining mission and vision of company.
As company focusing on positive culture. Employees working in company are trusted and
engaged in taking various decision by embracing new ideas and new ways of working in
company. Thus, by establishing positive and purposeful working culture helps in recruiting
competent personnel form the diverse environment. Further it helps in creating sustainable
competitive advantage and maintaining competitive position of company as by managing
changes in company effectively.
Fair compensation and appraisals to employees
compensating systems adopted by company helps in retaining employees as for
performing work by adopting change easily. As Morrison provide fair compensation to all
employees according to their performance. The right compensating systems helps in motivating,
encourages working more effectively. This results in enhancing employee’s morale and boost
confidences for adopting changes decided by company as by clearly communicating to all
employees working and operating supermarket stores (Benefits, 2022). As Morrison adopted
rewarding employee’s success, competitive salaries provided to all employees also improving
easier for Morrison for working and motivating the employees in better and effective manner.
Also the national culture is the one which is applicable to the all over the country and
corporate culture is the one which involves only the culture which the company is following
(Macke and Genari, 2019). Hence, for developing the corporate culture it is necessary for
Morrison to analyse the national culture first and thereafter the make the corporate culture so that
staff and employee within the company is happy and satisfied.
C) Evaluating the organizational levers available to manage human resources in such a way as to
contribute to sustainable competitive advantage
Morrison recognized as for selling various food and grocery products to large number of
consumers. Large retailer is producing various in store food products by using professionally
trained skilled colleagues. The main aim of company is for helping various consumers by
producing various savings options. Various organizational lever used by company as for
engaging employees for adopting and managing changes easily and effectively.
Positive and purposeful culture
This organizational lever helps in effectively attaining mission and vision of company.
As company focusing on positive culture. Employees working in company are trusted and
engaged in taking various decision by embracing new ideas and new ways of working in
company. Thus, by establishing positive and purposeful working culture helps in recruiting
competent personnel form the diverse environment. Further it helps in creating sustainable
competitive advantage and maintaining competitive position of company as by managing
changes in company effectively.
Fair compensation and appraisals to employees
compensating systems adopted by company helps in retaining employees as for
performing work by adopting change easily. As Morrison provide fair compensation to all
employees according to their performance. The right compensating systems helps in motivating,
encourages working more effectively. This results in enhancing employee’s morale and boost
confidences for adopting changes decided by company as by clearly communicating to all
employees working and operating supermarket stores (Benefits, 2022). As Morrison adopted
rewarding employee’s success, competitive salaries provided to all employees also improving
various practices by investing into efficient employees helps employees in adapting changes
easily.
Directing strategically
Directing strategically is the another lever which helps in clearly communicating to
employees about the goals and desired mission to be achieved within stipulated time. As
Morrison assign various responsibilities to all employees by naming individuals with identity and
assigning particular task according to skills and abilities.
Shifting resistance to change
Resistance to changes defined as unwillingness to adapt changes and working procedures
for producing various products and effectively working in company. For this the company must
adopting various measures by shifting Resistance to change. As by structuring employees for
working in efficiently in Morrison, also resolving various issues and conflicts between various
personnel (Bose and Furness, 2021). Also, encouraging employees by setting measurable and
achievable targets helps in adopting changes easily and results in shifting Resistance to change
and achieving competitive advantage for company.
Providing infrastructure facilities and better working conditions
Infrastructure and working facilities motivate and encourage employees for preforming
and working effectively in company. As for this company must provide efficient and proper
infrastructure as for manufacturing and producing various products by maintaining hygienic
conditions. This results in adopting changes by employees which is decided by company. As by
adopting new ways for producing products and manufacturing fresh food of company with given
equipment.
Rewarding and recognizing for successes
Rewarding employee’s success as by appraising publicly and recognizing extra efforts
contribute by all employees while achieving goal and mission of company. This is the most
important lever which motivate and encourages employees by gaining respect. Morrison offer
various discounts to all employees with using card systems with 15% off from shopping form
offline store, also various bonus scheme for reaching target consumers daily, various holiday
packages offered by company as to achieve healthy work life balance (Schäffer, 2020).
Furthermore, various appraisals for working effective in company. Thus, it helps in adopting
changes successfully by all employees working in Morrison.
easily.
Directing strategically
Directing strategically is the another lever which helps in clearly communicating to
employees about the goals and desired mission to be achieved within stipulated time. As
Morrison assign various responsibilities to all employees by naming individuals with identity and
assigning particular task according to skills and abilities.
Shifting resistance to change
Resistance to changes defined as unwillingness to adapt changes and working procedures
for producing various products and effectively working in company. For this the company must
adopting various measures by shifting Resistance to change. As by structuring employees for
working in efficiently in Morrison, also resolving various issues and conflicts between various
personnel (Bose and Furness, 2021). Also, encouraging employees by setting measurable and
achievable targets helps in adopting changes easily and results in shifting Resistance to change
and achieving competitive advantage for company.
Providing infrastructure facilities and better working conditions
Infrastructure and working facilities motivate and encourage employees for preforming
and working effectively in company. As for this company must provide efficient and proper
infrastructure as for manufacturing and producing various products by maintaining hygienic
conditions. This results in adopting changes by employees which is decided by company. As by
adopting new ways for producing products and manufacturing fresh food of company with given
equipment.
Rewarding and recognizing for successes
Rewarding employee’s success as by appraising publicly and recognizing extra efforts
contribute by all employees while achieving goal and mission of company. This is the most
important lever which motivate and encourages employees by gaining respect. Morrison offer
various discounts to all employees with using card systems with 15% off from shopping form
offline store, also various bonus scheme for reaching target consumers daily, various holiday
packages offered by company as to achieve healthy work life balance (Schäffer, 2020).
Furthermore, various appraisals for working effective in company. Thus, it helps in adopting
changes successfully by all employees working in Morrison.
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Training and development programs
Training and development programs encourages employees for working effective by
acquiring various skills, knowledge for performing various work in company. Training
employees helps in increasing productivity and achieving goal effective. As for instance
Morrison established various training and development schemes for employees. By regularly
training employees personals helps in strengthening skills as for producing better results and
products of company as by satisfying consumers (Day and Shea, 2020). Training programs
organized by company all level as by offering various apprenticeships, coaching employees for
developing various skills also building confidence for increasing sales of company. Also,
communicating employee’s various development programs.
Managing performance
This organizational lever helps in monitoring employee’s performance by using various
tools. Also it supports employees by resolving various conflicts and issues. Managing
performance of employees helps in motivating workforce as by constantly monitoring and
achieving productivity in working as by constantly reviewing performance helps in effectively
achieving goals of company. Thus, it results it adopting changes to employees positively.
D) Analysing job design strategies
The job design is being referred to as the process through which the roles and
responsibilities relating to the employees which they have to perform. There are different types
of job design strategy which is used by Morrison which are as follows-
Job rotation- this is a type of job design strategy which is being used by Morrison in
order to develop the job design. Under this type of the strategy, Morrison moves the
employees form one type of job to another in order to help them performing different
types of the task. This is very important for the reason that when the employees perform
same type of job then it becomes monotonous. Hence, the employees require different
types of work so that they get developed and their knowledge also increases.
Job engineering- this is another method being used by Morrison in order to develop the
job design. Under this method company focuses on the task to be performed and how it
will be undertaken (Approaches to Job Design, 2022). these job design elements are
being focused before the task is assigned because in case the resources are not provided
Training and development programs encourages employees for working effective by
acquiring various skills, knowledge for performing various work in company. Training
employees helps in increasing productivity and achieving goal effective. As for instance
Morrison established various training and development schemes for employees. By regularly
training employees personals helps in strengthening skills as for producing better results and
products of company as by satisfying consumers (Day and Shea, 2020). Training programs
organized by company all level as by offering various apprenticeships, coaching employees for
developing various skills also building confidence for increasing sales of company. Also,
communicating employee’s various development programs.
Managing performance
This organizational lever helps in monitoring employee’s performance by using various
tools. Also it supports employees by resolving various conflicts and issues. Managing
performance of employees helps in motivating workforce as by constantly monitoring and
achieving productivity in working as by constantly reviewing performance helps in effectively
achieving goals of company. Thus, it results it adopting changes to employees positively.
D) Analysing job design strategies
The job design is being referred to as the process through which the roles and
responsibilities relating to the employees which they have to perform. There are different types
of job design strategy which is used by Morrison which are as follows-
Job rotation- this is a type of job design strategy which is being used by Morrison in
order to develop the job design. Under this type of the strategy, Morrison moves the
employees form one type of job to another in order to help them performing different
types of the task. This is very important for the reason that when the employees perform
same type of job then it becomes monotonous. Hence, the employees require different
types of work so that they get developed and their knowledge also increases.
Job engineering- this is another method being used by Morrison in order to develop the
job design. Under this method company focuses on the task to be performed and how it
will be undertaken (Approaches to Job Design, 2022). these job design elements are
being focused before the task is assigned because in case the resources are not provided
and other things is not present then it will be affecting the working efficiency to a great
extent.
Job enlargement- it is also used by Morrison in order to improve the job design for the
company and its different positions. In this method, there is expansion of the task to be
performed by the employees for a particular type of job. In case the employee performs
same work again and again then this job enlargement assists the company in improving
the working efficiency of employees of Morrison.
Job enrichment- this is another technique which assist Morrison in developing the job
design of the company. this method involves the use of motivators and maintenance
factors which improves the working and job design of the company. this involves adding
some motivator factors or maintenance factor for making the changes within the working
of the company or the job design. This involves some characteristics like taking direct
feedback, client relationship, new learning and many other different elements.
E) Using corporate examples of local and transnational firms for illustrating good HR practices
Various examples of local and transnational firms as for illustrating good HR practices
adopted by companies are: Tesco supermarket, the multinational retailers serving large number
of consumers. Adopted fair compensation and rewarding practices. The company is providing
various benefits to employees as providing good working conditions, also various programs are
designed for retaining potential skilled personnel’s for effectively working in company. As
compensating on the basis of fair performance helps in adapting changes by employees.
Moreover, organizing training and development programs as for improving production quality
and working surroundings.
Another example is Unilever is established a local firm in UK, as by selectively hiring
talented personnel’s results in attaining and increasing profits and sales of company. By adopting
selective hiring practice and hiring potential employees helps in achieving goals and gaining
value. As by adopting selective hiring procedure for filling vacant position in company. Also,
Unilever is offering various paying packages to employees for achieving quality and standard
living and growing various career options with attaining various development programs.
extent.
Job enlargement- it is also used by Morrison in order to improve the job design for the
company and its different positions. In this method, there is expansion of the task to be
performed by the employees for a particular type of job. In case the employee performs
same work again and again then this job enlargement assists the company in improving
the working efficiency of employees of Morrison.
Job enrichment- this is another technique which assist Morrison in developing the job
design of the company. this method involves the use of motivators and maintenance
factors which improves the working and job design of the company. this involves adding
some motivator factors or maintenance factor for making the changes within the working
of the company or the job design. This involves some characteristics like taking direct
feedback, client relationship, new learning and many other different elements.
E) Using corporate examples of local and transnational firms for illustrating good HR practices
Various examples of local and transnational firms as for illustrating good HR practices
adopted by companies are: Tesco supermarket, the multinational retailers serving large number
of consumers. Adopted fair compensation and rewarding practices. The company is providing
various benefits to employees as providing good working conditions, also various programs are
designed for retaining potential skilled personnel’s for effectively working in company. As
compensating on the basis of fair performance helps in adapting changes by employees.
Moreover, organizing training and development programs as for improving production quality
and working surroundings.
Another example is Unilever is established a local firm in UK, as by selectively hiring
talented personnel’s results in attaining and increasing profits and sales of company. By adopting
selective hiring practice and hiring potential employees helps in achieving goals and gaining
value. As by adopting selective hiring procedure for filling vacant position in company. Also,
Unilever is offering various paying packages to employees for achieving quality and standard
living and growing various career options with attaining various development programs.
F) Recommendation for employers relating to HRM practices
With the above analysis it is clear that the use of HRM is very helpful for Morrison in
order to improve the working and efficiency. Hence, for this some of the recommendations are as
follows-
The first and foremost suggestion to Morrison is to undertake the use of fair and
performance based compensation (Strohmeier, 2020). This is necessary for the reason
that when the company will be using fair performance base for the employees then this
will motivate them and they will work in better and effective manner.
In addition to this another recommendation for Morrison is to make all the information
easily accessible to employees so that they can use it easily. This is necessary for the
reason that when proper information will be provided to employees by HR of Morrison
then this will increase the working efficiency.
Along with this it is advisable to Morrison that they must provide good opportunities to
the employees. This is necessary for the reason that when good opportunity will be
provided to the employees then this will motivate them to work in good way and this will
improve the working efficiency of company.
In addition to this, another recommendation for focusing on the development of the good
relation within the company. This is necessary for the reason that when the company will
be having good strategies then this will result in the increase in working efficiency of
employees (Collins, 2021). The reason pertaining to the fact that when the environment
will be cordial and coordinating then this will result in employees working efficiently and
effectively.
CONCLUSION
From the above report it can be concluded that human resource management is the key
function for optimizing performance of business by effectively utilizing available resources. The
main aim of HR in company is for recruiting, retaining, selecting and training various potential
employees for increasing growth and profits earning capacity of company by performing task
effectively. Morrison the fourth largest supermarket selling various food and non-food products
to large number of consumers. Various strategic HRM concept used by company as for
cooperating effectively with COVID pandemic. The corporate culture and national culture affect
companies internal HRM working practices, decision-making process, various interpretations
With the above analysis it is clear that the use of HRM is very helpful for Morrison in
order to improve the working and efficiency. Hence, for this some of the recommendations are as
follows-
The first and foremost suggestion to Morrison is to undertake the use of fair and
performance based compensation (Strohmeier, 2020). This is necessary for the reason
that when the company will be using fair performance base for the employees then this
will motivate them and they will work in better and effective manner.
In addition to this another recommendation for Morrison is to make all the information
easily accessible to employees so that they can use it easily. This is necessary for the
reason that when proper information will be provided to employees by HR of Morrison
then this will increase the working efficiency.
Along with this it is advisable to Morrison that they must provide good opportunities to
the employees. This is necessary for the reason that when good opportunity will be
provided to the employees then this will motivate them to work in good way and this will
improve the working efficiency of company.
In addition to this, another recommendation for focusing on the development of the good
relation within the company. This is necessary for the reason that when the company will
be having good strategies then this will result in the increase in working efficiency of
employees (Collins, 2021). The reason pertaining to the fact that when the environment
will be cordial and coordinating then this will result in employees working efficiently and
effectively.
CONCLUSION
From the above report it can be concluded that human resource management is the key
function for optimizing performance of business by effectively utilizing available resources. The
main aim of HR in company is for recruiting, retaining, selecting and training various potential
employees for increasing growth and profits earning capacity of company by performing task
effectively. Morrison the fourth largest supermarket selling various food and non-food products
to large number of consumers. Various strategic HRM concept used by company as for
cooperating effectively with COVID pandemic. The corporate culture and national culture affect
companies internal HRM working practices, decision-making process, various interpretations
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and rewarding and compensating processes of company. Also, various organizational lever helps
in adapting changes effectively by all employees working in company. Morrison’s also uses
various job designing strategies as for achieving higher productivity and working practices in
completing various task.
in adapting changes effectively by all employees working in company. Morrison’s also uses
various job designing strategies as for achieving higher productivity and working practices in
completing various task.
REFERENCES
Books and Journals
Azizi, M. R., and et.al., 2021. Innovative human resource management strategies during the
COVID-19 pandemic: A systematic narrative review approach. Heliyon. 7(6). p.e07233.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Bose, A. A. and Furness, C .D., 2021. Towards a Learning Organization: Navigating Barriers,
Levers, and Employees' Capacity for Change. In Handbook of Research on Organizational
Culture Strategies for Effective Knowledge Management and Performance (pp. 217-236).
IGI Global.
Bratton, J. and et.al., 2021. Human resource management. Bloomsbury Publishing.
Carnevale, J. B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research. 116.
pp.183-187.
Collins, C. J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2). pp.331-
358.
Day, G. S. and Shea, G., 2020. Changing the work of innovation: A systems
approach. California Management Review. 63(1). pp.41-60.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Schäffer, U., 2020. Levers of organizational resilience. Controlling & Management
Review. 64(6). pp.8-19.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Strohmeier, S., 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management. 34(3). pp.345-365.
Vrontis, D., and et.al., 2021. Artificial intelligence, robotics, advanced technologies and human
resource management: a systematic review. The International Journal of Human Resource
Management, pp.1-30.
Online
Approaches to Job Design. 2022. [Online]. Available through: <
https://www.managementstudyhq.com/approaches-to-job-design.html >
Benefits. 2022. [Online] Available Through :<
https://www.morrisons.jobs/early-careers/more/resources-benefits>
Books and Journals
Azizi, M. R., and et.al., 2021. Innovative human resource management strategies during the
COVID-19 pandemic: A systematic narrative review approach. Heliyon. 7(6). p.e07233.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Bose, A. A. and Furness, C .D., 2021. Towards a Learning Organization: Navigating Barriers,
Levers, and Employees' Capacity for Change. In Handbook of Research on Organizational
Culture Strategies for Effective Knowledge Management and Performance (pp. 217-236).
IGI Global.
Bratton, J. and et.al., 2021. Human resource management. Bloomsbury Publishing.
Carnevale, J. B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research. 116.
pp.183-187.
Collins, C. J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2). pp.331-
358.
Day, G. S. and Shea, G., 2020. Changing the work of innovation: A systems
approach. California Management Review. 63(1). pp.41-60.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Schäffer, U., 2020. Levers of organizational resilience. Controlling & Management
Review. 64(6). pp.8-19.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Strohmeier, S., 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management. 34(3). pp.345-365.
Vrontis, D., and et.al., 2021. Artificial intelligence, robotics, advanced technologies and human
resource management: a systematic review. The International Journal of Human Resource
Management, pp.1-30.
Online
Approaches to Job Design. 2022. [Online]. Available through: <
https://www.managementstudyhq.com/approaches-to-job-design.html >
Benefits. 2022. [Online] Available Through :<
https://www.morrisons.jobs/early-careers/more/resources-benefits>
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