Benefits of HRM Practices for Employer and Employee

This report discusses the purpose of HRM in relation to workforce planning and resourcing an organization. It also explores the pros and cons of various recruitment and selection practices. Additionally, it highlights the benefits of HRM practices for both employers and employees, and evaluates the impact of these practices on improving net profits of the firm. The influence of employee relations and employment legislation on HRM is also discussed.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................3
Purpose of HRM related to workforce planning and resourcing an organisation..................3
Pros and Cons of various recruitment and selection practices...............................................5
Benefits of various HRM practices for employer and employee...........................................7
Evaluation of various HRM practices in improving net profits of the firm...........................8
Influence of employee relations on the decision making process of HRM..........................10
Impact of various legislative requirement on Decision making process at HRM................11
Depiction of HRM practices in work related context...........................................................11
CONCLUSION..............................................................................................................................15
REFRENCES.................................................................................................................................17
Books and Journals...............................................................................................................17

INTRODUCTION
Human resource management involves various operations which lead to the
c0onstruction of workforce which has maximum satisfaction, commitment to work for the
organisation diligently, suitable and diverse range of abilities. Various objectives achieved by
human resource management are a crucial for the growth and success of the company. This
report is based on the British retail organisation Waitrose which is one of the most successful
retail Bran in UK. The organisation was established in 1904 and has 5.1% of the market share in
the current corporate world. This report describes aim of HRM in relation to workforce planning
with evaluation of various hiring techniques. Benefits provided by HRM to employees and
employers along with usefulness of HRM in improving profitability of the firm is described in
this report. Influence of employee relations and employment legislation on HRM is given in this
report. HRM practices are depicted in this report in various work related context.
MAIN BODY
Purpose of HRM related to workforce planning and resourcing an organisation
Workforce planning is a widely adopted procedure used by various organisations to meet
their current and future human resources requirements effectively (Bauer and et. al., 2018).
Waitrose has implemented several HRM practices to gain an efficient and skilled workforce
which.
Purpose of HRM in relation to workforce planning: The main purpose of HRM is to
fulfil staffing requirements of the organisation with talented individuals. This purpose is
applicable to workforce planning as it requires identification of current vacancies and utilising
appropriate recruitment approaches in order to fill various vacancies with the most talented
employees (Choi, 2017).
Another purpose of HRM is to sustain high productivity and construct a positive working
environment by enforcing suitable HRM policies. It improves overall output of the firm by
enhancing capabilities of each employee. This helps complete future demands of workforce and
assists in workforce planning.
HRM functions in relation to workforce planning:
 Talent management: This function of HRM is centred around attracting talented
individuals which have potential to complete various responsibilities of their position
and implementing policies which retain them in the firm for a longer time period. This

function is an essential part of workforce planning as identification of talented
employees which have the qualities to fill current gaps in the workforce of the
company. Waitrose has implemented an appropriate talent management policy which
seeks to fill workforce gaps with high performing employees to gain an advantageous
position in the retail industry (Kavanagh and Johnson, 2017). This HR function helps
business firms in effective resources allocations by creation and maintenance of an
effective recruitment pipeline. This pipeline is constructed with selection of appropriate
recruitment method for the company and allotment of financial and labour resources for
hiring and on boarding suitable employees. This ensures that financial and human
resources of the company are allotted towards enhancement of the workforce. The
HRM department of Waitrose is able to sport sufficient resources towards building
skilled workforce with the help of this HR function.
 Benefit Management: This function of HRM primarily deals with formulating
appropriate systems which provide benefits to diligent employees and motivate them to
maximise their current potential. This increases retention rates of employees which
helps in workforce planning as the organisation is able to predict their future staffing
needs accurately. Waitrose has constructed benefit systems which give competent
employees various benefits such as bonus pay, extended holidays and many more for
effective workforce planning. Employee benefits systems help organisation in
ensuring that the financial resources are used to reward talented employees and create
an environment for motivating workforce. The employee benefit system used at
Waitrose includes allotment of financial resources to a fair and effective employee
reward system which encourages employees to increase their performance.
 Employee development: Implementing various training programmes which enhance
skills of the workforce and supporting them in their career progression is another
function of HRM. Workforce planning is aided by this function because improvement
in employee skills enhances results in each position of the firm being occupied by the
most talented employees (Lasisi and et. al, 2020). Waitrose has initiated various
training and development programmes which enhance the abilities of their employees
to increase consumer satisfaction and maintain profitability of the firm. Every business
firm needs ensure that appropriate financial, labour and technological resources are

used for employee development programme so that every employee is skilled. Waitrose
this HR function to ensure that the employee training programme develops skills in
workforce required to attain current and future business objectives. This involves
identification of skills to be developed for each employee and allocating resources to
ensure that each worker gains decides skills in given time.
Pros and Cons of various recruitment and selection practices
The primary purpose of the recruitment is to help the HR division recruit right
candidates at positions which matches with their abilities by empowering an ever increasing
number of talented individuals to apply for the position to build a talent pool of candidates which
results in selection of the best applicant.
Internal recruitment
This recruitment process seeks to hire employees form the internal human resource
capabilities of the firm. The main ways included in this recruitment process are transfer,
promotion and converting employees into full time workers which fulfils staffing needs of the
company (Lee, 2019).
Pros:
 This recruitment process is quicker as the organisation already knows the abilities and
potential of the candidates.
 This recruitment process is less risky as the organisation is able to find employees which
possess the required skill-set and is familiar with their flaws.
 This process boost morale of the existing workforce as they see their co-workers gain
progress in their careers (Obeidat, Bakri and Elbanna, 2020).
Cons
 This process creates gaps within the workforce which needs to addressed.
 Organisation does not have many options in this recruitment process.
 This process results increases the possibility of resentment from various workers.
External recruitment
This process of recruitment is based on finding right employees from various outside
sources such as hiring agencies, free-lance agencies, university recruitment fairs.
Pros

 This recruitment approach widens the talent pool of candidates and allows the firm to
search through a large number of qualified candidates (Santhanam and et. al., 2017).
 This recruitment approach allows the firm to recruit employees with unique perceptive
which brings new ideas into the company.
 This approach allows organisations to hire individual with huge industry experience
which reduces investment on training.
Cons
 This approach is attracting individual which have a limited knowledge about the
company which can lead to low performance.
 Employees recruited through this approach need to get through on-boarding process
which is costly and takes time (Sarker, 2017).
 This is a long selection approach which disrupts the daily activities of the HR
division.
Analysis: Waitrose needs to utilise external recruitment as it will help them diversify
their workforce with individuals from various cultural background. Apart from this the
organisation can recruit individuals with high experience in various firms of retail industry
through this process in order to strengthen their workforce.
Selection refers to the process of constructing a measurable and transparent recruitment
process which helps HR division recruit employees on the basis of their merit and suitability to
the position. Various selection approach is provided below:
Online screening and short-listing
This selection approach involves evaluation of candidates through digital portals and
short-listing the profiles of employees which have high suitability for the position (Shahreki,
2019).
Pros
 The main advantage provided by this selection approach is that it helps the company
select individuals cost effectively (Shahreki, 2019).
 The organisation is able to evaluate candidates swiftly with the usage of AI technology.
 This approach does not require high labour investment as applicant evaluation is
conducted through technology.

Cons
 This approach is highly dependent on technology which limits applicant base to tech
literate individuals.
 Evaluation of interpersonal skills is not possible through this approach.
 Online screening invites cybercrime as stealing data from online platform is easy for
cyber criminals (Shen and Zhang, 2019).
Employee Referral
This involves gaining statement form a current employee about the suitability of the
applicant which helps in selecting talented individuals.
Pros
 Such referrals simplify the selection approach as competent employee refer talented
individuals.
 This is a quick selection approach as the organisation does not have to invest time on
advertising their staffing neds.
Cons
 This selection approach is usually affected the prejudice and bias of current employees.
 This approach may result in conflict between employees as they would want their
referred applicant to be recruited in the firm.
Video interviews
In this selection approach the applicant has to answer a series of pre-recorded interview
questions through a modified link. Each question has a given time limit and the video of the
applicant is sent to the recruiter after the completion of the interview (Siyambalapitiya, Zhang
and Liu, 2018).
Pros
 This approach allows the organisation to conduct multiple interviews at the same time.
 This approach is completed in a short time as the applicants are given limited time
period in to answer their questions.
Cons
 This approach does not allow applicants to showcase their leadership abilities.
 This approach can face technological obstacles such as connectivity issues or delays due
to slow internet.

Analysis: Waitrose neds to utilise online short-listing and screening in order to complete
their section procedure swiftly and find the most suitable applicant from large number of
candidates easily.
Benefits of various HRM practices for employer and employee
Several HRM practices and their benefit for the employee and employer are provided
below:
 Fulfilling staffing needs
For employer: This HRM practice helps the company fill gaps in their workforce with
the most talented employees (Strohmeier, 2020). The organisation can use their workforce for
achieving various organisational objectives. Wairtrose is able to develop talented workforce with
the help of this HRM practice.
For employees: This practice helps talented individuals gain chance to get recruited in an
organisation which has healthy working environment and opportunities for growth.
 Performance management
For employer: The organisation is able to identify high performing employees and ass’s
flaws in their workforce (Wehrmeyer, 2017). The organisation is able to develop strategies so
that such flaws can be removed and maximum productivity level can be achieved. Maximisation
of productivity results in greater profits which is beneficial for the firm. Waitrose has enhanced
their overall output and benefited with the help of this HRM practice.
For employees: This practice allows employees to gain feedback from their supervisors
which helps them eliminate flaws and gain insight about ways which can help them reach their
maximum potential.
 Employee training
For employers: The organisation is able to develop skilled employees which have the
potential help the company recover from harmful market conditions and gain competitive edge
through their highly qualified and trained employees (Wood and Bischoff, 2020).
For employees: Training and development sessions help employees develop abilities
which increases their output and helps them take various roles and responsibilities. Apart from
this the employees gain abilities to take on various roles and advance in their career.
 Employee benefit systems

For employers: This HRM practice lowers employee turnover which is hugely beneficial
for the company as it reduces recruitment and selection costs while building devoted employees.
After the implementation of suitable employee benefit schemes, the respective organisation has
seen arise in employee satisfaction and their commitment towards working diligently for the
firm.
For employees: This HRM practice improves employee morale and supports deserving
employee to increase their performance so they can receive benefits (Bauer and et. al., 2018).
Evaluation of various HRM practices in improving net profits of the firm
Employee benefits systems
These preprogramed act as a source of motivation which encourages employees to
improve their output on a regular basis in order to gain the benefits. Construction of an easily
measurable employee benefit system helps the organisation encourage their employees to
increase their daily productivity and participate in various operations with enthusiasm so that
they can improve their daily yield. Enhanced productivity improves net profits of the firm and
engaged employees are able to find unique solutions to various obstacles faced by the company.
This further enhances the profitability of the company (Choi, 2017).
Advantages: The primary advantage gained by Waitrose with the help of performance appraisal
is that it helps the HR department asses the growth potential, competencies, weaknesses and
interests of each employee. This helps the respective firm assigns jobs to right employees with
required skills and personal interest.
Disadvantage: Time consumption is the main disadvantageous factor associated with
performance appraisal. In addition to this, personal bias can impact this HR practice from giving
fair outcomes and can lead to workers gaining unsuitable position in the firm.
Performance Appraisal
This is the practice of regularly evaluating performance of each employee by
constructing reports about flaws and strengths so that the company is able to develop strategies
for their improvement and recognise the most talented employees. The organisation is able to
achieve high profits with the help of this procedure, as the employees get feedback about their
overall output they actively work towards eliminating their flaws and enhancing their current
capabilities. This increases the profits of the firm as flawless work form the employee enhances

consumer’s satisfaction and constructs positive consumers experience. This positively influences
on the net profits of the company (Kavanagh and Johnson, 2017).
Advantages: The main advantage of employees reward system is that it creates a workplace
environment which motivates employees to keep enhancing their performance. This creates
healthy competition in the company which increases organisational performance.
Disadvantage: The primary disadvantage of employee rewards system is that it can I vote
dispute. Between employee and they can manipulate metrics on the basis of which h rewards are
given which has negative impact on work aspects unrelated to employee development.
Talent management
This HRM practice revolves around retaining talented for the firm for attaining perpetual
growth and conducting every operation flawlessly. The organisation is able to conduct their daily
activities without any errors after implementing talent management policies. This increases the
profitability of the company as they are able to utilise the asset of talented employees to attract
consumers and competitive edge in their sector.
Advantages: This HR practice helps the company assign right people for the right job and retain
the best talent for a long term time periods.
Disadvantage: The primary disadvantage of talent management is that it can hinder relation
between HR managers and employees if consensus is not developed. In addition to this talent
management required high investment.
Succession planning
This HRM practice develops future leaders for the firm by identifying employees with
leadership potential and giving them adequate training so that they can take over leadership of
the company after the termination of the current leadership. This involves enhancing leadership
skills of the workforce so that they can take profitable decisions at their level. As each employee
is connected with a leader which ins committed towards the growth of the company, consumers
experience id enhanced which improved the profitability of the firm (Lasisi and et. al, 2020).
Advantage: This HR practice helps Waitrose design career path for enhanced retention and
hiring. In addition to this succession planning prepares a business for loss of senior employee.
Disadvantage: Improper succession planning leads to disharmony and employee disputes.

The best HR practice for Waitrose is talent management as it will help the company find most
skilled employees for every job which will increase organisational performance and consumer
satisfaction. This will help the company gain competitive advantage in their industry.
Influence of employee relations on the decision making process of HRM
Employee relations have a huge influence on HRM decision making. Every organisation
aims to construct HRM strategy which creates and sustains a supportive bond between the
workforce and employers. Various aspects of the HRM strategy such as recruitment process are
affected by this factor (Lee, 2019). Waitrose has implemented an HRM scheme which constructs
consonant employee relations from the recruitment phase.
Apart from every decision made by the HR division which impacts the working
environment of the company is created in order to improve employee relations. Various HRM
practices such as conflict management and training initiatives are built in a way which
maximises satisfaction of each worker and builds positive employee relations. Identification and
removal of various prejudiced practices is another activity conducted by the HRM division
which helps creating effective employee relations.
The HR division includes employees in career progression programmes by identifying
improvement potential in each employee. This HR occupation is executed with the aim of
building talented workforce and sustaining positive employee relations. Waitrose needs to
provide their employees carer progression opportunities in order to sustain effective employee
relations (Obeidat, Bakri and Elbanna, 2020).
Impact of various legislative requirement on Decision making process at HRM
Employment legislation is piece of legislature which influences decision making at
HRM. This piece of legislation includes all laws related to employment such as employment
standards, worker relations, salary and working hours or health and safety of employees. The
Various regulations of employment legislation which impact decision making at Waitrtose are
mentioned below: Health and Safety Act, 1974: This act states that every organisation needs to ensure
health and safety of their workforce and is required to construct a workplace which
prioritises well-being of their employees. The impact of this legislature on HRM decision
making is that various HRM policies which hinder employee health or safety need to be
eliminated while policies which enhance employee well-being and allow employees to

take rest ned to be implemented (Santhanam and et. al., 2017). Waitrose has implemented
appropriate absence management policies which secure health of employees as a result of
this act. Data Protection Act, 2018: This act states that organisations need to gain acceptance
form their employees before using their personnel data and safeguard their data from
unlawful usage. The influence of this act on HRM decision making is that various
monitoring policies require gaining consent of workers before utilisation of their
personnel data (Sarker, 2017). Waitrose includes securing employee's personnel data
from misuse in their HRM strategy as result of this act.
 Equality Act, 2010: According to this act every employee needs to be given equal
opportunities and treatment while terminating prejudiced employees for forming
harmonious work culture. As a result of this act HRM decision making considers
implementing policies which enhance workplace equality and discourage impartial
behaviour. Waitrose has enforced HRM policies which increase workplace equality.
Depiction of HRM practices in work related context
Job description is a written document describing roles, responsibilities and general information
about a position. Job description for the position of marketing manager at Waitrose is provided
below. The company will be able to identify right people for this job which have the ability to
take every responsibility with the help of this document.
The utilisation of a detailed job description will help the company advertise their employment
needs effectively and reduce application from disinterested candidates. As the responsibilities of
the job are provided in the description, the applicants will have an idea about their competency
for the job.
JOB DESCRIPTION
Organisation: Waitrose
Post: Marketing manager
Division: Marketing
Job summary:

This position involves development and enforcement of effective marketing plans to attract new
consumers and retain existing consumers. In addition to this management of employees in the
marketing department and collaborating with other divisions to accomplish objectives in a
timely manner is a part of this job.
Roles and responsibilities
 Managing and controlling marketing and creative staff
 Conducting marketing research to determine feasibility of current products
 Formation of marketing budget
 Preparation of sales and promotion contracts
Person specification is described as document containing essential work experience, skills,
qualities and other qualifications required for performing a job. Person specification for the
position of marketing manager is provided below. This document helps the respective firm
attract the most suitable candidate as they essential requirements for the position are
communicated to the candidates.
Person specification will help the company find employee with right characteristics and
skills for the job (Shahreki, 2019). Usage of this HR Practice will aid workforce planning as the
position of marketing manager at Waitrose will be filled by an individual which has correct
experience and required skills.
PERSON SPECIFICATION
Particulars Essential criteria Desirable criteria
Personal
characteristics
 Creativity and innovative thinking
skills
 Organisational skills
 Analytical thinking skills
 Leadership skills
Qualification Bachelor’s Degree in business management
or public relations

Experience 3 years’ experience as marketing manager in
retail field
Skills  Inter-personal skills
 Customer relationship management
skills
 Lead nurturing skills
 Negotiation skills
Job Offer Letter
Mr./MS, Last-Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
We are pleased to tell you that our organisation has chosen you to fill the vacancy of marketing
manager. You have completed various hiring tests conducted by the company with positive
result and have selected for this position. Your monthly salary will be 44K £. Your date of
starting your services with the company is 22 February 2021 with daily working hours of 9:30
AM to 6:30 PM.
HR department
Waitrose
Signature _____________________________
Date ----------------------------
A job offer letter is a written document which informs a selected applicant that they have
been selected for a particular position. The offer letter for the position of marketing manager at
Waitrose is provided below which includes information about working hours, salary of the
employee and acts as a proof of employment.
The usage of offer letter will help the company confirm the selection of the most suitable
candidate and ensure positive employee relations from the beginning of their HR life-cycle. The

will not only enhance hiring process but also provide the selected applicant with appropriate
information about their job.
A job advertisement is document to promote a vacant position at a company. The job
advertisement for position of marketing manager at Waitrose is given below which is created in
an attractive and engaging manner highlighting benefits if working with the company.
Vacancy at
Waitrose!
We are looking for a qualified candidates
or the position of marketing manager.
Candidates must have experience in brand
management and social media marketing.
Become part of the
fastest growing
retail chain in UK
Pay and benefits:
 Competitive salary reviewed every
year.
 Employee bonus
 Dental and medical savings.
Interested candidates are requested to
send their CV to mail address provided
below:
Waitrose [e-mail]
Application closing date: 29 April 2021

CONCLUSION
The basic aim of HRM is to create and implement various policies which not only create
a path of success for the company by building a competent workforce but also help the
employees advance their careers and skill-set during the time they are employed at the firm.
Various HRM practices such as employee benefit systems and talent management help the
organisation achieve business objectives as employees are motivated to give the extra effort and
work for the organisation for a longer time period. HRM identifies workers as major assets of the
organisation and conducts various activities in order to increase employee efficiency, employee
satisfaction so that the organisation is able to survive in the workplace for a longer time period.
HRM department is required to consider various acts and regulations provided in the
employment legislation along with employee relations in order to conduct their business lawfully
and maintain a supportive working environment.

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applications, and future directions. Sage Publications.
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on the causal relationship between innovation‐based human resource management and
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Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
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