Benefits of HRM Practices in Organisation

This article discusses the benefits of HRM practices in an organization. It explores the importance of practices like training and development, reward management, and performance management in improving employee satisfaction and increasing organizational performance.

Human Resource
Management

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Strength and weakness of different approaches of recruitment and selection........................2
Task 2...............................................................................................................................................6
P3 Benefits of HRM practices in organisation............................................................................6
P4 Effectiveness of different HRM practices..............................................................................6
Task 3...............................................................................................................................................7
P5 Importance of employee relations..........................................................................................7
P6 Employee legislations and their impacts................................................................................8
Task 4...............................................................................................................................................9
P7 HRM practices........................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is described term that uses by organisation for describing
the formal system in there company and increases the performance. It is responsible for staffing,
employee benefits and compensation that are important for running business and increasing
organisational profitability. It is important for organisation to have HR manager who understand
the needs of employees and formulate policies for the welfare of employees that can help to
manage the organisational productivity and profitability (Homburg, Jozić and Kuehnl, 2017).
The managers of organisation should analysis the vacancy of people in performing the business
activities and work accordingly. This report is about Morrison that is super market in UK and
HRM manager is playing vital role for performing the activities. Such organisation is fourth
largest chain of super market which was founded in 1899 and having headquarter in Bradford,
England. This organisation is providing variety of products and services at retail cost that attracts
customers and increases organisational productivity. The products are Food and drink, clothing,
books, magazines and other item according to customers needs that affected the business
positively. This report covers role and purposes of HRM, key element of HRM, internal and
external factors that impacts on decision making and practices related to HRM also considered.
Purpose and functions of HRM
In all organisation, all activities and functions are performed by HR manager who analysis
the needs of employees in particular department and fill the vacancy by recruiting and selecting
the best which can help to increase productivity. In Morrison, HRM management is playing
functions and role by selecting best and skilled employees. The purpose and functions of HRM
are as:
Staffing needs: For organisation it is important to have knowledge and skills about
recruitment that can help to manage the organisational performance by selecting the right person.
In Morrison, the main purpose of HRM is filling the needs of staff in all department which can
help to increase the performance by getting the working done and increase the profitability (De
Marchi, Sengar and Furze, 2017).
Compensation: Employees who works in organisation have desires to get compensation
and benefits that can make happy and increase the organisational performance. In Morrison,

management are providing compensation and benefits to employees which helps to retain
employees that increases performance.
Functions
Planning: This is main function, is required to completing goals and attaining the
objectives by making plans and strategies which can help to increase the performance. before
running a business and increasing the performance there is need to have proper planning which
can help go step by step in order to attain the business goals. In Morrison, HRM manager is
making plans and strategy that can help to make plans and take the right action.
Organising: This means a process of identifying and grouping the activities of
organisation that can help to increase the business performance by organising employees and
their performance. The management of Morrison, are organising business activities by
understanding their roles and performing them maintain the activities (Radujković and Sjekavica,
2017).
Directing: The meaning of directing is to provide the direction and suggestion to their
employees which can help to accept the challenges and maintain the good performance. The
management of chosen organisation, direct their employees by understanding their role which
can help to complete the work and attain the business goals.
Controlling: This means all functions and activities of organisation should be controlled
and managed by HR manager that can help to operate the business and increase the profits. The
managers of Morrison are controlling the activities and task by performing all functions and
completion of goals. This can help to increase the organisational productivity (Zhang and Wu,
2017).
Strength and weakness of different approaches of recruitment and selection
In organisation, recruitment and selection are defined approach that recruits employees and
fill the vacancy that can help to increase the productivity in changing environment. Recruitment
and selection is the important activities that are performing by HR manager in order to recruit
and select the right person by analysing their skills and capabilities which can help to operate the
business and increase the organisational productivity with the help of employees. The managers
should be analysis the vacancy in particular department and fill the gaps in organisation which
can help to increase the performance. In Morrison, Human resource manager is playing an

important role as they uses recruitment and selection approach for selecting the best employees
and run the business (Homburg, Jozić and Kuehnl, 2017).
Different approach in recruitment and selection are as defined:
Recruitment: This is defined as the procedures to identify and attract many potential
candidates towards firm for filling up the vacant post. Mainly, this includes to attract, short list
and appoint the best candidates for the respective position (Udall, 2017). By execution of this
practices, Morrison assures consistency by recruiting the person out of many candidates who
have applied for job. Basically, recruitment involves two approaches such as internal and
external which assists them in ascertaining and choosing effective candidates for its required
position. Both approaches of this are discussed below:
Job analysis: This is a systematic approach which is uses to identify the tasks,
responsibilities and duties which are associated with job and the knowledge that can help to
improve the business performance by completing task on time.
Advantages Disadvantages
 This may help managers of Morrison to
get the first hand job related
informations.
 Helps in creating right employees
 Helpful in establishing effective hiring
practices (De Marchi, Sengar and
Furze, 2017).
 Times consuming
 Source of data is extremely short
 Mental abilities cannot be directly
observed.
 Involvement of may human efforts.
Competency framework: This model is described the excellence performance of
organisation by performing multiple occupational roles and responsibilities. This can help to
manage the performance of employer and employees who are working in organisation and helps
to maintain the profitability (Radujković and Sjekavica, 2017) .
Advantages Disadvantages
 This provide a competency in their
working which is assigned by superiors
(Bolman and Deal, 2017).
 There is need of spending money, skills
and human resources which can be
costly for Morrison.

 The employees of Morrison can work
effectively as managers provide
training and development programmes.
 To measure the framework of each
employees is difficult as it relies on
training and leadership.
Internal method: This is internal approach in which number of candidates are
considered which can help recruit the employees and increase the work. This method is related to
arranging the employees within the company who works from past period and giving good
performance.
Promotion: This means, there is a vacancy in organisation for superior and responsible
post then need to hire confident and experienced person who can help to operate the business
activities effectively. In other words, when organisation seeks to fill the vacancy within
organisation then promotion is provided to employees who are working already and having
special knowledge to handle the all responsibilities that can help to increase performance. In
Morrison, management have option to recruit the employees by giving promotion to employees
by recruiting internally that can make completed work (Keesstra and et.al., 2018) .
Strength Weakness
 With the help of promotion Morrison
can recruit employees internally which
can help to deliver the best performance
(Hobfoll and et.al., 2018).
 This can limits the new skills and talent
in organisation as existing employees
are promoted.
 This increases the conflicts between

 This is time saving process which help
to recruit the employees in less time
period and manage all activities
effectively (Bogers, Foss and Lyngsie,
2018).
employees as other are not getting the
opportunities for showing their talent.
Transfer – This is another method of internal recruitment that can be uses by company
for recruiting the right performance for senior post by transferring experienced employees in the
branch that can help to operate and organise all function effectively (Bolman and Deal, 2017). A
process of placing employees in position that can help to increase the performance. In context
Morrison, managers have option to use transfer method for recruitment and continue the
activities.
Advantages Disadvantages
 This fills urgent vacancy in Morrison
organisation so all activities can be
continue and maintain the good
performance.
 To improve the background of
employees by placing them in different
jobs.
 This may lead to dysfunctional decision
making.
 This can reduce the organisational
productivity because employees are not
satisfied from transfer (Keesstra and
et.al., 2018).
External method: When organisation is seeking to fill the vacant post out from the
organisation that can help to attain the business goals. In other words, to identify vacancy and
recruit the employees from external sources such as campus placement, contractors, consultancy
and others which helps to organise the functions (Neal and Hammer, 2017).
Interview: This can be external method which can be uses by for recruiting the
employees by using interview round. Morrison management uses interview methods which can
help to increase the organisational performance by getting the work done (Karim and Noor,
2017).
Advantages Disadvantages

 The recruitment method such as
interview and campus placement as
well as walk in drive help respective
firm in recruiting the talented
candidates for the job vacancy (Balmer,
2017).
 Moreover, it assists respective
organisation to come up with new and
innovative ideas.
 It is the expensive and long methods
both company as well as applicants.
 The employee who are already
performing in company may feel
unsatisfied and demotivated as they
does not acquire the opportunity for
obtaining promotions.
Selection: This approach is related to select best employees out of many candidates who
have applied for job and ready to contribute in business activities. Morrison, is using the
selection process for selecting the best employees and increases performance (Balmer, 2017).
Aptitude test: This approach is uses by management of Morrison company by taking the
aptitude test that can help to select the right and skilled employees which can help to increase the
profitability.
Advantages Disadvantages
 This helps to select the right person by
taking the aptitude test which help to
know how people will perform their
task and challenges in organisation
(Dolot, 2017).
 This can create a feeling of stress and
dissatisfaction between employees
which may reduce the organisational
performance.
Benefits of HRM practices in organisation
HRM practices are important which helps to maintain the performance by getting the work
done and complete the goals and objectives. HRM manager is performing roles and
responsibilities by applying different practices that are as defined:
HRM practices Benefits to employer Benefits to employee

Training and development Training and development
programme are provided by
managers to employees which
helps to accept the challenges
and changes in organisation so
all working can be done and
increase the business activities
in challenging environment.
Employees of Morison are
taking the befits of becoming
confident and highly skilled
which boost the morale of
employees and increase the
profits (Neal and Hammer,
2017).
Reward management Management are taking the
benefits of retaining
employees by providing
rewards and gifts to workers
as per their performance that
help to increase profits (Raj,
Walters and Rashid, 2017).
Employees of Morrison are
rewarded by managers which
can help to increase the
organisational performance by
making right decision and
taking rewards.
Performance management This is also important HR
practices which should be uses
by organisation for the
purpose of evaluating the
performance of employees and
organisation that helps to
make the right business
decision. Employer of
Morrison are using this for the
purpose of evaluating
employee's performance and
providing them training if
needed.
This can be beneficial for
employees of Morrison as
person who works hard get an
opportunity of performance
appraisals, respect and many
responsibilities that make
different from others. This
provide a high satisfaction to
employees (Lyria and
Namusonge, 2017).

Effectiveness of different HRM practices
HRM practices in relation to organisation are reward management and training
&development are uses by managers which can help to manage the employees, increase
confidence and retain the employees that increases business performance. In Morrison, Training
and development approach is beneficial that provides new skills and talent to employees who are
working which helps to increase the organisational working and deliver the best quality of
products and services. This also helps to manage the organisational performance and employees
get ready to accept challenges and changes in their working so all working can be done
effectively and increases performance. Employees always get ready to accept the changes in their
working and deliver the best quality and of products. This can help to maintain the effectiveness
in relation to a business by rewarding and increase their performance (Dolot, 2017).
Flexible working options: Such human resource strategies include innovative solutions to
non-traditional working hours, locations, processes and many others to get jobs done. Through
this Morrison employees and the employer to minimize their psychological distress, disputes
over work life as well as mental torment. This also helps their supervisors to implement different
types of programs that will help improve the expertise, temperament and skills of the workers so
that they can work more effectively. In addition, such flexible schedules, mobile-communicate
options, working at home and other firms will create trust for both staff and company through
flexible work arrangements. All these leads towards the higher job satisfaction as they have
control over its working schedules as well as a effective feeling of support form its higher
authorities which motive them to work more efficiently and enhance their productivity and
profitability (Raj, Walters and Rashid, 2017).
Importance of employee relations
Employee relations is considered as the firm's efforts to manage relationship between
employers as well as staff. This is essential for enterprises to have effective relationship with its
personnel for the attainment of objectives efficaciously and appropriately (Bogers, Foss and
Lyngsie, 2018). In Morrison, number of employees are working who are maintaining good
relations with employees by following all activities and rules that can help to perform well and
increase the productivity. In other words, employee engagement is the activity that needed to
perform in organisation by providing working to them. This means to engaged the workers in

organisational activities so they can show their talent and perform well. The importance and
strategies for employee engagement and relation are as defined:
Encourages collaboration: This is defined as business process that states how process
are carried and how employees can be hard for fostering in organisation. In Morrison, number of
employees are working who are developing the good relations by collaborating with each other
and get completion of task so all working can be done and maintain the performance. This can
helps to managing the performance by engaging them in to work (Karim and Noor, 2017)
(McPherson, 2017).
Proper sharing of work between employees: This is important strategy which uses to
maintain the effective relationship by involving employees and sharing the information. In
Morrison, the management are sharing information and working responsibilities between
workers that helps to increase the organisational productivity and profitability.
Discouraging conflicts between workers: If there is good relationship between
employer and employees then there are many chances of conflicts that influence employees and
complete the task. In Morrison, management are understanding employee’s problems which
reduces organisational conflicts and improve the business performance (Martinasso and et.al.,
2018).
Employee legislations and their impacts
Legislations are laws and regulations which are formulated by government for the purpose
of running the business and increasing profitability. For attaining the business goals it is
important to have good legislation which help to cooperate and influences workers to retain in
company. In challenging environment, different types of legislations in relation to their business
are as defined:
Health and safety act – As number of workers are working in organisation whop are
engaging in hazardous activities that are required good health and security that can help to
provide safety and security to them and increases the organisational performance. Morrison is
following this legislations and providing good health and safety to workers which make satisfied
and happy to them and increases organisational sales.
Data protection - Employees who works in business industry submit their all original id
and information that should be protection that can help to increase the performance. Moreover,
data of stock and available should be protect that is captured in software , are protected by

management which supports to business and enhance the production in changing environment
(Lyria and Namusonge, 2017).
Discrimination act – According to this act, no employers are needed to follow the act in
which no discrimination are allowed which helps to maintain the working and increase the
organisational performance. In Morrison, employer is following this act in which no
discrimination are allowed between age, colour, sex, caste, religion and other irrelevant aspects
that can improve the organisation productivity as they work effectively and efficiently
(McPherson, 2017).
Equal wages act – This is important for all companies to have good relations and fair
treatment to all that can help to increase the organisational performance. Some organisation are
not treating employees equally which dissatisfied them and make decision to leave. In Morrison,
employers is required to follow this act and should be provided equal wages that can help to
attracts the workers and retain them for long period of time (Martinasso and et.al., 2018).
HRM practices
Practices are important for any organisation which support to attract the number of
candidates and getting the work done effectively by following all practices. The person who
required a job is preparing many document and organisation also prepare some document for
inviting candidates and performing all task in a good way that maintain the good performance. In
Morrison, different HRM practice are applicable that are as defined:
Job description for the role of Team leader in Morrison company:
Job Title Team Leader
Job Purpose This person should have understanding about
employee’s problems and how they be ready to
accept the challenges.
Can handle the team and all members in
Morrison company by managing activities.
Able to communicate and coordinate with
employees who perform their task and attain
the business goals.

To bring changes and improvement in
organisational working.
Job Duties Person their roles and responsibilities as a
superior in absence of senior authority then
right decision needed to be taken.
Record of all data and task that support to work
further.
Helps management to providing training and
development programme to employees which
motivate them.
Providing right judgement and conclusion to
employees who are working.
Skills and Qualification Written skills
Good leadership skills.
Build healthy and strong relations
Self motivating
Team leading
Maintaining healthy relationship skills.
Personal specification the role of team leader in Morrison
Knowledge of Having knowledge of HRM principle andf
practices that are related to HM.
Work as a team and leader of group.
Having knowledge of solving employees
problems and get completion of work.
Experience Have worked at least 2 years in a organisation
as a team leader.
To provide training and development
programme to employees.
Able to work in changing environment.

Following all HR policies and regulations.
Academic requirements Graduation in any field.
Having knowledge and experience of working
activities.
Delivery of products and services by using
skills properly.
Degree of their qualification that can help to
select the right person.
Interview preparatory notes?
This is a written document which is prepared by Human resources manager of
organisation for the purpose of asking question to candidates who have appeared for interviews
round. This helps to increase the insights and knowing the capabilities of performing roles and
responsibilities effectively.
Job appointment letter
Job appointment letter
Date – 20/07/20
Dear Joseph
Congratulations Joseph. Our organisation is cluster to offer you the position of Team leader. We
are expecting that such offer will help to meet you expectations.
Your joining date is 1 August 2020 and starting salary will be 600000 per annum. I hope you
will feel good and would help to increase the outcome of our organisation by managing all
employees.
Sincerely
Human resource
HRM department.
Morrison

The selection criteria for choosing Joseph
As organisation is needed a Team Leader with best quality and experience so this person
is fulfilling all criteria and skills which is required to manage the employees and increase the
organisational production. This person have 2 year experience and highly able to manage the
conflicts of organisation and employees. As a HR, I observed that this person have different
qualities and confidence to work good as well as correct which is important to perform any role.
After taking interview and situation our organisation has decided to choose this candidate only
because it has solved all conflicts and situation in less time with best situation that increases
performances.
CONCLUSION
From the above report it can be concluded that HRM is main department for all companies
that can help to perform all functions and activities effectively. The function are planning,
organising directing and controlling the activities that can help to deliver the best quality of
services. Different HRM practices are applying for the purpose of running business and
increasing organisational productivity. Employer and employees are taking benefits of running
business by using training and reward management practices which bring improvement and
increases the performance.

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