(pdf) Human Resource Management - Morrison

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1. Purpose and functions of HRM...........................................................................................1
P 2. Strengths and weakness of diff. Approach to selection and recruitment. ...........................3
LO 2.................................................................................................................................................5
P 3. Benefits of different HRM practice for employer and employee........................................5
P 4. Effectiveness of HRM practice for organizational practice and productivity.....................7
LO 3.................................................................................................................................................8
P 5 Importance of employee relation to influence the Decision making process of HRM.........8
P6 Employment legislation and their impact on HRM decision-making...................................9
Evaluation of employee relation and HRM practices...............................................................10
LO 4...............................................................................................................................................11
P 7. Application of HRM practice in work related context with examples. ............................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the process of recruitment, selection and management by
the employees by analysing their performance via providing different safety and growth
measures. By managing human resource in the organization a company is able to perform
effectively and efficiently in the business environment and able to use the potential of the
employees. Morrison is the 4th largest supermarket of UK and its headquarter are situates in
Bradford, West Yorkshire,England. It deals in various products such as food and beverages,
books, clothing, magazines, CD's etc. the market share of Morrison was 10.14% in 2017. The
report highlights the purpose of HRM and their functions in planning and recruiting the
employees for the organization.
It focuses on the strength and weakness of various approach used by the company in
recruitment and selection process. The report explains the various HRM practice which provide
benefit to the employees and employer such as recruitment process provide employment to the
employees but the same time it provides the new talent and advances skilled person to the
employer and how the HRM practices help the company to raise the profitability and
productivity. The report highlights the different legislation follow by the company to protect the
rights of the employees and employer such as safety law, employment law, harassment law etc.
and how the HRM practices are important in the business organization.
LO 1
P 1. Purpose and functions of HRM.
Human resource management is a process of hiring, recruiting, selecting, compensating
and appraising the employees of the organization. HRM focuses on recruiting potential and
talented candidates into the organization in order to achieve desired goals and objectives in an
efficient and effective manner (Vanhala and Ritala, 2016). Human resource management focuses
on imparting effective training to the employees and also motivates them and ensure proper
safety for the employees for higher productivity of the Morrison company.
Purpose of HRM
HRM key purpose is to make sure that the organization has right and skilled employees
in the organization. It helps in managing work environment in order to perform with higher
operational efficiency (Azeem and Yasmin, 2016) . Maintaining a competitive work balance
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helps in developing a competent workforce in order to achieve higher goals and objectives of the
Morrison company.
Functions of HRM
Recruitment and selection: Recruitment and selection is the most effective method
which helps in screening and selecting the right candidate to carry out the particular job to
achieve higher organizational goals and objectives (Swart and et.al., 2019). Recruitment is a
positive process because it attracts large number of candidates to apply for a job. On the other
hand, selection is a negative process, because it shortlists the candidates who best fits the job
(Bratton and Gold, 2017). Recruitment helps in recruiting diverse workforce which result in
higher operational efficiency and standards.
Training and development: This is an effective function because it helps in developing
effective skills and knowledge in order to perform the job with higher accuracy and efficiency. It
helps individuals or employees of the organization to perform higher level of responsibilities.
HRM takes full responsibility of carrying out various activities of the company with utmost
accuracy and efficiency. This helps in building effective skills and knowledge continuously
which helps boost up the morale and employees feel motivated to perform a particular job with
utmost perfection. It must focus on integrating advanced technology into the business which
helps in maintaining good quality standards into the organization.
Compensation: This is an effective function where employees of the organization are
rewarded and motivated by providing various benefits to the employees of the organization. It
helps in motivating employees by giving them effective pay, non- financial rewards and other
benefits such as vacation, paid leaves, medical insurance, etc.
Maintaining positive work conditions: Maintaining effective working conditions is an
important function of management (Swart and et.al., 2019). The HRM focuses on maintaining
proper lights, welfare facilities, clean, spacious, proper temperature, lighting, ventilation, rest
rooms, drinking water, etc. HRM focuses on creating an effective work culture which helps in
increasing the overall performance and productivity of the company.
Employee and labour relations: Maintaining strong relationships with the employer and
employee helps in maintaining effective labour relations in the Morrison company which
eventually results in proper communication and higher operational productivity. HRM focuses
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on avoiding conflicts which results in smooth functioning of the business. HRM focuses on
solving grievance and maintaining proper records of each employee of the organization.
Performance appraisal: It is an important function which helps employees in building
effective personality to deliver the best results and outcomes to the company in an efficient and
timely manner (Human Resource Management & Its Core Functions: Managerial & Operative.
2016). HRM focuses on defining and evaluating the performance of each individual.
Health and safety: HRM also focuses on taking necessary measures to protect employees
from any hazardous activities (Azeem and Yasmin, 2016) . Employees are very crucial for the
organization and it must keep safe and protective work environment which leads to higher
productivity and performance of the Morrison company.
HRM functions helps in recruiting the best candidate who best fit the job and have
necessary skills to accomplish the desired goals and objectives. HRM also helps develop skills of
the employees in order to perform high operational work by giving them proper training.
Effective HRM function helps in motivating employees by effective reward system and
performance appraisal (Findikli and Rofcanin, 2016). It helps in attaining desired skills and
objectives which leads to higher operational standards and efficiency.
P 2. Strengths and weakness of diff. Approach to selection and recruitment.
Recruitment is a crucial process which helps in attracting potential candidates in order to
fill up the vacant position in the Morrison company. It is a process of analysing the job vacancy
in the company, attracting large pool of candidates to apply for the job, reviewing applicants and
short listing (Bratton and Gold, 2017). Selection helps in choosing the best candidate for the job
who has the capability to perform the job role with utmost accuracy and efficiency. There are
two types recruitment and selection approaches which consists of internal and external
recruitment and selection.
Internal source of recruitment: This source helps HRM in hiring the employees from
within the company which includes transfer, promotion, employee referrals, former and previous
applicants, job posting, etc.
Transfer: This means shifting of the prospective candidates from current job to other job
within the same organization which results in working at same responsible position at the same
pay (Noe and et.al., 2017). This does not result in change in the responsibility and position of the
employee in the company.
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 Strengths of transfer: Employee transfer helps in increasing the efficiency in the
business in order to effectively deal with various fluctuations in the work (Bondarouk and
Brewster, 2016). Weakness of transfer: Employee transfer leads to lack of development of new skills for
the employees to perform different job roles. Employees take more time to adjust in new
places which result in lower operational performance.
Promotion: It is an effective approach where employees of the organization are moved
upwards in an organization hierarchy. Strengths of Promotion: Promotion helps in improvising the morale of the employee. It
is useful in motivating and job satisfaction of the prospective employee which eventually
results in higher operational health. This helps in boosting up the morale of the employee
which results in delivering the best results and outcomes. Weakness of Promotion: Promotion of employees may results in unnecessary disruptions
which result in creating job vacancy. It also leads to high competition among the
employees of the organization. It also leads to lack of new ideas which can be brought in
by hiring new employees from outside the organization.
Employee referrals: It is an effective internal recruitment source which helps HRM in
employing the candidates from social networks of the current employees in the organization
(Noe and et.al., 2017). This helps in hiring top-notch candidates from the existing employees. Strengths of Employee referrals: It is a simple way to find the right candidate for the
job. It is one of the cheapest and most efficient way in determining the operational
efficacy of the company. The employee of the organization knows the person better
which results in higher operational efficiency.
 Weakness of Employee referrals: This approach result in limiting the talent pool which
result in hiring of employees from the given set of referrals (10 Pros and Cons of
Employee Referrals, 2016). This approach leads to stringent screening process and lack
of diversity.
External source of recruitment: This source helps HRM in hiring the employees from outside
the company with helps job boards, social media, career website, advertisement, etc.
Direct recruitment: It is an effective source of external recruitment which helps in
recruiting employees from outside the organization which results in hiring talented employees
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from outside the organization (Bondarouk and Brewster, 2016). The HRM focuses on recruiting
employees from campus, direct interviews, video- conference interview, etc. Strengths of Direct recruitment: This helps in bringing new and fresh blood into the
organization which results in higher operational growth and development. Weakness of Direct recruitment: It is a time consuming and costly method. This
approach takes a lot more time in identifying the most suitable candidate for the job.
Advertisement: This helps in attracting effective and talented personnel into the organization by
giving advertisement in relation to the specific job role (Findikli and Rofcanin, 2016). Strengths of Advertisement: This is one of the most effective method which helps in
attracting large number of candidates from the market.
 Weakness of Advertisement:It leads to higher cost for the business. It helps in reaching
large number of people. External recruitment leads to demotivated employees and result
in lower growth.
LO 2
P 3. Benefits of different HRM practice for employer and employee.
Human resource management practice helps in selecting training employees of the
organization which results in higher operational performance and productivity. The best practice
of HRM helps in achieving work life balance of the employees. It also helps in effective training
and development and better recruitment and selection (Berman and et.al., 2019).
Providing security and work life balance to the employees: The focus of HRM is to
provide proper security to the employees and also to provide work life balance which eventually
results in employer and employee satisfaction. HRM focuses on identifying the areas of stress to
effectively maintain work life balance. This helps employees of Morrison company to determine
the area of inefficiency and focus on maintaining effective balance work and personal life which
result in happy and satisfied employer and employee (Bondarouk and Brewster, 2016).
Training and development: Proper training and development programs helps in
increasing the knowledge and skills of the employer and employee of the organization which
helps them in carrying out higher level of operations into the Morrison company. HRM takes full
responsibility of carrying out various activities of the company with utmost accuracy and
efficiency (Functions & Practices of Human Resource Management, 2019). This helps in
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building effective skills and knowledge continuously which helps boost up the morale and
employees feel motivated to perform a particular job with utmost perfection.
Recruitment and retention: Hiring of prospective employees into the organization helps
in bringing new ideas and insight into the Morrison company which results in determining the
operational performance of the company. Retention of the employees helps in higher employer
and employee contribution which results in higher growth and careerer opportunities for the
employees of the company (Bratton and Gold, 2017). Effective recruitment helps in low
employee retention rate and helps in better employee brand image of the company. Effective
recruitment and retention helps in improving the employee quality into the organization. It also
helps in strong employer and employee branding by recruiting best and talented employees in the
organization.
360 degree performance feedback: Appraising performance of the employees in the
organization helps in boosting up their morale and helps in motivating them to perform desired
task. This helps in managing and reviewing the performance of the employees which helps in
evaluating the capability of each individual. Effective rewards, monetary and non- monetary
benefits also motivates employer and employee to deliver the best result and outcomes. Taking
feedback from employees helps in maintaining higher operational standards (Cascio, 2015).
Development of good employer employee relations: The HRM must focus on accepting
the organizational culture which results in maintaining strong good relationship between the
employer and employee (Milliman and Clair, 2017). The management must focus on maintaining
strong relation by understanding culture, attitude, belief and value of the each individual
members in an efficient manner. Development of good employer and employee relation must
result in better communication and strategic decision making.
Management of conflicts: This is one of the important HRM practice which helps in
resolving the grievance and conflicts of the employer and employee by finding the best possible
solution to the problem. The HRM takes necessary action to resolve the issue on time. Resolving
of conflicts helps in reducing stress of employees in the organization and it results in higher
satisfaction at workplace (Chung, 2015).
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P 4. Effectiveness of HRM practice for organizational practice and productivity.
The HRM must focus on resolving conflicts and mitigate the need of the employees in
order to achieve higher operational efficiency and also results in higher operational goals and
objectives.
Providing security and work life balance to the employees: Proper security to
employees and maintaining work life balance helps employees in deliver the best which helps in
attaining higher operational productivity. Proper employee security helps in catering best out of
the employees. Maintaining work life balance help employees in deliver the best by maintaining
positive work environment. Work life balance helps in improving moral of the employers and
employees. It is also useful in increasing the job satisfaction by strengthening employee's
commitment in the company (Cascio, 2015). This helps organization in reduced absenteeism and
lower employee turnover rate. It leads to higher presentism and productivity.
Training and development: Effective training programs helps in increasing the skills
and knowledge of the employees by carrying effective training programs such as seminars,
meeting, conferences, off the job training, etc. This helps in less supervision and empowers
employees to perform task independently which results in accomplishment of the task with
higher standards (Chung, 2015). It is useful in the organization as it helps in increasing
innovation in developing effective strategies and products. This eventually leads to increased
capacity to adhere to new technology which results in higher financial gain and profitability.
Recruitment and retention: Proper recruitment helps in increasing the diverse work
group which results in attaining the goal and objectives of the company. It also helps in reducing
the turnover of the employees which eventually helps in boosting higher operational efficiency
and performance (Findikli and Rofcanin, 2016). Retention of the employees helps in reduction of
hiring cost and also led to higher operational productivity and efficiency. Effective recruitment
practice helps in increasing the diverse workforce which result in higher organizational growth
and development.
Strategic and risk management: HRM focuses on formulation of strategic plan in order
to determine the long term and short term goals and objectives of the Morrison company
(Milliman and Clair, 2017). It helps in proper structural plan and setting proper guidelines in
order to achieve desired results and outcomes (Functions & Practices of Human Resource
Management, 2019). HRM also focuses on identifying various risk to the company and take
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necessary corrective measures in order to reach higher goals and objectives of the Morrison
company (Vanhala and Ritala, 2016). Identification of the risk in company helps in improving
the performance of the company and generate higher profit. Formulation of effective strategies
helps in attaining organizational goals and objectives.
Policy formulation: Proper implementation of various rules and regulations in the
organization helps in systematic and smooth functioning of the organization in an orderly and
timely manner (Berman and et.al., 2019). Compliance with various laws such as employment
law, labour law, health and safety law, compensation law, etc. helps in smooth functioning of the
organization. Morrison company should adhere to various laws and standards in order to achieve
higher organizational goals.
LO 3
P 5 Importance of employee relation to influence the Decision making process of HRM
The role of HR manager also include to maintain the employee relation in the
organization and provide various measures to improve their relation and minimize the conflict (7
Human Resource Best Practices (A mini-guide to HRM), 2018). A sound employee relation help
the organization to work effectively and efficiently by understanding the requirement of
employee from the employer and employer from the employee (Employer Employee Relation
Importance, 2018). The importance of employee relation in decision-making process are as
follows :
Resolve conflict : The relation between the employee and employer help the
management to resolve the conflicts in the organization. A good relation help them to understand
the values and thoughts of each other and support their decisions so the HR manager can take the
decision and manage the conflict easily (Eldor, and Vigoda-Gadot, 2017). For example in
company there are number of employees with different culture, background and beliefs. The
good employee relation help them to accept each other and understand their beliefs which
ultimately support the HR manager to resolve the conflict.
Adopt changes : the employee relation also influences the changes in the organization.
The favourable relation support the decisions of the management and adopt the changes in the
organization by the adverse relation increase the employee turnover, strike and protest on the
changes in the company. Morrison provides the various growth opportunity to improve the
relation. They also introduce the impact of changes to the employees, so they can understand the
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thoughts of the management team. Employee relation is important in the company to quickly
adopt the changes like the technology changes, change in policy and procedure etc.
Achieve objective : Employee relation help the company to work toward the common
organization and achieve the target. Morrison involves the employees in decision-making
process to get their ideas and feel them valuable in the company. It also influences the decision
of HR management by achieve the target of increasing sales in the market. It encourages the
employees to share their problems and expectation from the company, so the management can
take the decision to achieve the organization goal with individual goal (Kang, and Sung, 2017).
Improve communication : The good relation between the management and employees
improve the communication between them and transfer the information and suggestions to the
employees and management team (Hassan, 2016). To improve the communication in the
organization Morrison uses the advance technology to share the information to the employees
and get their feedback regarding the changes and improvement. It also helps the HR management
to take the effective decision and evaluate the suggestions of the employees to improve
productivity and profitability. It also motivates the employees to generate new ideas and feel
valued in the company.
P6 Employment legislation and their impact on HRM decision-making
Company follow the various legislation in the business organization to protect the rights
of the employee and aware them about the different acts. The employment legislation force the
management team to follow the rules under the law and regulate the activities of the company to
know the impact of law on the employee performance and management decision-making
process.
Equality act 2010 : The equality act refers to provide the equal opportunities to all the
employees at work place such as equal wages and salary on same level with same job role. It
helps the employees to protect them from gender biasses and income group biasses. It also
includes the equal pay act in which each employee with same job role is able to get the equal
pay.
The equality makes a huge impact on the HRM decision-making process. It satisfies the
employee regarding their job role and also help them to feel safe in the business environment.
Morrison aware each employee about the law at the time of recruitment and selection process so
each employee can aware about the organization culture and its legislation (Massingham, and
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Tam, 2015). It helps the HR manager to take decision regarding the job role and deciding the
salary of the employees.
Sex discrimination act 1975 : The act protect the men and women from the biasses on
the basis of gender or marital status. The act is amendment in 2008 which also include the
transgender in this act. The aim of the act is to protect the rights of the employees of UK.
Morrison follows the sex discrimination act in the organization to protect their employees
from the gender biasses (Hassan, 2016). The act forces the HR manager to regulate the activities
of the employees and the relation of the employee and employer, so they can aware about any
immoral activity in the company and take the decision. For example if the employer bias the
employees on the basis of gender then the employee can take the help of the discrimination act
and sue on the employer or company.
Health and safety act 1974 : The act protect the right of the employee by providing the
safe and secure workplace with proper lightning, air, water and space. It works for the welfare of
the company. The act bound the company to follow the act in their workplace and provide the
benefit of the act to their employees (Leka, and et.al., 2016).
The health and safety act is followed by the Morrison to protect the life of employees. It
helps the HR manager to take the decision regarding the location of work place and its condition.
It also helps them to resolve the conflict in the organization. The act forces the management to
provide required facilities such as proper working hour, insurance, air conditioning and various
measures to protect them from the any accident done in work place.
Evaluation of employee relation and HRM practices
It can be evaluated that the HRM practices and employee relation help the organization to
improve the performance of the company by providing different methods such as training and
development program, motivation program, involve employees in decision-making process etc.
But the same time the involvement of employee in organization decisions also affect the
performance. Some time the involvement creates the chances of loss of data and information
related to the company performance (Milligan, and et.al., 2017). The chances of biasses and
favouritism also increase due the good employee and employer relation. Morrison is a retail
industry which provide their product via online and at different stores. The relation of employee
and employer affect the growth of the company by providing addition facility to some employee
and it may also neglect the main objective of the company. Morrison delegates the roles and
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responsibility of the employee, so they can maintain their relation and hierarchy of the company.
The distribution of roles and responsibility limit the power of employer and employees
(Milliman and Clair, 2017).
LO 4
P 7. Application of HRM practice in work related context with examples.
Job advertisement: The HRM also develop effective practice which helps in advertising
and giving detailed description of the job. This contains job role, name of the company, age
group, necessary skills, place, timings of the interview is also mentioned in the job interview.
This is an effective practice as it helps Morrison company to attract right candidate for the job
who have the desired capability to carry out the task.
Job specification: This is an effective process as it helps in describing the job of the
organization (Hassan, 2016). It helps in describing the skills and responsibilities required by the
employees to perform a particular task. This describes the job role of the company and necessary
skills, knowledge and experience required to carry out the particular job. This HRM practice help
in evaluating the requirements for the specific job role.
JOB SPECIFICATION
HUMAN RESOURCE ASSISTANT
MORRISON COMPANY
ACADEMIC QUALIFICATION
 Bachelor's degree in commerce or BBA
 masters degree in HR from reputed company
PERSONAL SKILLS
 Effective computer skills like Microsoft, etc.
 Proper communication skills.
 Good in building relations.
 Effective interpersonal skills
EXPERIENCE
 The candidate must have minimum 1 year of experience.
 Training from reputed company.
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Short-listing the candidates: This is one of the crucial practice which helps in
determining the right candidate for the job (Cascio, 2015). This helps in selecting the best
candidate for the job in order to perform the task with utmost efficiency (Berman and et.al.,
2019). The selection process must be based on the interview, experience of the candidate,
language and communication skills, level of education, etc.
Training and development: effective training and development helps in giving proper
training to the employees which helps in building proper skills in order to perform work related
task with utmost efficiency (Azeem and Yasmin, 2016) . It helps in performing the task with
utmost efficiency and developing strategic plan in order to achieve desired goals and outcomes.
Recruitment and selection: Proper recruitment helps in increasing the diverse work
group which results in attaining the goal and objectives of the company. Recruitment and
selection is the most effective method which helps in screening and selecting the right candidate
to carry out the particular job to achieve higher organizational goals and objectives (Chung,
2015). It helps in diversifying the workforce which helps in performing work in an effective
manner.
Positive work environment: HRM focuses on creating an effective work culture which
helps in increasing the overall performance and productivity of the company. Keeping
employees motivated helps in attaining goals and objectives of the company with utmost
efficiency and accuracy.
CONCLUSION
The report summarizes the different purpose and functions of HRM such as recruitment,
selection, training and development, control and coordinate the human force in the organization
and the strength and weakness of the recruitment and selection process. It can be concluded from
the study that the HRM practices is benefited both for the employees and employer. It helps the
employees to gain the advantages of different opportunity and growth in the organization and
also help the employers to fill the space in the company with qualified personnel. The report
summarizes the impact of HRM practices and different methods to improve the profitability and
productivity of the company.
The relation of the employees and employer make a huge impact of the performance. A
good relation improve the productivity and profitability but a poor relation increases the barriers
to get the profit. The report also concluded that the various legislation such as safety and security
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act, equality act and discrimination act help the organization to improve its decisions and protect
the employees. The various HRM practices such as improving motivation, train the employees,
regulate organization culture etc. help Morrison to attract the new talent toward their company
and improve productivity to get higher market share.
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REFERENCES
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