Human Resources Employee Induction Manual (Part 1) - The Job Application (Part 2)

This document provides an introduction to the chosen organization, Morrison, and discusses the purpose, roles, and responsibilities of the HR function. It also explores the significance of HR in acquiring talent to meet business objectives. The document includes case study examples to examine different methods used in HR practices. The topics covered include workforce planning, recruitment and selection, development and training, and performance management and reward systems.

Project Title Human Resources Employee Induction Manual (Part 1)
The Job Application (Part 2)
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Table of Contents
Assessment Part 1: Employee Induction Manual
1.0 Introduction to the chosen organisation p
2.1 An explanation of the purpose of the HR function and the key
roles and responsibilities of the HR function P
2.2 The significance that HR plays in acquiring talent to meet
business objectives p
3.0 An assessment of the approach to:
3.1 Workforce planning p
3.2 Recruitment and selection p
3.3 Development and training p
3.4 Performance management and reward systems p
3.5 Inclusion of case study examples to examine the different
methods used in HR practices p
References p
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1.0 Introduction to the chosen organisation
Morrison is one of the largest supermarket of UK. Its headquarter is in Bradford, UK.
The mission statement of the company is to deliver the best item at the least price. It
works on the principle to always deliver the items. The main purpose of the Morrison
is to enable its customer a single shop from there they can buy everything that they
have desire to buy. It wants to raise the experience of its customers. Its objective is
to be competitive along with offering the best products to its customers at the lowest
possible prices (Strategy, 2021). It wants that its customers will get every possible
item with best quality and at low prices.
2.1 An explanation of the purpose of the HR function and
the key roles and responsibilities of the HR function
Human resources:
It is one of the important element of the organisation that play an important
role in terms of leading the organisation towards the achievement of its goal
(Terziev, 2019). Right from selecting an appropriate candidate for the organisation till
assisting the company towards the accomplishment of its goal is all counted under
the part of HR.
HR functions:
HR plays many function in the organisation including Morrison too. Out of them some
major functions are:
Recruitment:
It is one of the important function of HR by which most suitable candidate will
be bring into the company. Under Morrison also this function played by HR
department. Due to this function it got the most desirable candidate with terms of the
vacant job.
Performance management:
As per this function the HR manage the performance of the employees. This
this function they monitor and evaluate the performance of the employees. This will
lead them to know the actual performance so that they can further encourage them
to raise their level of performance (Boudreau and Cascio, 2017).
Training and development along with career planning:
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The HR in Morrison also plays this function. As per this function they train the
employees regarding the development of skill. Likewise, they also perform the
function of career planning so that employees will also grab good career
opportunities (Lussier and Hendon, 2017).
Purpose:
The main purpose of the HR function in Morrison is to lead the organisation
towards the direction of achievement of its goal. It makes the organisation to have an
efficient workforce. Along with working for the organisation it also makes the
employees satisfied with regard to their work (Steger, 2017). It would not be wrong to
said that the main purpose of the performance of the HR function is to raise its
productivity through raising the efficiency and effectiveness of its workforce.
Role:
The main role that HR function plays in Morrison is to attract the suitable and
desirable candidate for the company. Along with attracting it also plays a major role
in terms of enabling them adequate training so that their efficiency would rise.
Likewise, along with assisting the Morrison towards its goal it also plays a role of
merging the individual goal with the organisational goal so that the personal objective
of the employees will also achieved along with the achievement of the organisational
objectives. The function of HR also plays a role of assisting the Morrison to become
a market player so that it can meet the market competition and become a key player.
Since no organisation can achieve success without having an efficient workforce so
it also leads the organisation to grab success. In addition of this HR function also
plays a role by which it can enable the Morrison to bring and incorporate change
management in the organisation and move as per the changing trends of the market.
Responsibilities:
Along with performance of role, there are some associated responsibilities
too. This means that HR function is also having an association of some key
responsibilities. As they perform the function of recruitment in Morrison so along with
performance of this function it is also the responsibility of HR that they should
appoint right person for the right job. This means it is the responsibility of HR that
they fill the vacant job with the right talent. Likewise, with the performance of function
it is also the responsibility of HR that they should adhere with the required laws and
legislations (AM and et.al., 2020). This means that the compliance with the law is the
important responsibility of the HR. similarly it is the responsibility of HR that they
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should avail an adequate compensation to the employees so that they will not feel
dissatisfied. It is also a responsibility of HR that they should maintain a good
employer and employee relation in the Morrison. They should always ensure that
there would be appropriate co-ordination between the employer and the employee.
In the same way it is also a responsibility of HR that with the performance of its
function, they should ensure a positive working culture in the organisation.
2.2 The significance that HR plays in acquiring talent to
meet business objectives
The HR plays a significant role in acquiring talent in the organisation. Since the HR
perform all the functions that are related with the employees or the human resource
of the organisation so along with bringing talent it also leads the organisation
towards its business objectives (Barnes and Adam, 2018).
As the HR in Morrison perform the function of recruitment and thereby brings most
desirable candidate for the company. This means by performing the function of
recruitment it gives the organisation most suitable candidate and thereby brings
talent into the company.
In the same way by performing the function of training it works in the direction of
raising efficiency among the employees and thus making a talented workforce for the
Morrison.
In the same way through enabling the career advancement opportunities to the
employees by having an engagement with the company also attract the talent
towards the company (Blaga, 2020). Adoption of this approach by the HR will lead to
attract the talent within the organisation so that with the talented staff company can
move in the direction of grabbing its business objectives.
Adoption of motivation tactics by the HR also helps the organisation not only to
attract the talent but it will also lead to restoring the talent within the workplace so
that employees will retain in the company and as a result of that retention rate of the
company will reduce. So that along with saving the cost, company can easily headed
towards its goal achievement direction.
Likewise, by bringing and converting the workforce as efficient, HR assist the
Morrison to achieve its business objective.
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3.0 An assessment of the approach to:
3.1 Workforce planning
This is one of the important function of HR that it plays in the Morrison. As per this
function, HR have to recognise the required workforce in the organisation. This
means that under this function the required workforce is determined and then the
planning regarding the workforce is being made. Under this planning it is also
determined that how and where the employees will be appointed or by which
procedure they will be appoint (Van Wyk and Magau, 2019). This means that as per
this function an analysation of the workforce requirement is being made which is
followed by forecasting that how they will appoint and whether they will assist the
organisation in terms of its goal achievement or not. Under this approach the
organisation determined the required steps that will be needed to take in order to
meet the need of future staffing function.
3.2 Recruitment and selection
Under this approach the process of recruitment and selection is being implemented
by the HR. As per this approach the HR will recruit the most desirable candidate for
the organisation. Here two approaches are followed which includes job fit and
organisation feet. As per the job feet approach the candidate which is most suitable
for the job will be recruited. However, in case of organisation the candidate with
regard to organisation is being judged that whether it will meet the organisation aims
or not. In case of Morrison organisation feet approach is followed.
In case of selection approach the best candidate is being selected for the company.
This is termed as negative approach because it involves the rejection of almost all
the candidate and the final or best is selected (Lee and Mao, 2020). This approach
avails the organisation their candidate and employees.
3.3 Development and training
As per this approach the HR works in the direction of development of employees.
Under this approach an adequate training is being provided to the employees so that
along with the development of the skill their interpersonal development also take
place. Training is that approach by which an employee will be equipped with the
required skills. Training and development bot are related with each other as by
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enabling training development of an individual will take place. Applicability of this
approach in the Morrison lead to raise in employee’s retention ratio. This is because
every employee wants to work in such organisation where development of skill and
professional development take place. This approach also leads the organisation to
move in the direction of its goal accomplishment because training lead to raise in
efficiency of the employee which will further help the organisation to achieve their
goals. Through this approach Morrison is also able to incorporate changes in its
workplace because training lead the employees efficient and effective to meet and
implement the changes. It is to be noted that in order to an implication of this
approach various methods including job rotation, lectures, internship, mentoring and
various other are being adopted. This methods lead the employee to acquire the
required skills along with leading them towards the direction of development.
3.4 Performance management and reward systems
As per this approach the performance of an individual is maintained. Under this
approach and analysis and evaluation of the performance of the employees are
being done. Here the HR analyse the performance of the employees that whether
they are working efficiently or not. Likewise, through the concept of coaching and
leadership direction is also provided to the employees so that their level of
performance is raised. This approach helps the organisation to increase the
productivity.
Likewise, as per the approach of reward system, employees will be rewarded on
showing high performance. This means that as per this approach, employees are
encouraged to perform well. This is because on raising the good efforts by the
employees they will be rewarded (Michael, 2019). However, determination of the
reward is being done as per the employee’s level of performance and good moves.
This approach act a mode of motivating the employees which will in addition of
encouraging the employees also benefits the organisation to grab its objectives.
4.0 Inclusion of case study examples to examine the different
methods used in HR practices
There are various methods that are being used by the HR of the Morrison with
regards to HR practices. This can be understood with these examples:
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In order to have a fair distribution of compensation among employees, the HR in the
Morrison makes the distribution of compensation on the basis of their performance.
This means that no employees would get any undue advantage in terms of getting
high compensation in-spite of putting less efforts.
Likewise, HR in the Morrison also follows the concept of health policy whereby
adequate health benefits are being given to the employees and their family members
so that security practice will be justified and followed. As it is a fact that every
employee wants that adequate safety in terms of health will be provided to the
employees so that they can contribute to their maximum efficiency. By enabling the
practice of health policy in Morrison the HR are implementing security practice.
Since the HR is also concerned with the adequate hiring. So by hiring the best
candidate which is most suitable for the job the HR in Morrison is compiling with this
practice.
Along with the changing trends in the economy and the business environment, the
same changes are also adopted by the Morrison. Hence, in order to implement the
practice of change management HR also provide training to the employees of the
company so that they can inculcate changes and the intensity of resistance towards
the changes will reduced.
In order to ensure the compliance of the performance management practice, HR in
the Morrison adopts the strategy of 360 degree performance management. As per
this strategy an overall evaluation of the employees are being undertake.
References
AM, and et.al., 2020. Implementation of Human Resource Management in the
Adaptation Period for New Habits. International Journal of Educational
Administration, Management, and Leadership, pp.19-26.
Barnes, E. and Adam, C., 2018. The importance of human resources in a globalised
economy: A conceptual framework. Canadian Journal of Applied Science
and Technology. 5(2).
Blaga, P., 2020. The Importance of Human Resources in the Continuous
Improvement of the Production Quality. Procedia Manufacturing. 46. pp.287-
293.
Boudreau, J. and Cascio, W., 2017. Human capital analytics: why are we not
there?. Journal of Organizational Effectiveness: People and Performance.
Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic
review. Educational Management Administration & Leadership,
p.1741143220969694..
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications.
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Michael, A., 2019. A handbook of human resource management practice.
Steger, M.F., 2017. Creating meaning and purpose at work. The Wiley Blackwell
handbook of the psychology of positivity and strengths
‐based approaches at
work, pp.60-81.
Terziev, V., 2019. Importance of human resources to social
development. International E-Journal of Advances in Social Sciences. 4(12).
pp.708-716.
Van Wyk, R. and Magau, M.D., 2019. Developing a framework for strategic
workforce planning.
Online reference
Strategy., 2021. [Online]. Available through < https://www.morrisons-
corporate.com/about-us/strategy/#:~:text=To%20be%20more
%20competitive%20means,at%20the%20best%20possible%20price.>
Table of Contents
Assessment Part 2: Recruitment and selection documentations
portfolio
1.0 The design of a job description for the position of marketing
manager p
2.0 A person specification for the position of marketing manager
p
3.0 A job offer letter for the selected candidate p
4.0 An evaluation of the process and the rationale for conducting
appropriate HR practices p
An evaluation summary of employee relations and employment
legislation that relate to HR practices
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6.0 The approach to and effectiveness of employee relations and
employee engagement, with mention of the flexible organisation
and flexible working practices and ‘employer of choice’ p
7.0 Key aspects of employment legislation within which the
organisation must work p
8.0 An evaluation of how employee relations and employment
legislation inform decision making and meets business objectives
P
References p
1.0 The design of a job description for the position of
marketing manager
Job Description
Job Title:
Marketing manager
Location:
Hilmore House, 71 Gain Ln,
UK.
Working Hours:
7 Hours per day.
Reporting to:
Senior manager
Responsible for:
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Marketing and sales of the company’s products.
Purpose:
 To raise the share of sales of products of the company.
 To formulate and implement the adequate marketing strategy in order to
target customers.
 To receive, manage and execute the received sales inquiries.
 Manage daily operation related with sales and marketing.
 Other task as it will be required.
Duties and responsibilities
 To lead the company in terms of achievement of its sales and marketing
targets.
 To create the awareness related with the product of the company among
the customers.
 To implement creative ideas into actions.
 Right from creating awareness till making the product available to the client
and the customers are all counted under the role of marketing manager.
 To achieve the daily, weekly and monthly targets on time.
 To work in establishment of co-ordination with each department of the
company.
 To raise the share of customers for the company through the inculcation of
innovative methods of marketing.
2.0 A person specification for the position of marketing
manager
Person specification
Position: Marketing manager
Job requirement Essential Desirable
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Skills and knowledge Communication Skill
Computer skill
Marketing and sales
skills.
Influencing skill.
IT skills.
Education qualification Diploma in Marketing.
Graduation degree.
Certificate course in
digital marketing.
Master degree in
Marketing.
Experience Minimum 2 years
experience in the field of
marketing.
1 year experience in
digital marketing.
5 experience in Marketing
sector.
Other High level of
innovativeness and
creativity.
Well defined computer
knowledge.
Online marketing skill.
Time management skill
Well established
knowledge of power point
presentation.
3.0 A job offer letter for the selected candidate
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Offer Letter
Morrison
Hilmore House,
71, Gain Ln,
Bradford, UK.
Date: 20-04-2021
Dear,
Mr Jon Phillips
10, Gain Ln,
UK.
We are pleased to offer you full time employment as Marketing manager for
Morrison marketing team. Detailed job description is being attached with this letter.
This job will begin with 01-05-2021. The working hours would be 7 hours in a day.
The working schedule would be 7 days a week.
You are pleased to ensure that you should bring original document of the required
qualification with a Criminal record check on the first day of the job.
If you accept this job offer then please sign it and revert us the second copy of the
letter.
We are looking forwards to work with you.
Thank you,
Mr Michael Jonas
Senior marketing manager.
4.0 An evaluation of the process and the rationale for
conducting appropriate HR practices
From the above process it is evaluated that by following the process in a sequential
manner an adequate selection of the candidate would be possible. As the job
description involves every details of the job that is required to be expected by the
candidate with regard to the job. Likewise, the person specification with regard to the
job description also helps the organisation to know the actual capabilities of the
candidate along with its required skill. This process will bring transparency both for
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the candidate and the company too. As with the job description the company is clear
with regard to their requirement in the same way with regard to job description the
candidate can also enable that whether it is suitable fort the selection or not.
Likewise, by following this practice of HR regarding recruitment and selection the
company can get the most desirable candidate for their organisation. Through the
following of this practice both the employer and the employee will be clear regarding
the performance of its job. Thus, it can be evaluated that the following of this practice
would lead the organisation to have the selection of the most desirable candidate for
their vacant job position.
An evaluation summary of employee relations and
employment legislation that relate to HR practices
5.0 The approach to and effectiveness of employee
relations and employee engagement, with mention of
the flexible organisation and flexible working
practices and ‘employer of choice’
In order to have an effective employee relation applicability of various approaches
including enabling security to the employees or enabling good working condition,
flexibility in working with regard to working hours or sharing of ideas, performance
appraisal would lead to raise in efficiency and effectiveness among the employees
and the employer. This means that adoption of these approaches will lead to raising
effectiveness and satisfaction among employees which will further enhance the
employer and employee relation (Srikrishna, 2017).
Employee engagement refers to the association of employees with the organisation.
This can be implemented if the working culture of the company is employees friendly
and supportive (Ferreira and et.al., 2020). Enabling the employees regarding their
strength or their importance for the organisation along with communication of the
organisation expectation towards them, flexible working culture and various other
approaches will lead to raise in engagement of employee with the company and
there by raises the effectives or productivity of the company.
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6.0 Key aspects of employment legislation within which
the organisation must work
Employment legislation includes those laws that was made for the betterment and
the protection of the right of the employees with regard to their employment or the
working practice. There are various laws that the organisation must have to comply
while operating their working operation. Health and safety act will assist the
organisation that adequate safety and health related practice would being adopted
by the company so that they can protect the health of their workers and enable them
a safe and secure working environment (Peace, 2017). Likewise, the equality act
also lead the companies to have a following of the concept of equality whereby equal
and fair treatment is being supported (Goodfellow and McFarlane, 2018). As per this
act organisation have to conduct such fair practice with regard to treatment of
employee so that no discrimination of race, caste, sex will take place. However, the
main aspect behind the implication and following of these laws includes protecting
the right of employees so that no undue advantage of the employee will be taken by
the employer. This will also lead the employees to work without discrimination and
worry.
7.0 Evaluation of how employee relations and employment
legislation inform decision making and meets business
objectives
A good employee relation and an adherence with the employment legislation will
plays an important role in terms of leading eth business towards the direction of the
achievement of the goal. This can be understood that if there is a good relation
between an employer and the employee then this will lead to better understand and
performance of work (Madsen and Verhoeven, 2019). This means that due to having
a better relation employer would be able to deliver its message in more efficient
manner in the same way employees will also able to perform their work as per the
expectation of the employer. As this will raise the productivity and performance of
work so this will directly lead the organisation towards the accomplishment of their
business objective.
Similarly, it can also be evaluated that a compliance of employment legislation will
lead to adherence of law along with raising the image of the company in respect to
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market and employees too (Roy, 2021). This means that employees will also feel
satisfied and motivated if find that the organisation is complying with employment
legislation and also taking steps with regard to protecting their interest along with the
performance of their business operation.
References
Ferreira, and et.al., 2020. What if employees brought their life to work? The relation
of life satisfaction and work engagement. Sustainability. 12(7). p.2743.
Goodfellow, M. and McFarlane, L., 2018. Race’and Racism in the UK. New Thinking
for the British Economy, pp.150-59.
Madsen, V.T. and Verhoeven, J.W., 2019. The big idea of employees as strategic
communicators in public relation. In Big ideas in public relations research
and practice. Emerald Publishing Limited.
Peace, C., 2017. The reasonably practicable test and work health and safety-related
risk assessments. New Zealand Journal of Employment Relations. 42(2).
pp.61-78.
Roy, J., 2021. The effect of employment protection legislation on international
trade. Economic Modelling. 94, pp.221-234.
Srikrishna, G., 2017. A study on importance of job satisfaction among
employees. Human resource management: New horizons, pp.22-31.
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