Human Resources Employee Induction Manual

This document is an employee induction manual for Human Resources employees. It provides an introduction to the selected organization, explains the purpose and responsibilities of the HR function, discusses the significance of HR in acquiring talent, and assesses the approach to workforce planning, recruitment and selection, development and training, and performance management. It also includes a section on employee relations and employment legislation. The document is suitable for Human Resources employees and is available at Desklib.

Human Resources Employee
Induction Manual

TABLE OF CONTENT
Assessment Part 1: Employee Induction Manual............................................................................3
1.0 Introduction to selected organization...............................................................................3
2.1 A clear explanation of the purpose of the HR function and the key responsibilities and
roles of the human resource function.....................................................................................3
2.2 The significance that HR plays in acquiring talent to meet objectives of business.........5
3.0 An assessment of the approach to:...................................................................................5
3.1 Workforce Planning...........................................................................................................5
3.2 Recruitment and selection..................................................................................................6
3.3 Development and training..................................................................................................7
3.4 Performance Management and reward systems................................................................7
3.5 Inclusion of case study to examine the different methods used in human resource
practices...................................................................................................................................8
Assessment Part 2: Recruitment and selection documentations portfolio.......................................9
1.0 The design of a job description for the position of marketing manager...........................9
2.0 A person specification for the position of marketing manager......................................10
3.0 A job offer letter for the selected candidate...................................................................10
4.0 An evaluation of the process and the rationale for conducting appropriate HR practices11
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’
..............................................................................................................................................11
6.0 Key aspects of employment legislation within which the organisation must work.......11
7.0 Evaluation of how employee relations and employment legislation inform decision
making and meets business objectives.................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

Assessment Part 1: Employee Induction Manual
1.0 Introduction to selected organization
Human resource management is one of the significant processes to manage the whole
workforce working in the organization. In human resource management, there are different
human resource managers that are responsible for taking all the actions and decisions related to
the employees working in the company. The decisions and actions are related to recruitment,
motivation training and development, benefits and compensation and many more (Bonache and
Festing, 2020).
The present project is dependent upon human resource management in those roles and
responsibilities of human resource function are mentioned and significance of human resource
management in getting talented employees for meeting objectives of the business that are already
predefined. The selected organization for the present project is Waitrose. It is one of the biggest
brands in British supermarkets and was founded in 1904 by Taylor, Rose and Waite. The
headquarters is located in London, United Kingdom and the company deals in providing grocery
items to its customers that is basically of high-quality.
2.1 A clear explanation of the purpose of the HR function and the key responsibilities and roles
of the human resource function
Function of Human resource management
Human resource management is one of the managements in a company that organizes
and manages every employee so that they could perform their best for the achievement of
objectives and goals of the organization. The main motive of different functions of human
resource is to put talented employees in the company in order to achieve predefined goals. These
functions also make sure that expectations of every employee are fulfilled according to their
performance and they are being provided with healthier and positive working environment
(Tweedie and et. Al ., 2019).
Following laws and policies
Human resource functions ensure that every employee gets treated equally without any
discrimination and feel secure in the workplace. Waitrose has formed many policies so that every
employee gets equal opportunity to work and work safely with great safety in the organization.

The department of human resource of Waitrose makes sure that every employee is following the
rules, laws and policies of company so that any dispute could be prevented at right time. The
management team of human resource makes employees aware about that every employee has
great knowledge about law and regulation.
Determining vacant jobs at right time
One of the main motives of human resource function is to determine need of workforce in
the organization by identifying vacant job position. Human resource managers recruit candidates
for the organization as per the vacancy available in the workplace. The managers of human
resource of Waitrose include various processes to select best candidate. It includes different
rounds of interview, finding personal details of candidates and so on. So that, company gets best
employee in comparison to competitors available in the market.
Responsibilities and roles of human resource function
There are different types of responsibilities and roles of human resource function and
human resource managers make sure that every responsibility is done effectively and efficiently.
Planning and recruitment
Human resource department of Waitrose takes responsibility of recruiting and selecting
candidate as per the position that is vacant in the workplace. The human resource managers make
sure that they recruit candidates who have required skill and knowledge to perform job role. For
this there are different types of test and interview that are conducted so that best employee could
be taken out from different alternatives and contribute in the achievement of goals and targets
that are already determined (Anisimov and et. Al., 2017).
Training and development
Training and development is defined as a milestone that assists in moving employees as
well as organization towards growth. The human resource managers of Waitrose not only fill gap
but it enhances the skills of existing employees. This way human resource manager takes
company towards growth and development because employees become more efficient and
effective to meet each objective of the company. Waitrose arranges training and development
sessions time to time so that knowledge of new technology and skill could be learnt by
workforce.

2.2 The significance that HR plays in acquiring talent to meet objectives of business
Human resource management plays significant role to acquire qualified candidates for
meeting the goals and objectives of business. The managers of management focus on hiring
appropriate candidate so that they could contribute their knowledge and skills for the
development of organization. Human resource of Waitrose focuses on determining and recruiting
those candidates who have great knowledge and skills according to the requirement of
organization. Human resource continuously focuses on acquiring those candidates who could
think creatively in the favor of organization (Wood and et. Al ., 2018). These creative ideas help
company to grow and develop so that it could earn great profit and revenue.
Recruitment of candidates
Human resource of Waitrose conducts interview of multiple candidates for one vacant job
position so that best employee could be identified for the organization. Candidates are selected
on the basis of their knowledge and skills that should match with the ultimate goal of the
company. While recruiting candidates Waitrose clearly describes the requirements from
candidate for performing particular job role so that no confusion could emerge in the future
(Mehmood and et. Al ., 2017).
Development of employees
The main responsibility of human resource managers in Waitrose is to develop
employees time to time so that they can gain updated knowledge about doing their certain
activities. Human resource managers from Waitrose arrange different programs of training and
development for existing as well as potential employees in respect of improving their way of
working. The sessions are provided according to the level of employees working through this
way every employee gets knowledge according to its role and responsibility.
3.0 An assessment of the approach to:
3.1 Workforce Planning
Workforce planning is defined as procedure by which managers of human resource make
plan, do analysis and perform forecast so that requirement of workforce could be identified.
Workforce planning is one of the significant instruments for Waitrose because it assists in
making employees more focused for future of company as well as their own future. With the
assistance of work force planning Waitrose plans and analyses required skills, experience

knowledge and quality in the workplace. So that, every objective and goal could be achieved and
attained. So, basically in workforce planning human resource managers make clear mission
vision and planning to get great employees for the organization (Rana and Sharma, 2019).
Advantages of workforce planning
One of the biggest advantages of workforce planning is that human resource managers
could easily recruit appropriate candidate for the organization at right time because in this need
of employees are already anticipated. With the assistance of this planning every activity and task
gets completed in established time period as every employee does its work without any
disturbance.
Disadvantages of workforce planning
There are some disadvantages of workforce planning as it needs high amount of
investment to give salaries to employees, to organize training programs for improving the
knowledge and skill of staff. Human resource managers of Waitrose also face challenges at the
time of planning and finding the numbers of needed employees to perform certain role and
responsibility.
3.2 Recruitment and selection
Recruitment and selection is the function of human resource management. Recruitment is
a process of inviting the candidate for the vacant job positions where as selection is an activity of
hiring the applicant for vacant job position by identifying their skills and competencies. The
managers in human resource department continuously plan for recruiting and selecting apt
candidate for the organization. These managers take interview and different rounds so that only
that candidate get selected who has appropriate knowledge and skill as per the vacant job roles
and duties. In the process of recruitment, candidates are invited through various advertisement of
vacant job while selection is the process to hire best candidate from different alternatives.
Recruitment is categorized into two type internal as well as external recruitment. Waitrose uses
internal recruitment through this employee who has performed great is promoted to higher
position in the company. It also uses external recruitment through fresh graduates are hired for
the vacant position. Waitrose also uses different types of approaches to select best candidate such
as ability test, interview and aptitude test.
Different approaches of selection used by Waitrose are:

Interviews: Waitrose generally invites specific number of candidates or applicants for the
process of interview. It is often meeting that is conducting face to face between interviewer and
candidate. Series of different questions have been asked according to the position applicant has
applied.
Strengths:
 It assists in understanding skills related to the knowledge of candidate.
 It helps in determining the qualities of candidate.
Weaknesses:
 It is the process that depends on personality and mood of interviewer.
 This process does not give complete information.
Tests: Waitrose asks job candidates to complete a particular test. This is the test that could be
paper based or practical test according to the specific position that is vacant. Tests are conducted
to understand the ability of candidate to think and work in pressure.
Strengths:
 It shows the ability to think critically.
 It tells about the knowledge of applicant.
Weaknesses:
 It does not show the process of finding end result.
 Personal attribute and ability could not be identified.
Presentations: It is the test that is taken by Waitrose to determine the ability of applicant to
present them in front of interviewers and through this company understands that how well
particular candidate present company in front of customers.
Strengths:
 It assists in understanding the communication skills.
 It also assists in determining the convincing power of candidate.
Weaknesses:
 Sometimes candidate becomes conscious for that particular moment.
 Deliver inappropriate content
Advantages and disadvantages of recruitment

One of the advantages of recruitment is that it helps human resource managers in hiring
the qualified and talented candidate from multiple alternatives. One of the disadvantages include
there are many times managers get ineffective and inefficient candidate for the vacant position.
Benefits and weaknesses of selection
Selection assists in getting the best people for the vacant job role and duty. As a person
who is taking interview could easily evaluate the performance knowledge and ability of the
candidate. The weakness of selection includes sometimes applicants do not show their genuine
personality and provide false data about them in an interview.
The Internal and External Sources of Recruitment and Selection
The Internal sources of recruitment are Employee referral, transfer and promotion.
External source of recruitment are consultant, campus placements, walk-ins, advertisement and
private placement agencies. For selecting the candidate company conducts various tests such as
aptitude test, interview, personality and Intelligence test.
3.3 Development and training
` After the process of recruitment and selection in the company, human resource manager
arrange the training and development sessions for new candidate so that appropriate information
related to their duty and roles could be provided to them. The program of training and
development is organized by Waitrose so that performance, knowledge and ability of new
candidate could be enhanced according to the culture of organization. Training sessions also help
in making employees comfortable with the working of organization (Azeez, 2017).
Advantage and disadvantage of training and development
With the assistance of training and development Waitrose increases the developmental
opportunities for its employees and increases their knowledge to achieve objectives. The
disadvantage is it puts pressure on employees to focus on multiple things at one time and creates
pressure on them for learning new things.
Benefits of training and development from employer’s perspective:
 Employers would be able to get employees who have high capacity to adopt new
technologies and methods.
 Employers would easily keep up with the frequent changes in the industry as employees
possess great knowledge about the particular change occurring.

Benefits from employee’s perspective:
 Employees would be able to learn new skill and upgrade their existing knowledge.
 Employees become more efficient in performing particular job role and responsibility.
3.4 Performance Management and reward systems
Performance management refers to the activity by which managers of organization
analyses and evaluates the performance of every employee. With this, managers of Waitrose
determine the employees’ performance according to their efficiency, knowledge and achieved
targets. The reward system is defined as the process through which employees’ are being
motivated and encouraged to work effectively for the successful achievement of objectives
(Salas‐Vallina, Alegre and López‐Cabrales, 2021).
Strength and weakness of performance management
The strength is it improves the productivity of employees as they are being tracked and
monitored at every stage. The weakness includes it creates pressure on employees to work
effectively and efficiently and employees become discouraged because of negative feedbacks on
their performance.
Benefits of performance management from employer’s perspective:
 Performance management assists in highlighting the requirements of training.
 It assists in identifying appropriate employees for promotion and appreciation.
Benefits from employee’s perspective:
 It helps in filling the gap in existing knowledge and skills for improvement.
 It assists in tracking own progress for doing particular job role and responsibility.
Weakness and strength of reward system
Reward system of Waitrose assists in motivating and retaining employees in the company
for the longer period of time. These rewards fulfill the expectations of employees and indirectly
goals of company. The weakness of reward system includes employees get habit of getting
rewards and they start demanding high monetary benefits.

3.5 Inclusion of case study to examine the different methods used in
human resource practices
Human resource of every company uses different strategies and practices for improving
the productivity and performance of workforce. There are various companies that also face issues
and conflicts among employees that create negative effect on the growth of company.
For example: Sainsbury faces conflicts and disputes that affect their performance and work.
Employees of this company demands high amount of rewards for their performance, this creates
conflict between human resource managers and employees (Elrehail and et. Al ., 2019). This
type of conflict creates negative impact on relationship between employer and employee and
decreases the communication between them. This ultimately affects the productivity of the
organization and performance of employees.
Waitrose has adopted different strategies and policies for encouraging and retaining
employees in the company. The policies include policy of monetary and non-monetary benefits,
Insurance policies, training and development policy and so on. The human resource managers of
company also provide support and guidance to every employee at every stage so that they can
feel empowered towards their work (Ramaprasad and et. Al ., 2017). Human resource managers
continuously make communication so that right information could be passed to employees at the
right time and if there be any problems then it could be solved by managers. Managers also make
sure that employees feel safer in the working environment of organization with other workers so
that they could accomplish goals of the company together.
Assessment Part 2: Recruitment and selection documentations portfolio
1.0 The design of a job description for the position of marketing manager
Description of job
Job description refers to the document that gives information in details about the profile
of job, location, roles, responsibilities, location and timings to candidate about the position that is
vacant in an organization (Mekpor and Dartey-Baah, 2020).
Analysis of job
Analysis of job refers to the process by which human resource managers determine the
duties and responsibilities of provided job position.
Job Designation: Marketing manager

Address of company: Waitrose, London, United Kingdom
Job role: The marketing manager is responsible for performing role of promoting, advertising
and managing products of the company. The manager would be responsible for developing
strategies related to marketing so that company increases its sales and give competition to entire
competitors available in the market.
Required qualification:
 Bachelor’s degree in commerce or business administration
 Masters in business administration with specialization in marketing
 Diploma course (optional)
Other requirements for the job role:
 Should have great knowledge about the techniques and tools of marketing
 Should have an ability to create good relationships with consumers
 Should have sharp mind to grab every opportunity
 Must have controlling and monitoring skills
Mandatory skills the job role:
 Great communication skill
 Problem solving skill
 Should be attentive
 Awareness about competitors
 Good skill of working in team
2.0 A person specification for the position of marketing manager
John Alfredo
Address: 89 Fleet Street, London, United Kingdom
Mobile no: 22 766 7897 2975
Objectives: To work in challenging environment so that it encourages me to work hard for my
developed professional career.
Work Experience:
 Internship of 11 months in private marketing company named XYZ.

 Worked as marketing manager in marketing department for 3 years.
Educational qualification:
 Graduation in business administration
 Post graduation in marketing field
 Diploma in management
Interview Question
1. Do you have any past experiences and what you have gained from your past job?
2. What role do you play in your last job?
3. How you will help in increasing the market presence and growth of business?
3.0 A job offer letter for the selected candidate
Dear John Alfredo
Congratulations for your selection for the job position of marketing manager in Waitrose,
London, UK. We are excited and pleased to share operations and work with you in our
workplace.
Responsibilities areas:
 Development of marketing strategies
 Maintaining good relationship with existing as well as potential customer
 Conduct and perform research for understanding the expectations, preferences and needs
of consumers
Reporting head: ZZZ, Head of marketing department
Remuneration: $400000 annually
Working hours: 9:00 a.m. – 5:00 p.m.
4.0 An evaluation of the process and the rationale for conducting appropriate HR practices
The process has taken place to understand and determine the requirement of suitable
employees for the company. This process assists in getting appropriate candidate to contribute in

different activities and tasks to achieve the pre-defined goals of the organization. Applicants or
candidates apply after company released its vacancy regarding specific vacant job role and
position (LeBaron and Rühmkorf, 2019). The candidates apply with their resume and CV to
company in which all their details are mentioned related to their qualification, personal details
and prior job experience in any company. After submission of CV, candidates are approached for
interview on the decided date. If candidates get selected for the vacant job position they are
provided with letter of job offer so that they could join organization.
Benefits of training and development:
 Training and development assists in increasing satisfaction and motivation among
employees.
 It increases efficiency in different processes and gains profits.
Benefits of rewards:
 It assists in keeping employees engaged.
 It improves the level of employee retention and saves the cost of organization.
Benefits of career management:
 It assists in increasing morale of employees by assisting them in visualizing their career
in the organization.
 It supports managers of human resource who must develop, hire, retain, terminate attract
employees.
Training and development, rewards and career management hold greater importance in the
organization because it assists in achieving pre-defined objectives on time. These are things that
are managed and organized for the most important resource of the company that is employees or
workers. This motivates employees to complete their targets on time so that they could earn more
rewards and appreciation. It must be understood that when employees are fully concerned about
their specific work, it automatically achieves the target of organization.
Training and development has great contribution in profitability and productivity of
Waitrose as it increases the ability of employees to perform their assigned job role and
responsibility. The training sessions make employees more effective to attain objectives of
organisation in successful manner. When employees attain their objectives, it ultimately
increases the level of profit in the organization.

Waitrose provides monetary as well as non-monetary awards to its employees’ because
these benefits attract them to stay in the company and work more efficiently. Rewards are the
significant system in Waitrose as it has contributed in improving the profitability of organisation
because employees are encouraged by offering rewards and employees do their work with great
efficiency. When employees are continuously concerned about their work and do it in specified
time then it increases the profit.
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’
For every company it is necessary and essential to build good relationship among different
employees because there are number of employees and they belong from different cultures and
backgrounds. So, it becomes the duty of company to build strong relationship among employees.
Waitrose should maintain positive working environment so that workers work without any stress
and engage them in their certain activity (John and Taylor, 2016). The company should make
teams and groups where employees have to work together by understanding each other’s
strengths and weaknesses. Flexible working practices help companies to attract and retain large
number of employees because employees are not bound to work in rigid schedule time.
Employee relation is defined as efforts of organization for creating and maintaining a positive
relationship with employees. Employee relation is important because it assists in taking business
towards success and development in the long run. It creates good understanding between
employees and employers for reducing disputes in the organization.
There are number of parties that are involved in employee relations include government,
employee and employers. For the effective employee relations Waitrose focuses on making
internal decisions that are beneficial for the employees like they provide recognition and
appreciation so that their morale could be boost up. Waitrose also focuses on the strategy of
conducting regular meeting so that needs, requirements, issues etc. of employees could be easily
found out. The trade union also play role in employee relations as it assists in bargaining about
the pay and any other conditions related to terms and conditions of employment.

Grievance practice assists in managing the complaints and dissatisfaction of employees
working in the organization.
Redundancy practice assists in providing fair reasons to employees for dismissal. It is
applicable in selected situations like closure of business, reduction in specific type of work etc.
Employee relation plays important role in organisation because it focuses on delivering
strategies and practices that could create positive relationship in the workplace. The trade union
also plays significant role as it makes great relationship between employer and employee.
Discipline in organisation also plays important role in organisation because it makes
employees to work their assigned job role within proper time.
6.0 Key aspects of employment legislation within which the organisation must work
There are different types of employment legislation that Waitrose should follow to keep
their employees motivated and stay away from legal conflicts (Mantouvalou, 2018).
Equality Act, 2010
Waitrose should ensure that their managers strictly adhere the Equality Act, 2010 because
this is the act that saves the interest of every employee irrespective of their gender, age,
disability, race or religion. It is the duty of company to treat every employee equally.
Health and Safety at Work Act, 1974
Waitrose should follow Health and Safety at Work Act, 1974 with more strictness,
because this would assist in giving safe and secure working environment to employees. When
employees feel that they are safe they work with more concentration.
Equal Pay Act, 1963
Waitrose must follow the guidelines mentioned in Equal Pay Act, 1963 as it makes
organization to become responsible regarding giving fair salaries and wages to employees
according to their job position and role and responsibility.
7.0 Evaluation of how employee relations and employment legislation inform decision making
and meets business objectives
Employee relations are most important in every organization because they are the people
who operate and perform every activity. Great employee relations motivate employees to
perform their task effectively and efficiently to accomplish entire pre-determined goals and
objectives. The great relationship with every employee assists in increasing the honesty and
loyalty level towards company. Employees legislations build confidence among employees that

they are being treated and paid equally as well as they are safe in the company. These
legislations help in fulfilling every need and requirement of people working in the organization.
It is very clearly determined that employees work with full motivation for business when they
work without stress. The Employee relation is important in Organisation in order to run the
business effectively and efficiently. It is necessary for human resource manager to build and
develop strong relationship between the employees so that they can achieve business goals
collectively.

CONCLUSION
From the above mentioned information it is summarized that human resource managers are
the people who continuously put their efforts to recruit, retain and motivate right employees’
towards their goals as well as company’s objectives. They perform various activities and
introduce innovative methods to retain and encourage employees in the organization. The
Company should follow practices to recruit employees and also follow legislation acts so that
every employee could be treated equally in the organization.

REFERENCES
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