Osteoporosis & HRM Practices

This assignment combines two distinct topics: bone regeneration in osteoporotic conditions using a rat model, as per Durão et al., 2012, and the impact of human resource management (HRM) practices on employee commitment and organizational agility. You are required to critically review relevant literature, analyze the methods used in both studies, discuss their findings, and synthesize how HRM practices might influence bone regeneration research or vice versa.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Importance of HRM in workforce planning along with its purpose and functions in
Morrisons................................................................................................................................1
P2 Strengths and weaknesses of approaches for recruitment and selection process.............3
TASK 2............................................................................................................................................4
P3 Benefits of HRM for employer and employee in Morrisons............................................4
P4 Evaluation on effectiveness of different HRM practices..................................................6
TASK 3............................................................................................................................................8
P5 Importance of workers relations to influence HRM decision-making..............................8
P6 Key element of employee's legislation and its impact on decision making process of HRM
................................................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices........................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management (HRM) is a process of managing people in workplace of a
company in a structured manner. This procedure refers to hiring or recruiting employees, provide
benefits and compensation to them in order to gain their retention in firm, performance and
change management as well as take care the workplace for getting productivity. Managers
perform various activities to maintain relationship among employees and employers by focusing
on objectives of HRM function (Vaiman and Brewster, 2015). They make various strategies for
improving performance of workers so that they can help in getting high return on investment
through which profit share of an organisation at marketplace could increase. For further
discussion on importance of human resource management, a reputed firm of UK has been taken
in this assignment which is named by Morrisons. It is the fourth largest retailer firm which
incorporated its business in 1899. This unit has described functions of management of this
company along with role of managers in increase its productivity.
TASK 1
P1. Importance of HRM in workforce planning along with its purpose and functions in
Morrisons
The main function of human resource management in workforce planning is motivating,
staffing and maintaining people in a proper way. Plan the workforce means to recruit best
talented employees in organisation who can give their support and efforts in increasing
performance of organisation. In Morrisons, managers are always engage in getting effective and
efficient mobilization of resources. They perform various functions in order to develop
personality of employees to enhance productivity of companies. Apart from this major functions
of HRM in this company are:-
Purpose of HRM:
The main purpose of HRM in an enterprise like Morrison behind all functions is to plan
and manage workforce in a profitable way. In order to compete with other companies having
same products at marketplace, they identify trends and implement changes in workplace
accordingly. For initiating changes successfully in working organisation without resistance of
employees they used soft HRM practices instead of hard. Through this approach they take
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workers as most valued resources and try to complete their needs at individual level so that they
can with efficiencies.
Functions of HRM:
Recruitment and Selection: For achieving objectives, management of Morrisons use
various methods of recruitment to introduce high skilled members in workforce. Since this firm
is one of the largest chain of supermarkets, therefore, such type of labour force helps in
managing its stores in a desired manner.
Training and development: In order to manage working organisation of all stores, HRM
provide essential training programmes to all workers to train them accordingly (Vermeeren,
Kuipers and Steijn, 2014). Such programs also help employers in providing healthy and safe
working environment.
Employee relationship: For getting productivity and positive attitude of employees,
managers provide them healthy working atmosphere. For generating relationship among all
associated people, HR managers engage them in team-work so that they can share their views
and opinions on a common task. This process also help them in reducing their weaknesses as
well as strengthening powers also.
Performance appraisal: Management of Morrisons used to provide proper performance
appraisals by using methods like rating scale, 360-degree appraisal and more. cost accounting
method are used by employer. HR managers used to keep an eye on performance of each
employee in completing a task and contribution in achieving objectives. After then they provide
them appraisals like increment in salary.
Employee relations: This is a major function of managers of enterprises in which they
perform various practices to manage relationship among employees. They make effective
communication with workers, engage them in group tasks, timely given them appraisals and
more. In addition to this, HR managers are needed to use effective communication with workers
and involve their participation in decision-making activity so that opinion of them can be
included while taking such decisions.
Health and Safety: It is the main function of HR managers of a firm in which they used
to provide proper training to employees. In this type of training, workers can learned how to
protect themselves from hazardous issues. It is necessary for each and every company to provide
safety and security to people who are associated with business. At the time of recruitment, HR
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managers should entails them about working policies and hazardous issues which may happen
with them during working so that they can prepare themselves in how to protect from such
problems.
P2 Strengths and weaknesses of approaches for recruitment and selection process
Human resource management of Morrison conducts various procedure in order to get
experienced and high skilled persons having knowledges of how to work in retail sector. They
use internal and external source in the procedure of recruitment which helps in hiring the best
candidate on particular position in right time at office premises (Warner, 2014). To get candidate
from outer environment, HR managers used to give advertisement on company's websites, job
portal and other networking sites so that they can gain list of candidates for a single position and
choose top-grade person from them. For further selection, they take personal interview of some
selected persons from them by face-to-face or Skype and other applications of web portals. This
would help in make judgements of what abilities these persons have. These source of recruitment
has own procedure which proves beneficial for an organisation in following manner:-
Basis Purpose Advantages Disadvantages
Internal Source
of recruitment
It is a simple procedure
in which management
try to recruit people
from within an
organisation. For such a
procedure managers
have to monitor
performance of each
employee so that best
one from them gets
opportunity to get
transfer or promote on
higher position. process
is do transferring them
It is an easy process
which takes less time for
transferring a candidate
on another positions.
boost morale of them
and motivate to work
hard. Therefore, it helps
in motivating the
employees and getting
their retention in firm as
well.
Usually this process
generate high
competition between
workers which may
harm their performance
also as well as impact
on relationship of them .
Internal source fails to
introduce fresh and
innovative idea in
workplace too.
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on another position in
same workplace. Such a
procedure is taken on
basis of merit-cum
performance technique
(Nijssen and Paauwe,
2012).
External Source
of recruitment
This process searches
candidate from outside
an organisation using
online methods. This
would help in recruiting
persons having all
desired eligibilities and
required experiences in
workplace.
For reputed and the
largest companies, it is
best procedure of
recruiting required
persons for a particular
job in a company.
Apart from many
benefits, this process
has some disadvantages
like it takes much time
in searching a candidate
as well as cost
expensive too. In fact
for giving jobs to
external ones company
requires lot of
verification as well as
documentation process.
TASK 2
P3 Benefits of HRM for employer and employee in Morrisons
Managing human resource is one of a major task of human resource management. HR
managers used to provide various training programme in order to improve performance of
employees so that they can work according to company's requirement (Nijssen and Paauwe,
2012). Likewise in Morrisons, its managers give induction training for three months to new
recruiters in order to make them familiar with new environment of working organisation that
leads them to generate high productivity. Such training and initiative programs proves beneficial
for employers too , it helps them in maintaining healthy environment at workplace as well as in
reducing conflicts between workers also. These processes assist company to get competitive
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advancement and move on next level at marketplace. For getting better outcomes practices of
HRM helpful in following manner:
Training and development: By taking classes under training and development program
employees can enhance their knowledge in a particular field. Like in retail sector, they can
understand importance of customer relationship. As a result people of this company can provide
better service to customers which helps in getting their retention with products of Morrisons. For
employers, these training programs provide efficiencies of performance of organisation which
helps in accomplishing the desired targets and goals in a better manner. Managers can monitor
performance of each employee during training program (Benefits of employee and employer
through HRM practices. 2017). They can measure performance by comparing with past one and
provide incentives accordingly.
Resolve conflicts: It is considered as the main responsibility of HRM to manage relations
of human resources. They forced employees to work in team which helps in reducing conflicts
and accomplishing a task on time. This would assist employers to maintain healthy and positive
working environment in organisation (Minbaeva and et. al., 2014). In context with Morrisons, it
has large workplace in various staff and number of employees are working there so to manage
relations of each and complete needs of individual is a complex procedure for management.
Therefore, they conduct many activities like meeting and conferences in order to make effective
communication with employees. This would help in making relationship of workers with
management and make them able to share their views and ideas on company's working
procedure. Managers can take their feedback and involve them in decision-making process. It
helps in generating feeling of equality in employees so that they can retain in Morrison for long
time.
Give surplus welfare: For retentions of employees HRM takes many approaches like
give them accommodation in premises of organisation. They provide them basic facilities like
room near by offices and insurance (Lamba and Choudhary, 2013). Managers create a clear
vision to workers that helps in what directions they need to go to work with efficiencies.
Special treatment: In order to provide equality and makes everyone to feel important,
Morrison includes various HRM practices like performance appraisal system. Through this
system, they provide compensation to workers according to their performance. This would help
employers in increasing productivity of workers as well as organisation at marketplace too so
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that they can achieve desired goals and objectives successfully. This appraisal includes financial
and non-financial rewards for workers in the form of bonus, rewards, holiday packages etc.
Apart from this, for getting high retention and reducing lack of absenteeism in office premises,
managers used to communicate workers on monthly basis about how they feel while working
there. This would help in judging needs of each person so that they can fulfil demands and needs
of them accordingly (Ehrnrooth and Björkman, 2012). Therefore, these practices help employers
of firm to gain best talented workforce.
Employee relations: It is the most useful HR practices which help employers in getting
proper relation with staff members. By getting proper relations with workers, a company can gets
positive environment at workplace. This would help in getting much contribution of workers and
other people who are associated with business in achieving the targeted goals and objectives on
time. In addition to this, good employee relations aid management to boost morale of workers in
higher manner. In context with Morrisons, as this firm operates business on large scale so it is
necessary for managers to use effective way of communication with employees. They should
track performance of workers so that weaknesses and strengths of them can be determined as
well as provide them trainings which helps in increasing their abilities as well.
P4 Evaluation on effectiveness of different HRM practices
Business of retailing sector is totally dependent on customers satisfaction and retention,
therefore, Morrison always try to offer its services to various clients in a proper manner. For
achievement of such goals and objectives, this firm needs best human resources who help in
providing effective services to customers on time. Therefore, HRM of this company includes any
practices that help in hiring high knowledgable candidates in workforce and provides training
programs to them to make them able to work in big reputed organisation. Apart from this,
practices of human resource management in this enterprise are help in designing workforce and
organisation culture through recruitment policy which are linked to overall strategies
(Importance of HRM practices in an organisation, 2018). Management also monitor
performance of each employee and carry out monthly and annually appraisals using Merit rating,
Management by Objectives, 360° feedback etc. which would help in evaluating the effectiveness
of such practices also.
Practices of HRM in Morrison is always focuses on providing benefits to human resource
and manage their relations in an effective way. Purpose behind implementing such practices in
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workforce is to generate abilities and skills of staff members. This would impacts on
performance of organisation mostly in positive way which in turn increase turnover, production
and high sales performance of retailers. Following procedure can helps management in
evaluating the effectiveness of such HRM practices in a company like Morrison:-
Human resource planning: This is one of the best practice of HRM that help this
company in making decisions like what type of recruitment procedure it need to conduct, how to
avoid redundancy, pay scale of labours, bargaining of suppliers and distributors etc. Thus, in
short human resource planning forecast performance of a company and give estimation of
required manpower and other resources programs. Managers help in planning workforce by
including diversities in organisational culture.
Recruitment and Selections: In order to boost morale of existing employees managers
used to fulfil vacant position through internal source of recruitment instead of external one. This
would help in increasing motivation of people so that they can provide their efforts in providing
effective service service to all clients (Purser and et. al., 2015). Therefore, sales performance of
Morrison also increases through which it can achieve desired success on time. Management can
gain better utilisation of resources through this process.
Training and Development: Training programmes helps in gaining employment
development of a firm. HRM practices involved with designing essential training program for
employees to enhance their skills and abilities for providing effective customer service. This one
proves beneficial in increasing sales and productivity as well as company can get high return on
investment also.
Performance Management: Another important practices of HRM is performance
management which includes employee appraisals. For this purpose managers review
performance of employees like how much workload they can take in order to accomplish a task
on daily basis. This would help in identifying needs of employees and take measures for
fulfilment accordingly.
Rewards System: After measuring performance of each employee, HRM practices
includes a reward system in premises of office. This process includes monetary and non-
monetary awards for workers which help in appreciating employees and improves their
performance.
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TASK 3
P5 Importance of workers relations to influence HRM decision-making
Relations among workers impact performance of organisations also. If an enterprise has
got success in managing good relations among employees and employers then this will help in
increasing productivity of business (Durão and et. al., 2012). Therefore, maintaining such
relationship is one of the most important practices of human resource management which allows
each person of company to take part in decision making process. In context with Morrison, HRM
practices help in employee engagement and create situations which assist workers to work in
group. If people can work in a team then they can communicate with each other which would
help in making good relations as well as in reducing their conflicts also. This would effect
decision-making process of human resource management as if employees can work in group and
with happy mood then this will help in reducing resistance of them in change management also.
With this assistance, employees relations can influence HRM decision-making in following
ways:-
Profit Maximization: If management can achieve success in managing relationship
between employees and employers then this would helps in accomplishing targets of company
on time. As retailers are always focuses providing effective customer services, therefore,
Morrisons provides various HRM practices to manage good relations among employees so that
they can complete demand of clients on time.
Early Achievement of Set Targets: If employees have good relations with each others
and employers then they can understand priorities of organisation and help in attaining all
objectives within less period of time (Costea, Amiridis and Crump, 2012). For getting high
productivity of workers, management of HRM provides short-term targets to them which would
help in reducing pressure of working.
Increase in Sales: Good relationship among employees helps in providing effective
services to retail organisation which result in increasing sales and profitability in a desired
manner. This would enhance sales performance and productions of industries as well as increase
profitable share in marketplace of a company.
Parties involved in employee relations:
Employer: Management of a firm like Morrison are required to conducts proper staffing
process in order to get adequate workforce. They should organise seminar meetings or
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conferences on regular basis with workers so that they can know what changes are going on in
business as well as objectives and goals required for further achievement. This type of activity
also aids employers in developing good relationship with employees through which retention of
them can be gained for long-term profitability. If employers behave with workers in a proper
way then it will generate feeling of equality at such workplace. In such environment, employees
would like to retain for long period of time.
Subordinates: In making effective employee relations, subordinates of business also help
as if workers are not properly behave with management and seniors then it will affect whole
environment. So, employees of Morrisons are required to follow rules made by management and
support them in achievement of business. In addition to this, they should give respect to seniors
so that positive environment can be maintained.
Strategies for good employee relations:
Effective communication: Managers of a firm are required to make proper
communication with other people who are associated with firm. They should give proper and
open environment to employees so that they can share their problems with them. This would help
a firm in getting effective employee relationship. If workers are behaving with each other in a
proper way and share problems with effective communications then it will improve image of
company in a marketplace.
Counselling: Providing counselling to workers aid a firm in determining their problems
and expectation they want from business. This would aid managers in providing proper guidance
to employees as well as satisfying needs so that they can work in an appropriate manner. By
attending counselling sessions, employees can feel more energetic and work in positive manner
which aid them in increasing their performance level as well.
P6 Key element of employee's legislation and its impact on decision making process of HRM
Employment legislation impacts decision-making process of HRM of a company which
includes designing or redesigning the workforce by providing healthy and safe working
environment of workers. In context with providing safety to people Human resource
management have to formulate plans and policies in order to provide discrimination free
environment and equality in workforce (Chang, Chiang and Han, 2012). If they do not comply
employment with legislation then they will be legally penalised by regulatory bodies. As
Government of UK has mandatory to all organisation to introduce these legislation specially at
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the time of recruitment. Therefore, management of Morrison always engages in providing
equality to employees as well as gives opportunity to disable people to do job in this company.
These legislation also impact social security plans of a firm.
Health and Safety Law: This law was enacted by Parliament of United Kingdom for
managing and protecting their safety along with health issue while working in the organisation.
This act provide various benefits and facility such as 39 week paid leave etc.
Equality Act 2010: This law was formed in 2010 which legally provide non-
discrimination treatment within the working environment (Tochaee, Hosseini and Reihani,
2016). As per this law worker can not be treated differently within the working environment on
the basis of demographic factor such as age, gender, race etc. This act was a replacement of Race
Relation Act which is amended by parliament of United Kingdom in 2010 as the race relation
act.
Worker Discrimination Act: This can be considered as one another act which is enacted
by parliament of UK for safeguarding and treating disable individual in workplace equal to the
other worker. No disable can be discriminated on the grounds of their disability.
Minimum Wage Act: It can be considered as major law where every organisation should
be provided equal amount of wage. Government has determined minimum 48 hours time of
working as well as determined minimum wage amount as per the age limit. Here are mentioned
the structure of wage:
Age Pay (£)
Age over 25 7.50 each hour
Age between 21-24 7.05 each hour
Age between 18-20 5.60 each hour
Under 18 4.05 each hour
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TASK 4
P7 Application of HRM practices
For effective customer relationship management, HR managers of Morrisons has seen
some vacant position in marketing department (Bondarouk and Ruël, 2013). So, they use
external source instead of internal one for recruiting best managers in this divisions who will
help in identifying trends of marketplace and demands of customers so that they can help in
increasing sales performance. Therefore, they conduct following procedure which involves
advertisement on website of this company:-
Job Details
Post: Marketing Manager
Department: Marketing Department
Job Purpose
Identify trends of marketplace, price strategy of competitors having same products and taking
feedback of customers about services of firm.
Roles & Responsibilities
 Searching needs of market where a firm can sales its products.
 Identifying suppliers through which company can get resources on low cost.
 Measure performance of each member of marketing group if necessary replace them
with highly qualified one.
 Help company in making decisions and price strategies so that it can achieve
competitive advantage.
CV:
Curriculum Vitae
Name:
Address:
e-mail id:
Contact No.:
Objectives:
Working in retailing sectors from many years so have experienced and sharp knowledge to
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provide effective services to customers as well as able to manage large number of employees
and their relationship in a positive manner
Qualification:
 Bachelor in Business Administration
 Master in Business Administration in marketing field.
Experience:
Minimum ten years of experience in customer service department
Skills:
 Effective managerial and leadership skills
 Have abilities to attract customers with products of a company
 Have good communication skills
DNA:-
 Driven and energetic
 Sense of urgency
 Competitive nature
CONCLUSION
This assignment has considered all major importance of human resource management. It
has described how this management helps a company in achieving its desired success. It has
elaborated the role of HRM in providing benefits to employees and company. According to
requirement of manpower in workplace, managers perform various activities like recruitment,
selection, planning, staffing, organising, training and development, compensation etc. They
include various practices for providing benefits to employees so that company can get high
retention of employees which reduces turnover of labour also.
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REFERENCES
Books and Journals
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-
662.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Durão and et. al., 2012. Bone regeneration in osteoporotic conditions: healing of subcritical-size
calvarial defects in the ovariectomized rat. International Journal of Oral &
Maxillofacial Implants. 27(6).
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Minbaeva, D., and et. al., 2014. MNC knowledge transfer, subsidiary absorptive capacity and
HRM. Journal of International Business Studies. 45(1). pp.38-51.
Nijssen, M. and Paauwe, J., 2012. HRM in turbulent times: how to achieve organizational
agility?. The International Journal of Human Resource Management. 23(16). pp.3315-
3335.
Purser, H. R., and et. al., 2015. Definitions versus categorization: assessing the development of
lexico-semantic knowledge in Williams syndrome. International journal of language &
communication disorders, pp.1-13.
Tochaee, E. B., Hosseini, H. M. and Reihani, S. S., 2016. On the fracture toughness behavior of
in-situ Al-Ti composites produced via mechanical alloying and hot extrusion. Journal of
Alloys and Compounds. 681, pp.12-21.
Vaiman, V. and Brewster, C., 2015. How far do cultural differences explain the differences
between nations? Implications for HRM. The International Journal of Human Resource
Management. 26(2). pp.151-164.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration. 34(2). pp.174-195.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
Online:
Importance of HRM practices in an organisation, 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
Benefits of employee and employer through HRM practices. 2017. [Online] Available
through:<http://smallbusiness.chron.com/effects-hrm-workplaces-41697.html>
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