HRM Practices and Organizational Performance

This assignment requires students to analyze various research papers focusing on the relationship between Human Resource Management (HRM) practices and organizational performance. The provided list of scholarly articles covers diverse aspects of HRM, including its effectiveness in achieving strategic goals, the influence of leadership styles, and the challenges faced by HRM professionals in turbulent economic times. Students are expected to critically evaluate these research findings and synthesize a comprehensive understanding of how HRM contributes to organizational success.

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 an
organisation............................................................................................................................1
P2. Strengths and weaknesses of approaches for recruitment and selection process.............2
TASK 2............................................................................................................................................4
P3 Benefits of HRM for employer and employee in Morrisons............................................4
P4 Evaluation on effectiveness of different HRM practices..................................................5
TASK 3............................................................................................................................................6
P5 Importance of workers relations to influence HRM decision-making..............................6
P6 Key element of employee's legislation and its impact on decision making process of HRM
................................................................................................................................................6
TASK 4............................................................................................................................................7
P7 Application of HRM practices..........................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
An organization is a group of many people who are working to attain a common business
objective. These persons are generally called human resource who contributes their efforts to
attain goals of a company in a limited period of time (Bondarouk and Ruël, 2013). Therefore,
department of industry which manages entire work of employees and provides them various
benefits are referred as human resource management. HR managers perform various functions in
order to introduce high qualitative workforce in a company as well as provide them various
benefits like training and development, reward and compensation etc. It will help in managing
the workforce and retaining them for longer period in an enterprise as well (Ehrnrooth and
Björkman, 2012). This present report focuses on the importance of HRM in a firm like
Morrisons which is a trading company of UK. It has more than 500 stores across the country as
well as 132,000 over there. Its human resource management along with various departments help
this firm in achieving the fourth largest retailer company. Procedures and functions of
management are some main highlighted point of this assignment.
TASK 1
P1. Importance of HRM in workforce planning along with its purpose and functions in an
organisation
Workforce planning refers to introduce the best talented people in an enterprise who
possess required skills and knowledge according to company’s business operations. Therefore,
human resource management in a firm performs various functions in order to recruit employees
according to business needs. Along with recruitment and selection, HR managers in a company
like Morrisons take many responsibilities like staffing, planning, organising and more (Chang,
Chiang and Han, 2012). The main function is to manage people in a proper way as well as to get
their work appropriately. HRM of this company performs various functions in order to increase
productivity and profitability in the following manner:-
Functions of HRM:
Recruitment and Selection: This is the main function of managers for which they used
various activities to hire eligible employees in workforce. In Morrisons, HR managers use
various approaches for recruiting the best candidates
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Training and Development: After hiring new candidates, managers provide essential
training programs to them in order to make them able to work in a required manner. Along with
this, according to change in technologies they provide training to previous employees also so that
they can learn how to work on.
Compensation & Benefits: In order to encourage workers, superiors of Morrisons give
compensation and benefits to employees including flexible working hours, insurance policy and
more. This process would help in gaining retention of workers for longer period of time.
Healthy working environment: Every organisation should provide a healthy and safe
working environment to its workers (Costea, Amiridis and Crump, 2012). So, managers of
Morrisons also perform various activities in order to maintain the safety of people. They
introduce various equipments in workplace which helps in reducing hazardous situations as well
as provide learning and training programs to workers to how such apparatus use in critical
situations.
Performance Appraisal: Managers also measure performance of every individual as well
as appreciate them on regular basis by giving bonus, flexible working hours and incentives. This
process of performance appraisals helps in encouraging and motivating the employees to work
hard for achievement of company’s success in a limited period of time.
The main purpose behind all these functions of HRM is to manage people and get their
work in an appropriate way. Through this process, managers help owners of a company to get
business goals and achievements in a set period of time. This process would help in raising
productivity and profitability in a proper manner.
P2. Strengths and weaknesses of approaches for recruitment and selection process
Since technology has developed so far therefore, it gives various methods to companies
to search and hire eligible employees in a proper way (Durão and et. al., 2012.). These methods
includes external and internal source to hire candidates and recruit them according to job roles in
a company. Both these sources has own benefits and limitations which can be explained as:-
External source: This source use to search candidates by online procedures, campus
placements, employment exchanges and more. For this process, employers of a firm need to
make an advertisement including job description, personal specifications etc. in newspapers and
on websites to invite eligible candidates for specific positions.
Strength Weaknesses
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The main strength of external source method is
that it provides various candidates for a single
job to companies. This would help managers to
choose best from them by further selection
procedure (Ganopoulos and et. al., 2013).
Along with this, it also aid to introduce new
person having fresh and innovative ideas.
The main weakness of this process is that it
requires lot of time and money to recruit
eligible candidates as well as managers need to
verify the documents like KYC of them in a
proper manner.
Internal source: This sources use to employ persons from within the workforce. It
includes various methods like transferring job of employees, giving promotion or demotion to
them and more.
Strength Weaknesses
The main benefit of this process is that it helps
in getting employee satisfaction in a firm as
well their retention too for longer period of
time. It also consumes less time and money as
compared to external source.
Internal source method fails to provide
innovation in workforce as well as sometimes
employees who haven’t get promotions feel
demotivate as well.
Sources of Selection method in Morrisons Company: HR Managers of this firm uses
both internal and external sources of recruitment to hire candidates on specific positions. Among
various procedures, they prefer online method for searching applicants from external
environment. For this process, they prepare necessary document like job description, personal
specification, curriculum vitae and more. These elements can be described as: Job analysis: It is the initial step of documentation in which managers used to gather
information about available job vacancies (Gheiratmand and et. al., 2015). They conclude
requirements need to fulfil specific positions and make decisions accordingly. After
analysis they conduct various activities to hire the most eligible employees in workforce.
 Job Description: It is the second phase in which managers used to provide details about
job vacancy as well as mention essential information including salary, experience, roles
and responsibilities, eligibility criteria etc.
.
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TASK 2
P3 Benefits of HRM for employer and employee in Morrisons
UK Government has given opportunities to new firms to open their business at
marketplace on low cost. This would cause increase in completion at higher rates which forces
established companies to bring changes in organisational behaviour in required manner. Along
with this, in order to implement changes at workplace they need to implement HRM practices.
These practices provide benefits to not only employers but for employees too. In context with
Morrisons, these benefits can be explained as below:-
Employer’s Benefits:
Focus on tasks or assignment: Through HRM policies, employers of Morrisons can
distribute difficult tasks among workers by turning into various activities. This would help in
getting better outcomes in a short period of interval (Guest, Paauwe and Wright, 2012). Along
with this, engaging employees in a common task aid in reducing chances of conflicts also.
Using work time: Distribution of work within group, help in accomplishing a task on
time. Through which employers can utilise time in a profitable way. Utilisation of time and
efforts of people help in gaining profitability and increasing growth of business as well.
Reduce absenteeism: HRM practices include various training and learning programs for
workers which helps in making employees more qualitative. This process assists workers to
retain in a firm for longer term. Thus, for employers it is beneficial in reducing heavy labour
turnover.
Employee’s Benefits:
 Experiences in new areas: HRM practices help workers in getting various opportunities
like to do a task in own manner as well as increasing knowledge in new fields and more.
The most beneficial practice of management is employee engagement which helps them
to develop relations with others and doing a task easily on time.
 Opportunities of training and development: Management provides opportunities to
employees to enhance their abilities and knowledge in a particular field through training
and development programs. These programs help in career development also.
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 Personal satisfaction and cultural interest: HRM practices prove beneficial in
providing personal satisfaction to individuals in an effective manner.
P4 Evaluation on effectiveness of different HRM practices
HRM practices in an organisation prove effective when a company achieve its set target
and goals on time as well as in proper and legal manner (Keegan, Huemann and Turner, 2012.).
It involves various training and development programs, reward and performance appraisal
system, staffing and organising etc. In addition to this, formulating new strategies and policies
according to change in marketplace helps in gaining competitive advantages at marketplace and
move one step forward from rivals (Kaufman and Miller, 2011.). Approaches of management
techniques are also used in maintain work of people at workplace in a profitable manner. Along
with this, it assists workers to give their commitment and contribution in achievement of
business goals in required manner. Further, HRM approaches of big organisations like Morrisons
are useful in analysing trends of marketplace, choice of customers and more which helps in
providing services accordingly.
Setting of directions and implementation: It refers to major advantage of HRM practices,
which forced managers to set clear directions to the employees as well as provide them proper
guidelines. It helps employees to understand their roles and responsibilities in a firm so that they
can work according to required manner.
Update skills and maintain productivity at workplace: Managers used to measure
performance of all individuals on regular basis in order to evaluate their weaknesses and
strengths. After then provide various training and development program as per needs of them so
that so that they can gain abilities and reduce weaknesses in a short interval of time (Kim and
Bae, 2017). This would help in developing career of people also.
Drive performances of employees: HRM practices also assist companies to provide
rewards and appraisals to employees for appreciation of their contribution in business success.
This process encourages them to do more work hard.
Below are mentioned some HRM practices and their effectiveness:
 Selective hiring: It is the responsibility of HR department to hire, recruit and select
appropriate candidates which are capable to perform business operations. These HRM
practices helps HR manager in hiring only those candidates which are well suited to the
job. Due to this overall productivity and working potential of Morrison will enhance.
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 Extensive training: It is the duty of HR department to provide required training and
orientation to employees. Providing training will helps them in increasing their skills and
work carrying capacity. This will helps the organisation in achieving their aims and
targets in a more efficient manner due to which revenue and profitability of firm will
enhances. Information sharing: Information sharing among different levels and departments is also
the work of human resource management. Appropriate sharing of information will results
in resolving issues and conflicts in a better way. Also, misunderstanding among
employees will be reduced if information will be precise and clear.
TASK 3
P5 Importance of workers relations to influence HRM decision-making
Employee relations play an important role in growth and success of a company. Relation of
workers shows bonding of them in a positive way. Staff members can share views, opinions and
knowledge to each other if they have good relations with each other (Heikkilä and Smale, 2011).
Therefore, it is a responsibility of managers of a firm to use various HRM practices which helps
in developing the relations of workers properly. Morrisons Company concerns more on
providing effective relationship among people for proper coordination. For this purpose, they
used to provide various benefits and compensation to employees in order to gain their
contribution in success of company. Relation among employees impact much on behaviour of
organisation and on individual too. It is required for managers to give them positive working
environment also which helps in maintaining their relations in a positive way. Along with this,
managers should include workers in decision-making procedures also by taking their views on
implementation of new policies and strategies also. They also required engaging people in a
common task by including them in group (Kultalahti and Viitala, 2015). This would help in
identifying needs and requirements of workers and fulfil them accordingly. Some major benefits
of employee relations in a firm like Morrisons are:-
Sharing work: By healthy and positive relations with other person, employees can share
their problems easily with each other in a part of task as well as get help accordingly. Due to
sharing of problems and issues, it will be easier for manager to eliminate those elements which
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are having a bad impact on working culture of organisation. Therefore, managers should
formulate new policies and techniques to build strong relations among workers at workplace.
Resolve conflicts: Good relations also necessary in reducing chance of conflicts in a large
way. Positive employee relation will benefits Morrisons in sustaining a strong bond among
employees due to which work carrying capacity and overall productivity of organisation will
improves. This would help employers to get better work of employees as well as increasing
profitability easily. If conflicts will be resolved appropriately, employees will able to
concentrate more and deliver their best performance.
P6 Key element of employee's legislation and its impact on decision making process of HRM
For working in a better manner Government of United Kingdom has formulated various
laws and legislations so that no single person can be entertained. Therefore, it includes norms
that are related to the company regarding their structure and nature of business. Morrison
Company had adopted hierarchy system for their business operation and it is enabling the in
communicating with all the employees and subordinates in an effective way (Vermeeren,
Kuipers and Steijn, 2014). Therefore, it depends upon the size of the organisation large may have
huge structure with lots of complexity whereas small may have limited number of employees
because of which transparency is maintained between them. Thus, it is necessary of the HR of
Morrison company that they follow hierarchy system in order to communicate with all its
members in a better way. Henceforth, they are determining some of the elements that are
providing them advantage in order to work in a better environment and these are as follows:
Analyse position: It is considered as an important factor as this gives an overview about
the position for which the recruitment process is taking place. Therefore, mangers should have
details about the particular job vacancy so that individual can apply for the same. This will assist
the organisation in choosing eligible candidates for the right post.
Equal wages act: It is important that company treats every individual equally so that
healthy environment is maintains in a required way (Nijssen and Paauwe, 2012). Regulatory
bodies of United Kingdom have formulated this law so that no one is discriminated on the basis
of caste, gender, sex, religion or colour.
Minimum payment scale: Under this, a minimum pay scale is fixed for any post whether
a person is a male or a female (Guest, Paauwe and Wright, 2012). No discrimination is done and
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all are treated equally. Morrison Company has set their minimum salaries as regulate by the
Government of United Kingdom.
Employees’ right act: This is related to safety and security of an employee who are
working a particular firm. Therefore, Morrison Company has implemented all the factors which
workers can avail like they are providing medical facilities, bonuses and many more.
Workmen’s compensation act: This act was formulated by the Government of United
Kingdom so that better compensation can be given according to their capabilities. While
working for the organisation if the person faces any accidents or fatal injury that individual have
a right to avail all the facilities that are provided by the company.
TASK 4
P7 Application of HRM practices
HRM practices involve various activities like recruitment and selection, training and
development, performance appraisals and more. In Morrisons, major benefit of such practices is
staffing procedure (Lamba and Choudhary, 2013). For this assistance, its managers used to
analyse job requirements first after then prepare necessary documents which includes job
description, specification, curriculum vitae, offer letter etc. For Instance: Suppose this firm needs
to recruit officers in HR department then its managers will provide a necessary advertisement in
newspapers and on websites which includes following procedure:-
Job Description
Organisation name
Morrison Company
Job profile
Human Resource Assistance
Location
London, United Kingdom
Report to
Senior HR
Roles and Responsibilities
 Must have the capability of making strategies and plan of action.
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 Should be able to maintain a record of accounts, finance and other profiles.
 Have proper knowledge of recruitment and selection process.
 Must be able to analyse the performance of a worker in the company.
 Should be able to convince stakeholders and investors so that they can invest their
money in respected firm.
Required Qualification
MBA in Marketing and Finance
Experience required
3 to 5 years
Salary
9 to 12 Lakh per annum as per the acquiring knowledge
CV:
Curriculum Vitae
Name: Edward Lewis
Address: 46 th Avenue, Elizabeth Street, London, United Kingdom
Contact number: 6565487696
Email Id: [e-mail]
Career objectives: TO working with a renowned company where I can enhance my existing
knowledge and use them for giving by best efforts.
Qualification:
Graduation in Business Administration
MBA in Marketing and Finance
Experience:
Minimum 8 years experience in HRM field.
Personal skills:
 Effective communication skills
 Have the quality of leading a team from front
 Capability of working under pressure
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 Resolve problems easily
Declaration: I hear by declare that the above information is true as per my experience and
knowledge.
Some applications associated with HRM practices are mentioned below:
 High performance working: It involves several human resource practices which are
training, compensation, performance selection, appraisals etc., to increase effectiveness
of workers working in a firm. These high work performance practices will benefit
Morrison's working staff to increase their motivation and capabilities.
 Outsourcing: This take place when management of an organisation hires an external
suppliers to perform their HR tasks. Payroll outsourcing takes place due to two reasons
i.e. it is a time consuming tasks for employees and companies needs expertise to perform
HR functions.
 Performance management: It is the procedure of evaluating performance of employees
on annual basis to analyse their working potential. In accordance to that employees
working in Morrison are given incentives, benefits and rewards.
CONCLUSION
From this report, it has concluded that human resource management is an essential part of
an organisation. It helps in organising and maintaining entire functions in a proper way. It uses
various practices according to need in working system to assist companies to achieve their
success in a profitable way. Along with this, managers help in performing various activities like
planning, staffing, directing, training and developing, recruiting and selection. These processes
help in achievement set goals and objectives on time as well as in an appropriate manner.
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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.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
pp.322-327.
Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Keegan, A., Huemann, M. and Turner, J. R., 2012. Beyond the line: exploring the HRM
responsibilities of line managers, project managers and the HRM department in four
project-oriented companies in the Netherlands, Austria, the UK and the USA. The
International Journal of Human Resource Management. 23(15). pp.3085-3104.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor &
Francis.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
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.
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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.
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.
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