Human Resource Management Functions and Benefits

This report covers various aspects of human resource management, including its functions, strengths, and weaknesses, as well as the benefits for both employees and employers. It elaborates on different HRM practices such as recruitment, selection, performance appraisal, hiring, firing, training, and development, highlighting their importance in creating a better work environment.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM..................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..............3
P3 Benefits of different HRM practices for both the employer and employee.....................4
P4 Effectiveness of different HRM practices in terms of raise profit and productivity........5
TASK 2...........................................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision making........6
P6 Key elements of employment legislation and the impact upon HRM decision making. .7
P7 Illustrate the application of HRM......................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management refers to a formal system which manages the employees
within in a firm. The HR professionals plays vital role to attain the goals and objectives of the
organization through managing their responsibilities such as staffing, employee compensation ,
training and development, employee engagement to encourage the employees and enhance the
productivity of the firm (Anderson, 2013).
Morrisons is one of the leading supermarket chain in the United Kingdom which was
founded by William Morrison in the year, 1889. Its headquarter is situated in Bradford, West
Yorkshire, England. The company deals in food and drink, clothing, books, magazines, CDs and
DVDs. Hence, the report incorporates purpose and functions, strength and weaknesses, benefits
of different HRM practices for employer and employee. Moreover, it also comprises of HRM
practices to raise the profit and productivity, employee relations, and applications of HRM.
TASK 1
P1 Purpose and the functions of HRM
Human resource management (HRM) is a term which is used to manage a formal system
of an organization. Workforce planning is a continual process which are to be used for aligning
needs and priorities of company. It is helpful in ensuring effectiveness of workforce to meet
regulatory, service and production requirements, legislatives and organisational objectives as
well. Morrisons is a retailing supermarket company that needs to align its staff to maintain the
operation in efficient way. To accomplish the objectives of the firm they needs human resources
that carry out the entire operations to complete the task. Thus, the HR manager has core
responsibility for recruitment and selection of employees as well as manage their benefits which
can help to stay in the organisation for a long time. Through managing the employees, the
organization can attain their standard goals and objectives (Aswathappa, 2013).
Purpose of HRM
There are several roles and responsibilities within organisation that performed by HR
department as they develop different policies, norms and regulation to achieve particular goals.
As Morrisons need to develop strategic management polices that can attain the target in a
systematic manner. Thus, the manager needs to maintain a positive environment at workplace
where people can work in a effective way and reflects in the increased productivity and
performance of the organisation. There are some major purposes of HRM that are defined below:
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 Optimistic environment - An HR assigns the works to the employee according to their
skills and qualification so that they can carry out the task effectively. This establishes a
positive environment at Morrisons and raise the productivity of employees which results
in increasing profit (Brewster and Hegewisch, 2017).
 Laws - The government of the UK has established laws for the benefit of employees such
as wages, equality, working hours and so on. These legislations are followed by
Morrisons in order to maintain the work and productivity. In addition, the managers also
develops some policies for the firm that has to be followed by organization. These
policies can be related to hiring, selecting and terminating an employee.
Functions of the HRM
There are several functions of HRM that are as follows -
 Training and development - This is one of the core function of manager at Morrisons.
The company need to organize training and development sessions for the new and
existing employees so that freshers can learn the system of the organisation that
motivates to work in the new environment. On the other hand, the existing employees can
learn new techniques and tools which can increase their efficiency to work. Recruitment and selections - Morrisons is a retail supermarket that's why it need skilled
employees to carry out the operations. The managers has the responsibility to recruit the
workforce when it is required for the organization.
(Source 1: Basic function of HRM, 2018)
 Managing employee relations: It is a major function that considered by human resource
management as they focus on creating and maintaining healthy relationship among
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Illustration 1: Basic function of HRM

employees to increase productivity. Employees relationship play a crucial role in building
strong work team so that organisation can achieve its goals. HRM have ability to
influence behaviours of employees and work outputs. In Morrisons organisation, it is
necessary to manage healthy relationship and maintain harmony with adequate manner.
 Orientations programmes: HR manager conducts orientations programmes for
introducing new employees with existing people so that they can create better interaction
among them. It support in adjusting with different people and they would work hard for
better team performances.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is defined as the process in which new employees are to be
hired within organisation. It is a procedure of searching and obtaining desired candidates among
the large pool who have required skills, experiences and knowledge regarding specific job. There
are several approaches of recruitment and selection that needs to be follow to hire the skilled and
qualified workforce. These approaches are as follows -
Job analysis – It is a process through which HR manager of Morrisons caters the
information regarding the vacancies. Then, they conduct the process for recruitment and
selection of the candidates according to their skills and educational qualification (Cascio and
Boudreau, 2010).
Job description – After analysing the requirement of the vacancy, the managers of
Morrisons provides the description about the vacant job. It contains the title of the job, reporting
structure, statement and purpose of the post so that the desired candidate can get the clear
guidelines to apply for the vacancy.
Person specification - This refers to knowledge, skills and qualities that should posses
by a candidate for the designation. These are the core requirements of the vacant post and these
abilities examines by the HR manager (Chelladurai and Kerwin, 2017).
There are some other approaches of recruitment and selection that are mentioned below -
Internal recruitment and selection
This is the most convenient way of recruitment and selection because Morrisons can
select its existing employees for the vacant posts. In order to fill the vacancies, the manger
provide the information to the employees and the desired application can appear for the interview
of new job role. It has some strength and weaknesses that are mentioned below -
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Strength
 It is the most simplest way to fulfil the empty designation within a specific time.
 There are several employees in Morrisons who are skilled and knowledgeable. They have
the ability to get the promotion and experience to handle the situations. The employees
will get motivation and it reduces employee's turnover which increase the productivity.
Weaknesses
 Internal recruitment creates one more vacant post as the existing employees gets the
promotion. It will create a mess to manage the work in a systematic way.
 Morrisons will not be able to get the fresh talent, therefore, it will lack of innovation that
can be beneficial for the organization (CHUANG and Liao, 2010).
External recruitment and selection
This is a process through which Morrisons, HR department can recruit the candidates
from outside the organisation. They can give the advertisement in social media websites,
newspapers, magazines so that the desired aspirants can attempt the interview. Then, the
managers can hire the skilled candidates who fulfils the requirement of the company.
Strength
 Morrisons can hire the new and fresh talent after analysing the qualifications of the
employees.
 The new talent can innovate such process that can be raise the profitability of the
company.
Weaknesses
 It is time consuming because the manager needs to analyse a vast pool of talented
candidates to hire the required person who have capabilities to accomplish the given
task .
 The organisation also needs money to invest on the training session for new employees to
make them familiar with organisational operations.
P3 Benefits of different HRM practices for both the employer and employee.
Human resource managers works for benefits of the people who works within Morrisons.
Therefore, they establishes such policies that gives benefits to employer and employees. Benefits
of HRM practices are given below -
Benefits of Employer
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 Utilising the time - Managers of Morrisons utilizes the time of their employees in an
effective way. They divides work among employees according to their skills and
capabilities so that they can work in coordination to accomplish given task within a
specific time (Daley, 2012).
 Decrease in absenteeism – HR manager motivates staff members to avoid taking any
leaves through organizing activities in which employees can participate. Therefore,
employees would like to work in more efficient way to increase their productivity and
performance that will also reduce the absenteeism.
Benefits of employees
 Training and learning – HR managers organizes training that influence employees to
learn new things. It enhances their knowledge and skills which improves their abilities.
Core purpose of managers behind it is that they increase the productivity and
performance of workers through which Morrisons can attain goals and objectives of firm
(Fulton And et. al. , 2011).
 Job security – Morrisons gives their employees a job security which provides a
satisfaction to the workers. Organization takes care regarding health of their employees
that's why they gives them sick leaves, sickness benefits, life insurance, medical care etc.
This gives job security to employees for working within an organisation.
 Motivation – The employees also get motivation for their work and encourage them for
hard work and achieve the goals and objectives. It fill them with the enthusiasm that
pushes them to work in team collaboration to leads to meet the target.
P4 Effectiveness of different HRM practices in terms of raise profit and productivity.
Human resource management plays a crucial role in every organization because it
manages entire task force which is essential to carry out its activities. This management
improves capabilities and efficiency of people who are working in Morrisons. Hence, there are
different HRM practices which raise profit and productivity of an organization mentioned below:
Training and development – Human resource managers establishes policies to give
training to every employees so that they can be able to work within environment of an
organisation (Glendon and Clarke, 2016). While conducting training session, managers assures
that employees should attain appropriate knowledge and skills which is beneficial for them and
company as well. For an instance, as there is an employee in finance department that needs
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training to make them efficient to work in Morrisons. Hence, this training and development
sessions increases productivity of employees that eventually raise profit of the organisation.
Selection and staffing system – This is one of the most important responsibilities of HR
department to analyse need of recruitment and selection of staff. After analysing requirements,
Morrisons develop some strategies to attract the candidates towards Morrisons in order to get
particular job. The managers provides accurate information to peers so that they can get any
chance to apply for specific job role. Therefore, manager increases productivity and profit of
Morrisons through enhancing the productivity of workforce.
Performance appraisal system – It is one of the best policy to motivate employees.
Morrisons has a performance appraisal system on the basis of performance of employees. They
get rewards and bonus regarding their performance and it encourage them to increase overall
performance to get desired position in an organisation which improves productivity and profit of
firm (Guest, 2011).
Team work – Managers assigns some tasks to team members in which every employees
gives their input in most eminent way. It enhances productivity and performance of team because
team members are focused on one task that has to be accomplished. According to their skills and
capabilities, all members coordinates to complete any task within time which used to raise
productivity and profit of Morrisons.
TASK 2
P5 Importance of employee relations in respect to influencing HRM decision making.
It is crucial for Morrisons to establish a strong relationship between employee and
employers because it is key of success for an organisation. If company wanted to achieve its
predetermined goals and objectives then it needs to develop such policies which can establish a
bond between the organisation and workers. There are several factors of employee which can
impact on the decision making (Knowles and Holton, 2014).
Work becomes easy – The organisation needs to put such policies which can develop a
healthy environment at workplace. If there is a friendly and positive atmosphere in the
organisation then, workers can work in an easy way. This will enhance their performance and
focus on their work. The team needs to work in collaboration to complete assigned task because
it will make work easier.
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Problem solving – This plays a vital role in an organization because employees can
communicate whenever they need guidance or solve their queries. It will help to resolve their
problems in an effective way. This will also make management aware about root cause of the
problem and give a permanent solution as well.
Effective communication – Morrisons has an effective transmission of information
among all stages. The management of organisation follows top to bottom approach to share the
information with everyone so that they can know some new changes in an organisation. This
information is used to manage their work according to the modification in various policies and
regulations. Thus, it also helpful in increasing productivity in new atmosphere of the firm.
These are certain aspects which can impact on the decision of human resource
management because when their work becomes easy for employees that eventually creates a
positive environment. Hence, problems will be reduced that increases potential of Morrisons to
raise their productivity and performance of work force (Marchington and et. al. 2016).
P6 Key elements of employment legislation and the impact upon HRM decision making
There are some specific employment legislations that impacts on decision-making of
human resource management of Morrisons. These legislations are given mentioned below -
Equality Act – This act is developed by government of the United Kingdom that protect
their employees at workplace. According to equality act, firm cannot discriminate their worker
on the behalf of their race, cast, colour, nationality and income. For an instance, if Morrisons
terminate their employee due their disease then employee can sue them in court which will spoil
reputation of the company in marketplace (Meredith, 2011).
Minimum working hours – According to government law, Morrisons cannot force their
employees to work more than 48 hours a week. If employee is below 18 years then they can
work only for 40 hours a week. This will reduces the efficiency of an organisation because they
can push employees to work more and breach the rule which developed by government.
Health and safety Act – As per this law, the government has stated that every
organisation has to provide safety measures to their employees such as fire exit system and
health policies etc. The firm cannot force their employees to work in hazardous condition, if
they do not want to do that. As the employees has to right to protest against illegal actions of the
company that is require to outline while developing organisation policies and regulation.
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These are employment legislation that influences the management decision because these
laws are established for the security of the employees.
P7 Illustrate the application of HRM.
There are various applications of HRM that are as follows :
Job analysis : In this phase, human resource department analyse requirement of the job,
regarding suitable educational qualification and skills of their candidates (Purce, 2014). Job
description is mentioned as below -
Job description
Organisation name : Morrisons
Job profile : Human Resource Executive
Location : West Yorkshire, United Kingdom
Report to : Administration office
Roles and Responsibilities
 Formulate policies and strategies of Human Resource.
 Keep tracking the record of attendance and management of personnel.
 Monitor Performance appraisal reviews.
 Training and development programmes for the employees.
 Managing HR related issues according to the staff handbooks
 Recruitment and selection procedure as advertising for the posts, candidates solutions,
follow up the references, sending job offer etc.
Required Qualification
MBA (Human Resource Management)
Experience required
2 to 4 years
Salary
8 to 10 lac per annum.
The next step is taken by the candidates, after getting the notification the desired
candidates sends their curriculum vitae from various sources to the HR of the company to get the
job role. The CV format is mentioned below -
Curriculum Vitae (CV)
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Name:
Address:
Contact number:
Email Id:
Career objectives: Seeking the opportunities to grow with the organization to attain the career
objectives.
Qualification:
MBA (Master in Business Administration)
Experience:
4 years experience in HRM sector.
Personal skills:
 Conflict resolution
 Decision-making skills
 Leadership skills
 Good communication skills
Declaration:
I hear by declare that the above information is true according to my knowledge …...........
Recruitment and selection - When candidates sends their CV to human resource
management after which, managers scrutinize the applications (Scullion and Collings, 2011).
Then, short listed some of the best suitable candidates and call applicants for interview process.
There are several stages of interview as interviewee needs to give some tests for logical and
conceptual abilities, aptitude test and then final face to face interview. In face to face interview,
the HR manager examines candidates behaviour and skills and then select the best candidate
according to required skills and educational qualification for specific job role.
Documentation – After selection of qualified candidates, Morrisons needs to do some
formalities the documentation such as ID Proof and certificates for employee records.
CONCLUSION
From the above report, it has been analysed that human resource management has
significant role in achieving particular task or goals. HR manager focus on managing people and
maintaining their relationship with management so that better environment can be created. They
perform various tasks or functions within organisation including recruitment, selections,
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performance appraisal, hiring and firing, training and development and many more so that best
possible outcomes can be get. In this report, various things rare to be covered including strengths
and weaknesses of recruitment and selections, purpose and functions of human resource etc. It
also elaborate different benefits of human resource management practices for employees and
employers as well.
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REFERENCES
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Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
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answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
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Online
Human Resource Management. 2018. [Online]. Available through:
<https://study.com/academy/lesson/human-resource-management-definition-objectives-
responsibilities.html>
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