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(PPT) Assessment on Human Resource Management

   

Added on  2020-01-07

11 Pages3084 Words416 Views
HUMANRESOURCEMANAGEMENTINTRODUCTION.......................................................................................................................................3ASSESSMENT 1 (Covered in ppt).............................................................................................................3ASSESSMENT 2........................................................................................................................................3TASK 1.......................................................................................................................................................31.1 Explain the purpose and the functions of HRM.................................................................................31.2 The strengths and weaknesses of different approaches to recruitment and selection.....................41.3 (M3) Methods used in HRM practices and application with reference to Morrisons........................51.4 (D2) Critical evaluation of HRM practices and application within Morrisons.....................................5TASK 2.......................................................................................................................................................52.1 (P5) Importance of employee relations impacting HRM decision making in Morrisons....................52.2 (P6) Elements of employment legislation and its impact on HRM decision making of Morrisons.....62.3 (M4) Aspects of employee relations management and employee legislation affecting HRM decisionmaking of Morrisons................................................................................................................................72.4 (D3) Critical evaluation of employee relation and application of HRM practices affecting HRM decision making of Morrisons..................................................................................................................7

TASK 3.....................................................................................................................................................73.1 (P7) Job description and person specification of team leader with reference to Morrisons.............73.2 (M5) Rationale of job description and person specification in the recruitment procedure in contextto Morrisons............................................................................................................................................8CONCLUSION...........................................................................................................................................8REFERENCES............................................................................................................................................9INTRODUCTIONHuman resource management practiced in the company acts as a tonic for the growth anddevelopment of the organization (Daley, 2012). Human resource management not only deals with the recruitment process but is responsible to perform different tasks for the company. The report aims to throw the light upon the purposes and scope of HRM in the organizations. They are responsible for the enrichment of the company with skilled, talented and retained employees. The report also describes the various principles of Human resource management followed in the company. Significance to various factors affecting the decisions of HRM is also evaluated. HRMpracticed in a work related context is also discussed in the report. The report is drawn with reference to Morrisons Supermarket Company (Brattonand Gold, 2012). It is ranked as the fourth largest chain of supermarkets in UK. The company has successfully established itself as a brand and the market shares have grown significantly through the years and has company adopted efficient HRM policies.ASSESSMENT 1 (Covered in ppt)ASSESSMENT 2TASK 11.1 Explain the purpose and the functions of HRMHuman resource management deals with all the people of the organization. They design some of the strategies so that overall performance of the employees can be improved. The purpose of the HRM is to increase the productivity, growth and performance of the employees inthe organization (Wright and McMahan, 2011). This can be used by Morrisons so that they can

hire or recruit an employee as per their requirement. The main aim of this functional unit is to increase the core competencies oamong all the workforce through training and development programs. The retail industry can improve their HR policies by following some of the functions such as staffing, compensation system and designing the work in an efficient manner. These are:Recruitment and selection: It is the role of HR manager to hire a candidate who havepotential to do the work in an efficient manner. For this, the manager has to follow anappropriate process so a skilled workforce can be created within the company. Health and safety: The manager have to follow all the legislative laws and regulations soall employees will be able to get a healthy and safe environment at the workplace. Compensation and rewards: These are necessary in order to increase the motivationlevel of the employees. Rewards can be related to the monetary and non monetary. If anyworkers met with an accident then that person will be liabel to get the compensation fromthe company (Buller and McEvoy, 2012). Through all these functions, Morrisons will be able to improve their growth and position in the market than any other market leader in UK. 1.2 The strengths and weaknesses of different approaches to recruitment and selectionMorrisons can use different approaches in order to hire the potential employees. Some of the methods are:Internal sourcing: In this kind of approach, firm hire a new employee from the existingworkforce. Most of the organizations are using this approach so that their expenses canbe minimized as their no need to provide training to the workers. The advantage of thisapproach is that through this the motivation level of staff members can be enhanced(Guest, 2011). The disadvantage of this is that they will not be able to hire any skilledand innovative candidate from the external world. External sourcing: This is a kind of approach that can be used by Morrisons in order torecruit the candidates from the external world. For example, the manager can use sometools such as newspapers, job boards and so on in order to hire an employee in theenterprise. The strength of this approach is that through this they will be able to getskilled workers so that overall objectives of the enterprise can be enhanced. Throughthis, the brand awareness of the organization can be enhanced. The weakness of thisapproach is that through this the internal motivation level of the employees will not beincreased.

Third Party sourcing: In this type of process, any third party agent recruit the qualifiedemployees for the organization. Through this, the firm will be able to hire skilledcandidates. 1.3 (M3) Methods used in HRM practices and application with reference to MorrisonsHRM practices in the cited company involve many functions such as recruitment of talented workers, training, promoting etc. It also involves activities like organizing, planning, directing, controlling etc. of the staff members (Jackson, Schulerand Werner, 2011). The practices include team work and disciplinary acts. The training methods includes technology based learning, simulators, on the job training, coaching, mentoring, delivering lectures, group discussions, tutorials, role playing, management games, outdoor training, films and videos, case studies, planned reading etc. The recruitment methods involves preliminary screening of resumes, telephonic interviews, personal interviews, group discussions, cultural fit selection, filtration of candidates, technical evaluations, aptitude test, etc. The HR’s are also responsible to retain the existing employees and increase their productivity. For this they adopt the methodology of appreciation and acknowledgements (Jiang and et.al., 2012). This can be done by giving awards and rewards to appreciate their work and motivate them to perform better. They also conduct meetings to resolve the issues faced by the employees in the quoted company. 1.4 (D2) Critical evaluation of HRM practices and application within MorrisonsThe critical evaluation shows that HRM practices enhances the potentialities of the staff members and motivates them to put more effort in order to increase the profitability and the quality of the products offered. The HRM practices must be carefully done as it involves a lot of investment and time (Meredith Belbin, 2011). The planning of the practices is time consuming and lengthy. TASK 22.1 (P5) Importance of employee relations impacting HRM decision making in MorrisonsFor a firm to succeed maintenance of healthy employ relationship is very necessary. Healthy relationship with the workers helps the company to increase its productivity and profitability. If a good relationship is built then operations running in the company will be harmonic and smooth. This will reduce the chances of conflicts and disagreements. In order to create good relations with employees it is important to understand the perspectives as well as their emotions (Boxalland Purcell, 2011). To do this interaction with the workers needs to be increased. This can be done by conducting regular meetings, negotiating with them, listen to their suggestions, try to resolve the issues they face, motivate them. To improve the performances work and efforts of the labors and other staff members needs to be acknowledged.

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