Importance of Employee Relations in HRM Decision Making

Recruitment Process

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Nature & purpose of HRM ...............................................................................................3
P2 Discuss the strength and weakness of various methods to recruitment and selection......5
TASK 2............................................................................................................................................6
P3 Benefits of various HRM practices for both employer and employee..............................6
P4 Assess the effectiveness of various HRM practices in order to raise organisational profit
and productivity......................................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relation in influencing HRM decision making ........................9
P6 Elements of employment legislation and its impact on HRM decision making............10
TASK 4..........................................................................................................................................11
P7 Application of HRM practices........................................................................................11
CONCLUSION .............................................................................................................................14
REFERENCE.................................................................................................................................16

INTRODUCTION
Human resource management is a unit of management in which it involves managing of
employees for achieving better performance such as selection, recruitment, training,
development and performance appraisal of employees within company as well as they manages
functions & activities of organisation. The main four elementary activities of HRM are planning,
organising, directing and controlling. The company chosen in this report is Morrisons which has
fourth largest chain of supermarket in U.K. It was founded by William Morrisons in 1899. This
report will cover various feature like meaning, purpose and functions of HRM, influence of
legislations, effectiveness of recruitment ans selection. It also discuss about job evaluation
process, relation between employee-employer and impact of laws on corporate & employee.
TASK 1
P1 Nature & purpose of HRM
Purpose and function of HRM
Human resource department posses responsibility to manage the requirement of
employee in organisation so that there can be maximisation of efforts of employees. The overall
responsibilities of a human resource manager is basically divide in three major areas that are
staffing, compensation of employees and designing of work (Noe and et.al 2018). In Morrisons
there are different functions that are used for providing training to human resource and their
overall workforce:
 Job analysis: This is a function that is describing the overall details of a job according to
different qualifications that can help organisation to get the competent workforce. This
function is performed in Morrison to plan the process of hiring of overall workforce. Training & development: It is a function of HRM that is focussed on enhancing skills of
employees by the process of training so that overall capabilities of employees can be
increased (Stewart and Brown, 2019). In Morrison with changing technology there is
need to train employees to perform certain specific functions apart from their regular job
role and responsibility. For this there is a need to Performance management: It is a function that is helping a organisation in evaluating
their level of performance according to set standards according to which there has to be

performance measurement. It will facilitate human resource managers of Morrisons to
plan the incentives to motivate employees to contribute according to their present level of
performance. Benefits and compensation: This is a function that is related to cost controlling to hire
competent employees, offering fair remuneration & equal benefit to employees according
to performance level and job criteria. This function is going to help employees in
Morrisons to plan their compensatory requirements. Maintaining good working conditions: human resource department posses the
responsibility to offer a good working climate to their workforce so that their overall
level of performance can be enhanced. In Morrisons working environment is one of
fundamental factors that can increase the present motivation level of employees. Managing employee relations: Employees are main pillars for any organisation.
Employee relationship is a wide concept and a crucial factors that can lead to fostering of
good employee relations (Mondy and Martocchio, 2016). Management of Morrisons has
to maintain a balanced relation between employer and employee that is a key factor to
ensure success of this organisation.
 Orientation of employees: It is crucial to provide orientation to employees that is a
fundamental factor in helping a new employee to adjust themselves in a new working
environment. In Morrisons there is proper employee orientation program that is based on
gaols and objectives of organisation so that overall short term and long term objectives
can be enhanced in the specified time period.
There are some specific functions that are part of workforce planning & resourcing in Morrisons.
It includes analysis of vacant positions then according to that planning of recruitment & selection
in organisation. Further there is orientation planning and in case employees do not posses
required skill to perform necessary business function then there is policies related to training &
development that is also a crucial aspect of workforce planing and resourcing in Morrisons.
Soft and hard approach of HRM is used for resourcing and workforce planning in
below mentioned manner:
 Hard approach: It is a approach where employees are treated as a crucial resource for
achievement of organisations objectives, the main focus of this approach is to identify the
workforce requirement that is flowing from top to down and with a little amount of