Importance of Employee Relations in HRM Decision Making
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This article analyzes the importance of employee relations in influencing HRM decision making in Morrisons. It discusses how employee relations contribute to productivity, a positive work environment, employee engagement, satisfaction, and advocacy.
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Recruitment Process
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Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1) Explain the nature, functions and purpose of HRM which helps to effectively workforce managing.....................................................................................................................................3 P2) Critically analysis the strength and weaknesses in relation to different approaches..........4 TASK 2............................................................................................................................................8 P3) Evaluate the benefits of employer and employees in order to using HRM practices.........8 P4)Examine the various HRM practices which helps to achieving organisation goal and objective of company.................................................................................................................8 TASK 3............................................................................................................................................9 P5) Analyse the importance of employee relations in respect to influencing HRM decision making in Morrisons...................................................................................................................9 P6) Explain the various factors which are impact on employment legislation and HRM decisions....................................................................................................................................10 TASK 4..........................................................................................................................................11 P7) Elaborate applications of Human resource management practices with reference to occupational circumstance.....................................................................................................11 CONCLUSION.............................................................................................................................14 REFERENCES..............................................................................................................................15
INTRODUCTION Recruitment is important process for an organisation due to including internal and external sources which result as analysis on that basis selected which one is most appropriate. Human resource management is tools and process which are managing employees effectively and efficiently in order to enhancing profitability and productivity of company. It includes various tools and techniques which helps to achieving organisation goal and objective of company. The chosen organisation for this report is Morrisons which are one of the leading supermarket chain in United Kingdom(Abou Hamad, 2020). It providing wide range of products and services to customers. The report is about HRM functions, purpose and scope as well as various sources such as internal and external recruitment process. It includes analysed effectively on the basis of strength and weaknesses and benefits of employees and employers. It involves employees relation which affecting HR decision and developing various application regarding job profile, job description & offer letter. TASK 1 P1) Explain the nature, functions and purpose of HRM which helps to effectively workforce managing. Human resource is plays vital role in order to effectively managing resources in an organisation which includes various HR has various responsibility in order to enhancing organisation profitability and productivity of company. In relevance of Morrisons, it includes HR manager conducting various activities which helps to improving performance of employees. There are ample numbers of functions which are discussed below. Job evaluation-: This is the function of HR manger which designing job role and analysed in order to placed right individual at right position at right time(Breaugh, 2017). In relation of organisation, it includes various function and activity which hiring candidate at vacant position on the basis of their knowledge and skills. Performance appraisal-: It is the most important function of HR which including 360 degree performance appraisal which includes HR manager evaluating performance of employees on that basis establishing reward system. It involves motivating and encouraging employees towards the works.
Recruitment and selection-: It includes HR manager recruiting and hiring that candidate which are capable and able to perform the business activity effectively. It involves HR plays vital role in order to hiring right person at right time. In context of company, their ample numbers of selection step so candidate clear them so hiring candidate. Compensation and benefits-: HR measure the performance of employees on that basis providing remuneration and compensation to each and every employees. It includes various process which refers to increasing productivity and profitability of company. In reference of company, it including maximizing effectiveness of company in order to managing workforce properly(Chakrabortty, 2018). There are ample numbers of approaches which organisation utilised effectively which are follows. Hard approach-: This approach which including employees as important resources of an organisation in order to enhancing productivity of company. In relevance of Morrison, it includes applied this approach which result as achieving organisation goal and objective of company. This approach utilised in order to employees adding value day by day in operation and successfully run operations smoothly so enhancing profitability of company. Soft approach-: This is approach which refers to employees as valuable asset for an organisation so accordingly HR manager conducting training session in order to effectively and efficiently accomplished work performance. In context of organisation, it includes motivating and encouraging workforce in order to performing work effectively and efficiently so it helps to retaining employees for longer period of time. Analysing of Human resources function in order to managing workforce effectively. It is process and tool which most of organisation utilising which result as performing business operation effectively. It includes various function which are managing the employees and resources in order to effectively conducting the business activity(Daoust, 2020). It involves various tools and techniques which helps to managing employees and conducting training programmes effectively. P2) Critically analysis the strength and weaknesses in relation to different approaches. Recruitment is process which organisation inviting the application of applicant and scrutinize on the basis of qualification and education which meet the requirement for particular job profile. It is way to attracting the ample numbers of candidate. There are two sources such as internal and external sources such as.
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Internal source of recruitment which are follows: Internal source refers to those which including filling position through existing employees in order to promotion and transfer of workforce. It is utilising effective and efficient tools as well as techniques because saving time and cost. BasisInternal source of recruitment StrengthThis is effective techniques in order to existing employeesplacedatrightpositionsoit includingmotivatingandencouraging employees towards the work. This process is beneficial for employees as well as organisation because saving cost and timeandtimeaswellasemployees developing their career and achieving career goal(Gliszczyńska, 2018). Employees motivated and encouraging due to promoteonhigherpositionsowork accomplished effectively. WeaknessOrganisation promoting existing employees so othercandidatehasloosingchancestoget hiring. HR has also limited choice in order to internal recruiting so they cannot take fresh talent and skills. External resources of Recruitment: ExternalsourceofrecruitmentisanotherprocesswhichareHRmanagerhiring candidates from outside the organisation(Imperato, 2020). It includes they cannot hiring employees but as fresh talent, asset and skills for an employees. It is process which attracting new candidates in order to hiring various innovative ideas and knowledge. BasisExternal source of recruitment
StrengthHR manager hiring external candidate in order to they perform work more effectively. Itincludesacquisitionasnewassetwhich refers to new innovative skills and knowledge which helps to achieving organisation goal and objective of company. WeaknessesExternalsourceofrecruitmentgreatest weaknesses is including high cost and time consuming process. Itincludingvariousstepssoitislengthy process in order to organisation conduction this tool. Analysis-:It includes Morrison using this strategies and tool for recruiting applicant which refers to various kinds of external and internal sources in order to HR manager follow this process effectively(Juntunen, 2018). It involves human resources management using this source inordertomotivatingandencouragingemployeesbecauseitisvaluableassetforan organisation. It is refers to fulfilling the objective and goal of company. Selection-: It is process which candidate scrutinize their application and matching qualification so call on next step it includes various types of selection test such as written test, interview and many others which evaluating skills, knowledge of candidate. It includes various steps and stages such as screening interview process and evaluating various kinds of technical skills are test(Jurmu, 2020). There are various stages which are discussed below. Interview-: This is process which are refers to candidate face to face interview and interviewer asking various questions related to skills and knowledge. On that basis testing skill and qualification. BasisInterview StrengthIt is an effective tool and technique which helps to analysis candidate qualification, skills and many more.
ItincludesHRconductingeffectivelyso saving time and cost which result as face to face conversation. WeaknessesIt is not smoothly process and flow so arising conflictbetweentheinterviewerand interviewing. It involves which refers to conducting specific time frame so proper flow of information in order to effectively not flow the information so result as confusion and misunderstanding. Selection test-: This is process which are conducting by HR manager in order to taking aptitude written test which are written activities(Khatamian Far, 2018). It includes various kinds of relation such as evaluating their general knowledge, technical skill, language and intelligence level. This is paper which including both subjective and objective questions as well as also analysed the computer knowledge because it is required to most of job. BasisSelection test StrengthIt is way effectively checking the skills and knowledge of candidate in order to select right candidate. Itreferstothosewhichinvolvespecific assessment in order to applicant on the basis of qualitative and quantitative questions. WeaknessesThere are including various situation which difficult to analysed because ample numbers of candidates are given(Koskei, 2019). It includes confusion because cannot judge the person personality only checking their skills and knowledge so overall and face to face
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conversion are not taking. Analysis-:On the basis of this Morrison using various tools and techniques in order to selection of candidates so it is most suitable process because easily know about the applicant knowledge and skills in order to conducting written test and aptitude test(Oeripan, 2019). When candidate selecting on the written test so next step is face to face interview which are followed by HR manger so it helps to completely evaluating the personality of person. TASK 2 P3) Evaluate the benefits of employer and employees in order to using HRM practices. Culture of organisation –Organisation culture helps to maintain positive working atmosphere. Organisational culture establish by implementing different rules and regulations. Organisational culture helps to employees to make higher positive attitude toward assigned position. Training and development-different training program help to improve skills at work place to achieve organisation goals. Various skill program help to enhance employees skills and improve their working efficiency. Recruitment-Recruitment procedure helps Human Resource Department to get right individuals according to working profile and appoint them for a longer duration of time. Recruiting practices provides more opportunities to individuals and help to enhance new skills in them(Scholz, 2017). Resolution of Internal Conflicts –this process help to resolve all the issues in working place and to make further guidelines to making better atmosphere at working place. Many employees working together to achieving a common goal and this create internal conflicts. This help to solve internal conflicts between employees at similar job positions. P4) Examine the various HRM practices which helps to achieving organisation goal and objective of company. In every organisation, there are some practices of human resource management to achievementofhighercompetitivegoals.HumanResourceManagementtoenhancethe profitability by improving the efficiency.
In Morrisons there is uses of 360 degree feedbacks which used by human resource manager to analysing a candidate based on certain aspects. This criteria helps to analyse a candidate according to views provided by such superiors and subordinates of the candidate are very helpful to understand the overall personality of a employee. Different methods associated with it and practices- Organisation has to follow some HRM practices according to the objectives and nature of the organisation. Several HRM practices such as feedback approaches leadership, system mentoring programs etc. these all practices are good initiatives which help to maximize the effectiveness of their workforce(Sutherland, 2019). Proper performance monitoring system help to evaluate and analyse the overall performance level of employees according to rule and regulation in the initial stages for every individuals. Evaluation Human resource practices are very useful in organisation as it helps in recruitment and to plan different compensation programs. It helps to development of certain conflict management program. So this help to maximization of contribution of a particular employee towards their job roles and responsibilities. 360 degree feedback is an effective approach that can be used for the purpose of making a overall analysis of individual. TASK 3 P5) Analyse the importance of employee relations in respect to influencing HRM decision making in Morrisons. Employees relation in Human resources management is managing a positive relationship with other employees or workers working there. This is the main factor that directly affects the employees satisfaction and engagement(Syrjä, 2017). In Morrisons, they made relationship with other staff members so positively that it leads to organisational benefit and achievement of goals. There are some importance of employee relations discuss below: Productivity of employees: Employee relations play important in an organisation. It enhance employees productivity as an individual by reducing internal conflicts. As they are happy with each other so this will increase in productivity of their work or in organisation.
Healthy and positive environment:Introduction of employees relations helps the employees in providing healthy and positive working environment. As from the above point if there is reduction in employee conflicts or strikes then it automatically turns into healthy and comfortable environment. Employee engagement:It improves employees engagement and participation in an organisation. They can share and update their point of views with each other. Solve there own issues and problems and also share there discussions and thoughts about any anything with one another. Employee satisfaction:Satisfaction is related with engagement. As if less engagement will be there, then less satisfaction occurs. So to increase satisfaction employees needs to engage with each other. Employee engagement helps the employees in gaining more satisfaction(Wyroślak, 2019). As most of the US employees say that communicating with each other leads to job satisfaction. Employee advocacy:Many company wants to achieve employee advocacy. In order to achieve this employees needs to be ready for making relations between them. For this company needs to keep employees on the top and share every content with them and also involves them in their decisions. Employee relation is a tool which help the employees in performing very well in the Morrisons organisation. The company provide them healthy and comfortable environment to performs their task and increasing in sales. In Morrisons, there is more flexible working practises performedby the employees.Thisincreasetheirtheir satisfactionand also engagement. Managers take feedbacks from employees consistently an understand there level of satisfaction. If there is any issue or problem faced by workers or employees, then manager make strategies to solve those issues. This increase the company's strength and results in increasing profits and sales. P6) Explain the various factors which are impact on employment legislation and HRM decisions. Employeelegislationreferstodifferentemployeerightsandrelationshipswith employers. The main focus is to maintain the individual employment relationship in the organisation in more effective way(Yuvaraj, 2016). The impact of employment legislation on the process of decision making in UK is mentioned below
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Data protection act- Data Protection Act has been passed by the government of UK and it's act is related to controlling the personal information of employees. According to this act, it is the responsibilities of an organisation to male sure that all personal data of employees are protected and it's quality must be maintained. Anti discrimination law– It is law passed by UK that is related with promotion of equality in every organisation. According to this law, not any type of discriminatory practices like sex gender, culture marital, status education, colour nationality, caste creed etc, to be done in the organisation. In Morrison's , it is the responsibilities of the human resource managers to make sure that no discriminatory practices carried out in the organisation. Employment right act, 1996– Employment right act is passed by the parliament of UK. It is necessary to understand the different laws that are part of the act. It is fundamental part of the labour legislation this act have relation with over all rights of an employee and the contract that has been built up between the employer and the employee. This contract must be followed by both the employer and employee. This act also provide security and safety concerns of employers and employees. Evaluation Employee relationships are very important to be maintained in an organisation both for employees and employer(Yuvaraj, 2016). In Morrison's , there is necessary to maintain comfortable environment for employee. So that, high amount of employee engagement and participation of employees and better process to decision making. Planned legislation help to enhance flexibility in function. TASK 4 P7)ElaborateapplicationsofHumanresourcemanagementpracticeswithreferenceto occupational circumstance It is examined that a position of marketing manager is available in the respective corporation and the necessitates for this position are given below: JOB DESCRIPTION JOB DESCRIPTION
Job title:Marketing Manager Department: Marketing Department Job summary-The candidate has to completeprofound market research for the execution of this duty in order to acquire insight about consumer preferences and to create the most efficient marketingstrategyfortheorganisation.Morrisonsisanenterprisethatconsiderstheir customers most significant asset of their organisation. The aim of marketing manager will be to attain maximum amount of consumers by using effective marketing tools. Duties and Responsibilities ď‚·Supervise market research ď‚·Form effective marketing plans ď‚·Continuous evolution of marketing strategies ď‚·Administration of Morrisons social media handles ď‚·Overseeing potent promotion of the organisation Qualification and skills ď‚·Team building skills ď‚·Motivational skills ď‚·Drive to find innovative solutions ď‚·Negotiation skills ď‚·Creative and imaginative thinking PERSON SPECIFICATION JOB SPECIFICATION Job title:Marketing Manager Department:Marketing AttributesEssentialsDesirables Core competenciesď‚·Efficient inter-personal andcommunication skills. ď‚·Conflictmanagement skills
ď‚·Leadershipskillsand inspirational qualities ď‚·Investigativeand evaluative abilities Experienceď‚·Minimum2yearsof experiencein marketing ď‚·Insights in international marketingpractices and procedures. ď‚·Occupational experiencein marketing subject area. Knowledgeď‚·Ways to manage social mediaplatformswith aimtopromotethe organisation. Interview question 1)Tell me something about yourself? 2) what are the top three skills according to you is required for the post of marketing manager? 3) what's is your strength and weakness? 4)why did you leave your last job? 6)Tell me about your experiences and qualification? JOB ADVERTISMENT We're HIRING!! Marketing Manager(Full-Time) An opportunity for talented and effective people to work with multinational organisation like Morrisons and to be the part of organisation family. This is the chance for individuals to show their talent & achieve professional and personal growth. We are recruiting for he position of marketing manager in the organisation.
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42 working hours within a week with extra benefits. Last date of application is December 6, 2020. Pay& Benefits -London Living Wage -Travelling & other allowances -24 days leave Contact: ď‚·Email us on official website i.e. Morissons@job.in. Offer Letter Morissons, UK December, 2020 Mr ABC We feel happy to inform you that to have been selected by company for the post of marketing manager of Morrisons, UK branch. We seen that your marketing skills and interpersonal skills is appropriate for the vacant job position. The joining date is 25thDec, 2020 and will have 3 days induction program. The further details of employment is attached as annexure in this E- mail. We are expecting your joining and the revert of this mail in 3 official days after all the details is communicated to you. Human Resource manager Morrisons. CONCLUSION From the above report it has been concluded that, it includes various HRM functions and purposewhichhelpstosmoothlyrunthebusinessactivityandevaluatingemployees performance. Human resources management plays vital role in order to managing workforce in that way to proving safe and healthy working environment so they efficiently perform the operation. There are various responsibilities such as recruiting, selection, training and many others. It including analysed the internal and external source of recruitment such as interview
and selection test on the basis of strength and weaknesses. It involves benefits for employer and employees due to conducting HRM practices as well as importance of employees relations which influencing in decision making process of HR. Employment legislation is important factor so analysis their impact on HRM. In addition to this, it including various application or examples which refers to job role, offer later and job description and many others. REFERENCES The books and Journal Abou Hamad, J., 2020. The Role of Digital Media in the Recruitment Process in the Middle East. InBusiness and Social Media in the Middle East(pp. 61-76). Palgrave Macmillan, Cham. Breaugh, J.A., 2017. to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Chakrabortty, S., 2018. Assessment of the recruitment process of NRB Bank Bangladesh Ltd. Daoust, L., 2020. Playing the Big Four recruitment game: The tension between illusio and reflexivity.Critical Perspectives on Accounting,66, p.102081. Gliszczyńska,B.C.,2018.TheInfluenceofRecruitmentProcessontheEnterprise Development.Przedsiębiorczość i Zarządzanie,19(4.1), pp.19-30. Imperato, V., 2020. The recruitment process of foreign workers. Juntunen, R., 2018. The experience of the candidate in the recruitment process: a case study of Finnish P&C Insurance. Jurmu, S., 2020. Digital Channels in the Centre of the Recruitment Process: Case Company X. Khatamian Far, P., 2018. Challenges of recruitment and retention of university students as research participants: Lessons learned from a pilot study.Journal of the Australian Library and Information Association,67(3), pp.278-292. Koskei, R.C., 2019.Effect of Technology on Recruitment Process of Millennials in Technology Innovation Companies: A Case Study of Indra Kenya(Doctoral dissertation, United States International University-Africa).
Oeripan,R.F.,2019.THESTRATEGICROLEOFE-RECRUITMENT,RECRUITMENT OUTSOURCING AND RECRUITMENTPOLICY/PROCEDURE IN DEVELOPING RECRUITMENT PROCESS AT PT. XYZ(Doctoral dissertation, President University). Scholz, F., 2017.Disability inequality and the recruitment process: responding to legal and technological developments(Doctoral dissertation, University of Leeds). Sutherland, J.D., 2019. Phenomenological Insights Into the Recruitment Process of International Soccer Student-Athletes. Syrjä, M., 2017. How to Improve the Recruitment Process: Case: MML-Group. Verma, M., 2017. Cluster based Ranking Index for Enhancing Recruitment Process using Text Mining and Machine Learning.International Journal of Computer Applications,975, p.8887. Wyroślak, W., 2019. Analysis of the recruitment process based on airlines. Yuvaraj, M., 2016. Adoption of technology in recruitment of library professionals and faculty members.The Bottom Line.