Table of Contents INTRODUCTION...........................................................................................................................1 PART 1............................................................................................................................................1 1. Overview of Company and various labour requirements...................................................1 2. Analyse the current labour market trend and factors that affect the trend.........................2 3. Legislation adopted by an organisation for workforce planning........................................3 4. Current skills required by an organisation..........................................................................4 5. Comparison.........................................................................................................................6 6. Conclusion and recommendation.......................................................................................7 PART 2 : Recruitment and Selection Documentation.....................................................................7 1. Developing a recruitment and selection process flowchart................................................7 2. Undertaking job analysis....................................................................................................9 3. Creating job descriptions for at least two different jobs.....................................................9 4. Producing a person specification for each of jobs............................................................10 5. Reviewing and deciding on most appropriate methods of recruitment and selection to be applied for different roles.....................................................................................................12 6. Recommendations on how to improve processes and documents....................................13 PART 3: Human Resource Life cycle...........................................................................................14 1. Evaluate stages of HR life-cycle applied to specific HR contexts...................................14 2.Evaluation of integration of Stages of HR life-cycle within organizational HR strategy.15 CONCLUSION..............................................................................................................................16 REFERENCES..............................................................................................................................18 Online:..................................................................................................................................19
INTRODUCTION Resource and talent planning is a function which involves coordinating with human resource department of the company. This function helps in ensuring that company is able to attract employees with required skills and competence. There are series of activities which are involved in this function, such as forecasting of future manpower requirements in company, analysing present situation and then planning of further actions which need to be taken by the company. Morrison is a company which is a chain of supermarkets in UK, having 479 stores and its headquarters are there in Bradford, England. This company is dealing in all different types of items such as books, clothing, food, beverages and others(Alexander and et. al., 2017).Morrison also has a unique policy as compared to other companies in this industry such as it believe in providing fresh products to their customers.This report consists of different aspects information related to company, various labour trends of market are discussed, comparison with other organisations of similar size is made and lastly various conclusions & recommendations are made on how can company respond to such changes taking place in dynamic environment. PART 1 1. Overview of Company and various labour requirements Morrison was started in 1899, by William Morrison. Initially there were stores in England and after that they expanded in other parts such as Scotland and Wales. Company also believe in updating with technology this is reason they started online delivery system from year 2014 and for which they also did hiring of trained employees as existing employees were not able to cope up with requirements of company(Amusan and Oyediran, 2016).Morrison was founded in year 1899 and William Morrison laid its foundation. Earlier its location was limited to North of England but later they expanded themselves in south England also. They employ around 110,000 employees and they serve approx 11 million customers every week. This company is also listed on various platforms such as London stock exchange, also is a part of FTSE 100 index. The family of Morrison own around 10% stake in company. Unskilled employees:Theseemployees belong to a category in which only they are needed to perform routine work, they don't require any type of special skills or knowledge and they are given basic work to do. These type of employees will also be required by Morrison to 1
perform their routine tasks and this has a cost advantage for companies as will have to pay low as compared to other employees. Skilled employees:These are those type of employees who can work efficiently and he possesrequiredskills todo aparticular typeofjob. Thiscategoryof employee has a comprehensive knowledge of industry, trade and work for which he is employed in company. Highly skilled:These are those category of employees who can work and at same time supervise work of skilled employees in company. They posses higher competence in comparison to skilled workers in company. Morrison will also require these workers so that there can be effectiveness maintained in functions and operations of company.(Besomi and et. al., 2018). Operationalworkers:Thesearethoseemployeeswhoaredirectlyinvolvedin production process of companies. These are involved in production line of companies. Morrison is a supermarket company there are many tasks which are required to be done by operational workers in company. Arrangement of products on shelves are task which are performed by operational workers in Morrison. Technical workers:Technical employees are those which are hired in companies to perform a job which requires particular set of skills and knowledge, they have to be trained enough to perform their job. Knowledge plays a very important part for these type of employees in every company. These employees mostly are from some engineering background or they posses some technical knowledge required to perform a job. Billing counters, stock maintenance all such works are done by technical workers in Morrison.(Batterham and et. al., 2015). 2. Analyse the current labour market trend and factors that affect the trend Female participation:with changing time it has become more necessary to encourage and motivate women. There are sometimes issues of inequalities being faced by companies. Morrison as a brand believes in encouragement of female participation in their company, but also they do fair selection. They recruit employees based on their capabilities and knowledge they posses instead of discrimination based on gender. Increase in percent of old people:There has been growth seen in working class of people who are above 65 years of age. This rise of age of working class has also lead to rise in dependency ratio in UK. 2
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Increase in flexibility in labour market: There is a decline in contracts of fixed work and trend of flexible work is increasing which basically involves short period contracts, contracts for zero hour etc. UK has a labour market which is lightly regulated as compared to other countries. Rising importance of national minimum wage: National min. wage, which was introduced in 1999 also affects current labour trends in market. Companies today are indirectly experiencing a pressure to maintain a minimum wage criteria for their workers. Employee development:companies are involved in supporting aspirations of their employees. Nowadays, scenario is totally changing which means that companies are laying emphasis on supporting aspirations of their employees, in which they provide them opportunity to experiment with their present role in company. Morrison also needs top focus on analysing this requirement of their employees and helping them in growing as individuals.(Cascio and Boudreau, 2016). 3. Legislation adopted by an organisation for workforce planning Workforce planning is a process which is done for fulfilment of current requirements along with future requirements of company, to increase effectiveness in its performance. Workforce planning is among important functions of company as this helps in recruiting and retaining employees in company(Chowdhury, 2018). Health and safety act 1974: In this law, managers of Morrisonensure that risks of occurrence of accidents in company areeliminated or at least reducedso that employees are able to work in a healthy and safe environment, this also leads to establishment of healthy relationship between employee and employer. Sex Discrimination Act 1975: According to this act, local authorities are required to prevent any kind of discrimination occurring in companies or in society. It basically performs the function of protecting rights of women and providing them with facilities similar to male employees of company. In Morrison, management always makes sure that they are not involved in forming any kind of differentiating policies or doing differential treatment between male and female employees in their company. Equality act 2010: This act ensure that firms are giving equal opportunity to candidates before interview and after selection in company. There must be no discrimination based on 3
culture, caste or any other basis. Knowledge and capabilities of employees is the only criteria which must be company's concern(Edwards and Bassetti, 2018). Unfair Dismissal Act:This act was developed to protect employees and ensure that laws in a company are in favour of employees. This law makes sure that employer is not terminating any employee without giving them prior notice.From Morrison's point, it is responsibility of this company that they have to adhere to such norms before recruiting any new employee in their company.If in certain circumstances, it terminate an employee because of misconduct or wrongful behaviour then, there are chances that company will have to face legal issues or punishments because of such acts. Social security contributions and benefits Act 1992:This act provides employees a right they can ask company for compensation, if they get injured or in case employers have breached any kind of statutory duty which they had to follow. Employers are liable to follow all statutory laws and rules in company, if they breach any then they are liable for fine or further legal proceedings. Working time regulation act 1988: This act was also started by UK government for ensuring relief to employees working in different companies. This act ensures that there must be a balance maintained between their job and life. This act means that employees get enough rest with the work they are doing. Also, this act gives employees right to get breaks between continuous working hours. Reason behind this isthat, this helpscompany in increasing productivity of their employees. Morrison also has to adhere to this law while they are making policies related to leaves and break given to their employees(Kaliannan and Ponnusamy, 2016). 4. Current skills required by an organisation Management of Morrison needs to have upgraded skills which helps employees in performing their roles according to requirement. For development of such skills it is necessary that managers of Morrison have to organize some training and development sessions for their employees. Current market trends and future skills needed by employees are discussed below: Present skills Communication skills:From view of present situation in country it is essential that company needs to posses adequate communication skills of both written and verbal manner so thatthereisefficiencymaintainedinfunctionsofcompany.Iftherewillbebetter 4
communication skills then it will help organisation in dealing with their employees in an effective manner and ensuring that there are no complains on part of employees. Also, if there are any complains or unsatisfactory behaviour of employees then that must be dealt very carefully so that timely solutions can be developed. Communication is a tool whichhelps company in resolving any conflicts, issues of employees. Decision making:This is a quality which is necessarily required to be possessed by company. This helps them in grabbing all opportunities which comes in way of company. Employees also are benefited from this, that they get adequate opportunities to have all round development in form of work they are allotted. Current trend in market is that females are given weight age and there is equality ensured in companies. Thus, organisations need toensure this in making various decisions in company related to hiring and selection of employees. Anticipated skills Management skill :change management is very necessary in companies. It is an activity which is required by HR managers of Morrison are required to deal with continuously occurring changes in a manner such that it has positive outcomes.Change are inherited part of every company, which can't be avoided. Employees tend to show resistance to change, it becomes essentialinsuchsituationstodealwiththemandmakethemunderstand.Employee's performance must not be affected by these changes this also has to be ensured by human resource department of company. Innnovative skills: It is necessary that management of Morrison posses innovation skills so that they are able to help employees in bringing timely changes in company. This has become a “competitive necessity” for company to ensure innovation to have a competitive position in market(Klein and et. al., 2015). Leadership:It is a very necessary requirement that company has adequate leadership skills which they can use in managing their employees. Leadership qualities are compulsorily required to be possessed so that they are successfully able to motivate their staff and keep them inspired towards their work. 5. Comparison. 5
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BasisTESCOMORRISON Current Skill It is identified that management of TESCO is usingvarious skills that helpstheminachievingtheir organizational goals. Such skills are excellent communication skills and skillswhicharerequiredtomake proper decisions in company, these all skills will help company in having proper but company needs to develop innovative skill(Mathew, 2015). Incontexttopresentscenario, Morrisoncompanyhaseffective skillslikepropercommunication, time management in their company. Butforachievingheightslike TESCO they also should focuses on enhancing their skills such as proper management, problem solving skills thatshouldhelptheminsolving their issues arising in their company with help of effective management skillsandproblemsolvingskills. Thisskilldevelopmentwillbe beneficial for company in order to enhancetheirperformanceand providepositiveworking environment to staff members. Anticipated SkillItisacknowledgedthattheentity wouldmakeuseoftechnicaland market researching skills in future as there is a growing trend for making useofuniqueandemerging technologies for gaining competitive advantage in market over the rival firms. In future course of time, Morrison would require certain key skills such asmanagementofchange, innovation and leadership so as to deal with the changes taking place in business environment. 6
6. Conclusion and recommendation Conclusion: From above report, it can be said that there are various types of legislations which are enacted by government of UK(Mayfield and Wheeler, 2016).This helps them in ensuring proper working of all functions in company. Also, there are different tends prevailing in market which companies have to adhere to so that their employees are satisfied and working towardsenhancementoforganisation'sproductivity.Further,skillpossessedbycompany presently are communication,etc. and needed in future will be leadership, innovation and management skills.All such effort are required to be taken by Morrison's management team to ensure productivity of their employees and achievement of targets set by them(Mohammed, 2016). Recommendation:By considering above report, it is recommended to HR managers of Morrison's to analyse the current working trends and focuses on adopting the innovative trends in their operations.Its also recommended to management to follow new market trends for recruiting the employees such as online recruitment with help of job portals as well as its recommend to managers to hire an specialized and skilled candidates who has proper knowledge of all new techniques. So, it help them in doing their operations in effective and efficient manner. Along with this, it also recommended to HR managers to adopt the dynamic environment in positive way that will help them in performing their duties according to changing environment. Its also recommended to management to develop some effective strategies and policieswhich can help them in responding changes and also provide training to their employee's so they can retain and easily adopt changes in their organisation (Mohin, 2017). PART 2 : Recruitment and Selection Documentation 1. Developing a recruitment and selection process flowchart The Recruitment is defined as an overall process of attracting, short listing, selecting and appointing best appropriate candidates for vacant jobs within any business organization. Where as selection isdefined as process which helps HR manager in selecting most suitable candidate for the vacant position in their business organization. Thus, human resource manager of Morrison company has adopted effective recruiting and selection process in their company for hiring suitable candidate(Noe and et. al., 2017). 7
Theflowchartofrecruitmentandselectionprocessisalsoknownasrecruitment workflow. This is a diagram which maps proper sequence of recruiting. Thus, this flowchart uses different symbols as well as arrows for showing what action has to be taken in each step in recruitment process form starting with receiving a job offers till end with on-boarding and joining of candidate. The flowchart of hiring process is defined as an visual image of selection and recruiting course which they both are connected with(Orlova, and Voronin, 2015).Although, this 8
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flowchart is very helpful for management in communicating recruitment process, plans as well as policy in effective manner for single candidates and team members as well. Here, hiring flowchart forMorrison company is formulated that present recruitment and selection steps for hiring Marketing executive as well as HR executive. Its identified that Human Resource manager of Morrison company is dealing with very complex process for hiring employees for their organization. The company process starts with recruitment requisition as they identify job vacancy in their company, after that they focuses in developing selection criteria with different tool of advertisement of job and tools of inviting application for job. By following and considering all typical process, HR manager attracts potential candidate for their company by using various job advertisement and different sourcing. After completing this, they focuses on selection process as candidates has to face various attitude test, different interviews. If candidate passes all the rounds, then it got selected for job vacancy candidate has applied for. At last manager offerjob letter and appoint them in company for achieving organizational goals and objective(Ozuem and Sharma, 2016). Along with this, its also important for management to focus on proper automation of HR processes whichhelps company for hiring and firing candidates in routines. By using this, management operates fast and easy process with more effectiveness of processes and also it avoids losses of labour. 2. Undertaking job analysis. Job Analysis is defined as a continuous and systematic process that helps HR manager in analysing, identifying and determining full details of particular job profile with their duties and responsibility as well as requirements. Thus, Judgement of job analysis process is determined with help of data which is collected related to job profile.This tool is used by top level management for analysing the job role of their employees. As HR manager of Morrison company has examine the job role of HR Executive as well as Marketing Executive in effective and efficient manner. 3. Creating job descriptions for at least two different jobs. The HR manager of Morrison company has formulated design of job description for two positioni.e. Marketing Executive and HR Executive( Sermeus, 2015). 9
Job Description for Marketing Executive Company:Morrison company Designation:Marketing Executive Responsibilities:ď‚·To explicate various marketing strategies for company's product and services. ď‚·To conduct market research for analysing market requirements. ď‚·Building brand awareness among customers. ď‚·To build profitable relationships with all members of company. Job Description for Human Resource Executive Company:Morrison company Designation:Human Resource Executive Responsibilities:ď‚·To develop and implement effective hiring process of employees. ď‚·Formulate effective HR system, laws as well as various policies which are beneficial for employees and organization. ď‚·To develop various practices of HR etc. 4. Producing a person specification for each of jobs. The HR manager of Morrison company has designed person specification for two different position which there are looking for hiring i.e. Marketing Executiveand HR Executive (Sparrow and Makram, 2015). Person Specification for Marketing Executive EssentialDesirable Qualification:ď‚·Good standard of education. ď‚·BachelorsDegreeinany field. ď‚·Bachelors degree with Marketing speciality. ď‚·MBAwithMarketing specialization. Skillsď‚·Effective English.ď‚·Impressivepresentationand 10
Required:ď‚·Google Analytics. ď‚·Knowledgeofinternational trade. ď‚·Teamworkandmanagement skills. communication power. ď‚·Effectivecreativeand imaginationpowerthatattracts customer. ď‚·Note making skills. Experience:ď‚·Experience in HR department.ď‚·Experience in PR ď‚·Minimum1yearsofworking experience in marketing field. Person Specification for HR Executive EssentialDesirable Qualification:ď‚·Good standard of education. ď‚·BachelorsDegreeinany field. ď‚·Degree in HR or equivalent ď‚·BachelorsDegreeinHR specialization. ď‚·MBAwithHumanResource specialism. ď‚·CandidateAssociatewith Chartered Institute of Personnel and Development. Skills Required: ď‚·Goodcommunicationskills both written and verbal. ď‚·Knowledgeofinternational trade. ď‚·Teamworkandmanagement skills. ď‚·Strong IT skills andExcellent organisation skills. ď‚·Abilitytoworktotight deadlines. ď‚·Effectivecommunicationand interpersonal skills. ď‚·Powerfulcompetencyof interviewing and selection skills. ď‚·Properknowledgeofvarious Laws of employment. ď‚·Properinformationregarding different effective HR practice. 11
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ď‚·Abilityofmanagement budget. Technical Knowledge: ď‚·Strongemploymentlaw knowledge. ď‚·Strongcompetency interviewingandselection skills ď‚·HR systems knowledge ď‚·ProperknowledgeofPayroll management system. Experience:ď‚·Minimum1yearwork experience in HR department. ď‚·Expertise in HR roles. ď‚·WorkingexperienceasHR generalist. ď‚·Proper knowledge of Payroll. 5. Reviewing and deciding on most appropriate methods of recruitment and selection to be applied for different roles. The HR manager of Morrison company focuses on adopting both external as well as internal as well as external recruitment and selection process(Sparrow and Cooper, 2015).Thus, it will help management in selecting best suitable candidate. Although, for hiring an appropriate candidate, HR manager of Morrison company can use different various tool, such as by considering and analysing application forms of candidates, by using online screening approach, face to face Interviews, aptitude and analytical test, group discussion activities and many more. Here are some bestmethods and techniques of recruitment and selection that manager of Morrison company can used for appointing an effective suitable candidate for post of Human Resource Executive and Marketing Manager(Tafti and et. al., 2017). Recruitment method:HR of Morrison company can adoptInternal as well as external recruitment method for appointing best candidate for specific job role. Although,Internal recruitment is defined asprocess where HR manager searchescandidate for filling an vacant post in their organization fromexisting workforce. Some source of internal recruitment are recruiting candidate from present employee (it is done throughpromotion as well as transfer), hiring candidates with employee referrals, former employees, recruiting candidate form previous applicants and many more sources. 12
On the other hand external recruitment is conducted when HR manager focuses on filling job position of organization with best suitable candidate from other person which are not present in their organization. As their aim is to heir new applicant for their business organization. External recruitment examples or sources are Walk-Ins, employment exchange,management consultants, advertisements, casual callers, E-Recruiting,, campus recruitment. Selection Method:For selecting an best appropriate candidate management can use morethan one method. In context to Morrison company, if HR manager is usesselection method in an effective an appropriate way then it proved asbest approach hiring applicants. Such methods are accepting application forms of applicants, online screening and short-listing of applicants, conducting telephonic as well as face to fact interview. Along with this, Aptitude tests,Psychometrictesting,Abilitytest,Personalityprofiling,Assessmentcentres,Group discussion activities, co-ordinating with references of applicants and many more methods can also be used by manager of Morrison company for selecting candidates(Tipton and et. al., 2016). Thus, from above discussion it has been analysed that HR manager of Morrison company has focuses on adopting different various impressive tools and techniques for hiring an suitable candidate for position of Marketing Executive and HR Executive for their company. As they can adopt both internal as well as external recruitment process for recruiting the applicants. If its is talked about selection process, then HR manager of Morrison company can use face to face interview method for selection best candidates for their company.Along with this, top level management also focussed on formulating and implementing effective HR plans, practices, procedure for hiring and appointing an best suitable candidate for specified job profile. 6. Recommendations on how to improve processes and documents In order toimproverecruitmentandselection processesaswellasdifferentHR documents forMorrison company, here some recommendation are listed that HR manager of company should considered: ď‚·Its recommended to HR manager to make an proper awareness regarding vacant job in their company(van Zyl and et. al., 2017). ď‚·Also recommended to roll up and identify profitable Feedback from Candidates. ď‚·It is also recommended to followdifferent platform for hiring employees like walk-ins, job portals, consultancy and many more. 13
ď‚·Along with this, its also recommended to HR manager to formulated and developed an effective design and per-forma for job specification as well as person specification for the vacant job profile in their business organization. ď‚·In addition to this, human resource manager should also developed an innovative and simple procedure for recruiting and selecting the best appropriate candidate for their business organization. Thus, it helps them in hiring suitable applicant in effective manner and it also save their time. PART 3: Human Resource Life cycle 1. Evaluate stages of HR life-cycle applied to specific HR contexts. The other name of HR life-cycle is Employee life cycle. It can be defined as an continuous and systematic process of human resources management. Thus, it helps human resourcedepartmentofMorrisoncompanyinevaluatinganddevelopingeffectivelevel utilization of an employee's time as well as employees value in particular specific organization. However, role and responsibilities of human resources department ofMorrison companyare antithetic and contrary at every stage of HR life-cycle(Veluchamy and Krishnan, 2016). Although, Human Resource manager ofMorrison company should focuses onfollowing systematic and effective life cycle that will help management in involving their each and every prospective employees of their company. The HR life-cycle has different stages as well as processes which starts for initial recruitment and ends on exit and transition of employees. Thus, this process is discussed under below in brief: Recruitment and selection:It is an primary level of HR life cycle which consist of different activities that are to conducting proper recruiting and selection process for employees. However, the HR department ofMorrison company is adopt an appropriate hiring process in their business organization. Thus, this procedures includes some differentactivities such as collection of CV and resume of applicants, advertising for job vacancy, Group discussion and various group activities, conducting face to face interviews. Furthermore, it helps manager of Morrisonin recruitingbest suitable applicants among ample number of candidates for their business organisation(Verones and et. al., 2017). In this stage the management of Morrison company should follow equal wages act as well as no discrimination act while hiring their 14
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employees. Thus, it helps them in providing equal wages to their employees and also they do not discriminate any of their employees. Orientation:This is known as second stage in which manager ofMorrisonfocuses on arranging an properorientation program for newly hire employees for developing and building an friendly environment by interacting with newly joined employees of their company. With help of this, HR manager can also get helps in developing effective relationship with their manpower by providing them the knowledge regarding goals, objectives, mission, vision, of their company. Career planning and performance management:After completing two level of this cycle, then HR managerfocuses onCareer planning and performance management of their employees. Although its an essential stage of HR cycle. ThishelpsMorrison company in offering different profitable opportunities to their manpower in order to develop and enhance theirpersonalandprofessionalskillsandattitudeforattainingindividualaswellas organisational goals.In this third stage of HR life cycle the management of Morrison company should follow equality act in their operations. By this they can focuses on career planning and performance management of each and every employee of their business organization. Succession Planning:This is an forth stage and it plays an very important for HR manager of each and every organization. Although, it helpsmanagement of Morrison company inanalysing and identifying potential candidate, so that they can replace them with incompetent employees. With this,Morrisoncan effectivelyenhance its market positioning, goodwill as well as branding in competitive market(Waheed and Zaim, 2015). Exit:Its an last stage of HR life cycle in which human resource manager ofMorrison concentrate on completing theirresponsibility of bring off entry and exit process of their work forceineffectivemanner. Furthermore,toplevel managementofMorrisonfocuses on developing and providing an bestopportunities to each candidate for making their career in their company. 2.Evaluation of integration of Stages of HR life-cycle within organizational HR strategy. Each and every level of human resources life cycle has created its own advantage, strength, weakness, opportunities, threats, challenges. It is themajor responsibility of HR manager ofMorrison forconverting these all five stages of HR life-cycle into effective and profitable actions. Although, these all stages are align in proper sequence with using impressive 15
HR strategy. The integration of different stage of HR life-cycle is illustrated under below. Although, it consist of different five stages that manager ofMorrison shouldfollow while operating their functions(Wahyuningtyas, 2015). ď‚·In first stage, HR manager ofMorrison concentrate on developing and implementing innovative plans, practice as well aspolicies which help them in formulating an appropriate recruiting and selection process for their company. ď‚·At second stage, managerfocuses on building and creating happy and healthy working environment for their employees in order to making them familiar with organisation's vision, mission, objective, goals statement. In addition to this, management also focuses on building awareness regardingpolicies and ethics ofMorrisonwhich aid them in attainingorganisational goals. ď‚·In third stage concentrate on analysing and evaluating the performance level of every employees with help of proper approaches. By this, manager ofMorrison also get help in identifying different forms of training and development methods and programs that are required in their working environment. ď‚·In forth stage, human resource manager ofMorrisondevelops andformulates an innovative HR plans, policies, strategies, HR laws andpractices that benefits both employees and management in effective and efficient manner. In addition to this, top level management of Morrison's company also givesreward as well as some kind of benefits to their employees, which helpin retain them for longer timer period(Wu and Zahro, 2016). ď‚·Its an last stage, in which human resource manager ofMorrison'sconcentrating on managing and maintaining proper database of all employees in appropriate manner. Thus, it help HR ofMorrison's foreffectively completing different functions at the time of joining and at time of terminating employees. Besides this, it also helps and assist the human resource department of Morrison's company in hiring and recruiting the best suitable candidate for vacant job profile in their business organization. CONCLUSION From above report,it is concluded that resource and talent planning is very useful tool which help organization in growth as well as expansion of their business. Along with this, present report deals with various types of legislations which are enacted by government of UK 16
that aid management in handling differentissues. Although, its management ofMorrison has formulated and implemented the best effective approach in their operations for analysing job and recruitment & selection process for employees in effective and efficient manner. In addition to this, HR manager has formulated effective per-forma for job description, person specification for different job profiles i.e. Marketing Executive and HR executive. As last, report identified that, HR manager of Morrison's company is following effective HR life cycle in their organization operations. From above discussion its analysed that by best and innovative HRstrategies and policies,Morrison can attain their goals and objective in effective and efficient manner. 17
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