HRM INTRODUCTION 3 TASKS

HRM INTRODUCTION 3 TASKS 3 1.1 Identification of intent as well as function of HRM which can be applied to workforce planning and resourcing 3 1.2 Evaluating the strengths as well as imperfection of various plan of attack to enlisting as well as choice4 1.3 Assessing the manner role of HRM can render endowment as well as abilities for fulfilling business objectives 6 1.4 and 1.5 Evaluating the strengths and weakness of different approaches to recruitment as well as selection in Morrisons6 CONCLUSION 7 REFERENCES

HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
TASKS ............................................................................................................................................3
1.1 Identification of intent as well as function of HRM which can be applied to workforce
planning and resourcing.........................................................................................................3
1.2 Evaluating the strengths as well as imperfection of various plan of attack to enlisting as
well as choice ........................................................................................................................4
1.3 Assessing the manner role of HRM can render endowment as well as abilities for
fulfilling business objectives..................................................................................................6
1.4 and 1.5 Evaluating the strengths and weakness of different approaches to recruitment as
well as selection in Morrisons................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource administration can be referred to as function in an enterprise which is
mainly concerned with the recruitment, selection and management of people within an
enterprise. It is the business function which is mainly concerned with the hiring of skilled and
talented workforce in order to drive an organisation towards success.
Present study emphasizes on identification of objectives and functions of HRM in
relation to Morrisons. It is the largest chain of supermarket located in London. Study also have
focus on identification of capabilities and weaknesses of various methods of hiring and choice
of candidates.
TASKS
1.1 Identification of intent as well as function of HRM which can be applied to workforce
planning and resourcing
HRM could be referred to as strategic approach that could be applied in order to
administer employees as well as different activities within an organisation. It is the business
procedure which mainly include selecting, hiring and developing employees in order to assist an
enterprise in achieving success. It also intends to maximise performance of workers for
supporting an organisation in accomplishing desired business objectives. In addition to this, other
main intention of HRM in Morrisons is to make employees feel happy as well as satisfied. the
main goal of HRM is to assist firm in increasing the employees retention rate (Chelladurai and
Kerwin, 2018). The purpose as well as role of HRM in Morrisons are :
Selection and recruitment: It is one of the crucial function of HRMin Morrisons. The choice of
candidates and hiring procedure that is performed by HRM in executing the specific procedures
such as screening, interview and other test for selecting the potential candidates for performing
specific job in an enterprise (Berman, West, and Van Wart, 2019.). The main aim of the HRM in
Morrisons is to help organisation in building the group of experienced and knowledgeable
people. HRM in Morrison is to outline the different tasks and also to assign the roles as well as
well as responsibilities to all employees. Important aim of selection and recruitement by HRM
in Morrison is to assist specific functional unit in accomplishing the desired target.
Performance appraisal : It is basically a formal procedure which is mainly utilised for
assessing the workers effectiveness as well as productivity. In context of Marriott hotel, Role of

of HRM in Morrisons is to analyse the performance of workers. The main objective of
performing the specific function by HRM in Morrisons is to assist an organisation in improving
overall business performance.
Training and development: It is other important function of HRM in Morrisons. Function of
HRM in Morrisons is to provide an appropriate to training. By providing grooming and
improvement HRM in Morrisons intends to enables workers to develop specific skills set as well
as knowledge which are required for performing particular tasks within an enterprise (Morgeson,
Brannick and Levine, 2019). Main objective of performance of such practice by HRMin
Morrison hotel is to assist an enterprise in increasing productivity.
Salary administration : The key role of the HRM in Morrisons is to determine the salaries and
wages for employees. Duty of HRM in Morrisons to formulate compensation policies as well as
incentive plan for workers. The main intention of performing the salary administration function
is to provide high level of satisfaction to employees and support business entity in increase staff
retention rate.
1.2 Evaluating the strengths as well as imperfection of various plan of attack to enlisting as
well as choice
Enlisting is basically the process of identifying as well as hiring the qualified candidate
from within or externally for filling the specific vacant position in an organisation. It is the
procedure which involves analysing the accomplishment , cognition and education needed in
order to perform the particular task in an enterprise.
The different approaches that is used by HRM in Morrisons are :
Internal approach to recruitment : It is the approach in which firm hire as well as recruit
employees from within an organisation. There are different formal as well as informal
approaches That are used by HRM in an organisation in order to address the qualified
candidates. The different methods which could be utilised by Morrisons for recruiting
candidates internally are Internal Job postings as well as career ladders.
Internal Job posting : It includes the notice related to the vacant position in an organisation
which is distributed among employees.
Career ladders: It is also recognised to be as internal promotions. The HRM in Morrison can
identify as well as promote talented a works on the basis of their contribution in accomplishing

desired business objectives (Stewart and Brown, 2019. ). By adopting Promotion as internal
recruitment approach, HRM in Morrisons can inspire people for increasing their participation in
business activities HRm in Morrisons can transfer some of employees to other branch of an
organisation.
The main characteristic of internal recruitment are :
 It is quick procedure.
 Internal recruitment is less costlier than external approach to recruitment.
 It helps administration in positively influencing workers for increasing participation in
enterprise activities (Banfield, Kay and Royles, 2018.). The different sources of
external recruitment which can be utilised by human resources manager in Morrisons
are :
Referral : It is the approach in which management in company asked their employees to refer
their friends or family members for filling the specific job position.
Employment agency : HRM in morrisons can seek support from the employment agencies for
hiring the candidates from outside the company.
Advertisement : Job advertisement is considered to be as one of the best way to inform people
about the Job vacancy and to influence them to apply for the same.
Characteristics of external sources of recruitment are :
 Long as well as quite time consuming procedure.
 It is quite expensive in comparison to internal recruitment.
 External recruitment can lead to the decline in morale of existing workers.,
Selection can be defined as the procedure conducted for hiring suitable candidates for fulfilling
vacant job position in an enterprise. In context of the HRM , main intention of recruitment is to
determine talented as well as qualified people for development. The different approaches which
can be utilised by the HRMin Morrisons include :
Interview: It is the formal approach of selection where interview ask the job related questions
from candidates. The HRM in Morrisons is presently utilising interview as an approach to
selection.
Psychological testing : Such types of tests are conducted for judging the knowledge of an
individual related to the specific Job role (Analoui, 2018). In context of Morrisons, HRM in

organisation can conduct the Online test for evaluating the personality as well as knowledge of
an individual.
Competency based interview : It Is basically structured interview where interviewer designed
questions for judging the capabilities of candidates in context of specific job role. The HRM in
judging whether an individual in suitable for specific job role or not.
1.3 Assessing the manner role of HRM can render endowment as well as abilities for fulfilling
business objectives
The term human resource can be referred to as employees in an enterprise. HRM in
business entity have essential role to play in supporting an enterprise in accomplishing desired
objectives. In context of Morrisons, it is the HR manager in an enterprise which assist manager
in leveraging the combined talent of workers so that set goals could be accomplished (Meyer and
Xin, 2018. ). HRM manager in Morrisons perform effective practices for positively influencing
employees.
In context of Morrisons, the HRM in an organisation provide grooming to workers so that
they can develop skills as well as knowledge which are required for performing particular Task
role, hence helped an enterprise in increasing the productivity. By providing the training to
workers, HRM in an organisation helps an enterprise in increasing working efficiency and help
an enterprise in maintaining the balance between demand and supply, hence, support an
enterprise in accomplishing the objective of delivering high level of satisfaction to employees.
1.4 and 1.5 Evaluating the strengths and weakness of different approaches to recruitment as
well as selection in Morrisons
Strength of internal enlisting approach
The biggest strength of internal recruitment is that it assist an enterprise in increasing the
morale of workers. In addition to this, less documentation of work is required to be done.
Impotence of inner enlisting approach
The biggest weakness is lack of diversity. In addition to this, there are high chances of
conflicts at workplace.

Strength of outside enlisting approach
strength of outer enlisting is that it enables organisation to get pool of candidates . In
addition to this, by appointing candidates from external sources an organisation can explore as
well as capture more opportunities.
Imperfectness of external enlisting conceptualization
biggest weakness of external recruitment is that it is costly as well as lengthy procedure.
The capability and limitation of various approaches
Interview: The biggest strength of interview as selection approach is that it assist interviewer in
Judging the communication skills of candidates. Weakness of interview is that it is quite time
consuming process.
Psychological tests : The biggest strength of Psychological tests is that it provides interviewer
an ease in judging the behaviour of candidate, Biggest weakness of Psychological tests is that
there are high chances of biases, as the candidate can alter their responses.
CONCLUSION
It has been concluded from study it has been found that main purpose of HRM is to
assist an organisation in achieving success. It has also been concluded that an appropriate
enlisting and choice approach is very important for hiring talented as well as skilled workers.
The different approaches to selection and recruitment has been suggested which can be
utilised by an enterprise for selecting candidates.

REFERENCES
Books and Journals:
Chelladurai, P. and Kerwin, S., 2018. HRMin sport and recreation. Human Kinetics.
Berman, E.M., West, J.P. and Van Wart, M.R., 2019. HRMin public service: Paradoxes,
processes, and problems. CQ Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Analoui, F. ed., 2018. HRMissues in developing countries. Routledge.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management, 29(11), pp.1827-1855.

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