TNA 67 Pearson BTEC HND in Business - Unit 3 Human Resource Management

1
TNA 67 Pearson BTEC HND in Business
Unit 3 Human Resource Management
Unit Type Core
Level 4
Name of Course Moderator: Pro. Zakir Hussein
ICON College of Technology and Management
Questions 1 to 4
Name of Student
Date of Submission
Word Count: 3500

2
Content Page
Title Page 1
Table of Contents 2
Introduction 3
Question 1 3
LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing in your chosen organization with talent and skills appropriate to fulfill
business objectives.
Question 2 4
LO2 Evaluate the effectiveness of the key elements of Human Resource
Management in an organization
Question 3 6
LO3 Analyze internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Questions 4 8
LO4 Apply Human Resource Management practices in a work-related context.
Conclusion 12
Appendix A 13
References 14

3
Introduction
Morrison’s is a case study organization as a retail firm in country UK. It has some
plans which include improvement of HRM function of the firm. It has been for 20
years the chief in the HR department is holding important responsibility but holds the
same view. A HRM candidate is delegated responsibility of implementing HR
practices for bringing improvement in the working atmosphere of the firm. The new
HR person is also assigned the task of analyzing the HR practices of Morrison’s or
Sainsbury. He has also been assigned of discussing objectives and goals of HRM in
a firm.
LO1 Explain the goal and scope of HRM in relevance of resources in selected
firm according to suitable skills and knowledge for achieving business goals.
HR related purposes include people management in business firms. Therefore
managing people as part of responsibilities is of three types that are
 Better recruitment and manpower selection
 Determination of compensation and benefits
 Job designing as per requirement o organization
Most vital objective is to achieve the best performance of employees for
making organizational units efficient and profitable.
HRM has some responsibilities regarded as secondary and these are
determining job functions, better use of human resources for their better
performances and satisfaction, performance appraisal including system of rewards
for good performers and concentration on professional and career development of
employees. This can become possible if HRM is efficient for the firm
(Armstrong,1999).
Scope of HR

4
The scope of Human resources includes but is not limited to-Personnel-
Management, Employee -Welfare, Industrial -Relations, Recruitment, Compensation
-Package, Motivation, Employee- Maintenance and Growth Prospects of Employees.
Illustration (1) shows the scope of Human resources Management.
HRM is a domain that has huge scope and is not confined to only personnel
management. Within the range of HRM functions some other aspects are employees
welfare, performance management and compensation structure, industrial relations,
proper selection based on recruitment,, focus on employee engagement and their
growth in organization. HRM scopes have been presented in the illustration1.
The talent and skills needed in Human Resources Management are the ability
to develop job descriptions, identify the staffing needs of the business, align the
allocation of people to the needs of the business, develop a proper recruitment and
selection process. The soft skills that are needed communication skills, ability to
manage people, ability to understand the needs of the employees and the ability to
listen.

5
Illustration (1) Scope of HR, Source: Whatishumanresources.com, 2017
LO2 analyze the helpfulness of major aspects of HRM in a firm
Bradley, 2017, believes that HRM is based on the various aspects of
recruitment and selection of important people and their retention for organizational
growth, their motivation and performance development by improving the level of
performance within the firm. These aspects are possible to exist if working culture
and organizational view support change and growth, making of planning for change
to be sustained in business atmosphere offering the employees with chances of
showing better performance and growth of firm in long run. Better job allocation and
job specification along with better and reasonable compensation package make them
believe that their talents and performances are worthy for their firm and they are
reasonably honored for their performances since they are paid better by companies.
If HRM is better and efficient then most helpful sides of this are loyalty development
among employees and their retention in firm for long Bradley, 2017.
Morrison’s also has HRM unit that always tries to maintain its performance for
better management of people and organizational development, the HRM of the firm is
not highly effective but can be termed good in retail sector.
The firm maintains welfare and safety policies for their people. Industry based
statutory needs are looked after by the firm. Rewards system followed by the firm
also includes payment of incentives for delivering better performance. Employees
enjoy benefits like discounts on total bill of purchase and the percentage of discount
is ten percent. Employees also enjoy adequate number of leave or holidays. They
also get facilities lie bonus which is a certain percentage of organizational profit.
Employees achieve a reward for service of five years in the firm and the
reward is thereafter given to them. Morrison’s experiences the problem of high
attrition rate of their employees. Facility like pension is also available as staffs after
retiring from their services avail pension from their firm.

6
Motivation plan for employees is in place. The firm has stresses on preparing
new program for motivational development of their staffs.
Employee engagement is always viewed seriously and alongside they are
encouraged to put forward their suggestions for the company. Working and
organizational policies are conveyed to every staff so that there is no risk of
differential treatment and harassment. (UK essays, 2015)
Some of the other key human resource management elements are
organization of the required human resources in Morrison’s, managing the payroll of
the employees and the workforce, keeping the attendance of the employees,
maintaining the Human resource information system, as mentioned above the
process of staffing and selection of the right candidates for the right job descriptions,
training the employees by developing the appropriate training modules, preparation
of the statutory internal and external reports, performance appraisal and the
development and growth of employees within the organization. Vital aspects of HRM
practice which is there in Morrison’s and in other large organizations is the system
and type of employee benefits that need to be given to employees I the organization,
the health safety and security requirements that need to be implemented within the
organization and trucking the performances of each employee. (itinfo.com,2018) The
systems that have been studied in Morrison’s show even though the systems are in
place - the control and managing the HRM department is weak and needs to be
strengthened further to support the view of improving performance of the
organization and the output of the staffs.
The effectiveness of the key elements of human resources in the organization
so far has been positive but far from the expected performance and organizational
output that has been targeted in 2017. In the last 3 months however- the organization
has so an upward trend and a strong financial management which means that the
allocation of skills and human resources has been distributed correctly in the
organization. (Bhageria,2014)

7
LO3 evaluate factors that are external and internal affecting decision-making,
of HRM that includes legislation of employment
Employee Relations and its Importance in relevance of controlling decision making of
HRM in selected firm
Employees at Morrison’s take help from Union and as the size of manpower is
huge there, negotiations with unions always persist. Recommendations for
employee’s development and better working conditions are always put forwards by
unions and management of the firm keep emphasis on the same. As working
diversity plays vital functions therefore managing employee relation is important and
employees also need to have better inter personal skills so that working culture and
diversity are not affected. Better relation with union members and organisational
employees is always looked after by management o the firm since poor relationship
hampers employee’s performance and organisational goals cannot be achieved. Also
there may be possibility that production and availability of services and products are
hampered which is huge loss to the firm and reputation in retail industry gets
damaged (Bradley, 2017).
UK employment legislation and major factors
Vital factors regarding these based on legislation which regulates time for
working by employees, minimum level of compensation that are mandatorily payable,
time for break and holidays for employees. Minimum payments to employees are
payable and this is based on parameter like age of workers. Safety rules and
legislation always look for safe working atmosphere for every employees. Care is
always taken by the firm when employees commute to and from the work place. It
has become necessity for the firm to maintain Transfer of Undertakings protection of
employees.
Legal protection is also ensured by the firm by the public interest-Disclosure
act. Employees get protection when they are engaged in practice of whistle blowing.

8
Payments to them and their entitlements to statutory benefits are also governed by
relevant legislation.
Discrimination is never allowed and the firm must abide by the rules of giving
paternity and maternity benefits along parents leave. Flexibility in working can be
considered so that employees particularly women employees can work from their
home at the time of pregnancy and sickness.
All the staffs in the firm have legitimate rights of getting better trained y management
of the firm.
All employees must have legal status of immigration. While getting selected in
the firm they must be properly made to understand about the working rules and
cultures of the firm. Backgrounds of employees need to be checked. As per data
protection Act the firm must keep employee data confidential.
A firm that has over fifty staffs is required to inform their staffs about issues if
any in working places are. This is as per the condition laid by Information and
Consultation of Employees regulations.
No type of discrimination can be tolerated and regardless of colour, gender,
race, religions employees are entitled to be treated better and equally according to
Equality Act 2010.
Appendix A shows the list of legislations
Employee relationship management and elements of it along with legislation of
employment influencing the decision making of Morrison’s HRM
In the portion above some key aspects have been discussed. HRM of the firm
includes the above factors into the working atmosphere of the firm barring those
wherein profitability is influenced and inclusion is in the regulatory limit although this
is just minimum mentioned in the rules.

9
Solomon 1993 opined that training, opportunities for employees’ development,
leave and break hours are important for employees to avail from their employers.
Resolution of any issues on quick basis is vital. Working diversity and better
performance are managed and legal suits are avoidable by the firm base on better
working policies and redress of any grievances of employees. Safe environment of
working, statutory leaves including maternity and paternal leaves are given to
employees. Firm’s reputation and employees’ motivation are always dependent on
kind of HR policies and practices and this is always taken care of by the firm so that
its performance in retail sector does not suffer any loss (Solomon, 1993).
Employee Relations and its Importance in relevance of controlling decision
making of HRM in selected firm
Mansion 2014 stated that working pressure in the firm is high and this has
creates resentment among employees causing poor relationship with management.
This situation was improved after new Head in HR department took over 2014.due to
pressure employees at the firm are stressed and are unable to cope with pressure
and for this employee relationship is hampered. In Morrison’s, Mansion is chief in
occupational health, safety and well being. He along with management tried to
implement resilience programme for improving staffs motivation and their ability to
manage their tasks better. Another purpose behind this was to improve employee
management relationship.
The example of managing employee employer relationship demonstrates that
the firm is eager enough to comply with safety and well fare related rules for their
employees.
Another issue was present in the firm which has caused the management and
employees suffer is lack of change management and change initiatives for improving
strategic positions of the firm. Therefore ability among employees to manage change
and perception regarding change have not been developed. Involvement of
employees in change management process was never considered earlier on which

10
has changed post improvement due to industrial relation in the firm. Morrison is now
focused on bringing process of change management that considers importance of
employee participation, their suggestions and awareness development among
employees with regard to change and its importance (Mansion, 2014).
LO4 Application of HRM practices in relation to work settings.
The practices that have been used in Morrison’s is to understand the
application of the Human resource management practices in the work related
context. The recruitment and selection process is to ensure that the candidates are
aware that once they are recruited they need to understand what is expected of them
in Morrison’s and know what the employees expect of Morrison’s.
Person Specification
Employees of the firm must have some particular qualities which are better
leadership, capacity of taking stress and resolving problems. They need to have
ability to work in challenging environment. Good interpersonal skills and ability to
work in challenging working environment are better quality requirement for them.
Management of the firm always looks for better communication kill in their
employees. Management graduates are preferred by the management and there is
no age bar for employees so long as they are able to perform with required talents
and abilities (Ulrich,1998).
The training and understanding of the business is provided by the human
resource department to all employees to understand the business before they are
placed in their job positions.
They have some primary responsibilities which are managing daily operations,
offering customer services, working in teams and implementing instructions of
seniors. Team leaders have important roles to manage their trams so that sales
target of the firm can be achieved with increasing trend in sales figure in each month.

11
HR department of the firm needs to evaluate organizational needs and report
regarding same is provided to management for further action and implementation.
HR department also needs to implement common approach of sales and
business functions in each retail units for ensuring better efficiency and inflow of
revenue.
Improvement of brand value and image of firms are integrated into the
marketing planning of Morrison’s. HRM department also keeps attention on
employees performance for meeting objectives of the firm.
The HR department always looks to achieve better responses from employees
after their weaknesses are addressed properly.
The employees’ data, recruitment records need to be properly handled and
maintained.
The team that is responsible for Quality Assurance and the training of the
team is a responsibility of the human resource department because it is the quality
standards that differentiate one retail organization from another. The HR Managers
have responsibility to know the appropriate model for Quality assurance for ensuring
the quality and profitability of the company
The employee relations should be refined further but as of now the
approaches to employee relations is managed by the HR and it is one of their
primary duties in Morrison’s. The purpose is to strengthen the controls of human
resource management and allocation to increase the confidence of the investors and
stakeholders of the organization.
It is part of the duties of the HR to represent Morrison’s at recruitment fairs and
events and in other business networks.(Miller 2015)
The formulation of the human resource policies and the approaches to
manage the employees and the workforce of the organization is part of their job-
related the responsibility and keeping the activities and information of Morison’s

12
confidential is also the responsibility of the human resource team of Morison’s. The
implementation must be monitored on an ongoing basis.
The standard duties of the human resources are to ensure that working
policies of management are better applied in to workplaces, there is no discrimination
in work places and working environment and safety and well being of employees are
assured..
HR department works towards fulfilling responsibility of training the manpower
so that they can deliver performances as per standards and requirement by virtue of
their job roles and management expectations.
The departmental duties also include the formation of team knowledge and a
sales force, for meeting team targets and goals to reach overall organizational
objectives along with better performance standards.(NCO,2017)
Job Description
Morrison’s has very better working conditions and employees love to work
since they are always encouraged to perform better. The firm has forty retail chains.
HR department work in coordination with HR policies applicable to retail firms also
and they try to improve employees’ motivation and morale so that their performances
get developed and they always contribute to overall development of business in retail
sector.
The HR department of the organization works with the management and the
employees to deliver high levels of internal and external customer experiences. The
roles and responsibilities include being able to devise new programs for motivation
and innovation from all employees to improve shop floor operations.
The individuals working in the HR department must be able to exhibit
leadership qualities, people management skills and ensure that the level of employee
complaints go down in respect to the working environment and the customer
handling issues.(Russell,2016)

13
It is also a part of the primary duties to manage day to day operations create
schedules for the employees, coordinate customer service.
The human resources management also implements the business
development plans and manage the change process by putting the systems and
selecting the right team to manage change management processes in the
organization. The targets to each member of the teams are given which are realistic
and achievable keeping them away from mental issues due to stress.
The sales figures have shown an upward trend in the first three months of
2018 which is less than expected but it is a positive upward swing.
The Organizational Needs Analysis and its submission which is a formal report
has to be prepared by the HR personnel and presented to the management with
recommendations.
The types of commercial approaches that will be used uniformly across all the
retail outlets for efficiency and higher levels of revenue inflow are also determined by
the human resource department and presented to the management for approval on
an annual basis.
Taking the needs of the organization and the business goals into account the
human source department at Morrison’s has to align the marketing strategy and the
allocation of resources for the organization. In view of their efforts in the last 2 years
a new face has been provided to Morrison’s in the retail market to increase brand
value and image among employees and customers.
The HR collects the responses from the employees and the work force must
be for the areas of weaknesses that need to be improved in Morrison’s.
The recruitment data, reports and employee records must be managed and
maintained. The current model of Quality Assurance that has been selected and
used in Morrison’s was selected by the Human resource department and its
implementation was also executed by the HR department.

14
The refinement of the employee relations and the negotiation on behalf of the
organization is also one of the key duties of the human resource departments not
only in Morrison’s but of in all HR departments of other businesses. Strengthening
relationships with the government agencies with which the organization has to
negotiate and maintain cordial relationships is part of the responsibilities of the
human resources department at Morison’s. (Solomon,1993)
Conclusion
Morison’s employs a 132,000 people in it outlets, the net profits of the
company ending 2017 was GBP 305 million. The market share in August 207 was
10.46% which was less than Tesco, Sainsbury and Asda but more than Aldi which
was 7%. Special dividends were paid by Morrison’s to its shareholders because the
profits had climbed in the last 3 months of 2018.The profitability of the Morrison’s has
also increased because of the new partnerships that have been formed the efficiency
of the supply chain management and the corporate social responsibility in the
community, suppliers and the British farmers. Nutmeg the clothing brand of
Morrison’s is doing well and the people selection for the brand was done by the
internal resources in the human resource department of the organization. The
chances that Morrison’s market share will increase more than 10.46% by September
2018 is highly likely if the organization is able to sustain their organizational
performance in the same way as they have in the last 3 months of 2018.

15
References
Armstrong, Michael.(1999) A Handbook of Human Resource Management Practice.
Kogan Page Limited. Retrieved on May 11th 2017
Bhageria, Amit.(2014).Top 5 benefits of Human Resource Management. Linked In.
Retrieved on May 11th 2017
Bradley, Jeremy.(2017).Five Components of Human Resource Management System.
Chron. Retrieved on May 11th 2017
Jobs DB.(2017).Human Resource Management, Nature, Scope, Objectives and
Functions. Retrieved on May 11th 2017
Manson, Robert.(2014).Creating a Resilient Workforce at Morrison’s. Personnel
Today. Retrieved on May 11th 2017
Miller, Bridgett.(2015).Techniques to Manage and Improve Employee Performance.
HR Daily Advisor. Retrieved on May 11th 2017
NCO.(2017).An Overview of Employment Law. Know How Non Profit. Retrieved on
May 11th 2017
Russell, Tim.(2016). Guide to UK Employment Law.PP:1-51.Pdf. Retrieved on May
11th 2017
Solomon, Charlene Marmer.(1993). "Working Smarter: How HR Can
Help." Personnel Journal. Retrieved on May 11th 2017
UK Essays.(2015).Importance of Strategic Human Resource Management. Retrieved
on May 11th 2017
Ulrich, Dave.(1998). Delivering Results: A New Mandate for HR Professionals.
Harvard Business School Press. Retrieved on May 11th 2017
Whatishumanresource.com.(2017). Retrieved on May 11th 2017

16
Appendix A
Equal Pay Act 1970
Health & Safety at Work etc Act 1974
Sex Discrimination Act 1975
Race Relations Act 1976
Trade Union and Labour Relations (Consolidation) Act 1992
Disability Discrimination Act 1995
Employment Tribunals Act 1996
Employment Rights Act 1996
Public Interest Disclosure Act 1998
Data Protection Act 1998
National Minimum Wage Act 1998
Human Rights Act 1998
Employment Relations Act 1999
Employment Act 2002
Employment Relations Act 2004
Disability Discrimination Act 2005

17