Understanding People Management

This document provides an overview of people management in the context of facility management. It covers topics such as planning and allocating workload, setting performance objectives, staff appraisal, and effective communication. The case study of Morrison Supermarket plc is used to illustrate these concepts.

Understanding People
Management
Table of Contents

Introduction......................................................................................................................................3
Task 1: Planning and Allocating Workload.....................................................................................3
a. Demonstrate how the workload of the facilities management function can be planned,
organised and allocated. Demonstrate and explain the planning issues involved in developing
and maintaining the human resources that are necessary to deliver the workload efficiently
and effectively........................................................................................................................3
b. how performance objectives were (or could have been) set for facilities staff..................5
c. Describe how effective objective setting and performance measurement contribute to staff
appraisal, distinguishing between formal and informal staff appraisal procedures...............6
d. Appropriate and inappropriate use of different methods of communication in planning and
allocating work. Explain how, and to what extent, these methods met the principles of
effective communication when dealing with people..............................................................8
Task 2 – Recruitment & Retention................................................................................................11
a. Illustrate stages within formal recruiting process.............................................................11
b. Identification of policies as well as practices for encouraging staff retention.................14
Task 3 – Managing Stress..............................................................................................................16
a. Identification of causes for stress within facilities management environment.................16
Task 4 – Employment Legislation.................................................................................................18
a. Illustrate current legislations for protecting employees as well as employers.................18
b. Explicate discrimination legislations and its impact........................................................20
c. Illustrate stages of grievances as well as disciplinary procedures....................................21
Conclusion.....................................................................................................................................23
References......................................................................................................................................25

Introduction
People management refers to set of practices which comprises of end-to-end processes
for talent acquisition, optimisation as well as retention while rendering continuous support for
business along with guidance to their employees. It is a key sub-set for human resource
management which covers all aspects related with ways in which people work, engaged, behave
as well as grow at work (Abebe, 2019). Facility management refers to professional management
discipline in which emphasis is laid on effective and efficient deliverance of services for
organisations they serve. They are liable for making sure comfort, effectiveness, safety of
functionality of work environment through integration of place, technology, process and people.
To understand the concept of People Management, Morrison Supermarket plc is taken into
consideration which is fourth largest chain in United Kingdom. This is a public limited company
that deals within retail market and was founded in 1899 by William Morrison. It is headquartered
in Bradford, England and has near about 500 stores in different locations.
This report comprises of ways in which functions are planned, organised as well as
allocated along with this performance objectives will be illustrated. Furthermore, this will also
provide an insight into performance measurement, methods for communication. In addition to
this, it will furnish details related with recruitment processes, policies for staff retention and
reasons behind stress. At last certain legislations will be presented with respect to facilities
services.
Task 1: Planning and Allocating Workload
a. Demonstrate how the workload of the facilities management function can be planned,
organised and allocated. Demonstrate and explain the planning issues involved in
developing and maintaining the human resources that are necessary to deliver the workload
efficiently and effectively.
Facility management mainly include activities that are related to maintenance of organisation
equipments and buildings. Main motive of this function is to effectively integrate individual
process and place within the built environment with the purpose of making improvement in
quality of life of individual productivity of business (Aggarwal and Kumar, 2020). Facility
manager is having most important responsibility of maintaining wide range of management
functions as their daily basis role. Mentioned below there are some certain manner through

which workload can be effectively planned, organised and allocated. In order to effectively
manage workload there are some certain measures that I have taken into account:
Workload based on service standards
It has been evaluated that Morrison’s operate as a largest chain of supermarkets in the
provinces of United Kingdom and have more than, 110, 0000 employees. Being a leading
organisation company is having set standards and legislation for employees. Thus due to
measurable service standards like, labour hours to perform particular task or time to complete
the work or respond to a request I take assistance of a table that affects relationship among the
item that I measure and the space being cared for. Some of the certain instances of this
relationship include number of facility management staff and number of service request, space
inventory size and number of service requests.
Above mentioned table demonstrated several clear correlations. As the facility management
staff decreased and the number of service requests increased, the average time to complete a job
lengthened, even though the space inventory shrank. A clear lack of correlation between the
inventory size and the number of service calls suggests that some other force (perhaps deferred
maintenance or budget cuts) is at work. Evaluation of time in order to accomplish a service is
useful in connection with consumer satisfaction and call-backs for the same task. Further, it
indicates that the number of call-backs demonstrate that staff is doing their job right in the first
place.
It has been demonstrated that there were different type of planning issues that are mainly
involved in development and maintenance of resources and are important to overcome in order to
effectively deliver workload as to plan issues in order to develop and maintain human resources.
In this organisation is required to invest in development of training of all the level of employees

including lower level (Micheli and Pavlov, 2020). In addition to this frontline employees are
termed as hardest workers who have minimum time period to undertake training course, this
create significant issue in planning process but on the other hand it has been defined that training
to these employees are required to provide in order to deliver workloads in an effective manner.
For this organisation by recruiting manager as well as senior leadership can allow them to guide
subordinate employees in each and every stage. Along with this by offering online training
courses people at their own place can also aid company to manage planning issues in effective
maintenance of work load as to deliver effective results.
b. how performance objectives were (or could have been) set for facilities staff.
Performance objectives are termed as targets that are being set by organisation, leader,
manager, individual on semi-annual, quarterly or yearly basis. It has been evaluated that with the
help of different techniques and strategies standards performance of objectives can be set for
facilities staff. Thus it been demonstrated from above that, frontline workers acts as an most
hardworking workers in an organisation, but somehow they have rarely have time to take
advantage of training courses in order to increase their performance, skills and knowledge in
order to perform their roles in effective manner. Inefficiency of training can impact upon their
daily basis performance in a negative aspect and also further lead them towards being outdated
that automatically decreases overall productivity of entity. It has been identified that technology
is changing at very fast rate in this it is essential for frontline employees to maximize their
knowledge related to different technologically advanced tools and techniques in order to perform
their objectives in a very effective manner (Ozyalvac and Akpinar, 2020).
It has been evaluated that there are different type of objectives that has been set for
facilities staff in order to ensure that frontline workers are provided with efficient training and
development sessions in order to maximize their performance, as to fulfil objectives of
organisation in best effective manner. Main objective of facility staff is to create and arrange
film/ video permission process at different level of organisation for frontline employees and also
take advantage of EMS system in order to offer them training at their own place. With the help
of this frontline employees can undertake advantage of developing and training session at their
own place and as per according to their time. It will help them to improve their performance
without affecting their organisational workplace work. In this facilities staff department have
formative responsibility to ensure that there is competent financial planning developed for each

and every frontline group of employees at all level (Bechon, Lesire and Barbier, 2020.). In
addition with this, most important objective of facilities staff is related to maintenance of
technology, for this different type of programs required to be undertaken and effective utilisation
of resources is required to be done with the help of maintenance management system in order to
provide effective training sessions to frontline employees in order to effectively fulfil
organisation productivity means. It has been evaluated that most important objective that has
been set for facilities staff is to formulate learning, training and development strategies by
identifying factors that are prevailing in external and internal environment that further lead
towards creating dynamic change. For these comprehensive facilities master plan is required to
be formed by facility staff along with the objective of building accurate space database in order
to enhance skills potential and knowledge of frontline employees.
Lastly one of the most important objective data required to be undertaken by facility
staff is to effectively design guidelines and review process as to support training and
development of Frontline workers at their own place thus according to the evaluation it has been
identified that by undertaking different type of objectives into consideration facilities staff can
implement strategies to reduce operating cost with the help of external sources and take
advantage of different strategies in water to fulfil aim of providing effective training in
developing courses to Frontline workers as they do not have much time to maximise their skills
and efficiency bi regular training courses that are provided by Organisation in workplace from
Isis
c. Describe how effective objective setting and performance measurement contribute to staff
appraisal, distinguishing between formal and informal staff appraisal procedures.
In order to ensure growth of business in a continuous manner it is essential for organisation
to carefully and closely manage performance of employees in order to further provide them
necessary courses along with rewards and appraisals (Kamble and Gunasekaran, 2020).
Performance management is mainly defined as a process of collecting, evaluating, reporting and
informing individual or group performance. With this organisation can effectively able to
accomplish their goals and objectives in a well defined manner. It has been identified that by
evaluating performance of employees on continuous places Morrison’s can identify skills,
knowledge that are require by an employee in order to accomplish a task. Tracking performance
of workers allows taking advantage of strategic expert system through which they can maximise

productivity of employees. Along with this there is different type of performance drivers through
which organisation can effectively achieve the performance standards in a well effective manner.
In addition to this it has evaluated that good performance measurement system allow
organisation to evaluate triggers for any further changes in performance of employees in order to
encourage their performance towards accomplishment of organisational goals. Further this has
been identified that by measuring performance of employees manager can effectively able to set
objectives and can further encourage employees to accomplish them in time effective period, as
to maximise workplace efficiency. Employees are the main source of revenue generation for
entity. Thus, by considering performance management in objective setting objective can
effectively enhance productivity of organisation (Kim and Park, 2020). For the it has been
determined that performance management effectively contribute in staff appraisal and encourage
performance of each and every individual organisation and further praise deserving employee
with different types of rewards, certifications, monetary incentives and non monetary incentives
in order to boost their moral and motivation.
It has been identified that performance made in two days that are formal and informal
through which organisation can evaluate employees. In context with formal performance
appraisal this is done at a particular time period in organisation as to maximise performance of
employees. While on the other hand, informal appraisal is undertaken by superior when they feel
the need for it.
Both formal and informal appraisals allow managers can offer regular performance
feedback to their employees through whom they can enable themselves to grow in both

professional and personal manner and maximize their performance in best effective way. In
addition to this, it has been identified that objective setting and performance measurement
effectively contribute in the aspect of staff appraisal (Souza and at. al., 2020). As by setting
objectives employee’s performance can be stimulated towards accomplishment of a common
goal through which its completion can be ensured in time effective manner. For the this has been
evaluated that objectives not only allow employees to accomplish a certain set of target in time
effective manner but also benefit entity to measure daily basis performance of employees as per
according to set objectives and further motivate and guide them objectives in a well defined
manner. While if it is talked about performance measurement it has been identified that by
regularly measuring performance of workers according to their daily basis work leaders and
managers within an entity can enhance their skills and efficiency to accomplish allotted goals in
given period of time. Along with this it has been demonstrated that performance management
also benefit management to evaluate performance of each and every employee and further offer
them effective appraisal and praise their performance (Jogana, Garba and Mukhtar 2020). It
effectively helps entity to increase loyalty of employees towards organisation and further allow
company to retain experience employees for long period of time that not only maximise overall
working performance of organisation in respective market segment. But it also allows them to
ensure offering maximum satisfaction to customers at best. As if employees feel that their
performance are appreciated with best appraisal methods then they perform their roles and
responsibilities with more hard work to conduct and accomplish their work with high efficiency.
It not only benefits company to fulfil their goals with maximum efficiency but also facilitate
high-performance within employees through which they can ensure maximum sustainability in
marketplace.
d. Appropriate and inappropriate use of different methods of communication in planning and
allocating work. Explain how, and to what extent, these methods met the principles of
effective communication when dealing with people.
It has been evaluated that modern organisational environment has changed a lot that
include employers expectations, demand, rules, norms along with working culture. It has been
evaluated that success of project mainly depends upon clean and appropriate communication
strategy as it plays most important role. In this it is essential for organisation to understand the
importance of frequent communication and undertake use of technology in communication

method in order make sure that information’s are provided to employees on regular basis. Due to
change in technology there is significant change in workplace structure of organisation that
mainly emphasise upon importance of communication. Most of the organisations take advantage
of team formation in order to accomplish their goals and objectives. Being a leading
Supermarket Morison manages or leaders accomplish targets with team formation. Thus, for this
it is essential for every team member to know the plan and ideas that are require for them to
carry forward. Along with this leaders and managers are also required to allot roles and
responsibility to each and every individual as per according to their interest. In this with the
assistance of communication process allocation of task and roles can be undertaken in best
effective manner through which efficient results can be ensured.
There are different types of appropriate form of communication through which entity can
stimulate performance of employees towards accomplishment of organisational objectives. In
this by taking assistance of one -on -one interaction leaders can be effectively able to listen what
employees have to say. This allows them to increase smooth performance of employees in order
to generate efficient results and strengthen progress of entity goals. Along with this leader is also
required to offer feedback to employees on their performance as it is a sign of good or
appropriate communication. This has been observed that by providing feedback leader and
manger can increase team communication and further allow leader to effectively manage task
and maximise productivity of employees. Communication effectively aid organisation to
strengthen their relationship with workers and further allow them to show appreciation to
workers in order to deal with their low morale and make each and every team member feel
better. In addition to this, appropriate form of communication also include showing gratitude for
even small acts as it is having significant capability to strengthen communication process and
allow manages to appropriately ensure two way communication through which performance of
both team and organisation can be maximized. Further it has been identified that, team building
activities are also included in appropriate form of communication as it allow each and every
individual to communicate in an effective way that further lead them towards building good
relationship with each other. It has been evaluated that it create opportunity for employees as
team building activities lead them towards collaboration through which they can perform their
professional roles in a coordinating manner and can accomplish them in time effective and
efficient manner.

However on the other hand inappropriate use of different methods of communication can
not only increase complexity but also lead towards creating confusion that affects overall result.
Appropriate use of wide range of communication in planning and allocation of work have
significant impact upon functioning of organisation activities and increase efficiency of end
result, as it has been identified that appropriate communication methods allow leaders and
managers to have proper monitoring on each and every stage through which objectives of entity
can be fulfilled. There are different type of communication like verbal, non verbal, written,
visual and listening. All these methods allow entity to identify engagement of each and every
employee in organisational objective. As with the help of verbal communication method leaders
and managers can undertake face to face interview of employees through which they can know
about their opinion and vision related to any aspect. It further allow them to recognise any
problem or issue that employee is facing in working culture that restrict them to accomplish their
target. With the help of this proper strategies and measures can be developed in order to
overcome the problem in time effect manner. In addition to this it also stimulate employee’s
performance at great extent. In order to appropriately take advantage of different mode of
communication Morrison’s ensure that they take advantage of digital transformation in modern
workplace structure as to stimulate maximum progress of project. In this company is required to
formulate budget in order to invest on application and key system of communication like
communication tool in order to manage organisational objective. It has been identified that by
taking use of task management software company can ensure communication between team
members and entity, as it allow exchange of messages related to task and any other information
at same place. It further aid organisation to save their time from long email threads.
Thus according to the above mentioned discussion it has been evaluated that, effective or
appropriate form of communication acts as an essential element for all the level of organisation.
As it allow them to have effective interaction between management and employees (Creemers,
Lambrecht and Van den Broeke, 2020). According to my experience it has been identified that
appropriate communication methods provide maximum benefit in planning and allocation of
work process as communication allow leaders to recognise employees skills and abilities in
effective manner and further allot them work as per according to their talent. It does not only
increase efficiency of work but also allow organisation to earn maximum profitability and lead
them to ensure long-term sustainability. Appropriate form of communication also provide entity

to efficiently overcome unnecessary issue that arises in workplace structure as to provide
positive work culture to employees as to maximise their performance for betterment of
organisation.
Task 2 – Recruitment & Retention
a. Illustrate stages within formal recruiting process
Recruitment is defined as process associated with attracting, short-listing and selection as
well as appointing appropriate candidate for peculiar job in an organisation. It is process that is
related with finding as well as hiring experienced and qualified candidate for job opening within
time along with cost efficacious manner (Afrose and Afrose, 2019). This involves analysing
needs of job, captivating individuals towards that, screening, selection of applicants and their
integration within organisation. Morrison’s ensures that they have adequate workforce as
compared to standards they have set within the marketplace. For this, HR department is liable to
understand the need of firm and accordingly carry out their operations. For being a fourth largest
supermarket, they need to follow special procedures for integrating their needs into recruitment
process. Prior to this, they need to identify vacancy and need for this; in case answer attained is
positive then following steps can be taken up by them:
Step 1: Identify certain aspects
All the information related with nature of job has to be taken into consideration. This
involves what a person has to do and what will be output needed by them (in terms of number of
clients, working hours, etc) (Ahamadzadeh and Ghahremani, 2019). Along with this, how they
will fit within working structure of Morrison’s, personal and skill attributes that are required for
carrying out role in an effectual must be regarded. This analysis will lead to form a basis for job
description as well as person specification.
Step 2: Preparation of job description
Job description illustrates desirable as well as necessary criteria for selection. Such kinds
of specifications are dependent on set of competencies that are recognised like critical for
performance for job. Here, HR of Morrison’s need to identify aptitude, skills, experience and
knowledge. Furthermore, qualification required for this particular job must be determined along
with personal qualities specific to job like ability to be a part of team.
Step 3: Finding candidates

There are two methods through which this can be carried out they are internal and
external methods. With reference to internal methods, HR of Morrison’s can opt for staff
referrals, succession plans and secondments. It is liable for furnishing opportunities to develop as
well as career progression for motivating and employee retention (Bag and et. al, 2020). On the
other hand, there are external methods which provide various options for generation of interest
from individuals who are outside the firm. This comprises of press recruitment, networking,
online recruitment and hiring from external recruitment agencies.
Advertising acts as crucial means for attracting as well as recruiting. Here, Morrison’s
have to clearly illustrate needs of job, desirable & necessary criteria to job applicants (that limits
inappropriate applications which are being received), location of job, reward package, details in
which they can be applied and details related with ways in which they can be applied.
Advertisements have to be genuine along with they must be related with job which exist
originally (Cooke, Dickmann and Parry, 2020).
Step 4: Managing application process
This comprises of two crucial formats according to which applications are being
received, it involves application forms or curriculum vitae. They can be submitted via usage of
paper or any other electronic format. Application forms permits information which is being
presented within consistent format and thus, it makes easier for collection of information from
job applicants with respect to systematic manner as well as assess suitability of candidate for
particular job (Cornwell, 2020). CV provides candidates with an opportunity for selling
themselves in their way. But, sometimes irrelevant material is being included which makes it
difficult to assess consistently.
Step 5: Selection Candidates
This involves two major processes that comprises of short listing as well as assessing
applicants for deciding who must be given job within Morrison’s. Short-listing is being
dependent on number of candidates. Here, HR needs to look to list of criteria through usage of
job specification as well as person profile. Now, each application have to be rated as per desired
standards. Along with this, assessment involves range of methods which can be utilised for
assessing candidates (Kanakaratne, Bray and Robson, 2020). They vary depending on reliability
like a predicator for performance within job which involves general interview, competency based
interview, role play and sample presentation.

Step 6: Making Appointment
This involves contract and reference, contract involves offers for employment must be in
written, this is important to be aware related with offer of employment within interview like legal
binding as letter to candidates. Furthermore, references involves recruitment policy that is liable
for stating ways in which references are being utilised when recruitment process will be
considered up along with what references from former employers of Morrison’s.
Step 7: Induction
This is crucial part within recruitment process for employer as well as new employee.
With reference to HR of Morrison’s, their induction plan comprises of clear outline of role or job
needs, orientation which describes facilities, organisational orientation and information related
with fair work statement (Kumar, 2019).
These are the steps which are involved within recruitment process and will effectively
lead them to ensure that they have adequate workforce through which all their operations can be
carried out in efficacious way. Along with this, there are certain factors which must be
considered while carrying out recruitment process. They are specified below:
 Experience: This is a crucial aspect which has to be considered by HR of Morrison’s
while carrying out process of recruitment. While carrying out this process, experience is
required as per post on which individual they have applied. There are different posts for
which vacancies occur within organisation, so accordingly management takes into
consideration experience like for post of executive manager 5 years of working
experience is needed (Kumar and et. al, 2020) (Maia and et. al, 2020). It will lead firm to
make sure that there operations will be carried out in an appropriate manner.
 Potential: When interview is carried out some people may be found who seems
promising but may not have any track record (like university graduates or those with few
years experience). Such people must be considered as they can lead team to grow within
top performers.
 Hard Skills: They can be easily defined with respect to what applicants have acquired
while in school or last job. In case Morrison’s need engineers like quality engineer or
networking engineer, these skills cannot be ignored as without prior knowledge they
cannot deliver adequate services.

 Soft Skills: These cannot be measured and they are often regarded as personality traits.
HR of Morrison’s while interviewing a person looks forward to such kind of skills as it
enables them to present themselves in an appropriate way (Msofe, 2019). This involves
communication skills, personality, work ethics and many others are there.
 Cultural Fit: Each firm have their own culture according to which they furnish their
services. For an instance, working late till working is complete, leave the office at sharp 5
pm or work by socializing and teamwork with co-workers. Within Morrison’s team work
is being followed which enables the, within delivering services precisely and meet
requirements of their potential customers. HR needs to take into consideration how well
individual will fit within their culture.
b. Identification of policies as well as practices for encouraging staff retention
The plans that are formulated by firms for reduction of employee turnover rates are
referred to as employee retention strategies (Ogaji, 2019). They comprises of firm’s policies and
programs which make organisation like a more appealing employer that aids them within
attracting as well as retain qualified employees. Adequate policies and practices are needed as
high turn rates can be inconvenient, harmful and expensive for overall success of firm. In case of
turning rate of employees are high then firm needs to redistribute their resources for recruitment,
hiring and training employees. Therefore, it is necessary that Morrison’s have retention strategies
that will lead them to improvise overall satisfaction rates of their employees. Some policies and
practices that are being utilised by organisation are illustrated below:
 Emphasise on hiring process: Having appropriate candidate for particular position is
crucial as in case if employee is not good as per their role and then it is more likely that
they may end up in leaving job irrespective of retention strategies (Rodjam and et. al,
2020). Morrison’s need to emphasise on hiring process through creation of job
description which clearly illustrates anticipated skills, experience and qualification for
position. Effectual hiring is essential for management levels.
 Offer competitive salary: One of the major reasons that employees choose to leave
organisation is that they feel that their value is compensated. Salary must be understood
with respect to average salary for intended position as well as ensure that they are in
range. Along with this, benefits must also be provided by Morrison’s within their

compensation package. Employee’s retirement accounts, membership cards and value
insurance can be included within compensation package.
 Offer additional incentives: Providing additional incentives is great way for showing
employees that they are being valued. Investing within employee’s professional success
along with professional development opportunities which not only enhances skills of
employees and will render additional values to them (Yadav and Jain, 2020). This will
have on affirmative impact on ways in which operations are being carried out by
Morrison’s.
 Train effectual managers: Employees spend maximum of time in communication with
management and if they have bad experience then they are more likely to quit their job.
Morrison’s need to lay emphasis on training their management where focus must be on
teamwork, communication along with leadership.
 Inspire culture for open communication: Problems cannot be always avoided within
workplace, this is process in ways firm responds to them (Yadav and Chatterjee, 2020).
When employees have option to communicate in an efficacious manner with
management and share their concerns then it leads to high satisfaction rates. Culture for
open communication by welcoming requests of employees Morrison’s can find out that
they are being valued within firm.
The policies and practices which are being utilised by Morrison’s while delivering their
services have been specified above with respect to employee retention. But along with this it is
important to understand implications of employee turnover (Yogalakshmi and Supriya, 2020). It
is necessary to analyse this factor and accordingly formulate strategies for retaining their
employees. With respect to, Morrison’s impact has been specified below:
 Expensive process: Employer turnover is very costly for firm when it is voluntary
resignation as the cost associated with replacement is high. It comprises of search for
external labour for probable alternative, selective among alternatives, induction, formal
as well as informal training until they have acquired reasonable levels of performance
with respect to one who have left Morrison’s.
 Loss of skilled employees: Formulating culture which inspires knowledge transfer as well
as succession like a mission critical strategies. Formal and informal training is being
provided to employees at the cost of organisation when employees leave, firm have to

make same investment but in terms of knowledge what person has learned from
particular training or their experience can be hard to replicate (Zusmelia, Firdaus and
Ansofino, 2019).
 Impact on productivity: Performance as well as productivity of firm gets negatively
impacted when there exist high turnover rate. It leads Morrison’s to have loss of
experienced as well as trained employees who are aware of policies along with goals of
firm and their role within attaining those. But it needs time for new employee to learn
roles which means that high turnover rate leads to inexperienced employees that indicate
low employee productivity.
 Affects profit: The cost of settlement of benefits to employees and litigations may lead to
legal disputes that create impact on performance of Morrison’s that will ultimately
influence overall profit. Anything which tends to enhance costs, minimise revenue or
productivity will certainly have reduced profit and it will take time to again be profitable
with acquisition of new employees (Abebe, 2019).
Task 3 – Managing Stress
a. Identification of causes for stress within facilities management environment
The harmful emotional and physical which occurs when needs of job do not match with
resources, capabilities as well as needs of worker is referred to as job stress. This occurs due to
certain reasons within the working place. In context of Morrison’s some aspects have been
specified below:
 Demands: This comprises of needs of workload, work environment and patterns. It
involves unrealistic deadlines & expectations, technology overload, unmanageable
workloads and long working hours (Afrose and Afrose, 2019). This creates a pessimistic
impact on ways in which employees work.
 Lack of control: This involves authority possessed by employees related with ways in
which they deliver their work. In case if there is lack of influence as well as consultation
with respect to ways in which work is organised and has to be performed within
Morrison’s will lead to create pressure. This may involve no involvement within decision
making process, no control on certain aspects of job; there is no impact on performance
targets and lack of time.

 Minimal support: It is crucial to have a feel that employees are supported by
management and colleagues as will boost them up especially within difficult days. But if
there is very little or no support then it will lead to create feelings of frustration as well as
are undervalued.
 Work life balance issues: The pressure is being created due to increasing demands of
work culture which leads them to face mental health challenges for general population
(Ahamadzadeh and Ghahremani, 2019). This involves long working hours, over
demanding as well as inflexible working schedules, heaviness on family relationships,
excessive travel time and work interfering in personal life.
These are probable causes which lead to create stress within working environment
thereby has pessimistic impact on overall performance of employees. It is necessary to ensure
that such kind of situations do not occur as it will increase employee’s turnover rate. Morrison’s
need to take adequate steps through which causes of stress can be minimised and ensure that
such situations do not occur (Bag and et. al, 2020). They are provided below:
 Allocate work adequately: Proper allocation of work in between team is crucial for
ensuring a sense of inclusion along with this people will not feel overworked. Each team
leader need to ensure that work assigned to employees is as per their capabilities for
avoiding awkward situations for them (Cooke, Dickmann and Parry, 2020). This will also
leads to boost up their morale as work is given to them on basis of their experience,
qualifications and skills possessed within Morrison’s.
 Recognise & reward good work: Management of Morrison’s need to identify employees
who work hard and are excelling within their role. Along with this, they must be
appreciated as it will lead to generate sense of being valued among them which will have
affirmative influence on their work.
 Improve communication: Management have to provide their employees with open
channels for communication as it will lead them to speak up if they face any kind of work
related problems. Along with this, it will provide knowledge of different ways to
employees of Morrison’s in which they can furnish their responsibilities effectively but
this has to be carried out in an affirmative manner rather than being aggressive.

Task 4 – Employment Legislation
a. Illustrate current legislations for protecting employees as well as employers
Safe workplaces are regarded as productive working premises, it is necessary for
employer of facility management to acknowledge which legislations applies to business and
ensure that they are being implemented in an affirmative manner. There are certain legislations
which are being implemented by Morrison’s so that all the employees can have adequate services
as per legal guidelines furnished by government of UK. Some of these are specified below:
 Management of Health & Safety at Work Regulations, 1999: In this, employer is liable
for certain regulations (Cornwell, 2020). They include formulation of risk assessment for
health and safety as well as taking appropriate measures to deal with those to minimise
overall impact. Employees within Morrison’s are provided with relevant information,
training as well as written policies with respect to this aspect that are executed by them.
 Workplace Health, Safety and Welfare Regulations, 1992: With respect to this,
Morrison’s need to provide significant lighting, ventilation, heating and workspace
through which it will become easy for them to deliver their services. Along with this, safe
passageways are to be provided by which hazards like tripping and slipping can be
prevented and adequate facilities such as toilets, washing facilities, refreshments, etc are
being provided.
 Display Screen Equipment Regulations, 1992: Employees who makes use of display
screen equipment like security guards monitoring CCTV footage, accounts departments
or any other who makes use of DSE (Display Screen Equipments) need protection. This
regulation is being implemented by Morrison’s as it covers all these aspects
(Kanakaratne, Bray and Robson, 2020). Here, risk assessment is being carried out and it
has been ensured that they are being given with relevant breaks which are not legally
stipulated but it is 5 to 10 minutes break for each hour of screen time as it is safe way for
operating. Furthermore, regular tests are being carried out for their safety.
 Manual handling operations regulations, 1992: Under this regulation, employees of
Morrison’s are provided with an environment for avoiding where it is possible to
eliminate manual handling of tasks which may lead to high risks for injury (Top 8 Pieces
of Workplace Legislation. 2020). Furthermore, risk assessment has to be carried out and
information associated with load weighs must be furnished to employees as they may be

dealing with all those. Along with this, personal characteristics like their strengths have
to consider for understanding ways to lift equipments or products.
 Working time Regulations, 1998: Two European Union directives are there which are
associated with firms working time along with this; ways in which young workers who
are under 18 can be employed is being depicted. It implies that under these regulations,
employees of Morrison’s have right to have adequate breaks as well as annual leaves.
With respect to adult workers, it involves maximum working 48 hours per week.
Employer possesses contractual obligations according to which they cannot force
employees to work extra until they volunteer for this. With respect to, young workers
the, working hours per week are 40 but they cannot opt for out permit. Along with this,
they can have a break for 20 minutes after working for six hours.
These are the some legislation to which Morrison’s must adhere to but in case if they do
not apply these within their working premises then they have to face repercussions which can
create worse impact on their reputation within the marketplace (Kumar, 2019). Some aspects
associated with this have been mentioned below:
 Fines: This is the obvious consequence as per which firm will be fined for non-
compliance of legislations. Firm’s experiences fine of near about hundreds of thousand
pounds for serious safety breaches. This involves not only legal cost but also cost for
prosecution which implies that non-compliance with legislation is costly exercise.
 Imprisonment: Authorities of firms can be imprisoned if they breach health as well as
safety laws and this can be a sentence for around 6 months within Magistrates Courts.
Furthermore, within Crown Courts it goes up to period of two years (5
CONSEQUENCES OF FAILING TO COMPLY WITH LEGISLATION, 2020).
Furthermore, it also involves stigma of criminal conviction that will restrict their ability
to work within particular sector and even travelling to abroad.
 Loss of reputation: Any firm that fails to adhere to legislation will run risks for loss
related with reputation along with loss of their probable customers. The damage which is
being caused on organisation with respect to criminal conviction will last longer with
respect to financial outlay. Along with this, firm which have poor record within these
expects employees will not work further which means that they will lose their knowledge
as well as expertise within particular area. Thus, Morrison’s need to make sure that they

abide to all essential regulations with respect to retail industry as it will enable them to
have amplified outcome.
 Downtime & loss of productivity: Breaches of certain legislations leads firm to cease
production until bugs within their processes have been rectified. Loss of production will
lead to create inevitable outcome in terms of loss of income which is adverse scenario
and may lead firm to go out of business (Kumar and et. al, 2020).
b. Explicate discrimination legislations and its impact
The preferential treatment which is being given to peculiar group of people above others
or treating employees in an unfair manner due to who they are is referred to as discrimination at
work. These laws exist for protecting firm against discrimination which can be either direct or
indirect and can take place during recruitment process as well as employment term. When
employees or job seekers are considered less favourable on the basis of gender, age, sexual
orientation and race is referred to as direct discrimination. On the other hand indirect
discrimination occurs when there are various rules, policies, criteria or practices which lead to
put individuals at certain disadvantage (Maia and et. al, 2020). With respect to Morrison’s there
are various legislations to which they abide to for making sure that their employees can work in
an appropriate manner and have a safe working place. With respect to this, some discrimination
acts are mentioned below:
 Sex discrimination act, 1975: This act is liable for preventing employers as well as
recruiters from treating their prospective employees differently with respect to marital or
gender status. The same regulations are being applied in context of sexual harassment or
pregnancy along with laws that cover contract workers along with temporary employees
(Msofe, 2019). In this aspect there are certain exceptions which Morrison’s need to
acknowledge that employers need to apply certain restrictions under GOQ (Genuine
Occupational Qualification). This aids employers within restricting applications
depending on essentials of job like advertisement for women’s clothes.
 Sexual Orientation (Employment Equality) Regulations, 2003: This is unlawful that
employer discriminate workforce on the basis of sexual orientation. This law is liable for
covering entire employment process which varies from recruitment till they are employed
and trained irrespective of whether individual is gay, bisexual, heterosexual, lesbian or
transgender.

 Race Relations Act, 1976: Employers of Morrison’s cannot discriminate their employees
on grounds of colour, nationality (this applies in context of ethnicity, national origin and
citizenship) or race. Amendment to RRA 2000, needs public authorities for proving that
they will not follow discrimination practices within their premises even in case if
functions are conducted by private businesses.
 Religion or Belief (The Employment Equality) Regulations, 2003: This is illegal for
employers of organisation to discriminate individuals with respect to their beliefs and
religion. In these regulations, employees should be provided with right for having annual
leaves for their religious festivals.
 Employment Equality Regulations (Age), 2006: These regulations came into impact
from 1st October, 2006. This makes it illegal for firms, recruiters or employers who
discriminate individuals with respect to their age. This not only applies to recruitment
process but will also be considered within promotion as well as training opportunities
(Ogaji, 2019). These regulations have also brought in new retirement procedures
according to which employees can continue to work even after retirement if they want.
Morrison’s ensures that these legislations are being followed by them as it aids them
within effectual delivery of services. This leads them to have effective impact on overall
performance of employees as they feels that they are crucial assets within organization. It implies
there is affirmative influence on productivity of organization.
c. Illustrate stages of grievances as well as disciplinary procedures
Grievance procedures refer to means by which disputes can be resolved by firm for
addressing complaints of suppliers, employees and customers. This is a hierarchical procedure
that is liable for furnishing hierarchical structure for presenting as well as settling disputes with
respect to workplace. The stages involved within this are:
Informal Approach: Employer of Morrison’s needs to make initial attempts within resolving
grievance informally. This comprises of having discussion with employees who have given
complaint (Rodjam and et. al, 2020). This aims at preventing matter from escalating and settling
it early.
 Formal meeting with employees: This comprises of holding grievance hearing with those
employees who have made complaint. Employees possess statutory rights which are

being accompanied by trade union representative. The employers aim at establishing facts
with respect to issue. This explains grievances by providing insight into the issue.
 Grievance investigation: If there is requirement for carrying out investigation, this
involves that management of Morrison’s must speak to witnesses as well as any
individuals implicated within this manner. It will shed light on grievance by
establishment of facts related with particular scenario.
 Grievance outcome: Once investigation has carried out all the facts are regarded as well
as considered while formulation of decisions for upholding it or rejecting this.
Accordingly, decisions will be interacted to employees. In case if this is upheld then it
will be resolved within this stage only.
 Grievance appeal: The outcome must notify individuals about right to appeal. This
should involve appeal hearing chair so that employees of Morrison’s can acknowledge
appealing decisions as well as resolution that is being seek by them. The case can be
reviewed as well as considered fairly so that adequate appeal is being achieved (Yadav
and Jain, 2020).
Disciplinary Procedures: The process that deals with perceived employee’s misconduct
is referred to as disciplinary procedures. The steps that are being followed by Morrison’s for
such kind of situations are mentioned below:
 Having initial understanding: Management of Morrison’s needs to establish facts
before any kind of decisions are being made. If issues are closely associated with ability
or performance rather than behaviour that have capability procedures. It is important to
furnish informal warning for avoiding need to enter within formal disciplinary process.
 Investigate thoroughly: In case offence is substantial then formal procedures must be
utilised. Here, management of Morrison’s need to identify the facts related with
situations, talk with witness and look into each aspect that can serve as evidence (Yadav
and Chatterjee, 2020). But in case if investigation is being done on misconduct then
employee must be suspended until process is being carried out.
 Conduct Disciplinary meetings: Employees can be provided with prior notice for
meeting and advice them to furnish copies of evidences which they have for their review.
Management needs to make sure that conduct is liable for explaining disciplinary matter.

 Decide actions to be taken: Check that the employee is aware of their right that will be
accompanied if they have not brought anyone with them. Execute via allegations held
against them as well as invite employee of Morison’s to respond. Evidences must be
reviewed and employee must eb provided with an opportunity for making any
comments.
 Confirm outcome: When meeting is carried out, all the allegations must be considered.
If employee of Morrison’s is not found guilty then entire procedure can be told to them
and it can be finished up. But if opposite happens then adequate warning has to be given.
When issue is minor then first level warning is being given along with expectations of
firm. Final written warning is being given when employee is in a place of warning but
still conduct same mistakes then it will be a first and last warning (Yogalakshmi and
Supriya, 2020). Then penalty can be given or dismissal for peculiar misconduct.
 Confirm outcome: Once decisions have been made then this must be furnished in
writing along with levels of warnings that have given o peculiar employee and for how
long this warning was active for. In case of dismissal the grounds for this have to be
clearly written down.
 Right to appeal: Employee within Morrison’s is being provided with an option to
challenge decisions which are being made. Now the appeal of employees will be heard
by some other person as Morrison’s is large firm (for small firm there is possibility that
same person will be there). Again the process will be followed as it was in original
disciplinary meeting (Zusmelia, Firdaus and Ansofino, 2019).
These are the steps which are being taken up by management of Morrison’s while dealing
with any kind pessimistic behaviour of their employees.
Conclusion
Form the above it can be concluded that, facility management refers to organisational
function that is liable for integrating process, place and people in built environment with purpose
for improvising quality of life lead by people along with productivity of core business. It is
necessary for management to have planned activities which are organised as well as allocated on
the basis of experience possessed by individuals. There are various issues that are being faced
while development and maintain human resources. It has to be ensured that adequate measures
are being taken up through which such aspects can be eradicated. Furthermore, performance

objectives have to be formulated and accordingly it can be measured. Furthermore, there are
distinct methods that can be utilised within organisation for communicating like formal and
informal. Within recruitment process different stages are involved which must be adequately
used by organisations for having effectual workforce. But they need to analyse the factors which
lead to cause stress. There are certain legislations with respect to health and welfare of
employees which organisation need to emphasise on as well as must ensure that effective
discrimination measures are being used. They are being formulated for benefits of both
employees and employer so that they have adequate workplace environment where they are safe
while delivering their services. This will lead firm to have affirmative productivity as well as
profitability.

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Online
Top 8 Pieces of Workplace Legislation. 2020. [Online]. Available through: <
https://www.seton.co.uk/legislationwatch/article/top-8-pieces-of-workplace-legislation/>.

5 CONSEQUENCES OF FAILING TO COMPLY WITH LEGISLATION. 2020. [Online].
Available through: <https://www.xenongroup.co.uk/knowledge-centre/legislation/5-
consequences-of-failing-to-comply-with-legislation>.