Importance of Employee Relations in HRM Decision-Making

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose & functions of HRM:...............................................................................................3
P2 Strengths & weaknesses of approaches for recruitment & selection:....................................5
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices:...................................................................................................6
P4 Effectiveness of different HRM practices in organisational profit and productivity:...........7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in influencing HRM decision-making:...........................8
P6 Key elements of employment legislation and its impact upon HRM decision-making:.......9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in a work-related context:...................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The strategic approach for effectual management of employees within the organisation by
which they can have a competitive edge in the market. Basically, it is a term that is being utilised
for description of formal systems in terms of staffing, employee benefits and compensation &
designing or defining of work (Human Resource Management, 2019). This assignment is based
on fourth largest supermarket chain i.e. Morrisons in UK. It is a public limited organisation
which was established in 1899 by William Morrison and have around 498 stores. This report
comprises of purpose & functions, strengths & weaknesses along with benefits that are rendered
by HRM. Along with this, effectiveness of diverse HRM practices is evaluated and significance
of employee relations within decision-making is analysed. Furthermore, key elements associated
with employment legislation will be depicted as well as application of HRM practices are
illustrated.
TASK 1
P1 Purpose & functions of HRM:
The process of making efficacious as well as effective utilisation of human resources so
that formulated target can be attained is referred to as HRM. It involves planning, organisation,
directing as well as controlling the procedures associated with formulation of compensation
integration and maintenance which will lead to attain the accomplished objectives (Acunzo and
others, 2018). The HR of Morrisons is liable for recruiting, selecting as well rendering training &
development to their employees.
Hard model of HRM: The staff management model or system where employees are
considered as resources which must be controlled for attaining high profit along with competitive
edge is defined as hard model of HRM. The employees of Morrisons will be seen as identical to
other resources within the firm.
Soft model of HRM: Within this model, employees will be treated like a crucial resource
within the organisation and acts like crucial resource for having competitive edge. Within
Morrisons, employees are treated as an individuals and emphasis is laid on the requirements of
their employees.

Workforce planning: Systematic analysis & identification of requirements of firms with
respect to their size, type as well as quality of employees for attainment of their objectives is
referred to as workforce planning. HR of Morrisons is liable for identification of skills,
knowledge and experience that are needed (Anthony and others, 2015).
Resources of Morrisons: They involves financial, human, physical as well as
information intellectuals. In context of Morrisons, management is liable for acquisition as well as
management of resources for accomplishment of goals.
Purpose of HRM
HR of Morrisons needs to ensure that they have the right person within their organisation
who possess the appropriate skills according to the vacant position. This illustrates that right
person at appropriate time with necessary abilities and at a right place. Human resource manager
of Morrisons is responsible for hiring an appropriate candidate for their organisation by which
they can attain their goals within specified time frame.
Functions of HRM:
Recruitment: The process of identification as well as hiring of best-qualified individuals
for a specified job within cost effective as well as timely manner is defined as recruitment. HR of
Morrisons is involved within analysis of requirements of job, captivating employees and
screening (Cheol Seong and others, 2016).
Selection: The process associated with choosing most appropriate individual for the
vacancy within firm is referred to as selection. HR of Morrisons formulate different processes for
carrying out this along with this certain laws are also obeyed by them.
Training & Development: The subsystem of a firm which focus on improvisation of
performance of groups and individuals is defined as training & development. Training is
provided by Morrisons for sharpening of concepts, skills as well as acquisition of enhanced
knowledge of their of employees. Development is being carried out for developing ability for
attainment & sustaining within specified situation.
Motivation: The way of encouraging employees by which they can work till their entire
potential is defined as motivation. For this, HR of Morrisons can give their employees with
rewards, appreciation and extra benefits.
P2 Strengths & weaknesses of approaches for recruitment & selection:
Internal vs. external recruitment: