Functions of HRM in Workforce Planning | Desklib

Unit 3: Human Resource
Management

INTRODUCTION
Human resource management is defined as such strategic approach used within business
which is used in order to manage workforce within organisation and to provide support to the
business in order to attain higher competitive edge. Human resource department of an
organisation is helpful in managing human force and to analyse needs of workforce working so
that to gain higher employee satisfaction (Nalla and Varalaxmi, 2018). The major function of
human resource department is recruitment and selection which lead the business to gain higher
succession opportunities and long term sustainability. This report is prepared for examining
various dimensions of human resources department and role\ executed by this department. The
organisation taken for this report is Waitrose which is a British supermarket founded in the year
of 1904 and headquartered in London, UK.
TASK 1
P1 Purpose and functions of HRM in workforce planning
Overview of organisation:
Waitrose is a British supermarket which was founded in the year of 1904 and later in
1937 it was acquire by employee owned retailer John Lewis Partnership in which groceries are
being sold. Waitrose is having more than 350 shops across UK which makes them 8th largest
grocery retailer in UK. Besides this Waitrose exports their products to 52 countries which
enhances their market image in global market. Waitrose is having portfolio of more than 52000
employees and those are working for providing market prominence to the organisation. HRM
Purpose and functions workforce planning and resourcing
HRM is associated with providing prominent role in management of workforce within
an organisation. In this manner employees can be directed in order to attain organisational aims
and objectives in such a manner that overall efficiency can also be maintained. The major
purpose of human resource management within an organisation is to satisfy staffing needs of
their employees, providing requisite compensation to workers, implementing practices for
employee engagement and providing performance appraisal as well. So in this manner HRM is

wholly dedicated to enhance productivity of the organisation by involving employees and
motivating them in timely manner (Psychogios and et. al., 2016). In the context of Waitrose
there are various functions which are being executed within human resource management and
the same are elaborated as under:
Recruitment and selection: This is the primal function which is executed within HRM in
which candidates are selected those have required business skills and could lead the business to
meet its objectives.
Training and development: This function is associated with developing new skills within
employees by organising different training so that working requirement can be fulfilled by
employees in apt manner.
Compensation and appraisals: Under this function of HRM employees are provided with
such appraisals which they deserve so that to boost their morale and to provide job satisfaction
as well. This function of HRM is helpful in enhancing employee retention ration as well which
helps the business to grow in long run.
P2. Strength and weaknesses of different approaches to recruitment and selection
Recruitment: Major role of HRM department is to organise recruitment and selection
procedures within business so that to inhale higher skills and talent as well. The process of
recruitment is categorised as the procedure in which candidates are found from pool candidates
according to suitability of job role. Recruitment is of two major types such as:
Internal recruitment: Under this type of recruitment Waitrose provide opportunity to their
existing employees for filling up the vacant position. This is the process which helps in
increasing trust and empathy of employees over the organisation. Promotion and transfers are
the major inclusion in internal recruitment.
Strengths Weaknesses
 Cost and time can be saved for
recruitment set up and trainings.
 Building of trust and empathy in
employees leads to intensify overall
 This limits talent acquisition as
employees are recruited from inside
only.
 Internal conflicts may be created which