Human Resource Management in Morrison's: Roles, Functions, and Practices

This assignment focuses on the roles, functions, and practices of human resource management in Morrison's supermarket. It provides an overview of the company, its mission, and business objectives. It discusses the purpose and significance of HR in talent acquisition and explores various approaches to performance management, workforce planning, reward systems, recruitment & selection, and training & development. The assignment also includes examples that illustrate the methods used in HR practices.

UNIT 3- HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Company overview.....................................................................................................................3
Purpose, accountabilities and roles of human resource function as well as significance of HR
in regards to talent acquire..........................................................................................................4
Approach to performance management, workforce planning, reward systems, recruitment &
selection, development and training............................................................................................6
Inclusion base on examples that define methods use in HR practices........................................9
PART 2..........................................................................................................................................10
Job description in context of marketing manager position.......................................................10
Person specification..................................................................................................................11
Job offer letter for chosen candidate.........................................................................................11
Rationale and process of conducting HR practices...................................................................12
Method to and effectiveness of employee engagement & relations..........................................12
Important aspects of employment legislation...........................................................................12
Evaluation based on how employee relation and legislation influence decision-making and
meets objectives of Morrison's..................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is one of the most important and beneficial function of
companies as it help manage all problems and conflicts relate to workers in effective manner. It
considers as practice of managing performance of employees, recruiting new people and
selecting skilled applicants at workplace. The current assignment will be based on Morrison's,
which falls under category of the most popular supermarket chains in the United Kingdom. This
study will define company overview including its core business objectives, mission statement
and purpose. It will explain purpose of human resource function and their roles and
accountabilities along with importance of HR in talent acquisition. Furthermore, this report will
justify approaches to recruitment, workforce planning, selection, performance management,
training & development and reward systems. This assignment will define inclusion of case study
examples to determine varied methods utilized in human resource practices. Moreover, this study
will define job description in context of marketing manager position and will also explain person
specification for similar job role in chosen firm.
It will describe job offer letter and evaluation base on procedure of conducting right HR
practices and rationale for same. Furthermore, this report will justify approach to and
effectiveness of better employee relations as well as engagement. It clarifies aspects of
employment legislation and evaluation base on how employment legislation and relations
influence decision-making and meets business objectives.
PART 1
Company overview
Morrison's is one of the top supermarkets that has been operated its venture and manage
operations within retail industry from longer period of time. It was founded by William Morrison
in 1899. With skilled and talented workers' organization has successfully served its services and
deliver products to target market, which in return generate revenue and increase sales of its
business (RASHID, 2020). Morrison's by selling its quality goods has maximized its customer
base, it has 494 outlets in the United Kingdom.
Mission-

The core mission of this supermarket is to be competitive within retail sector which is
quite essential in term of gaining competitive advantages and grabbing current as well as further
market opportunities.
Aim or purpose-
The main purpose of chosen brand is to serve its target segment even better than rivals
that has operated its ventures within same industry or market. Organization hold its position in
market at fourth place with more than 494 stores, it serves around 12 million buyers according to
his or her needs.
Business objectives-
 The main objective of Morrison's is to gain competitive edge
 Second objective of company is to assure its consumers that brand items offer excellent
quality at better possible prices.
 Third objective of organization is to increase customer base approx 30% than other
supermarket brands.
Purpose, accountabilities and roles of human resource function as well as significance of HR in
regards to talent acquire
Purpose of HR function-
There are different types of functions relate to human resource available in business
world that many companies has been used (Aust, Matthews and Muller-Camen, 2020). Their
main purpose or aim is to support a company in order to deliver its corporate tactic and achieve
set objectives. It wants to help Morrison's to gain all benefits while operating in retail sector.
Roles and responsibilities of Human resource functions-
Recruitment and selection-
This function is applicable to resourcing chosen company, as it allow human resource
manager to hire new people who have appropriate skills and excellent knowledge which he or
she could use to enhance performance of supermarket even better than its rivals (Herschberg,
Benschop and Van den Brink, 2018). Employee resourcing includes staffing for which different
types of methods can be used. Here, chosen function of HRM is applicable, which may define as

procedure of selecting and hiring new workers who can perform necessary and important work at
workplace, which in return increase productivity level of brand and allow management to gain
competitive advantages that is really very essential to obtain.
Workforce analysis-
Another important and beneficial function of human resource management within
Morrison's is to analyse the current workforce (Heineman and et.al., 2020). This function is
related to workforce planning and applicable to the same. The role and accountability of this
function is quite different from other one, according to that HR manager needs to conduct a
survey and group meeting which enable them to analyse and determine the needs to skilled
people who can work productively and professionally without making any kind of mistakes. It
includes determining existing and anticipated further supply of skills and applicants, identifying
what company and employers need and will need in future in term of experience &
knowledgable candidates, competencies etc.
Performance management-
The most significance and helpful function of human resource management is the current
one because it permits Morrison's to be competitive in market and strengthen management
activities in effective manner (Tweedie and et.al., 2019). Accountability of this HR function is to
develop appropriate plan and strategies that human resource manager could use to enhance
performance and improve it in systematic manner which is actually very essential in term of
gaining competitive edge and reaching at global level. The role of performance management as
human resource function is to manage the working abilities and style of each applicant which
turn increase increasing their productivity level.
Learning and development-
One of the most challenging and difficult human resource management functions is
learning or training and development. The role of this act is to develop skills and improve
performance as well as abilities of staff members, which is quite essential for Morrison's and
management in term of increasing the performance of venture and enhance sales level. With this
function HR manager enable existing and new workers to develop his or her skills that they need
for future. Enabling staff to develop several professional things is the main accountability of

chosen HRM action. Training and development bring several benefits for both supermarket and
its employees as well.
Importance of HR function in acquiring talent-
All above functions such as performance management, recruitment & selection and other
that relate to HRM are quite beneficial and important in context of talent acquisition and
business objectives' achievement. (Liu and et.al., 2020) For example, by hiring and selecting
new candidates human resource manager could play vital role in acquiring talent in form of
workers who can perform productively which enable them to meet and achieve set objectives of
Morrison's. Talent acquisition may refer to procedure of determining and acquiring talented
people to meet business needs. Workforce planning or analysing is another function through
which HRM play vital role in context of above topic.
Approach to performance management, workforce planning, reward systems, recruitment &
selection, development and training
Approaches of workforce planning
It is the process of evaluating, forecasting and managing employees of organisation to
assess the gap, determination of talent management, and methods through which system can
have right people at appropriate position.
There are several approaches through which workforce planning, recruitment and
selection can be done (Willis, Cave and Kunc, 2018.). Planning for workforce is exerted when
company feel lack of efficient and effective employees which organization take place through
making proper analysis of all departments of firm.
Strengths
 There are several benefits that company gain though using approaches of work force
planning which includes building skills, clarity of roles and responsibility to employees,
predicting personnel needs, cultural shift, evaluation of lacking areas of employees for
conducting training (Valeva and et.al., 2017).
 In addition to this all these strengthen the internal environment of company that increases
its employees morale with organizational growth. It also helps organisation to achieve its desire goals and objective with help of obtaining
needed employees.

Weaknesses
 The lacking areas of this workforce planning is that company have to bear unnecessary
expenses, difficulty in time frame for planning, inefficient source of providing data to
company, makes talent management of organization more complicated, false sense of
security, rigidity, misdirected and probability in planning.
 It not only makes the management of company inflexible but also becomes barrier in
employees proper development as management feel distracted from goal.
 When planning is done excessively it becomes counterproductive to the company.
Approach to recruitment and selection-
Recruitment may describe as procedure of determining, interviewing and attracting
workers. While selection is referred to decision of selecting a qualified person who could do his
or her job in effective manner.
Internal and external recruitment are two different forms of approaches that are many
companies such as Morrison's has been used to hire new people at workplace. According to
internal method, management recruit right person among exiting staff members in term of
promotion applicant in context of specific job role in company. In context of external
recruitment, job advertising through social media platforms is the best approach that HRM could
use.
In regard to employee selection aptitude tests is the appropriate approache that human
resource manager within chosen supermarket used to build strong workforce.
Strengths-
 The best thing about job promotion as internal recruitment approach is that it save time of
HR manager in context of selecting people from outer sources (Burukuna, 2020).
 Strength of external recruitment is that it provide wider area to management which they
could use to select skilled people.
 Aptitude test is quite useful because it allows manager to determine and find out the
competence of each applicant.
Weaknesses-

 Con of this approach is that it limits human resource management pool of candidates.
 External recruitment is time-consuming act as it require a lot of hard work and time to
make effective plan relate to staff recruitment.
Approach to training and development-
There are different types of methods relate to this act accessible in the world of business
that many companies has been used in order to enhance performance and develop new skills
among existing as well as new teams of workers (Nguyen and et.al., 2020.). On job training and
group discussion are two form of approaches.
Strengths-
 The main advantage of on the job training approach is that it improve performance of
workers and increasing their satisfactory level relate to current job role in Morrison's.
 Group discussion as training and development approach provide benefits in form of
offering number of creative and innovative ideas that help people to work even better.
Weaknesses-
 The biggest drawback of this approach is that it is quite costly in sense that employees
are disturbed by training act.
 The opposite thing about group discussion is that it consume time to come to a right
conclusion.
Method to performance management-
This process of known as corporate management tool that support human resource
manager to evaluate and monitor workers work and each act at workplace. Performance
assessment is one of the best and most effective methods that use in context of above function of
HRM.
Strengths-
 With this method, human resource management can evaluate success and growth of staff
and cater ongoing feedback to them on informal as well as formal basis.
 By assessing performance of staff, manager can determine weakness of each employee.

Weaknesses-
 The weakness of this process is that it is very time-consuming and costly in form of
analysing performance of each worker which require extra experience person at
workplace who can do this.
Technique to reward systems-
Employee reward system refer to effective programme set up by Morrison's and its HR
management to reward performance and encourage applicant on individual or team levels.
Incentives is the one of the most common and useful form of reward system, as it help to boost
performance of individual worker.
Strengths-
 With above discuss approach Morrison's can increase employees engagement and reduce
high employee turn over risk.
 Furthermore, it provides benefit in form of improving morale and team work abilities.
Weaknesses-
 Financial incentives offer by company can carry cost of developing pay inequality which
lead to turnover and harm work of staff members.
From above analysis, it has been identified that training, development, reward systems
and performance management are quite beneficial for employer and workers as well as it help to
increase productivity. It can be said that external recruitment method is quite beneficial and the
best in context of firm as increase productivity of venture when HRM hire people from talent
pool.
Inclusion base on examples that define methods use in HR practices
Human resource practices are means through which HR within Morrison's personally
develop effective management and leadership of its workers. It happens while practice of
creating extended training session and motivational systems such as making programmes to
assist and direct administration in performing ongoing performance appraisals. Different sorts of
approaches and methods are available in the world of corporate that HRM in regard to staff as
their practice could use, which are very effective for both employee and employer and suitable in

context of raising organizational productivity as well as profits margin (Lai, Saridakis and
Johnstone, 2017).
For example, employee security and safety is the best method that human resource
manager can use in their practices, which in return provide a lot of edge in term of retaining
skilled applicants and building strong team of players. These advantages are related to employer
and candidates and bring more benefits for both of them.
Training and development may included in category of human resource practice for
which manager can use effective method or approach such as workshop arrangement at
workplace. According to that, experience person by sharing their professional and personal
experience and using other techniques enhance performance of staff. For example, in recent
time, most of HRM arrange workshop at the place where its skilled people work and perform
together for achieve set objectives and goals of Morrison's. It benefits employer in term of
obtaining knowledgable and experienced performers and benefit staff as well in term of
increasing his or her competences and developing new skills.
All the human resource management practices in term of raising productivity and
profitability of Morrison's are applicable as it helps build effective team who can perform much
better than last few months or years which turn into increase consumer services and operational
efficiency.
PART 2
Job description in context of marketing manager position
Job Title- Marketing Manager
Department- Marketing
Report to- HOD and PR
Job summary-
Working with Morrison's, marketing manager is accountable for daily execution and
appropriate implementation of supermarket products advertising and promoting initiatives for
business. Marketing manager position consist of identifying demand for goods and promote
offers provided by company.
Roles and responsibilities-

 The most important role of marketing manager within organization is to manage
promotion and position brand within chosen marketplace.
 Another role of marketing manager is to develop effective and influencing ads.
 Applicant role is to raise brand awareness through creating marketing campaigns.
 Marketing manager is accountable to gain attention of consumers to purchase from firm.
 Candidate is responsible to identify target market and reach at them.
Skills and knowledge-
 Decision making
 Effective communication
 Critical thinking
 Knowledge relate to IT
 Understanding relate to usage of advanced technologies
Experience-
 5 year experience
Education-
 MBA in marketing
Person specification
Job title- Marketing manager
Qualification and knowledge-
 Applicant should have IT related knowledge.
 MBA degree relate to field of marketing.
Skills and attitude-
 Applicant must have excellent communication and decision-making skills
 They should have good listening skills
 Candidate should be confident to develop influencing marketing plan.
Experience-
 Candidate must have 5 years of experience

Job offer letter for chosen candidate
To- John Smith
Subject- Job offer letter
Dear John
As discussion over call and interview, We are very pleased to offer you marketing manager job
post within our company. This job is classified as full time and flexible opportunity. We
provide expected salary package to you. If you are agreed to our terms and conditions that has
been given in employment contract. Please sign document and resend conformation letter to the
actual address of company.
Sincerely
Marketing HOD
Rationale and process of conducting HR practices
The overall procedure of conducting human resource practices is quite beneficial and
useful as it provides skilled workforce to Morrison's in form of hiring and selecting new
applicants. Recruitment and selection is one of the HR practices that influence in positive
manner in term of increasing skilled workforce. The main reason behind conducting this practice
is to enhance performance and productivity of organization. Training and development is another
HR act that bring benefits in regard to supermarket such as allow gaining competitive edge.
Reason behind this practice that human resource manager conduct at workplace is to enhance
competences and develop new skills among people.
Method to and effectiveness of employee engagement & relations
Flexible working practice is one of the best approaches to effective employee relations, it
provide benefits in term of retaining experience workers for longer period of time. It also uses to
employee engagement, which bring advantage in form of boosting performance level of staff
even better.
Flexible organization is another approach that works effectively in context of employee
relation and engagement. It helps to build strong employee relation with management that in
return create positive work culture at workplace in form of its effectiveness.

Employer of choice is the most common and useful method that employer used to build
good relation with staff and engage them to take part in decision-making act.
It can be said that positive relations between senior and other workers, enhance the
productivity of everyone, it affects positively upon current management practices. It delivers
benefits to employee in term of retaining knowledgable ap[applicants and also provide
advantages to workers in form of increasing their motivational level.
Important aspects of employment legislation
Equal employment opportunities, affirmative actions favouring everyone, discrimination
prevention and work time regulations are the key components of employment legislation that
protect workers from any unethical practices and act. All these elements put positive impact on
human resource management decision making activity because it allows them to create an
environment and culture where employees feel free to share his or her ideas, opinions and work
for longer. Equality act 2010, Fair wage act 2018 etc. are different forms of employment laws
that affect HR decision making in positive manner. They drive the attention of human resource
manager to implement terms and conditions that are important to sustain business for longer in
ethical manner.
Evaluation based on how employee relation and legislation influence decision-making and meets
objectives of Morrison's
Good and positive employee relations always put positive impact on decision taking act
of HRM and authority as it drive them towards taking initiatives in context of making relations
stronger than ever. Furthermore, employment legislation also affect in similar manner as it
permit providing job satisfaction and gain attention of new people at workplace who achieve set
objectives of venture. Positive employee relation at workplace is essential as it affect decision
making of Hr in term of driving their attention towards adopting more practice that make this
relation much stronger than now.
CONCLUSION
By summing up above discussion, it has been concluded that by using effective and
appropriate approaches to recruitment, selection, training, development, performance
management etc. Human resource manager has gained a lot of benefits as it allow them to gain
competitive edge in context of Morrison's. Furthermore, from above analysis it has been

summarized that by providing security to workers, HR management has conducted effective
practice which is quite beneficial for employer and worker as well. By building strong
connection between administration and employees, manager has created the positive and
productive work culture within chosen company which in return increased profitability and
productivity of brand.

REFERENCES
Books and journals
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Burukuna, O., 2020. Strategic and competitive advantages of Finnish and Russian universities'
international student recruitment practices.
Heineman, T.E and et.al., 2020. Workforce analysis of practicing rhinologists in the united
states. The Laryngoscope.130(5). pp.1116-1121.
Herschberg, C., Benschop, Y. and Van den Brink, M., 2018. Precarious postdocs: A comparative
study on recruitment and selection of early-career researchers. Scandinavian Journal of
Management. 34(4). pp.303-310.
Lai, Y., Saridakis, G. and Johnstone, S., 2017. Human resource practices, employee attitudes and
small firm performance. International Small Business Journal. 35(4). pp.470-494.
Liu, Y and et.al., 2020. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource Management
Review. p.100744.
Nguyen, T.Q and et.al., 2020. Do workers benefit from on-the-job training? New evidence from
matched employer-employee data. Finance Research Letters. p.101664.
RASHID, C.A., 2020. Balanced Score Card and Benchmarking as an Accounting Tool to
Evaluate Morrison’s Performance. Journal of Global Economics and Business. 1(3).
pp.59-72.
Tweedie, D and et.al., 2019. How does performance management affect workers? Beyond human
resource management and its critique. International Journal of Management Reviews.
21(1). pp.76-96.
Valeva and et.al., 2017. Balancing flexibility and inventory in workforce planning with
learning. International Journal of Production Economics. 183. pp.194-207.
Willis, Cave and Kunc, 2018. Strategic workforce planning in healthcare: A multi-methodology
approach. European Journal of Operational Research. 267(1). pp.250-263.
Online
The 12 Key Functions of Human Resources. 2020. [ONLINE]. Available through:
<https://www.digitalhrtech.com/human-resources-functions/>
The Disadvantages of Performance-Based Assessment. 2019. [ONLINE]. Available through:
<https://www.theclassroom.com/disadvantages-performancebased-assessment-
8413085.html>