Unit 3 - Human Resources Management

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1) Explain briefly the purpose and functions of human resource management. .....................4
P2) Describe the strength and weakness of various kind approaches which followed in
recruitment and selection process. ............................................................................................6
TASK 2 .........................................................................................................................................8
P3) Evaluate the benefits of HRM of employer and employee's. ..............................................8
P4) Assessment on efficiency of various HRM practices.........................................................10
TASK 3..........................................................................................................................................11
P5) Critically analyse the employee's relation in order to influencing in decision making. ....11
P6) Main components of employment legislation and its effect on management....................12
TASK 4 .........................................................................................................................................13
P7) Example the application of HRM practices.......................................................................13
CONCLUSION.............................................................................................................................16
REFERENCES ............................................................................................................................16

INTRODUCTION
Human resources management is essential process in order to organisation implementing
effectively which helps to achieving the organisation goal and objective. It is wider and broader
aspect which including managing employee’s and developing strategic techniques due to gaining
competitive advantages at marketplace. It refers to HR department plays vital role in an
organisation which helps to improving the effectiveness of organisation. It includes providing
training and development programmes for staff which result as better performance of
employee’s and enhancing profitability as well as productivity of organisation. It is the
responsibility of HR manager they to managing people and solve their problems because it helps
to smooth flow of communication (Szelągowska-Rudzka, 2018). The report about Morrison
which is situated in United Kingdom and they are dealing in wide range of products and
services. It involves grocery items, clothing, food and many more. It is one of the famous
supermarket chain and them attracting large numbers of customers. It operates their business
globally and targeting large number of audience. The paper consist the various functions and
roles of Human resources management as well as strength and weakness. It considered as
employment legislation element in order to organisation adhered to follow such laws and
effectively decisions making. It refers to HRM practicing which are beneficial for both
employees and employer. In addition to this, organisation adapting effective decision making
process along with building the strong relationship between the employer and subordinate.
TASK 1
P1) Explain briefly the purpose and functions of human resource management.
Human resource management is wider and broader aspect which includes recruiting,
selection process, induction and orientation process and training programme are organised for
employees. HR manger responsible in order to proper planning regarding the employees so it
providing proper training programmes which essential for candidate on that basis they perform
better for organisation (Tung, 2016). It includes manager providing motivation and helps to
building strong relationship with employee's and employer which better for organisation and
easily achieving the organisation goal and objective of company. Human resource management
is essential process which helps to improve the effectiveness of organisation and employee's as
valuable assets for an organisation so it managing in effectively. It involves HR manager is the

responsibility to providing safe and healthy working environment which helps to improve
performance of company as well as exploit the new opportunities for employee's. In relevance of
Morrison, it is developing effecting HR process in order to hiring or recruiting able and capable
person which perform the work in effective manner and helps to easily achieving the target of
company. There are ample numbers of HRM function which performed effectively so which are
discussed below.
Recruitment of employee's-: It is process which followed by each and every company
without that company cannot perform their business function effectively. In context of company,
HR manger responsible full fill the vacant position in order to right person should be right place.
It involves they are scrutinized the application of numbers of candidate and select those which
fulfil the job role as well as able to perform business function effectively (Wehrmeyer, 2017).
Selection process-: These are the main function of HRM which refers to candidate
selected on the basis of their skills, ability and capabilities. It includes HR manager takes ample
numbers of rounds of interview such as considered various type of test such as written test and
various kind of selection test. In context of Morrison, it considers there are ample numbers of
steps in selection process when candidate selected on the basis of specific criteria which refers to
that candidate clear so finally selected for job.
Training and development- It is basis function of Human resource management it
includes various procedures and organisation conducting programme for new candidate which
also know as orientation function. It is the responsibility of HR manger they conduction training
and development programme for employee's in order to easily perform their task which helps to
improve the performance of company. HR manger of Morrison company they conducting
various kind of seminars and training programmes which helps in development of employee's as
well as good for organisation (Nikoloski, 2016).
Compensation and benefit-: Organisation majorly work for the employee's so these
functions plays important role because on that basis HR manger providing motivation in order to
monetary term. In reference of organisation, it involves HR plays crucial role because they
providing fair compensation to each and every employee's and measure performance on the basis
of their ability and capability.
Nature of strategic HRM
Strategic HRM

It refers to those which include HR manger has developing new strategies in order to
effectively beat external environment and accordingly planning to grape market opportunities as
well as improving the performance of company. It is process which effectively planning for
future in order to achieving the organisation goal and objective of company. It considered as HR
manger responsible for developing working practices, programmes and policies which helps to
enhancing organisation profitability and productivity of company. There are various kinds of
points which are discussed below (Odoardi, 2016).
 Strategic HRM involves various kinds of policies and strategy which are formulated by
HR manager in order to easily attain the organisation goal and objectives.
 It includes various systems work performance of employee's which helps to development
and managing human resources of organisation.
 It is essential process for an organisation due to business sustainability and growth
depend on these factors.
Various kind of HRM process which followed by organisation.
Hard HRM-: These are kind of Human resources management process which said that
employee's is valuable and important asset for an organisation in order to improve the
effectiveness of organisation. In relevance of Morrison, it is the responsibility of HR manger due
to proper planning of workforce and they effectively measures their capabilities, abilities and
skills on that basis paid remuneration. It is process which manager less interested to listen the
problem of employee's and solve the query so it said to autocratic leadership style.
Soft HRM-: These kinds of approach and process which refers to it providing more
concerned in the context of employee's so it treated workforce treated very softly. It includes
listen the problem of workforce very carefully and accordingly find out the solutions of problem.
The main and purpose of this process they retain employee's for longer period of time and
providing best opportunity in order to development of career as well as beneficial for an
organisation (Shafeek, 2016).
Therefore, human resources management is important function of organisation and they
plays vital role in order to increasing profitability and productivity of company.

P2) Describe the strength and weakness of various kind approaches which followed in
recruitment and selection process.
Recruitment refers to a process under which applications are invited to fill the vacant
position at work place. It is a positive process in which more and more candidates are
encouraged to apply for vacant position so that company can select best suitable candidate.
There are various kind of approaches followed under recruitment and selection process so it
considered various strength in recruitment process in order to organisation invites the ample
numbers of application on that basis short listing that candidate which are capable and able to
performing the task and activity. It is important process so organisation adapting effectively in
order to Morrison hiring right persons who perform business function in proper manner and
helps to achieving organisation goal and objective of company.
Internal approach of recruitment-: It is process which employee already working in
organisation in order they want or required higher job position in company and apply for higher
position so it is called internal approach of recruitment. This process plays crucial role because
organisation manager evaluate the skill and ability of employee's on that basis selected for higher
position. In reference of Morrison, it involves higher risk in order to manager choose right
candidate in an organisation which past performance are good and that candidate capabilities to
perform present opportunities in effective manner (Lyskova, 2018). There are ample numbers
strength and weaknesses of this process which mentioned below.
Strength-: These is important process so it is first strength is less time and cost
consuming process because HR manger easily assist the performance of employee's on that basis
selected candidate for position. Morrison manger using these approach because it kind of
promotion of existing employee's which helps to motivating and encouraging of employee's in
order to perform performance very well mannered. It helps to developing positive and healthy
working environment for workforce (Michael, 2019). It is also consider bas an effective
approach as employees are already well aware with organisational process, policies, structure
thus there is no requirement to provide them orientation that will reduce down overall training
and development cost of company.
Weaknesses-: It is approach also considered weaknesses are these processes not
providing opportunity for external candidate or outside applicant for an organisation. When these
process not implementing effectively for existing employees are demotivated toward the work

and not helps to improving performance of workforce. It also affects the productivity and
profitability of company and major weaknesses it impact whole working environment of an
organisation. Here, organisation is not able to recruit highly potential and efficient applicants
from outside environment as existing employees are promote to higher position. They run
company with predetermined policies and methods that put restriction over innovation and
creativity.
External approach of recruitment-: These is process which refers to Morrison hiring
and recruiting those candidate who are applying for job on that basis they invite application as
well as scrutinized the application in order to qualification, skills, ability and capabilities. It
includes ample numbers of candidate applying and selection of that applicant which matching
criteria of job role and description. It is not hiring candidate but recruiting new skill, creativity,
and knowledge and as valuable asset for an organisation (Mitchell, 2018).
Strength-: These are the biggest strength of this process in order to providing chance of
external candidate which hiring new candidates because they set the new measures such as
enhancing the profitability and productivity of company. New employee has entering in
organisation with the new skills, ability, capabilities, creativity and knowledge which effectively
contribute in organisation and adding value day by day so it helps to increasing effectiveness of
organisation as well as improve performance of company.
Weaknesses-: This process major drawback is expensive and time-consuming because
hiring external candidate so organisation incurred external cost because all the arrangement are
make. It include hiring new employee's which are right personality in order to properly perform
business function and they are new environment and working culture for external employee's so
providing proper training programme.
Selection process-: These are procedure which include ample numbers of section step
and then finally select the candidate for particular job position. These is various stages which
clear by candidate and then appoint as employee's of organisation. There are different kind of
steps which are mentioned below.
Systematic-: These are procedure which responsibility of HR manger in order to
followed systematically so effectively hiring and recruiting of candidates. It is process which
Morrison mangers effectively and systematically analysed the skills and techniques in order to

systematically complete the selection procedure. It is lengthy and time consuming process due to
various stages which followed by manager as well as candidate (Guest, 2017).
Strengths: With this, organisation is able to select appropriate applicant by following a
systematic process that is essential for future growth and success.
Weaknesses: Here, multiple rounds of interviews are conducted that are time taking and
sometimes become a reason of elimination of deserving candidate.
Unsystematic-: It is not effective procedure because organisation manger randomly
choosing CV from the bundle and they are not matching the skills, ability and capabilities for
particular job profile are required. It only measure the vacant position on that basis they hiring
and recruiting candidate so selection process not implementing effectively.
Strengths: This process does not take more time as here candidates are selected randomly
without any undertaking any interview process. Here, managers are not required to put higher
efforts for the selection of a potential applicant.
Weaknesses: The major draw back of this process is random selection of applicant due to
this HR managers are not able to select a potential applicant. Therefore, it is not consider as an
effective method of selection.
Hence, it includes strength and weaknesses of recruiting and selection process due to
effectively adapting by organisation in order to achieving the organisation goal and objective.
TASK 2
P3) Evaluate the benefits of HRM of employer and employee's.
There are various methods which followed by organisation in order to improve the
effectiveness of organisation as well as it is beneficial for both employer and employee's. In
context of Morrison, it includes various kinds of methods which help to improve performance of
employees and employer along with help to building strong relationship with each other. In
addition to this, it involve manager conducting different type of training programmes for
workforce which helps to improve the skills of employee's and increasing the profitability and
productivity of company. HR manager conducting various activities in order to retaining
workforce for longer period of time. These kinds of training programmes good for employee’s
because they provide developing career as well as exploit new opportunity at market place. In
context of Morrison, fulfilling the need of workforce in order to monetary term and providing

motivation and encouraging to improving skills and ability (Chowhan, 2016). HR manager
conducting various HRM practices so which are analysed effectively as below.
Monitoring and controlling employee’s performance-: These are the basic function of
HR manager in order to monitoring and controlling performance of workforce which helps to
enhancing work efficiency and easily attained profitability of organisation. In addition to this, it
involves utilizing performance management system effectively which considered as 360 degree
performance appraisal because it helps to effectively managing the employee's performance. On
that basis easily analysed the performance of workforce and required such skills so it helps to
arranging training programme.
Reward system-: It is system which majorly work to providing motivation and
encouraging to employee's in order to perform the effectively and efficiently. There are ample
numbers of reward included such as monetary terms, other benefit and promotion of employee's.
In relevance of Morrison, it includes measure the performance of workforce because HR manger
set the criteria on that basis evaluating performance and those employee's perform above the
criteria so rewarded with monetary benefits. Organisation followed various HRM practices so on
that basis analysed benefits which are discussed below.
Benefits to employee's Benefits to employers
HR manger providing various facility to
workforce in order to effectively perform the
task such as conducting seminar, training
programmes, which helps to improve the
effectiveness of organisation. There are ample
numbers of programmes are organised for
employee's which helps to learn lot of things
and helps to enhancing their skills as well as
developed and growth of career (Hebbar and
et. al., 2017).
HRM process is effective tool and techniques
which manger implement effectively in order
to achieving organisation goal and objective of
company. When organisation adapting
HRM is process which beneficial for
employers in orders to them conducting
positive working environment for workforce so
they performing business activity effectively. It
includes HR manger of Morrison adapting
systematic concept in order to easily managing
resources which result as enhancing
productivity and profitability of company.
Apart of these, new employees hiring so it is
expensive and time consuming process.
Most of organisation using these effective
HRM procedure which helps to retaining
employee's for longer period of time and
achieving the satisfaction level. It improve the

effectively in order to developing positive and
healthy working environment at workplace. In
relevance of Morrison, it evaluates work
properly on that basis providing fair wages in
order to workforce performing task.
The HRM practices includes various measure
and it is lengthy process but it is greater
advantages for employee's because they
motivating workforce towards the work and
maintaining healthy relationships with their
subordinates so it helps to reducing conflict
between them.
effectiveness of organisation in order to
developing goodwill at marketplace. It helps to
improving work efficiency of employee's with
less period of time (Deli and et. al., 2018).
This process is long but Morrison manger
followed systematically so it helps to taking
corrective action and decision about the work
performance of employee's. These process is
followed by each and every organisation due to
effectively implementing so helps to taking
right decision at right time which is beneficial
for employers as well as organisation.
Thus, it includes both the aspect as employee and employers beneficial to HRM practices
in order to achieving the organisation goal and objective of company. It refers to improving the
effectiveness of organisation and helps to achieving the goal and objective of company. Here,
several techniques such as reward system, continuous evaluation of performance can be adopted
by organisation in order to maintain effective coordination at work place. This will provide
benefit to both managers as well as employees and significantly improve their performance at
work place.
P4) Assessment on efficiency of various HRM practices.
Idea of HRM is built on management of every employee’s performance and accordingly
makes decisions to improve it effectively. It is the manager's duty to make the right call and
implement a plan which does not discriminate between employees for collective growth of
organisation and its employees. HR manager arranges several training and development
activities to increase the productivity of the employees and profitability of their company.
Central role of HR manager is to amplify profit of their corporation by improving competency
and maximizing their output (Brewster and et. al., 2017). HRM practices help employees in
expanding their knowledge about their work by telling them about specific areas in which they
need to improve. For judging the efficiency of HRM practices Morrison’s is taking following
elements into account:

Career Planning: Career planning is defined a person’s capabilities their ambitions to
achieve a certain level of success within their field. With reference to Morrison’s their
management should motivate its employees to perform better for the growth of their career. They
find information regarding each employee's interest and fondness so they can be given job
profiles which complements their interests. This will help management to get the best out of
their employees and increases overall output of the company. They need to make strategies in
which their employees can grow along with the company, this in turn increase the company's
profitability (Lyskova, 2018).
Employee Relation: Morrison's human resource manager is labouredly working to
construct quality relationship between employer and employees. To achieve this, they arrange
team assignments so the employees can learn to work together and help each other while
completing a project. HR manager are required to encourage their employees to take part in
decision making process so that they understand that their opinions are valued in the company.
Good employee-employer relationships maximize employee’s interest in working for company
and thus, contribute in increasing financial power of the company.
Rewards and Recognition: Rewards play a significant role in increasing an employee’s
productivity. If an employee gets rewards for their achievements, they are motivated to work
better so that they can receive rewards again. In context of Morrison’s managers are needed to
provide rewards to their workers regularly for their achievements and recognise their employees
hard work and give them appropriate benefits. This will increase employee's engagement in the
workplace and gives company loyal and motivated workforce (Michael, 2019).
Training and Development: Regular training and development meeting are held at
Morrison’s to refine abilities of their employees. Being in the retail industry Morrison’s
employees have to interact with customer on a daily basis, and. they must have good people
skills. For this Morrison’s conducts regular training sessions to give their buyers best customer
service, the HR management observes its employees progress before and after the training so.
On this basis of tells their employees about areas in which they need to improve. These training
sessions need to provide by HR management with insight into their employee’s strength and help
them plan their career accordingly. Thus they are advantageous for both HRM and their
employees.

From the above stated points it is monitored that HR managers of Morrisons are required
to undertake appropriate HR practices such as career development program, training and
development program and more in order to enhance the efficiency of employees at work place.
These practices will help organisation to retain work force for longer run and attain predefined
goals and objectives.
TASK 3
P5) Critically analyse the employee's relation in order to influencing in decision making.
HRM practices followed such rules and condition in order to effectively followed by
employee's and employer and it is process which workforce considered as valuable asset for an
organisation because it helps to enhancing the effectiveness of organisation. Moreover, it
emphasizing to employee's making good relation with employers and their subordinates at
workplace. HR manger plays vital role in organisation in order to managing the resources
properly and using effectively measures the performance of workforce due to easily achieving
the organisation goal and objective of company. They follow smooth process of communication
on that basis they easily handle the query of employee's and solve them appropriate time so
decreasing the chances of conflict between them (Mitchell, 2018). It include proper flow of
information so not arise confusion which related to work and helps to adapting effective decision
making process. They are ample numbers of methods are using in order to encouraging and
motivating workforce towards the work and developing healthy working environment which
helps to increasing the profitability of company. On that basis they are adapting effective
training process in order to improving skills, ability, capabilities and knowledge of employee's
and them performing better way business activities. It involves various HRM practices which
help to making effective and efficient decision in order to enhancing profitability and
productivity of organisation (Tung, 2016).
Hence, it considered as adapting effective decision making process which helps to
important decision are taking on right time along with build strong relationship with the
employers. It refers to followed systematic process in order to implementing positive work
culture which result as increasing profitability and productivity of organisation.

P6) Main components of employment legislation and its effect on management
Employment legislation refers to regulations and laws which aids in securing
employment of a nation. It includes laws formed within UK and EU. An employer's prejudice
and bias towards certain communities or age group can lead to unfair treatment of their
employees as with the formation of HR department in business conglomerates such issues were
bought up to UK government. This resulted in forming policies which helped in maintaining
congenial work environment for everyone. (Fey,1999) Morrison’s has to comply with rules and
policies of employment legislation devised by UK government. Few of those laws are given
below:
Anti-discrimination Act, 1975: This law was formed to protect employees of a
corporation from facing discrimination in the workplace. This law states that employees must
not be evaluated on the basis of their race, gender, religion, or culture but on their individual
capability. This act has created a positive environment in the organisations as each worker gets
treated equally and given equal opportunities (Wehrmeyer, 2017). This act improved economic
conditions of UK as women and people of colour were given more employment possibilities
than before the implementation of this act.
Diversity Act, this act was created by the government to lower conflicts between
employees working in a company. In present context there are ample number of aspects such as
schooling, parental background, spatial region which can impact diversity within a company. A
diversified workforce ensures presence of different perspective in an organisations and so helps
in better decision making.
Data protection Act, 2018: This act was formed by the government of UK to protect
personal information of its citizens from being used for unlawfully activities by government or
any organisation. This law states that private data of UK resident’s s should be used justly for
legal ventures only. This act has allowed workers to give their data to corporates as it any
enterprise can be held accountable if they do not use their employee’s data as given in the Data
Protection Act (Szelągowska-Rudzka, 2018).
Equality Act, 2010: This act is contemporary model of Equal Pay Act, 1970. According
to this act, an employer should treat their employees justly and equally and give them similar
chance for growth and improvement. This act has resulted in increased output from employees as
it enhanced their self-esteem and they felt enthusiastic about working in in discriminatory

workplace. They are able to attain their goals and improve their skills while working in a caring
and supportive organisation.
Health and Safety Act, 1974: The Health and Safety Act is an ordinance passed by the
parliament of UK and it overlooks health and safety procedures carried out in any workplace of
Great Britain. Healthy and safe working environment benefits a company in huge way. As the
chance of any illness spreading is reduced in a healthy and safe environment the amount of
leaves taken by an employee due to catching an illness are reduced. A healthy and safe
workplace improves a company's reputation among its rivals and the general public.
Equal pay Act,1970: It is an act that was passed by higher authorities of UK in 1970 to
ensure equal treatment to male and females at work place. It has been formulated with an aim
restrict less favourable treatment between difference employees at work place. It is an essential
act that need to follow by all companies in an efficient manner in order to ensure positive
environment at work place. In context of Morrisons, manager of organisation follow this law
they provide equal payment to both male as well female employees in order to maintain diversity
at work place.
By following above mentioned regulations and laws a company can not only avoid legal troubles
which bring dishonour to the company and increase legal expenditure but also encourage its staff
to perform incomparably and have positive and lively workforce. Hence Morrison’s need to
follow these rules so that they can achieve success (World Health Organization, 2016).
TASK 4
P7) Example the application of HRM practices.
Job specification
Job Details
Post: Manager
Department: Medical
Job purpose
It considered as providing safe and effective patient care using professional knowledge.
It effectively follows policies and protocols.
Followed the practising in order to guidelines of the hospital.

Roles and responsibilities
Implementing policies, regulations, and procedures with patient and public.
Providing duties, training programmes and instruction to medical students.
Maintain and managing properly record in database system.
Analysed the work performance of Junior staff.
Interviews questions:
Tell me something about yourself?
What are your strength and weaknesses?
When you face challenges in life so how will manage effectively?
Why are you resigned from last company?
What are your salary expectations?
CV:
Curriculum Vitae
Name: Jonny Watson
Email id: [e-mail]
Career Objective:
I am working in that organisation which utilising my skills and talent and developing my
professional career and adding by contribution in an organisation in order to achieving
organisation growth and development.
Qualification:
Graduate in Accounts
Master's in hospital management
Experience:
25 years of experience in hospital industry as assistant manager at Maxwell from June 1995 to
November 2020.
Skills:
Presentation skills
Adapting challenges
Management skills
Technical skills:

Professional knowledge of difference soft-wares and tools.
Certification courses:
Certification of computer course
Personal information:
Father's Name: Peter Watson
Mother's Name: Emma Watson
Person specification
Particulars Essential criteria Desirable criteria
Personal characteristics Confident
Learning attitude
Ability to work in team
Punctual
Qualification MBA in hospitality Qualification in Masters
business administration in
hospital management from
deemed university.
Experience Work under pressure
It is requirement so work in
weekend also.
Provided best services to
clients
Skills Interpersonal skill
Management skill
Computer skill
Creative person

Thus, it above concept include as example of HRM practices which refers to HR manger
providing advertisement of job on the basis of related job profile which result as affectively
followed in order to hiring right person should placed at right place.
CONCLUSION
From the above report it has been concluded that, human resources management is
process which effectively adapting by an organisation in order to achieving organisation goal
and objective of company. It include the various human resources functions which helps to
improve performance of employee's and increasing the effectiveness of organisation. It involves
strength and weakness of HRM functions as well as benefits of employees and employers.
Organisation effectively adapting HRM practices in order to increasing profitability and
productivity of company. It considered as importance of employee's relation which helps to
taking effectively decision making process along with employment legislation element due to
included various laws and act which also impact on decision making so organisation adhered to
follow such rules and act. Organisation using these process effectively and formulated strategies
which is beneficial for both employer and employees.

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