Importance and Functions of HRM in Morrison's

This document discusses the importance and functions of HRM in Morrison's, including the purpose of HRM and its functions such as workforce planning, recruitment, and performance management. It also explores the strengths and weaknesses of recruitment and selection, the benefits of HRM practices for employers and employees, and the effectiveness of HRM practices for organizational profit and productivity.

unit 3

TABLE OF CONTENT
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Purpose and functions in HRM................................................................................................................3
Strengths and also weaknesses of recruitment and selection..................................................................4
TASK 2.......................................................................................................................................................6
Benefits for HRM practises for employers and employees......................................................................6
Effectiveness of HRM practices for organizational profit and productivity.............................................8
TASK 3.......................................................................................................................................................9
Importance of all employee relations and HRM decision-making...........................................................9
Key elements in employment and its legislation with impact on HRM decision-making.....................10
TASK 4.....................................................................................................................................................11
Application of HRM practices...............................................................................................................11
CONCLUSION.........................................................................................................................................15
REFERENCES..........................................................................................................................................16

INTRODUCTION
Human resource management is an important method which helps or to provide the
individual to gain the enhancement in their business and also to improve their competitive
business advantage. It helps out to provide the growth in employees performance. Human
resource is mainly an important asset for all the company as it helps out to maintain the success
and advancement in the business. For all the organisation it is important to recruit the talented
employees and workforce in order to maintain the work to be worked in a smooth manner.HRM
plays an important role by managing all the motivation through reward and promotions, staffing
recruiting and all the important procedures are being done by the HR manager (Han, and Jiang,
2019). This report will cover approaches regarding to selection and the functions of HRM with
the important laws that are being implicated in it. The organisation chosen and in this report is
Morrison’s it is a bigger retailer company headquartered in UK.
TASK 1
Purpose and functions in HRM.
Human resource management helps out to provide training, hiring and all the important
development methods through which they can enhance their policies and also retain the working
of the organisation. It keeps out important changes through which the provide some important
for the company. As in context to Morrison’s there are some important objectives which are
being mentioned as below:
Purpose of HRM
 It helps out to provide proper staff and also maintain the planning through which they
used to give them duties and also distribute the skilled work and the requirements for the
working area.
 HRM provides the development of skills through which effective benefit programs can be
given to the employees in order to enhance the retention and also to gain the talented
workforce (de Azevedo, and et. al., 2020).

 HRM implicates out to motivate and manage the effective performance by determining
the goals in the objectives for the development of business.
Functions of HRM
 HR helps out to analyse all the future needs that are being required by the companies as it
provides out the methods through which a proper workforce planning can be
implemented and recruitment of efficient staff can be maintained.
 HR helps out to gain the potential people through which the turns out to make their
managers to work in a potential way and also to let them qualify in order to gain the
objectives.
 The provide out the function through which adequate training for all the work force can
be given so as to manage the job role effectively.
 HRM helps to implicate an important functions of people resource sing as they try to hire
and select proper candidates for the organisation and by providing them proper training
and development with the compensation and performance management with proper
management relations between them (Xiao,and Cooke, 2020).
 HRM used to manage performance of all the employs and ensure that their providing and
maintaining proper output for the goals and targets of the company. The focus on
performance of candidates and employees being working.
 HR tends to manage proper reward systems as an appraisal and appreciation for all the
employees who used to work hard for the company.
 They try to maintain positive and friendly employee relation with all their employs intent
to improvise all the employer employee relation so that the company will gain the
benefit.
 It mainly functions on human resource development as by providing better techniques
and facilities in order to develop the companies advancement and also to provide certain
benefits and leverage on providing core departmental functions by effective
implementation of certain policies and guidelines (Boon, and Verhoest, 2018).
Strengths and also weaknesses of recruitment and selection.
Recruitment is mainly method which covers out screening, identifying, short listing etc.
Through which all the Best employees are being interviewed for the organisation it helps out to

hire the candidates as in context to Morrison’s the important process for recruitment is
mentioned below:
Internal approach
Transfer: This mainly means shifting the candidate all the employees to a different job
roles and areas from the present job working it will not enhance their salary and responsibilities.
Transfer helps out to make the employees shifted towards any other areas and it also make them
to gain motivation regarding to your work as by getting and adapting new working environment.
 Strength: It helps out to give a broader experience to the employee in the company.
 Weakness: It provides out the adjustment through which all the workforce and thereby
implicate out the learning procedures (Moghadam, and Kamalian, 2018).
External Approach
Job advertisement: This is a method in which advertisement is being given through
which the job positions and the requirements for the job regarding the skills can be covered out.
This can be the traditional and digital medium through which the advertisement of all the
important positions and the vacant areas of job roles can be given. It helps out to mandates all the
essentiality through which the person can tell by moralise they are working areas and also issued
a segment through which they can delete the work for different criteria send approaches.
 Strength: It helps out to gain the potential candidate for the company by giving the
attractive job advertisement.
 Weakness: It is mainly a time consuming process and sometimes it is relevant candidates
used to apply for the position.
Selection: It is mainly process which helps out to identify and also to hire deficient
candidates in order to maintain the vacant positions to be given for the business. It requires out
all the important qualifications through which candidates can be approached. Morrison’s helps
out to maintain the hiring of the candidates for their working. In order to hide the efficient
candidates and employees this is the mainly most important process as it had sought to enhance
and know about the knowledge and skill of a person and also a personality test and development
can be analysed through the selection procedure it is mainly being done by the organisation to
outgrow the challenges and the issues that are being faced by them.

Personality test: This mainly provides out the methods in which future job performance can
be analysed through their personality characteristics. It provides of the methods through which
all the improvisations in their job rules can be analysed and axis is the head and the HR manager
used to take the test of the candidates and get the knowledge about their working style patterns
and the behavioural approach.
 Strength: It helps out to find the best candidates by their interpersonal skills being
identified.
 Weakness: It is mainly a time consuming process.
Interview: It helps out to conduct an important hiring through which candidates can be
selected for the organisations by questioning round. it helps out to conduct an important areas in
segment through which thereby ask important questions and frame some group discussions
around through which they can able to access the skills of the employees (Budhiraja, and Yadav,
2020).
 Strength: It helps out to know the potential of the candidates by the face-to-face
interactions.
 Weakness: It is a time taking process and used to make the delay in selection.
TASK 2
Benefits for HRM practises for employers and employees.
Human resource management helps out to maintain the effective practices through which
they help have to recruit efficient staff and also ensure to maintain the performance in an
effective manner. It helps out to create a positive approach in the environment. Human resource
management also helps out to maintain the efficiency interworking procedure through which
they can manage their staff in an admissible manner. It helps out to evaluate the methods of
working and a selection through which employs and thereby be satisfied and also being
outgrown to the selective culture and the methods through which they can deliberately work in
the axis of nature. Morrison’s as being a leading company they have to take up close I check on
all the employees were being working in the company and evaluate the skills and behaviour of
the employees by practising the important nature and the benefits of the employees. As in
context of Morrison’s the various HRM practices are as mentioned below:

 Performance management: It provides authority monitoring through which the employer
is used to get the proper working efficiency. In it the manager used to take a regular
feedback through which the enhancement and improvement in the performance can be
analysed and there should be maintained a two-way communication in all the staff
members. Morrisons thereby implicate to maintain a high efficient working team
Benefits of Employers
It helps out to avoid conflicts and also to
maintain the consistency in regard to the
workforce for the performance enhancement
(L’Écuyer, and Raymond, 2017).
Benefits of Employees
It maintains expectation in regard to the
encouragement regarding to the job satisfaction
and clarification for the work.
 Training and development: HRM practice helps out to provide the methods through
which a proper training can be given to the employees who are being working and it also
helps out to improve the enhance skills and performance for the company’s growth and
development. This is the most important and effective process as it helps out to make
employees efficient awards are working and to give them the nature and the objective
towards they have to work. It helps out to identify all the skills and also make the
employs confident and boost their morale is to words are working sections of the
company.
Benefits of Employers
It helps out to enhance the production and also
the quality in order to remove the errors in the
company.
Benefits of Employees
It provides out the satisfaction through which
the working environment can be enhanced and
employees feel safe and secure in the company.
 Reward management: HRM Practises helps out to provide a strategy through which
proper reward system can be maintained and consistent implementation of programmes
regarding to the working areas can be framed so that all the employees and can thereby
feel motivated and enhance it effective performance for the company. It also helps out to
evaluate the strategies through which they can implement out the important programmes

and functions in which they can gain the confidence and also work with more zest and
zeal towards the company
Benefits of Employers
It helps out to provide a positive working
environment and also to create an
organisational goals and development
Benefits of Employees
This also to enhance the morale of the
employees and also to remove the stress of the
company.
Effectiveness of HRM practices for organizational profit and productivity.
HRM practices heads out to provide an important methods through which the
organisation can thereby create an effective performance. HRM helps out to raise the important
areas through which they can hide their company to maintain their work in an implicated
manner. It helps out to provide a profit and also the approaches through which the company
should target an effective areas to make the working efficient and also to work in more advance
me so that the competition and the marketing age can be covered out. As for the HRM practises
it is important to manage the effectiveness through the evaluation of performance and also by
maintaining the effective working place an organisation (Aurelia, and Momin, 2020). Morrison’s
implicates out the workplace environment through which enhance the growth in the production
for the company as in context to the effectiveness of HRM practice it is being mentioned as
follows:
 Performance management: It is mainly method which also to provide the goals and
objectives for the individual send it also helps to incorporate the performance in an
effective manner for the individual steam and enhancement the employees feel motivated
and they outgrow the personality by improving the communication and also by taking a
proper comfort zone environment with their employer and employee relations. It helps
out to maintain the productivity and also the advancement for the business interactions.
HR manager of Morrison’s helps out to keep a proper monitoring by providing the
objectives regarding to the working and the challenges through which the regular
feedback and be approached. This implicate out the method through which the evaluation
of all the working sections of the employees can be gained out and also the advancement

regarding to the improving skills and the knowledge and a better communication is being
placed so that all the areas that are being lacking and the issues that are been facing by
the employees can be evaluated and regular feedback centre by help out to evaluate the
methods through which employs used to work .
 Training and development: HRM practises helps how to provide out the performance
through which employees can gain out all the important areas to which they skills they
build and also abilities through which the team can thereby improvise the working
standard. It helps out to maintain an effective performance in their job roles and the
employees will gain the regular training through which they can help out in enhancing the
production of the organisation and also in achieving the improve retention of employees.
This focus on the areas to build an effective nature and also to get a strong team through
which we can achieve all the goals and objectives it helps out to maintain Morrison’s an
important segment through which the employees are being trained to words of working
and also to make the customer satisfied by providing the best quality of services. And for
that a proper training sessions are being given to their employees who have been working
in the company (Harifqi,2019).
 Reward management: This mainly provides out the profitability through which the
employees can feel motivated as a reward system can be made in order to boost the
morale of the workforce so that the person who used to do a proficient performance of the
company will get a report by the HR managers and the company’s Morrison’s HR
manager can tear by apply such strategies and policies in order to maintain fair and
equitable rewards through which they enhance the growth and also the ultimate
contribution by production. it helps out to analyse all the efficiencies and also through
which the employees can gain more motivation towards working in the company and also
the rewards will them face out and equitable charge and manner through which the
evaluation of performance and the nature can be analysed within spectrum of working
segments.

TASK 3
Importance of all employee relations and HRM decision-making.
As for maintaining the strong and healthy relation with the workforce it is important for
all the employers to maintain proper relation with their employees. They should be given a
proper respect to all the employees and a transparent communication and knowledge should be
given to them. As in all the business practises it is important to maintain the growth by focusing
on effective communication and collaboration with a cooperative environment. In order to
maintain a good employee relation it is important to maintain benefits through which they can
enhance their Relations with the employees. Morrison’s can thereby build effective relations
with their employees in following manner:
 Reduced workplace conflict: It is important for all HR manager to maintain peaceful
environment and to create less conflicts in the corporation as it helps out to maintain the
employs relation and also reduce the issues regarding to production. Strong relations
between the employer and employee would gain out the enhancement in the production
and also in the revenue generations. HR manager of Morrison’s and thereby implement
some important decision in which they try to create a positive approach towards the
working areas (Adamska, and Jurek, 2017).
 Loyalty in employee retention: For all the company it is important that they should
maintain the employees for a long-term as they are the most valuable asset for all
organisation and to maintain a good relation with the employee is the most important
source. HR manager of Morrison’s can thereby create healthy environment in relationship
with their employs and try to maintain peaceful methods and policies that can motivate
them to stay with the company.
 Increase production: There should be maintained a more gain of production by
generating the revenues through the employer and employee relations it can thereby be
made by creating a happy working environment and also by providing the extra efforts in
their goals and objectives. HR manager of Morrison’s and thereby appreciate the work of
the employers and the employees and try to maintain a positive approach towards the
good environment.

Key elements in employment and its legislation with impact on HRM decision-making.
For all effective workforce it is important to maintain the rights that should not being
exploited and there should be given various laws which helps out to provide protection to all the
individuals. HRM can thereby implement various decisions making in legislative programs for
the Morrison’s which are mentioned below:
 National minimum wages act: This mainly provides out all the obligations through
which the employees are being given the wages and they are being entitled to maintain
their employees working compliance and their salary. HR manager of Morrison’s thereby
try to maintain the statutory requirement through which they can maintain the employees
to create relations. HR manager of Morrison’s skin thereby try to give all their workforce
proper equal wages regarding to the working skills and the compliance and there should
not be any discrimination as by providing the employees a better wages it will help them
out to feel motivated and there should not be any discrimination that can be done in the
organisation. HR manager should provide proper salaries and also mention the list
through which they should apply the salaries and the wages on a proper timely period and
medium. The salary should be given according to the rules that are being led by the
government and the implication that are being framed by them (Stewart, and et.
al.,2017).
 Health and safety at work act: It mainly covers out all the important laws that are being
recorded to the safe environment at the workplace it maintains all the measures through
which employs used to keep saved by giving them property training regarding the use of
equipments and due to avoidance of accidents. HR manager of Morrison’s can thereby
implement such policies in order to maintain the legislation and to determine all the
healthy working environment for the workforce .
 Employment rights act: This provides out all the method that is being help out in order to
remove the unfair dismissal of employees and also redundancy, wrongful dismissal. HR
manager thereby implement the procedure centre policies through which legislation can
implement out all the important influences through which decision can be made for the
employment is right. As all the employees should get proper rights they should be given a
proper notice regarding their dismissal and the reason for the dismissal and they should
not be any discrimination all the employees should be treated with equal manner on the

basis of race, caste, sex, gender etc. No employee should thereby be discriminated on any
of the certain reasons and expectations.
TASK 4
Application of HRM practices
Job description
Details
Job Role - Marketing Manager
Company – Morrisons
Purpose of Job
A marketing manager is needed in order to cover development of marketing strategy for
increasing sales. The marketing manager is needed to analyse demand of customers in the
market.
Roles & Responsibilities
 To implement strategies of marketing.
 The cover proper research in marketing.
 To deal with employees and needs of customer..
Personal Specification
Position- Marketing Manager
Department–Marketing Function unit
Attributes Essential Desirable
Education & Experience  The candidate should
have post graduation
degree in marketing.
 The applying
candidate should have
 The candidate should
have experience of 5
years.

to be from recognized
University.
Skills and Knowledge  Time management
skills
 Problem solving skills
 Creation skills
 Communication skill.
 Decision making skills
CV
Name: Jason George
Gender: Male
Date of Birth: 05-04-1995
Qualifications
• M.B.A. from London University
• B.B.A. from Regent College London.
Experience
 2020- Present: Assistant marketing manager in Tesco Plc.
 2017-2020: Assistant marketing manager in Marks and Spencers
 2015-2017: sales person in Asda
Skills
 Communication skills.
 Time managment skills.
 Decision making skills.
Hobbies
 Reading novels
 Playing soccer
I hereby admit that all information given by me is true.
Date:

Interview Questions
 What is your area of interest?
 As per you, what is important change in marketing trends?
 As according to your views, what marketing managers do?
 What was your past working experience?
Offer letter
Mr./Ms,
Name
Address
City, State Code
Dear Mr. Jason George
Morrisons is happy to share with we have selected you for job role as Marketing Manager in our
organisation. It will be made as full time job for you. it will be the obligation for you to do your
work in 50 hours/week and your offered salary is €90,000/ year.
You are selected for the job and date of joining will be 1st July ,2021.
For further query, can make contact anytime.
Faithfully,
Head,
HR-Department
Morrison’s
____________
I hereby is eager to accept the position of Marketing Manager.
_____________________________
Signature of employee _____________________________
Date ----------------------------

Process of Recruitment and selection
Figure 1Recruitment process, 2020
As in the above picture it can be analysed that Morrison’s can implement the process in
order to recruit a proper marketing manager as it covers all to identify the role in the job position
and also to maintain a proper job description (Young, 2020). The HR can thereby approach
towards the advertisement and all the method through which the employees can be attracted and
the candidate can thereby be call for interview programs. Once the candidate is selected then the
employees should be made in order to join the company.
CONCLUSION
From this above report it is concluded that human resource management helps out to
provide proper managing functions for all the employs in an efficient manner. HRM provides a
training and the recruitment methods in order to maintain the rewards and for the performance of
the employees being working in the companies. It provides out two important methods that are
external and internal truth candidates can thereby be called for the workplace environment.

Further it is also concluded that legislation can thereby be implemented for proper rules and I
collations that are being applied in the organisations like national minimum wages, employment
rights act etc. should be applied in order to manage their effective working.
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