Human Resource Management Report: Morrisons HRM Practices Analysis

This report delves into the Human Resource Management (HRM) practices of Morrisons, a major UK supermarket chain. It begins by outlining the purpose and functions of HRM, including recruitment, selection, training, and employee relations, within the context of Morrisons' organizational goals. The report then evaluates different approaches to recruitment and selection, analyzing their strengths and weaknesses, with specific examples from Morrisons' practices. It explores the benefits of various HRM practices for both the employer and employees, followed by an assessment of their effectiveness. Furthermore, the report examines the importance of employee relations in influencing HRM decision-making, and outlines key elements of employment legislation relevant to Morrisons. Finally, the report applies HRM practices in a work-related context, providing a comprehensive overview of the subject.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1& M1: Purpose and the functions of HRM........................................................................3
P2 & M2: Strengths and weaknesses of different approaches to recruitment and selection..5
LO 2.................................................................................................................................................7
P3& M3: Benefits of different HRM practices......................................................................7
P4: Effectiveness of different HRM practices........................................................................8
LO 3.................................................................................................................................................9
P5: Importance of employee relations in respect to influencing HRM decision- making.....9
P6: Key elements of employment legislation.......................................................................10
M4: Key aspects of employee relations management and employment legislations...........11
LO 4...............................................................................................................................................12
P7 & M5: Application of HRM practices in a work related context....................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process of managing and controlling of various
aspects of business such as employees, processes, resources etc. It is a very essential concept for
the organisations through which they can utilise the various components of the organisation in an
effective manner. Through using this concept, HR department of organisations can achieve their
goals for meeting the organisational goals. Taken firm for this assessment is the Morrisons which
is UK based retail supermarket chain having operations throughout the UK. The company is
employing 110,000 employees who are serving more than 11 million customers each week
(Boon and et. al., 2018). This report assessment will explain the purpose and function of human
resource management along with the evaluation of different approaches of recruitment and
selection. Further explanation of benefits of HR practices for organisation and employees along
with the effectiveness of these practices will be discussed. In the end, analysis of internal and
external factors that affect Human Resource Management decision making, including
employment legislation and human Resource Management practices in a work-related context
will be done in this report.
LO 1
P1& M1: Purpose and the functions of HRM
Morrisons is the fourth largest super market chain in United Kingdom having headquarter
in West Yorkshire, England. The company was established in the year 1899 by William
Morrison due to which company was named as Wm Morrison. The was started as egg and butter
stall in Rawson Market, Bradford. Until 2004, company was focused on the stores located North
of England, but after the acquisition of Safeway in 2004, company has grown to other areas of
South of England, Wales and Scotland. The company was having 498 superstores across
England, Wales and Scotland by 2016 as well as one store located in Gibraltar. The company is
employing 110,000 employees who are serving more than 11 million customers each week.
Morrison is having an efficient HR department which is performing its business function for
accomplishing the organisational goals. Objective of the Morrison is to become the UK's largest
grocery store and supermarket by covering maximum market share and position. The HR
department of Morrison is performing their functions and purpose in an effective manner so that

more productivity and performance can be achieved. Some of these purposes and functions are
discussed below:
Roles and responsibilities of HR
Recruitment and selection: It is the major function of HR managers in which they
performs the function of hiring suitable and appropriate candidates for the operations and
activities of firm. The HR manager of Morrisons are responsible for selecting skilled and
knowledgeable employees through which they can achieve better results for the organisation.
Training and development: This is another function of HR managers in which they
arranges training and development sessions for the employees in order to improve their
performance (Budhwar and Debrah, 2013). The HR manager of Morrisons is also having this
role so they can achieve better results from the enhanced working of their employees.
Purpose of HR function
Recruitment and selection: It is the main purpose for the establishment of HR function.
The HR function of Morrisons is effectively fulfilling this purpose by recruiting experienced and
talented candidates based on the score obtained in interview process and skills possessed by
them. Through these skills, they can achieve their goals effectively as well as organisational
goals.
Managing employees relations: This is another purpose of HR function in which they
have to develop and manage good relations with the employees. The HR function of the
Morrison is having a purpose of developing close relations with the employees so that they loyal
and trust toward the firm can be maintained. The HR function is fulfilling this purpose by
motivating the employees through rewards based on performance so that they can effectively
achieve their goals.
Through these above discussed purpose and functions, HR department of Morrisons is
effective in carrying out their work. They are contributing their maximum efforts and
contribution to the organisation so that the desired market share and position can be captured by
taking the assistance from the skilled employee (Chelladurai and Kerwin, 2017). These
employees are also provided with training so that they can improve their existing skills and
knowledge for bringing more beneficial results to the company.

P2 & M2: Strengths and weaknesses of different approaches to recruitment and selection
Some of the candidates have been selected by the HR manager of the company who have
the ability to enhance the business. When it comes to Morrisons, they are using internal and
external recruitment process for selecting the right candidate for their organisation. The detail
information about the recruitment process have been explained below: Internal recruitment process: This is the process in which HR department of Morrisons
will recruit the existing employee's for different post. It is helpful because it will help to
boost the moral of workers. The promotion can be given on the basis of ability and skills
of the employee's.
Strength Weaknesses
Employee's are motivated in this process. Sometime partiality can be found under this
process. Also, it not possible to give promotion
to everyone.
It saves the time and money of the
organisation.
There is high possibility that conflict can be
raised between employee's and top level
management.
 External recruitment process: This is the department where opportunity is being given
to the fresh candidate. In context of Morrisons, HR Manager uses different methods to
recruit the fresh candidate. They mainly focus on online advertisement. The strength and
weaknesses of external recruitment process is listed below.
Strength Weaknesses
Opportunity can be given to the right
candidate.
It consumes unnecessary time and money of
the company.
Methods of selection in Morrisons Company: The HR Manger of company does follow
the traditional method where they select the candidate by the method of interviewing so that
suitable candidate can be recruited. While conducting they interview HR manager also conduct

some of the mock test to find the best candidate. The list of strength and weaknesses of Interview
selection methods has been explained below:
Strength Weaknesses
It is helpful because any kind of
misunderstanding and even mistakes can be
corrected easily.
This process might take more time to find
appropriate candidate.
Skills and talent can be easily found in this
method.
If the person who takes interview don't have
detail knowledge about this field then it might
give negative result.
Here, HR manager of Morrisons do have the option to use Application form method for
recruiting the best candidate from shortlisted candidate. Strength and weaknesses of Application
Form methods are:
Strength Weaknesses
 Employer can easily do comparison.
 This formate is Standardized.
 It is time consuming.
 It is not sure that information which is
being provided is true.
There are number of methods which are being used by the HRM practice for example
personality test and interview etc. In context of Morrisons, their senior manager believes in
written test and person interview for selecting the candidate.
Approaches to work force planning
The HR department of the Morrisons is using various approaches for their recruitment
and selection process and other functions such as Competency approach, Systematic approach,
Proactive approach etc. which are discussed below:
Work force planning: This is the process of aligning the needs of organisation and its
employees so that the various objectives of the company can be achieved effectively. For this
process, HR managers of Morrisons are using the competency approach through which they are

determining whether the organisational competencies of the Morrisons are aligned with the
organisational objectives and vision or not.
Recruitment and selection: It refers to the method of hiring talented and highly skilled
candidates for performing the business functions in an effective manner (Collings, Wood and
Szamosi, 2018). The HR managers of Morrisons are using the systematic approach for their
recruitment and selection process. In this approach, the candidates are hired after the evaluation
of their professional value, interpersonal skills, personal values, behaviour and attitude of
candidates etc.
Training and development: These are the methods through which an organisation
develops the skills and competencies of their workers so that they can perform their assigned
work in appropriate manner. For the training and development, HR managers of Morrisons are
using Proactive approach through which they does not have to worry about the pre-planning for
implementing any strategy (Daley, 2012).
Performance management: It is the method of managing the performance of employees
in an organisation so that a proper healthy working environment can be maintained at the
workplace. HR manager of Morrison is using the Comparative approach for performance
management so that employees can be ranked based on their performance from high to low.
Reward system: It is the method which is used by the organisations for motivating and
encouraging their employees so that better results can be obtained from their working. The HR
manager of the Morrisons is using the incentive approach for this through which they are
providing more opportunities and monetary benefits to the employees based on their
performance (Ehrnrooth and Björkman, 2012).
LO 2
P3& M3: Benefits of different HRM practices
HRM practices are known as the most essential aspect for the HR function as this assist
the HR manager in managing and improving the performance of their employees for getting
more benefits. The HR department of Morrison is using several HR practices as discussed below:
Training and development: Training refers to the method of developing the skills and
capabilities of workforce so that better results can be achieved by the firm. Whereas

development refers to the process of developing over all aspects of the employees including the
personality for achieving the future goals or for development of future career. The training and
development is beneficial for both employees and employer as discussed below:
Benefits to employer and employees
Employees Employer
 Training is beneficial for the employees
as they can improve their existing
capabilities for performing better at the
workplace.
 Development is beneficial for the
employees in the development of their
future career so that they can achieve
high performance.
 Training is beneficial for employer as
improved capabilities of employees
assist the firm in achieving the
organisational goals effectively.
 Improved skills and competencies of
employees will bring more improved
result to the firm so that they firm can
sustain in the market.
Recruitment and selection: Recruitment is the method of attracting the potential
candidates for the vacant job position whereas selection is the process of selecting the suitable
candidates based on evaluation of their skills and knowledge (Friedman, 2017). The recruitment
and selection practices of Morrisons is beneficial for the employees as well as employer as
discussed below:
Benefits to employer and employees
Employees Employer
 Through these practices, the employees
get the opportunity to get a job at which
they can showcase their talent.
 These practices is beneficial for the
employer as the firm can hire talented
individuals which can perform their
work effectively for accomplishing the
desired organisational goals.

P4: Effectiveness of different HRM practices
HR manager of the Morrisons are using various HR practices for achieving their goals as
well as organisational goals. Through these practices, Morrisons can achieve high profitability
and productivity as discussed below:
Recruitment and selection: This practice is performed by the HR manager of Morrisons
due to which they are selecting talented candidates for the organisational purposes. These skilled
candidates are capable of performing their work effectively due to which the profitability and
productivity of the company is improving (Jabbour and de Sousa Jabbour, 2016). Through this
practice, company is recruiting the candidates based on the skills and capabilities possessed by
them due to which they can perform their work effectively for accomplishing the organisational
objectives. This will positively impact the firm as effective employees brings effective results to
the firm which will improve the organisational profit and productivity.
Training and development: Training and development process is very beneficial for each
organisation and its workforce because it not only increases the motivation among the staff
members but also encourage them towards working hard so that high growth and sustainability
can be achieved by firm in marketplace. Training and development are the basic needs of each
organisation or in other words it can be said that these both terms are two aspects of a same coin.
In which first one is related with overall increment of efficiencies within the workforce whereas,
second one is called development which is a broader aspect and emphasizes on overall
productivity development of employees and firm. In context of Morrison, their HR managers
should monitor the performance level of their employees so that actual performance of them can
be identified properly (Kavanagh and Johnson, 2017). Through this, they will be able in
providing training programmes to the staff members accordingly. Training and development both
functions should be conducted by the HR managers of Morrison on a specific interval of time
span. So that, effectiveness in performance level and productivity of firm can be maintained in
marketplace as it will help the Morrisons in gaining high growth and profitability in marketplace.

LO 3
P5: Importance of employee relations in respect to influencing HRM decision- making
Collaborative approach: This states that it is essential for a firm to maintain effective
relations with their employees as well as engage them in the organisational activities. This is
because effective relations assist the employees in resolving the concerns of other employees due
to which chances of conflicts reduced. Also effective relations allows the employees to work
together which results in generation of new ideas through which Morrisons can achieve high
growth and profit. This approach is beneficial for the Morrisons in maintaining healthy relations
with the employees due to which conflicts becomes reduced which is beneficial in performing
the work effectively. Morrisons can generate new ideas by using this approach through which the
firm can achieve their organisational goals effectively. Employees are considered as valuable
asset for any organisation which assist the firm in attaining the organisational goals and
objectives (Lu, Zhu and Bao, 2015). Positive relations among the employees and employer
results in execution of work effectively as employees feels attached to the firm. The employees
of Morrisons are working in an effective manner due to which managers of Morrisons are
responsible for providing them with rewards. Conflict among the workers can be eliminated by
the managers if effective relations exist between them due to which they can work
collaboratively in an effective manner. Some of the benefits of employee relations influencing
HRM decision-making are as follows:
 The HR manager of Morrisons is including the employees in decision making and
strategy making process as they are one whose work will be impacted by the decision
taken by HR manager.
 The HR manager can understand the need and demand of their employees through the
healthy relations due to which their demand and needs can be fulfilled by firm
effectively. Through this, HR manager can take better decision for the betterment of
employees as well as organisation.
 Effective relations among the employees and organisation is beneficial for the company
in reducing the chances of disputes and conflicts due to which employees can perform
their work properly.

P6: Key elements of employment legislation
The employment legislations are formed for protecting the basic rights of the workers
who are engaged in public sector. These laws should be followed by the business firms in order
to ensure smooth functioning. There are various employment laws formed by the government of
UK for ensuring that the rights of the workers are not exploited. Some of these laws are as
follows:
Equality Act, 2010: This act was introduced by the government of UK in the year 2010
which states that the organisations and their management needs to ensure that equal opportunities
and treatment is provided to the employees at the workplace so that they can work without any
issues (Moutinho and Vargas-Sanchez, 2018). Through this act, the UK government was
successful in eliminating the unethical treatment of the workers based on their nation, gender and
race. The taken firm Morrisons is following this act through which they are providing equal work
and salary to the employees irrespective of their gender, race or culture. The company is paying
salary and other compensation to the employees based on their performance and work not based
on their gender or nationality.
Health and Safety at Work Act, 1974: This law was formulated by the government of
UK In the year 1974 which states that the organisations needs to convey the dangers and other
issues to the workers which can be faced by them during their working. This is useful in ensuring
that the employees are provided with health safety so that they can avoid the dangers in their
working. The Morrisons is also following this act due to which they convey the dangers and
other problems to the workers in their orientation sessions. Also the company is providing safety
and medical kit for reducing the causalities at the workplace. Company is providing training to
the employees too for reducing the chances of danger at the workplace.
National Minimum Wage Act, 1998: This act was introduced by the government of UK
in the year 1998 which states the minimum wages to be provided to employees in an
organisation. According to this act, the minimum wages to be provided to employees having age
more than 25 should be £7.83 per hour, £7.38 per hour for workers aged 21 to 24, and £5.90 per
hour for workers aged 18 to 20 (Sirmon and et. al., 2011). Morrisons is also following this act,
through which they provides the salary to employees equal or more than the wages specified by
the government.

These above discussed laws are developed by the government of UK for protecting the
interest of employees which are developed by the trade unions and employers. Morrison is
following these acts due to which interference of government in the business operations has
reduced and the company is working smoothly for accomplishing the desired organisational
goals. These laws can impact the decision making process of the managers if these laws are not
considered in executing the HR practices.
M4: Key aspects of employee relations management and employment legislations.
It is necessary for any of the organisation that they must maintain the relationship with
other employee's. There are different aspects that are needed to be focused by the senior manger
of the company. They must provide equal opportunity to every employee's and there should not
be any kind of discrimination on the basis of gender. It is necessary for the organisation that they
must follow different laws and regulation for example equal remuneration law, trade union law,
health and safety law and many more.
LO 4
P7 & M5: Application of HRM practices in a work related context
Design of job specification
Job specification: It is the document in which the desired skills, knowledge and abilities
of employees are mentioned which are useful in executing the assigned work of job position. It
consist of various aspects such as work-experience, managerial experience, academic
qualification etc. Job specification for the position of HR executive in Morrisons is as follows:
Position: HR executive
Organisation: Wm Morrison Supermarkets plc
Job purpose: Organisation is looking for the talented individuals for the vacant position of HR
executive. The candidates must have good communication, administrative skills and decision-
making and conflict resolution skills. Strong knowledge regarding the payroll and maintaining
employee relation must be possessed by candidates.
Roles & Responsibilities:
 Managing and assisting the work of HR managers in projects as well as for collecting