Human Resource Management Project 2: Morrisons HRM Practices Analysis

This report, a project submitted by a student, delves into the realm of Human Resource Management (HRM) within the context of Morrisons. The report is structured around three key tasks. The first task examines the benefits of various HRM practices for both employers and employees, different HRM methods used, and evaluates the effectiveness and productivity within Morrisons. The second task focuses on analyzing the importance of employee relations in influencing HRM decision-making and identifying the key elements of employment legislation, and its impact on HRM decisions. The final task involves preparing a job description and person specification for a team leader, considering relevant legislation and company policies. The report emphasizes the importance of effective HRM practices, employee relations, and compliance with employment legislation to enhance organizational performance and achieve strategic objectives. The report also highlights the significance of job descriptions and person specifications in the recruitment process.

PROJECT 2- HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P.3 The Benefits of different HRM practice within Morrison for both employer and
employee.................................................................................................................................1
M3 Different methods used in the HRM practices in Morrisons...........................................1
P.4 effectiveness of and productivity in Morrisons................................................................2
D3 Evaluation HRM practice and application in the Morrisons............................................3
TASK 2............................................................................................................................................3
P 5- Analysing the importance of employee relation in respect to influencing HRM decision
making....................................................................................................................................3
P 6- Identifying the key elements of employment legislation and the impact it has upon HRM
decisions-making....................................................................................................................4
TASK 3 ...........................................................................................................................................5
P 7- Preparing a job description and person specification for a team leader in the organisation,
taking into account legislation and company policies. ..........................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the key person who perform the different task in the
organisation. From the recruitment to selection with formation of better policies. HEM practices
ret benefits within the Morrisons for the employer and employees both. Also the human
resource practices in terms of raising organisations profits and productivity. The practices and
application for effective operation's key element of employees legislation and the impact it had
upon HEM decision making in the firm. Job description and person specifications will help in
the recruitment process of organisations.
Task 1
P.3 The Benefits of different HRM practice within Morrison for both employer and employee.
In the organisation human resources management have the different practices which
gives the benefits to the the both employer and employer in following manner.
Human resource practice benefits for the employer: with the different practices of HEM
employer have the high benefits in which they will recruit the best talent manpower for the
organisation. The various disputes that can be raise in the organisation will be solved by the
human resource management in behalf of employer (Hafeez and Aburawi, 2013). The policies
are implementing in the firm for growth and development winch will directly benefited to the
employer.
Human resource practice benefits for the employees: all the practice for the HEM are to make
are about the different structure and keep safety working environment by implementation the
various policies. Leave policies will be on the hand of human resources management who permit
to employee according to the norms of organisations. Also another benefits employer can get
with the practices of human resource is they feel motive with different employee engagement
activities.
M3 Different methods used in the HRM practices in Morrisons.
The methods used in human resource practices in organisation to bring the effective
decision such as follows:
Job Analysis: it will help to know the requirement of employees and the positions vacant
in different divisions. These job analysis can be done by the human resource management to
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plan according to the fill the vacant position in Morrisons. Will help to make the effective
selection process in the organisations (Hassan and Hashim, 2016).
Performance appraisal: it is the method of meaning performance in the organisations to know the
employees output and contribution made in the different task. Morrison human resource
management use the 360 degree appraisal system.
P.4 effectiveness of and productivity in Morrisons.
For every organisation it is the most important aspect to bring the effective human
resourceful practice to raise the firm profits and productivity in the following manner
Training and Development : these can be the easier way to raise the firm productivity with the
increasing the employees efficiency in the organisation. Training of employees with the best aim
of achieving firm objective and gaols which can not determine without the proper understanding
of difficult task to be accomplish. Once the training have been fish than the output should be
measure with the employees performance in the organisations.
If the HRM will implement the best possible policies for the organisation can be help to raise the
firm profits. From the succession planning in the organisation is the main key elements which is
responsible to increase the firm profits. For the future planing in with analysis of current
situation of organisation . The profits can be maximise with management turnover for the firm
to improve the operation and production process to utilise the firm resources. If the human
resource have allocate the roles and responsibility to the employees according to the potential
and qualification for the enhancing the employees performance (Mello, 2016). If the overall
productivity of the organisation is not maximise than the human resource management is not
focusing towards the firm effective policies. No matter what the situations in the firm haver been
arise it is the human resource management work for the organisation to increase the productivity
of the employees as well the organisations. It is important for the organisation to increase profits
and productivity by recruiting the potential employees for the organisation for achieving
objective of firm and maximise the profit with effective planning. It is important to pay
employees according to the profits of the firm which can help to increase productivity.
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D3 Evaluation HRM practice and application in the Morrisons.
The better organisation performing with help of different human resource practice in the
Morrisons such as follows:
Recruitment and selection process of the firm is according to the retail industry which can help
to bring best possible resource to contributing to achieve objective of the organisation. For the
top management they allow to bring the various process but lower level employees hiring have
the fix structure of selection process on the simple interview process. So it is important for the
organisation to apply the strict selection process for the lower level management to bring the
effective process in the firm (Boxall and Purcell, 2013).
Training and Development will help to increase the performance of employees will be increase.
If the training will be given properly than the firm will get effective outcome according to the
planing of human resource management (Armstrong,, 2016.).
If the motivational factor can not be determine to boost the employees performance than they
will frustrate in the job due to less interactions of human resource management with them. It is
importation for the management to applied all the practices in better way to earn the profits of
the firms.
TASK 2
P 5- Analysing the importance of employee relation in respect to influencing HRM decision
making.
Better employee relations are the lifeblood for an organisation. They help the company to
resolve issues which occurs between the individual or in the premises of work place. This is
important for the further success of Morrisons. Human resource management makes all the
decisions related to employee (Armstrong and Taylor, 2014). Better employee relation helps the
company to make effective decisions which will eventually lead them to achieve all the targeted
objectives and goals.
Analysing importance of employee relations.
Reducing conflicts- Effective employee relations in the company will reduce the level of
conflicts in the cited business. Lower level of issues between individuals or employees will
make the human resource management take the decision in better way. These relations make
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the friendly behaviour at the workplace. It makes the workers to give good performance. By
this HRM will effectively decide which task is to be given to whom.
Increase in the productivity- Employee relations are responsible for increasing the productivity
of cited business. Human resource management will be benefited to make decisions with the
strong productivity. It will complete all the objectives of Morrisons on time and HRM will
think on deciding new goals for the company. It states that employee relations are necessary
to increase the productivity and decision making process of HRM.
Loyal employees- Workers become loyal towards the organisation if they are provided with the
better employee relations. It will also help the human resource management decide to whom
they have to assign the task. The cited organisation will be benefited by this. It will be easy
for the HRM to understand and decide that which employee can take the responsibility and
complete it with efficiency while remaining loyal towards the firm.
There are some key aspects of employee relation management which influence the
decision making of human resource management.
Different objectives- Employee relations includes setting many objectives because there are
various people who are working in the cited company (Beardwell and Thompson, 2014). It
is work HRM. They need to decide what goals are to be set.
Examining needs of employees- Employee relation management will have to find that what are
the needs of employees. Human resource management of Morrisons take some decisions to
fulfil those needs.
P 6- Identifying the key elements of employment legislation and the impact it has upon HRM
decisions-making.
There are various key elements of employee legislations which human resource
management have to keep in mind while making the decisions. Those elements are as follows:
 Equal opportunities to all the employees- Employment legislations forces the company to
give equal opportunities to all the members. HRM of cited business needs to make all the
decisions by considering this.
 Safe and secure environment- The legislations says that there should be safe and secure
environment for the employees at the workplace. Human resource management of
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company decides on various factor to give better environment to all the workers which
makes them to give better performance.
 Trade union- These are the groups which are made to protect the right of every
employee. HRM of Morrison discuss with them before making any decision (Sparrow,
Brewster and Chung, 2016). Trade union and organisation both go hand in hand to make
any decision regarding the betterment of employees. Sometimes these union forces the
human resource management to take some decisions which they don't want.
 Fixed remunerations- Employment legislations had fixed that employee should get some
fixed amount of wages. It increases the cost of company. This also impact the decision of
human resource management of cited company which they take to implement the
changes at work place.
These are some key aspects of employment legislation that affect HRM decisions-making
in Morrisons.
TASK 3
P 7- Preparing a job description and person specification for a team leader in the organisation,
taking into account legislation and company policies.
There are many legislation in the acts which are made in account with the selection and
recruitment process in the company. There are many acts which are taken in account while
making the job description and person specification for team leader in the cited business (Purce,
2014). These both documents are made to select the right person for job.
Job description
It is the documents states the complete requirements of the job. Job description for team
leader is as follows:
Name of the company Morrisons
Industry Retail
Post Team leader
Place UK
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Duties and responsibilities The person must be able to take responsibilities
of the given task. He/she should be able to lead
the employees.
Duty of the person will be to lead the team in
the given task.
Person specification
It is documents which contain the personal requirements in the candidate. Personal
specification for the team leader is as follows:
Educational qualification Person should contain degree of MBA.
Age Between 25-40 years
Skills and characteristics The candidate must have some leadership skills
for leading the workers.
He/she should know how to motivate team
members.
The person should be responsible and effective
in managing the team.
Experience The candidate must have experience of 1 year
in any organisation.
Rationale of having the job description and person specification in the recruitment process of
cited company
It is important to have job description and person specification in the recruitment process.
It helps the company to select the best employees (Brewster and et.al., 2016). It states all the
requirements regarding job as well as personal needed by the Morrisons. By this that person will
be selected who is most suitable for the job. It also helps in making the people know about the
vacancy in firm. This makes the HRM to select the best employees who is right for the job and is
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able to handle all the responsibilities. Efficient team leader will be selected with the help job
description and person specification. It states that these two documents are very important to
select the rights person at the right job.
CONCLUSION
From the report human resource it can be concluded that the it is important for the
Morrison to bring the effective human resource practices for high performance and maximise the
profits of the organisation with proper training and development sessions. It is important to make
the job description according to job analysis process done by the human resource management.
Human resource manage is the key person who will form the various policies to improve the
firm productivity and use the resource in optimum manner.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster and et.al., 2016. International human resource management. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Armstrong, M., 2016. A handbook of human resource management practice. 10th ed. Kogan Page
Publishers.
Boxall, P. and Purcell, J., 2013. Strategy and Human Resource Management. Plagrave.
Cornelius, N., 2012. Human resource management: a managerial perspective. 2nd ed. Cengage
Learning EMEA.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Hassan, A., Hashim 2016. Human resource development practices as determinant of Human
resourceD climate and quality orientation. Journal of European Industrial Training. 30(1). pp.4
– 18.
McMichael, P., 2011. Development and social change: A global perspective. Sage Publications.
Mello, J. A., 2016. Strategic Human Resource Management. Thompson.
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