HRM in Morrison: Practices, Legislation, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) within the context of Morrison, a retail organization. It begins by defining HRM and outlining its core functions, including training and development and maintaining good working conditions. The report then explores different approaches to recruitment and selection, comparing their strengths and weaknesses, and discusses the benefits of various HRM practices for both employers and employees. It also emphasizes the importance of employee relations and engagement, suggesting strategies to improve them. Furthermore, the report examines key elements of employment legislation, such as the Disability Discrimination Act and the Working Time Regulation Act, and their impact on HRM decision-making. Finally, the report provides a practical illustration of HRM practices through a job specification for an HR journalist within Morrison, highlighting the practical application of HRM principles in a real-world work environment.

Human Resource
Management
1

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explanation of the purpose and the functions of HRM.........................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection..................4
TASK 2............................................................................................................................................6
P3. Benefits of different HRM practices within an organisation for both the employer and
employee......................................................................................................................................6
P4. Effectiveness of different HRM practices.............................................................................6
TASK 3............................................................................................................................................7
P5. Importance of employee relation for influencing HRM decision making............................7
P6. Key elements of employment legislation and its impact upon HRM decision making........7
TASK 4............................................................................................................................................8
P7. Illustrate application of HRM Practices in a work related context.......................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
2

INTRODUCTION
Human resources management is the continuous process of organisation where a person
have right and authority to manage activities and function so business can be run effectively.
This person who manage, planning, organise and control the activities is called human resource
manager. For organisation it is important that there should have human resources manager,
because it formulates policies and acts for employees welfare and provide them proper assistance
so they can attain goals and retain employees for long term (Rodríguez-Sánchez, Mercado-
Caruso and Viloria, 2020). Morrison is selected organisation about HRM where manager
understand the requirement and formulates policies to run business. This report covers strength
and weakness of recruitment and selection approaches, internal and external factors that affects
HRM decision making and application of HRM practices that can helps to run a business.
TASK 1
P1. Explanation of the purpose and the functions of HRM
Human resource management is defined as the series of decision which impact the
relation among employer as well as staff. This effects various constituencies as well as purposed
to influences the efficiency of employer as well as workers. Moreover, this is set of
organisational activities which is guided to attract, develop and maintain an efficacious personnel
(Definition of Human Resource Management, 2019).
Function of human resource management
There are many human resource management functions and purposes which are
applicable to workforce planning and resourcing are as follows:
3
HRM Functions
Maintaining good
working condition
Training and development

Training and development: Both training and development is considered as the essential
HRM function. It is an attempt to develop present as well as future performance of employees
through enhancing its skills, knowledge and abilities (Baum, 2015). With it, Morrison can
facilitate skills as well as talent to its personnel in order to accomplish organisational goals
efficaciously and appropriately. This have to be facilitated on continuous basis for upgrading the
capability and knowledge of their employees.
Maintaining good work condition: It is the responsibilities of HRM to provide good as
well as healthy working environment to personnel. With the aids of it, human resource
management of Morrison can able to encourage their employees in order to accomplish its
objectives (Gurmu and Ongkowijoyo, 2020). Moreover, HR manager have to provide benefits in
terms of monetary as well as non monetary to their staff so that they get motivated and perform
well. Maintaining good working condition leads towards the employees satisfaction and with its
job role as well as firm.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is the process and activity of choosing, selecting and hiring the
candidates to fill the vacant positions of the company by monitoring the skills and knowledge of
them according to the job vacancy. Recruitment is the activity of sorting the applicant as per the
job role and vacant position (Donate and de Pablo, 2015). Where as selection is the process of
choosing individuals by monitoring and determining the skills, competencies, qualifications and
abilities as per the vacant post. These are the approaches of recruitment and selection which can
be utilized and accepted by Morrison:
Methods of Recruitment
Internal recruitment- This method is used by manager of Morrison organisation by
selecting from internal of the company. It means when employees are working in
organisation and management is require urgent employees to fill the high position then it has
option to recruit employees internally.
Strengths Weaknesses
By recruiting the candidates internally there is
relation between employer and employee
creation which helps to fill the vacant post in
Internal recruitment reduces the chances to
bring out new skills in their organisation that
can limit the productivity and profitability. this
4

less time period and maintaining the good
performance.
also create a feeling of demotion between those
employees who are not promoted.
External recruitment- This is the continuous process which is uses to recruit the employees
externally and maintain the good performance because they have knowledge and
experience to accept the challenges and work accordingly which helps to run a business
effectively. In this method, managers are using online hiring, campus recruitment, contract
agency etc. that has impacted on business positively (Mendoza-Fong and et. al., 2020).
Strengths Weaknesses
By recruiting employees externally Morrison
organisation get introduce from new talent and
experiences which helps to accept the changes
and increase business activities.
This is time taken and money spending process
where manager has to spend high amount of
spent while in recruiting employees external
ally (TULSI and Yunho, 2020)
Selection – This is a method which is used by organisation to select the employees for getting
things done on time and completion of task. In Morrison, HR manager select the employee by
using different methods such as interview, online and testing that helps to run activities
efficiently. The strength and weakness of selection practices are as defined:
Strengths Weaknesses
This is direct and simple method to select the
employees by using interviews, testing and
online method. this helps to understand about
employees and their skills personally which
helps to know that they are capable to work
accordingly.
This is time consuming method where
employer contact face to face with application
and spent their time which reduces
productivity(Rockström and et. al., 2017)
.
5

TASK 2
P3. Benefits of different HRM practices within an organisation for both the employer and
employee
HRM practices is related to different laws and legislations that helps to run a business
and maintain high productivity. The HR manager of Morrison company are playing different
roles and responsibilities which helps to establish a business and run activities effectively.
Recruitment and selection is the main practices which helps to recruit employees and select best
one who helps to run a business and maintain the productivity. The benefits of HRM practices
such as recruitment to selection are as defined:
HRM practices Benefits to employer Benefits to employee
Recruitment This helps to recruit the
employees who are capable and
excellent in business activities
which helps to increase the
organisational productivity.
With the help of recruitment
employees get opportunity to show
their talent and experience that helps
to work in organisation give them
chances to run activities.
Selection There are many methods which
is used by employers to increase
profitability such as it is cost
effective, right candidates
selection and improvement in
organisational performance.
Employees who have selected in
Morrison organisation are learning
new skills and capabilities which
helps to perform business effectively
and get fill themselves requirements.
P4. Effectiveness of different HRM practices
HRM practices are important for organisation that helps to run activities and increase
organisational productivity.
Recruitment and selection- This is HRM practice where manager recruit and select best
employees which helps to improve business effectiveness. In Morrison, HR manager recruits and
select skilled and experienced employees which helps to perform well and improve business
profitability.
Motivation and reward system- This is a system which is used by organisation to motivate
the employees and getting work done in effective time period. In Morrison, management are
6

evaluating employees performance and give them rewards which motivates them and increase
organisational productivity.
TASK 3
P5. Importance of employee relation for influencing HRM decision making.
Employees relation means there are many workers are working in organisation who
perform different types of functions and activities collectively which influences HRM decision
making. Employee relation is the process of of managing relationship and activities between
employer and employees. Employee engagement is a situation where number of employees are
engaged in business activities and increase organisational productivity. There are a different
strategy that helps to improve the employee relation and engagement are as defined:
Asking for feedback – In some organisation, employers are those people who maintain good
relations with employees by giving them feedback regarding working environment. It is
suggested to Morrison’s employers to get feedback from employee who are working so their
problems and solution can be give that helps to maintain good relation with them and increase
organisational profitability ( Mone and London, 2018).
Filling their needs and facilitates to good atmosphere - This is another need of
employees that should be complement by organisation by knowing their needs and wants and
filling them effectively. Manager of Morrison is larger size retail company where number of
employees are working collectively. A manager formulates policies and regulation which helps
to improve business effectiveness and maintain good relation with employees.
Share goals and problems with employees – A organisation can get success only when
employees are working with them and give contribution in business activities. The HR manager
is getting benefits of this employees engagement where employers share goals and problems
with employees and get suggestion which help to feel that they are the part of organisation and
can perform better in order to increase business activities.
P6. Key elements of employment legislation and its impact upon HRM decision making.
Employees legislations are those laws and rules that are developed for the successful
running the business. These are formulated by government and federal authorities, so that they
can operate their business properly (Donate and de Pablo, 2015).
7

These laws are regulations that are responsible for regulating the employee-employer
relationships. The employment legislation in context to Morrison company that can be followed
is set out as follows:
Disability Discrimination Act, 1995- This act is formulated by UK government to provide
the equal rights and protection to disable people from discrimination. This helps to increase the
confidence of employees as employers treat all employees equally and fairly. By following this
act, Morrison company can provide equal pay and organisational right to those individual who
are disable and working on the same post as compare to able people (Buttimer and Seamon,
2015) .
Working time regulation Act, 1998- According to this regulation employee should work
on time and if they are working extra hours then they should paid extra amount which can help to
work accordingly. It act is affiliated with the working time which is decided according to
working time regulation act, 1998. It have a restriction on the working week with an average of
48 hours and per day on an average of 8 hours. In Morrison, employees are working more than
fixed hours then they should be paid overtime and give them appraisals. In addition to it, they
also provide workers and employees the remunerative leaves and rest breaks (Cleaver, 2017). It
will create favourable impact in the company as people will able to enjoy their private life as do
their work without tension.
If the company's management follows all workforce legislation efficiently, it has a
positive impact on the business's decision-making and provides its employees with a sustainable
and friendly workplace environment and operate its operations and practices effectively (Girard
and Girard, 2015).
TASK 4
P7. Illustrate application of HRM Practices in a work related context.
In Morrison organisation, there is requirement of HR journalist who can make plans and
formulates strategies for employees. It is require to manage recruitment, selection and regulatory
compliances which helps to give employees benefits and increase organisational productivity.
Therefore a job specification is defined below:
8

Job specification – This is a written document which states the position which need to
fill in organisation, qualities, education and skills that can help to perform the business activities
effectively. A Job specification is designed below:
JOB SPECIFICATION
Organisation Name – Morrison
Job title – HR journalist
Location – London
Education required:
 M..B.A. is Human resource from affiliated university
 Under Graduation in any stream
Experience:
 At least having experience in HRM of 3 years .
 Good knowledge about employee legislation and practices.
Required Skills :
 Good communication skills
 Coordination skills
 Able to manage team and organise activities
 Able to motivate employees and getting things done on time.
Roles and responsibilities:
Able to manage and organisation all functions.
Recruit and select skilled and experiences employees for organisation
Thanks & regards
HR department
CONCLUSION
From the above report it can be concluded that HRM is the
main activities which uses organisational performance by running activities and improve
performance. Strategic human resource management is considered as the alignment of strategic
9

business objectives of firm with human resources in order foster innovation as well as develop
motivation, productivity, satisfaction as well as eventually whole performance. The main aim of
this is to resolve obstacles of the business which may not incur into direct ranges of HRM.
Internal and external recruitment method is used by management which helps to recruit
employees and getting work done from them. Different legislation and laws are used to attracts
employees and retain them for long period of time.
10

REFERENCES
Books & Journals
Buttimer, A. and Seamon, D., 2015. The human experience of space and place. Routledge.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Girard, J. and Girard, J., 2015. Defining knowledge management: Toward an applied
compendium. Online Journal of Applied Knowledge Management. 3(1). pp.1-20.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
TULSI, P. and Yunho, J. I., 2020. A Conceptual Approach to Green Human Resource
Management and Corporate Environmental Responsibility in the Hospitality Industry.
The Journal of Asian Finance, Economic
Rockström, J. and et. al., 2017. Sustainable intensification of agriculture for human prosperity
and global sustainability. Ambio. 46(1). pp.4-17.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Mendoza-Fong, and et. al., 2020. Impact of Managers and Human Resources on the Supply
Chain Performance. In Techniques, Tools and Methodologies Applied to Global Supply
Chain Ecosystems (pp. 3-23). Springer, Cham.
Gurmu, A. T. and Ongkowijoyo, C. S., 2020. Predicting Construction Labor Productivity Based
on Implementation Levels of Human Resource Management Practices. Journal of
Construction Engineering and Management, 146(3), p.04019115.
Rodríguez-Sánchez, J. L., Mercado-Caruso, N. and Viloria, A., 2020. Managing Human
Resources Resistance to Organizational Change in the Context of Innovation. In
Marketing and Smart Technologies (pp. 330-340). Springer, Singapore.
(Rodríguez-Sánchez, Mercado-Caruso and Viloria, 2020) (Gurmu and Ongkowijoyo, 2020)
(Mendoza-Fong and et. al., 2020) ( Mone and London, 2018) (Buttimer and Seamon, 2015)
(Cleaver, 2017) (Girard and Girard, 2015)
(Donate and de Pablo, 2015) (TULSI and Yunho, 2020) (Rockström and et. al., 2017)
11

12