Human Resource Management Practices at Morrison Supermarket Plc

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Human Resources Management
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Table of Contents
Introduction........................................................................................................................3
LO1....................................................................................................................................4
LO2....................................................................................................................................7
LO3....................................................................................................................................9
LO4..................................................................................................................................11
Conclusion.......................................................................................................................18
Reference List................................................................................................................. 20
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Introduction
Human Resource Management is that unit of an organization, which lay focus on
training, recruiting and other relatable aspect of an employee. Overall development of
employees and managing them is the key role of the department. Apart from that, it also
has its grip over Leave Management and Redundancy Process. The organization that
has been chosen for the following study is Morrison Supermarket Plc. It is one of the
wide-reaching super market chains in UK, which accord with peddle products and
groceries too (click only store). HRM function, its purpose and analysis of key elements
of employment codification, which are being followed by Morrison, are discussed below.
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LO1
Explain the purpose and scope of Human Resource Management in terms of
resourcing with talent and skills appropriate to fulfil business objectives.
Explain the purpose and the functions of HRM, applicable to workforce planning
and resources.
The tactical approach, which helps to acquire, motivate, gain and develop the
commitments of an organization’s resource, is coined as HRM. Based on its functions,
HRM can be divided into two more aspects (Bratton and Gold, 2017). They are as
follows:
Operative
Recruitment: In this process, a large bracket of eligible candidates is pulled in. The
whole process is carried out under the close surveillance of the HRM department. In the
end, chunks of prospective candidates are employed.
Workforce Planning: Its main job is to forecast different analysis, necessary for existing
or retired employees. Particulars like job analysis, annual appraisal, salary forecasting
and others are mapped by this function. Upcoming human resource needs of employees
are also determined by this function (Bruecker et al., 2015).
Training & Development: Its main job is to choose the right person for the right job.
Looking after the efficiency of an employee is also on its part. It also identifies employees
who need to be trained for being more efficient and arrange the same. It also looks on
personal and professional blossoming of the total workforce (Noe et al., 2017).
Employee Welfare: This purpose deals with employee benefits and all. Providing
employees with healthy working environment and providing them with key facilities are
its main role. These will act as motivators for employees. It also serves employees with
satisfactory and rich lives.
Managerial
Planning: It is considered as the foremost operation of HRM department. It ensures the
integer of staffs that need to be allocated to every department along with the type of
sharpening they require.
Organizing: Allocating staff on basis of their knowledge, skills and experience is on its
part. The purpose is to drive a particular workforce towards their common goal.
Integrating employee work with their skills is the key working area of this department.
Directing: This involves reaching & driving all levels of employees of the organization
and making the whole workforce bequest to Morrison’s business goal. Its main goal is to
bring out the best from each employee through persisting command and
encouragement.
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Controlling: Once an employee is allocated to a particular department and his/her work
is also segregated from others, it comes down to evaluation of the employee’s work. It is
compared with a standard level of work to evaluate where the employee stands in recent
time. If an employee is lagging behind, corrective measures are taken to improve the
circumstances.
Explain the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment
This process includes engaging, ranging, nominating and employing a qualified bunch of
individuals including both permanent and temporary employees. The process of
recruitment can be bisected further into internal and external (Kaplan et al., 2018).
Internal Method
Procuring out employees from the current labour pool falls under this category. In this
scenario, an employee from the current workforce is re-hired for a different position. If an
employee is re-hired, it becomes much more efficient for the organization. There is no
necessity of training which cuts off the training & induction cost. Moreover, it becomes
much easier for the employee to adjust with the working ambience as the person is
already used to it. Capabilities of each employee are well known to the managers who
are assigned for this job.
However, internal recruitment process restricts it to reach out to the mass. Morrison has
least number of vacancies. If an employee is promoted continuously, hiring efficient
employees out from the mass becomes low. This can result in loss of efficient
candidates, which will act as competitive advantage for the competitors of Morrison.
External Method
Procuring out personnel from external sources falls under this category. Job openings
are being pressed out and interested candidates pull up for the recruitment process.
Engulfing young minds with innovative ideas is possible only through this process.
However, this also results in acquiring a huge training and induction cost followed by
demoralizing current employees. There is a huge chance of non co-ordination among the
new and the old employees, which is a great threat to the organization. Moreover, if a
new employee fails to adapt with the working ambience of Morrison, the productivity of
the organization is degraded through this.
Selection
Chunking out eligible candidates among the mass by conducting several tests or
interviews, falls under this category. Various selection processes are stated below:
Skill test
Certain skill set is required for certain position. For this reason only, sometimes it is
necessary to conduct skill test for hiring purpose. Skill test screens out desired
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candidates with the required set of skills. Conducting the test online will bring down the
cost of the organization. Moreover, it is a swift selection process. But, if skill tests are
arranged offline it becomes time consuming & requires close supervision (Sheehan et
al., 2016).
Personality test
This approach comes into play when a candidate’s personality is matched to that of the
job role. The recruiter can have an insight of the candidate’s personality. However, this
test is quite time consuming requires a lot of effort from the recruiter (Hancock, 2016).
Panel Interview
It is a one-on-one process. The recruiters directly interrogate the candidate. The
interviewee is asked certain professional questions. It also tests a candidate’s
confidence level. However, every candidate carries a different mind-set, which makes
things difficult for an interviewee.
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LO2
Evaluate the effectiveness of the key elements of Human Resource Management in
an organisation
Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
Human Resource Management defines the relationship between the employees and the
organisation with which they are associated. Morrison has adopted training,
development, and flexible working practice as two common HRM practises.
Flexible working practices
Flexible working practice gives the employee full freedom to work under a pressure free
environment. Here he gets the liability to choose working under his own convenient time.
Due to this reason, people working in Morrison are often found to meet their targets and
deadline of a task before or on time. Employers find it a very happy place to work with
and thereby they remain very much dedicated to the company and serving it heartfully.
This plays a great role in the growth of the company and leads to quick success ( Bailey
et al., 2018). By following flexible working practise, company is able to meet their
challenges and competition with other organisations. In comparison to other
organisations employers here becomes smarter and sharper in building their minds and
capabilities as because Morrison allows its employers to discover their in-born talents
and utilising it for the company. At the initial stage, Morrison introduces its employers
about the work and the working environment they will work upon (Wu, 2018). Later after
the initial introduction, employers are allowed to work completely on their own freedom.
This lets the employer to balance his work and other responsibilities on his own.
Another advantage of allowing flexible working practise is that usually the employers do
not resign from such organisation as because they can work more freely here rather than
joining those companies, which have its own schedule, and deadlines thereby offering
more workload to the workers. Working with Morrison, employers can manage both their
work as well as their social life. Employers feel the feeling of success and
accomplishment of the work a lot here.
Training and Development
Training allows an employee to sharpen his skills and talents. Proper training gives the
employers to work on their own without any guidance from their team leaders or
managers. This reduces the pressure of the managers and team leaders. Also proper
training to the employers enhances better performance of them during on role of job. Not
only performance but a proper training also helps an employer to know the upcoming
work challenges and finding solutions to deal out with it. Thereby an employer can know
the work pressure and the way to sort it out. Morrison always provides a good class of
training and development to its employers. Not only the company is able to identify his
future leaders, but also develops their technical as well as soft skills. Here the employers
are more creative and fruitful rather than other companies. As a result of everything
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company is being able to retain their employees at the same time meeting all his targets
and requirements successfully (Rae, 2018).
Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
Management of Human Resource plays a very significant role in the development and
success of a company. Therefore practising of different HRM principles is must for any
company whose vision is success and creating its brand name in the end. In addition, if a
company wants to retain its employers it must follow the HRM principles. Morrison being
a branded company is always known for following its HRM principles. One of the main
principles, which it follows, is flexible working practise. This enables an employee to work
in pressure free environment. Owing to which the employer works freely without any
pressure, which enables him to be more dedicated and hard work for the company. In
long run, it can be said that by providing such a working environment and culture by the
company, it helps the employees to enhance their creative skills, technical skills as well
as soft skills (McCaffery, 2018). This enables the company to meet the consumers’
demands and thereby achieving their day-to-day targets. Therefore, the company earns
many profits due to its fast productivity. In addition, technological advancement has
boosted up HRM principles too. With the advancement of technologies and internet
system Morrison allows its employers to work from home.
Proper training and development helps an employee to understand his work more
effectively and thereby his performance becomes better than others do. In addition,
training allows an employee to perform his task more error freely. A well-trained
employee always does much better quality of work in a shorter duration time rather than
an untrained person. Therefore, productivity becomes more in such companies.
Therefore, we can say that training is must in any well-organised company. Altogether
following all HRM principles leads to greater productivity for Morrison followed by earning
great profit too (Collings et al., 2018).
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LO3
Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Analyse the importance of employee relations in influencing HRM decision-
making.
Employee Relations
The relationship and mutual understanding between the employers and the organisation
is known as Employee Relations. In view of Morrison, the real key point for achieving
success and brand name of it is strong employee relationships within the organisation. It
helps in building strong integration among the employers with the company. Strong
integral bonding encourages group work, sharing of ideas and strategies among the
employers and higher authorities. One of the distinct characteristic of Morrison is it
always involves its employees in any decision making and planning of it (Matthews et al.,
2018). This enables the employers to understand their individual importance in the
organisation and thus working more dedicatedly towards the company. It also reduces
the pressure of the senior managers and higher authorities. Morrison always supports
two way communications i.e. from lower level to higher and vice versa. Thus, employees
who are working for Morrison always remain attached to the company and giving their
heart and soul for the company’s growth and success.
Importance of employee relation
Employee relation plays a very important role in the growth and success of a company.
Strong employee relation and integral bonding among the employees and the
organisation helps in making the brand name of the organisation. An employee who is
closely attached to the company feels proud when the company gets recognition due to
his performance (Ferguson, 2018). This motivates the employers to harder for the
organisation. In addition, when an organisation offers quick promotions and incentives to
the employers for their performance, it boosts up the employers enthusiasm to become
more dedicated to his works. As a result, of which employers are reluctant to take
holidays and leave from work. Moreover, they sometimes are so much enthusiastic
towards their job that they even complete their task before time. After a certain period of
job, getting success and finishing their job before time becomes a habit for such good
employees. In addition, this depends on the type and effort the organisation put on the
employees during their training and development period.
The organisation must encourage each employer’s strong participation in decision-
making, marketing planning and any work related to the growth of the company. This
makes the employers feel themselves responsible to the organisation and thereby
becoming an important member of the organisation. Morrison always promotes group
work. Owing to which the bonding between the members also improves. In addition, it
allows every employer to present their own view in any decision making of the
organisation (Mikkelson et al., 2015).
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Identify the key elements of employment legislation and the impact it has on HRM
decision-making
Employment legislation is the rules and regulations within the organisation, which
prevents the employer to practise any illegal activities and protects the employers from
indulging themselves in it. It is directly linked with the employers and the organisation
with which they are associated. Any mal practise inside the organisation will directly
hamper the reputation and brand name of the company. Once the reputation or the
brand name of the company is destroyed in the business world, it becomes very difficult
for the organisation to compete in the market and to regain its earlier form and
reputation. Thus the company must be very strict in maintaining the employee legislation
within the organisation and also among the employers too. Employee legislation
comprises of some key elements. These are:
Health and safety act, 1978: Under this act, it is the responsibility of the company to
look after the health and safety of the employers. The company should provide hygienic
work environment and often organise safety trainings to its employers so that they are
well known about the safety measures, which they must take while performing life risk
jobs. Moreover, the organisation must have penalty fines in case an employer does not
obey safety rules. The company must offer medical insurance to the workers. Morrison
does all the above mention factors and keeps a keen observation in the implementation
of these rules and regulations (Ncube and Kanda, 2018).
Equality Act, 2010: Under this act, a company must treat every individual employee
equally irrespective of gender, caste, religion, nationality, caste, civil location, physical
disability etc. Morrison always focuses on the mental development of the employee
neglecting any physical issues and thus provides opportunities to those capable and
eligible employees who prove themselves by their hard work. In terms of offering hikes
and perks too, Morrison always treats his employers equally. Depending upon the hard
work and devotion of one employee to the organisation, Morrison offers promotion and
incentives and thus it can be said that Morrison always justifies the equality act among
its employees (Pyper, 2016).
Data Protection Act, 2018: The former version of this act was Data Protection Act,
1998. This act was updated in the year 2018. Under this act, the data are stored in both
paper and electronic form. The data includes name of the employer, personal
information, pension details, salary account details, etc. The HR department is highly
responsible for storing these data in a secured manner and in case of any loss or misuse
of this personal information may allow HR department to lodge a complaint case against
it. Thus, Data protection act is basically related to the protection and security of every
individual’s personal data (Granger, 2018).
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LO4
Apply Human Resource Management practices in a work-related context.
1. The design of a job specification for one of a number of given positions in the
organisation
Designation- “Customer Service Manager”
Department- “Customer Service “
Reports to- “Senior Customer Service Manager “
Position Summary
Here, the role of the manager is to listen to all the queries and doubts of the Morrison’s
customers and to resolve them as early as possible. The manager has to report all about
his task to his immediate senior customer service manager. Mainly the manager has to
resolve all the problems faced by the customers over the phone, emails in such a way
that the customers are highly satisfied by the Morrison services, and thereby promotes
their sales. As a whole it can be stated the under the supervision of senior authority the
customer service manager has to work (Bratton and Gold, 2017).
Responsibilities
 To help the customer in understanding the Morrison’s products and its services
 To interact with the customer over calls, emails, and if required face-to-face
assistance in order to help the customer to use the Morrison’s products
 Offering for customer services to the consumers of Morrison in regular intervals
 Making the customer understand about the return or replacement followed by
refund policy
 In case of a customer faces problem in any of the Morrison retailer shop, the
manager must investigate about the problem and inform the same to his senior
authorities.
 Discuss more convenient ways for providing customer services with his sub-
ordinates
 Remain updated about the latest Morrison’s products and technologies.
 The manager must be generally aware of the present scenario of the company’s
position in the business world.
 The manager must know how to promote the company’s sales.
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2. A CV for each student, tailored to apply for one of the positions advertised by
another team.
CV -1
Harry McGuire
Contact Number- 44 6567 5609
London, UK
[e-mail]
Profile Summary
London Business School, United Kingdom is the place where I got graduated from,
carrying ample amount of acquaintance in Customer Service Management.
Career Objectives
I want to successfully occupy a position in your company with the help of my experience,
skill and knowledge.
To ensure quality service is provided to each customer luring to the organization.
Professional Experience
1) Organization Name: Harper Lewis, UK
Designation: Customer Service Manager
Time Frame: From 2009 to 2016
Job Obligations:
A squad of five members used to be handled and managed by me.
Enhance customer satisfaction and ameliorate product delivery.
Completion of the given task within stipulated time.
Fortify consent with the Company’s protocol.
Analyze a team’s adequacy.
2) Company Name: Barstow, UK
Designation: Customer Service Manager
Time Frame: From 2016 to 2018
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