Human Resource Management Report: Waitrose's HRM Strategies

This report provides a comprehensive overview of Human Resource Management (HRM) practices at Waitrose, a British supermarket. It begins by defining HRM and its strategic importance in workforce planning, recruitment, and selection. The report then explores the purpose and functions of HRM, focusing on recruitment methods (internal and external) and selection processes (systematic and unsystematic). It analyzes the strengths and weaknesses of each approach, highlighting the benefits of HRM practices for both employees and the organization. The report further examines the effectiveness of HRM practices in raising organizational productivity and profit, emphasizing the significance of employee relations in influencing the decision-making process. It also discusses key elements of employment legislation, such as health and safety laws and anti-discrimination laws, and their impact on HRM decision-making within Waitrose. The report underscores the vital role of HRM in enhancing employee engagement, improving working culture, and ensuring legal compliance.

Unit 3: Human Resource
Management

INTRODUCTION
Human resource management is defined as such strategic approach used within business
which is used in order to manage workforce within organisation and to provide support to the
business in order to attain higher competitive edge. Human resource department of an
organisation is helpful in managing human force and to analyse needs of workforce working so
that to gain higher employee satisfaction (Nalla and Varalaxmi, 2018). The major function of
human resource department is recruitment and selection which lead the business to gain higher
succession opportunities and long term sustainability. This report is prepared for examining
various dimensions of human resources department and role\ executed by this department. The
organisation taken for this report is Waitrose which is a British supermarket founded in the year
of 1904 and headquartered in London, UK.
TASK 1
P1 Purpose and functions of HRM in workforce planning
Overview of organisation:
Waitrose is a British supermarket which was founded in the year of 1904 and later in
1937 it was acquire by employee owned retailer John Lewis Partnership in which groceries are
being sold. Waitrose is having more than 350 shops across UK which makes them 8th largest
grocery retailer in UK. Besides this Waitrose exports their products to 52 countries which
enhances their market image in global market. Waitrose is having portfolio of more than 52000
employees and those are working for providing market prominence to the organisation. HRM
Purpose and functions workforce planning and resourcing
HRM is associated with providing prominent role in management of workforce within
an organisation. In this manner employees can be directed in order to attain organisational aims
and objectives in such a manner that overall efficiency can also be maintained. The major
purpose of human resource management within an organisation is to satisfy staffing needs of
their employees, providing requisite compensation to workers, implementing practices for
employee engagement and providing performance appraisal as well. So in this manner HRM is

wholly dedicated to enhance productivity of the organisation by involving employees and
motivating them in timely manner (Psychogios and et. al., 2016). In the context of Waitrose
there are various functions which are being executed within human resource management and
the same are elaborated as under:
Recruitment and selection: This is the primal function which is executed within HRM in
which candidates are selected those have required business skills and could lead the business to
meet its objectives.
Training and development: This function is associated with developing new skills within
employees by organising different training so that working requirement can be fulfilled by
employees in apt manner.
Compensation and appraisals: Under this function of HRM employees are provided with
such appraisals which they deserve so that to boost their morale and to provide job satisfaction
as well. This function of HRM is helpful in enhancing employee retention ration as well which
helps the business to grow in long run.
P2. Strength and weaknesses of different approaches to recruitment and selection
Recruitment: Major role of HRM department is to organise recruitment and selection
procedures within business so that to inhale higher skills and talent as well. The process of
recruitment is categorised as the procedure in which candidates are found from pool candidates
according to suitability of job role. Recruitment is of two major types such as:
Internal recruitment: Under this type of recruitment Waitrose provide opportunity to their
existing employees for filling up the vacant position. This is the process which helps in
increasing trust and empathy of employees over the organisation. Promotion and transfers are
the major inclusion in internal recruitment.
Strengths Weaknesses
 Cost and time can be saved for
recruitment set up and trainings.
 Building of trust and empathy in
employees leads to intensify overall
 This limits talent acquisition as
employees are recruited from inside
only.
 Internal conflicts may be created which

output. leads to negative market image.
External recruitment: Under this type of recruitment for acquiring candidate over vacant
position advertisements are given over official websites and newspaper so that appropriate
recruitment process can be executed.
Strengths Weaknesses
 This method attracts talent pool so that
higher skills can be adopted.
 With the help of prominent skills
organisational objectives can be
attained (Ghani and Memon, 2020).
 This is associated with high investment
due to which overall profitability get
minimised.
 This is highly time taking process.
Selection: Selection is the process which is executed after recruitment in which after passing of
various screening test candidate is being selected for filling vacant position. As in context of
Waitrose they are using two types of selection processes such as:
Systematic: Under this process various dimensions are included and by executing various tests
and screening test.
Strengths Weaknesses
 This helps in selecting right candidate
for appropriate job role.
 Large candidates can be pooled
together.
 This is time taking so in case of
contingency this method is not proven
to be beneficial.
 This is a negative approach and may
develop negative attitude in person
those has not been selected.
Unsystematic approach: This process is associated with by using random approach in order to
fill vacant position. On the basis of group discussions, interviews and numerous screening tests
these capabilities are tested and then candidate will be selected.

Strengths Weaknesses
 This is a time saving approach so
vacant position can be filled up in early
manner of time.
 This is an economic method as well.
 Chances of ignoring prominent skills
in always there.
 Selection process may be associated
with biasness.
P3. Benefits of Human resource practices within an organisation
Human resource department is playing significant role in management of workforce so by using
resources in optimal manner HR department is heading to manage skills and capabilities can be
used and the same can be aligned in attaining business objectives.
HRM practices Benefits to employee Benefits to employer
Recruitment and selection Recruitment and selection
may provide prominent
opportunities to the business
in order to inhale higher talent
within business. There are
various methods of
recruitment such as internal
and external, appraisals and
promotions (Koch, Gerber
and De Klerk, 2018). These
methods provide opportunities
to employees to light up their
talent and capabilities.
HR manager of Waitrose is
having responsibility of
selecting and recruiting
candidates with high skills so
that to attain business
objectives in early manner.
Training and development The other major role of HR
department is to organise
trainings and development
session so that in Waitrose by
organising such trainings and
development sessions this
By using training and
development sessions within
business this will lead to
intensify productivity and due
to this objectives of the
organisation can be attained

would lead in developing
skills of employees which
leads them to have personal
development as well.
within shorter span of time.
P4 Effectiveness of different HRM practices for raising organisational productivity and profit
Human resource department is playing vital role in enhancing organisational
productivity and profits within organisation. Using HRM practices HR department leads the
business to inhale higher business productiveness and gaining higher profits as well. In the
context of Waitrose, HR department of the organisation is using HRM practices they are
aligning efforts of their employees with making appropriate path for organisational success.
HRM practices are directly linked with gaining higher organisational productivity and the same
are elaborated as under in context of Waitrose:
Recruitment and selection: Recruitment and selection is one of the significant roles which are
solely executed by HR and using HRM practices this role is being executed by the department.
In the process of recruitment and selection from large pool of candidates those people are
selection which is associated with pertaining of higher skills (Michael, 2019). This process
leads to choose right people at right place. These HRM practices are helpful for Waitrose in
inhaling capable and efficient employees in their business so that to get positive implications in
the business in terms of productivity and profits.
Training and development: This is the process which is associated with providing such
training and development session to employee so that they can enhance overall skills and
capabilities and contribute in higher manner to the business. For Waitrose being a retailer their
employees are their primal asset so providing training and development sessions to them will
lead the organisation to develop overall efforts in attaining organisational objectives. In the
current situation, market is highly dynamic in nature so in this manner training sessions are
required to be given in respect of dealing with these market scenarios so that employees can
lead the business to touch new growth heights.

TASK 3
P5 Significance of employee relations in influencing decision making process
Decision making is the process which enables the business to reach out to such verdict
which could be helpful in developing business and business objectives. HR is highly
responsible to execute decision making process in most effective manner. In this manner
communication plays significant role in order to convey various impact and decisions to various
parts of the organisation (Hassan, 2016). With the help of effective employee relation employee
turnover can be minimised which could be highly advantageous for the business in order to
improve sustainability and achieving customer satisfaction in a better way. Besides this
employee relation is assisting the business to gain positive benefits in context of improving
working culture of the business and gaining appropriate communication as well. So in this
context HR manager of Waitrose is playing effective role in making prominent relations with
employees so that provide business support. On the contrary when there are no effective
relations within Waitrose this will lead in developing conflicts within organisation so that
productivity can be minimised. Employee relations help the business to grow and acquire such
edges in the business through which overall sufficiency can be attained. Employee relations
plays significant role in acquiring higher denomination in the business which helps the same to
grow and sustain. Employee relations may have various implications in the business as in terms
of developing appropriate aspects of the business.
For this more productive policies are required to be exerted such as:
 High focus over treating employees in better way.
 Rendering equal opportunities for appraisals irrespective of gender.
 Providing various training session to employees for boosting their productivity.
 Encouraging employee engagement in process of decision making.
P6 Key elements of employment legislation and its impact on decision making of HRM
Human resource management is defined as such part of the business which is helpful in
developing organisational strategies in most effective manner in respect of providing support to
employees. For making effective strategies this is significant to enforce some law obligations
within business so that to avoid any law proceedings. There are various laws and legislations

which re essentially to be included in the business so that to provide support to the business and
to flourish employees as well (Sharma and Dhar, 2016). These legislations are being framed by
government of UK so that required to be used by various businesses in order to align their
business in lawful manner. In the context of Waitrose these laws are being used within the
organisation in order to avoid any type of error and these are elaborated as under:
Health & Safety law: This law is associated with safety and health measures of working
employees when they are working in the organisational premises. This act is helpful in
providing safety measures in the business so that employees can feel safe and happy. This Act
is having direct implications over decision making of HR as in order to make healthy
environment they are required to undertake such guidelines.
Anti-discrimination Law: This law is associated with rendering equal opportunities to every
employee irrespective of gender, age and other constraints (Rao and Tilt, 2016). This law is
having direct significance in decision making as without any biasness appraisals can be done by
HR manager which helps Waitrose to grow.
TASK 4
P7 Application of HRM practices in organisational context
1. JOB DESCRIPTION
Organisation: Waitrose
Designation: - HR manager
Job Address: west side street, London
Job summary
The organisation is searching and under obligation of aspirant for the post of HR who can take
over and manage all operational work in smooth manner and is comfortable in some handgrip
over desk works in some contingencies.
Role: -
Maintenance of employee work portfolio
Restructuring, Issuing and updating employees policies in company.

Organise multiple training sessions which help enhancing employee skills and capabilities.
2. Job Advertisement
3. CV
HARVEY DENT
Skills
Employee relations, recruiting, hiring and many more.
Work experience
Excel corporation April 2015 to present.
 Enhanced hiring program
 Successfully resolved wrongful termination issues
 Direct exposure to recruitment process
Education
MBA in HR from St. Christian university.
4. Preparatory notes for interviews

Q 1) What are the functions of HR manager in an enterprise?
Q 2) How different practices can be introduced within subdivisions of the enterprises?
Q 3) What type of improvement could be brought in recruitment processes of Organisation?
Q 4) What are your positive sights and skills that can intensify organisational growth?
Q 5) What are the mission and additional insight which you are willing to add in enterprises?
5. Job offer letter
30th June 2020
Harvey Dent
Tesco
Dear Harvey Dent,
We are glazed by your capabilities and background so happy to propose you to join as
position of HR manager for Waitrose on 25th June 2021. So request you to join the organisation
and unleash your steps into it. Appeal you to carry all your qualified documents along with you
on the date of joining.
We are keen to meet you soon.
Best regards,
Smith Johns
6. Evaluation document of the entire recruitment and selection process
Selection criteria
 Using their group work abilities to for appropriate capability and also enhance and use
the lowered quality resource and work sub divisions.
 Prominent Communicational and time management capabilities.

 Accomplishing economic requirements and actions by gaining the fruitful results from
their interpersonal skills and managerial skills.
CONCLUSION
From the above detailed report this can be analysed that HRM is playing significant role
in an organisation which helps the business to undertake higher skills and meet its objectives in
prominent manner. HR department is wholly dedicated to employees and their enhancement in
order to enhance overall productivity of the business HR department is managing various
functions such as up-keeping recruitment and selection processes so that to inhale appropriate
skills and capabilities within employees in order to align the same with business objectives.
Besides this HR department is also responsible to make prominent employee relation so that to
encourage employee engagement and meet higher output and productivity as much possible.