Effective HRM Strategies for Enhanced Productivity

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[Human Resource Management]

Contents
INTRODUCTION............................................................................................................................. 2
LO1.................................................................................................................................................3
LO2.................................................................................................................................................9
LO3............................................................................................................................................... 11
LO4............................................................................................................................................... 13
CONCLUSION............................................................................................................................... 16
REFERENCES.................................................................................................................................17

INTRODUCTION
The purpose of this report is to explain the scope of human resource management. It helps to
evaluate the effectiveness of HRM practices at the organization. Moreover, the activities of
HRM are linked with resourcing talented & skilled employees that will help to fulfil business
objectives. The report provides insight into the principles of HRM with respect to Waitrose.
Moreover, this report helps to explore different techniques and tools of HRM so as to maximize
customer satisfaction (Noe et al., 2017).
Waitrose is a UK based fastest growing supermarket that operates as a subsidiary of John Lewis
and partners. The main objective of the company is to provide the highest quality and fresh
product at fair & reasonable prices. The company has an operation in more than 349 locations
across the globe. It is the sixth largest retailer grocery supermarket in the UK. Also, Waitrose
employs over 52,590 employees across its convenient shops in the UK (Bold, 2015).

LO1
According to Armstrong, “HRM refers to the process of employment, development and reward
to the employees in the organization along with managing the conduct of relations between the
management and workforce". Human resource management is defined as the formal system of
managing the people within the organization. it is the process of recruiting, hiring, selection and
management of a talented workforce within the organization. it is the responsibility of the HR
manager at Waitrose so as to personal and professional needs of the employees so as to
increase the retention rate of the talented and skilled employees. Thus, the overall function of
HR ensures efficient utilization of human resources along with providing the opportunity to the
individual employees for education and career development (Noe et al., 2017).
Functions and activities of HRM
 Recruitment and Staffing – This is the primary function of the human resource
department at Waitrose. The function of Recruitment and staffing helps to hire a
potential employee based on the skill and level of qualification. Furthermore, the
application of suitable HRM software helps the organization to match the skills and
abilities required for the specified job role.
 Employee’ Relation - The HR manager at Waitrose is required to build adequate and
good relation with the employees. The open communication can help to build good
relationships between the HR manager and employees. This will further help in solving
the complex problem at the workplace (Bold, 2015).
 Remuneration - It is the primary Function of the HR manager at Waitrose so as to pay
the salary and wages appropriately. Moreover, he is responsible to reconcile the salary
sheet and approve the number of compensations and rewards as per the scheme of the
organization. This help in raising the satisfaction level of the employees.
 Training and Development - This is one of the core functions of HRM department at
Waitrose. The HR manager is responsible to design appropriate training and
development program that will help to enrich the skills and knowledge of the
employees. The effective training session will enable the employees so as to improve
their job effectively an accept higher responsibility towards the fulfilment of
organizational goal (Noe et al., 2017).

Best Fit approach v/s Best Practice
Best Practice Best Fit
This model provides that HR policies will also
include reward plans.
This approach puts emphasis on the
alignment of HR strategies with organizational
strategies.
This approach will improve the overall
organizational performance in terms of
enhancing employee’s commitment and
satisfaction level (Thompson, 2011).
The application of this approach will provide a
competitive benefit to the company in the
respective industry.
Hard and Soft Models of HRM
There are two models associated with HRM.
 Hard Model
 Soft Model
The Hard model of the HRM treats the employees as a resource. This is also known as a staff
management system in which workers are controlled in such a manner so as to achieve the
highest profit and competitive advantage. The key features of the hard models are:
 This is similar to that of Autocratic style of leadership.
 Performance appraisal depends on the behaviour of the employees.
 This establishes a strong link with respect to corporate business planning (Sheehan and
Cooper, 2011).
 The needs of the workforce are being identified so as to satisfy them.
 The employees have less communication with the higher authorities.
The Soft Model of HRM focuses on meeting the individual needs and treats the employees
respectfully. The main focus of HRM is to motivate the employees by providing rewards and
compensation. The key features of the soft model of HRM as follows:
 Focus on the aspect of long term workforce planning.
 Establishing the link between performance and rewards.
 This is similar to a democratic style of leadership.
 More Flatter organizational structure (Thompson, 2011).
 Regular communication between the employer and employees.
The HR manager at Waitrose adopts a mix of the hard & soft model so as to achieve
competitive advantage in the industry. This will help in raising the employee's satisfaction along
with the overall profitability of the organization.

Workforce planning
This is a strategic planning model that helps the organization in
determining the needs of future workers (Sheehan and Cooper, 2011).
This can be used as a primary staffing tool by the manager at Waitrose
that enables to anticipate the employment needs and thereby help the
team so as to design the development goals for the organization. The four
steps with respect to workforce planning are as follows:
Step 1 Analyzing the future need for talented supply as well as the cost of
new recruitment.
Step 2 Consider the future needs as per the business plan and objectives.
Step 3 Identify the gaps after considering the current workforce as well as the
future requirements of the workforce.
Step 4 Find the appropriate solutions (Fong et al., 2011).
The process of recruitment helps in identifying the potential candidate
so as to fill the vacant position in the organization. Selection is the
process of placing the right candidate at the right job position so as to
maximize the output in the form of individual efforts (Kumari, 2012).

Figure: Recruitment and Selection
Source: Gill and Meyer, 2011
There are two types of the recruitment process.
Internal Recruitment
This is the method of filling the vacant position within the internal source of the organization.
This is the most effective method that helps to motivate the existing employees as they are
being given a chance so as to get promoted to a higher position (Jørgensen et al., 2011).
Following are the ways for sourcing an organization from the internal environment of the
company:
Employee Referral
The supervisor or the team leader can give the referral of most hardworking and talented
employees at the time of requirement of the human resource. This will help in fulfilling the
vacant post (Jørgensen et al., 2011).
Promotion
This is another significant way of internal recruitment. Promotion is an act of advancing a
position of employees within the company. This will further increase the motivation level and
overall performance of the employees.
Transfer
This refers to an act of transferring an employee to the branch that further help in fulfilling the
needs of that department. Thus, it provides an opportunity for the employees at the Waitrose
so as to gain new knowledge and skills. Moreover, it will increase the employee's ability so as to
effectively deal with the ambiguity (Jørgensen et al., 2011).
Strength Weakness
 It encourages hard work amongst the
employees and helps to develop their
potential sets of skills.
 It is an economic and cost-efficient
method.
 Exiting employees are easily able to
adapt the new work as they are
familiar with the organizational
 No chance to the fresh talent.
 It promotes unemployment as the
external workforce is deprived of being
getting appointed and selected.
 It promotes favouritism practices
across the organizational culture.
 There is a limited choice available with
the company.

environment.
External Recruitment
This refers to the process of filling the vacant position at the Waitrose by way of hiring and
selecting new employees and talent from outside the market. The main advantage of this
recruitment process that it provides a chance to fresh ideas and talent.
Following are the ways of external recruitment:
Advertisements
This is the most common method of external recruitment by way of advertising the vacant
position through the use of print media, television, radio, internet and such other electronic
form (Kumari, 2012).
Walk-Ins
This is a way through which organization directly provide an opportunity to the talented and
skilled candidate by offering a job position after assessing their skills in the interview process.
Private agencies
These are the employment companies that act a middleman between the company and the
potential employees. The agencies play an important role in matching skills of the employees
with the desired job role. These agencies charge high commission so as to render their services.
Strength Weakness
 Selection of best- qualified candidate
amongst the pool of talent.
 Opportunity to the new ideas and
talent that further brings enthusiasm in
the organization.
 Better adaptation with the respect the
dynamic changes in the environment.
 This method of recruitment will lower
down the morale of the existing
employees.
 This is a costly method as high
commission is required to be paid to
the external agencies.
 The effectiveness of the organization
gets influenced if the wrong employee
is selected.
 It also increases the chances of
Nepotism (DeVaro and Morita, 2013).

LO2
The implementation of effective HRM practices can certainly provide benefit to both the
employer and employee. This will also help the human resource manager at Waitrose so as to
achieve the business goals and objectives (Chaudhry et al.,2013).
Benefits of HRM practices to the Employer
 To reduce the overall operational and administrative costs.
 To make the most effective utilization of the resources.
 To help the manager at Waitrose so as to explain new opportunities.
 To increase the sales as well as overall profitability.
 To increase the retention rate by reducing the rate of turnover.
 To make the best utilization of the available talent that will further help in generating
additional revenue.
 Effective HRM practices will help the Waitrose in the form of reducing the rate of
Absenteeism.
Benefits to the Employees
 To reduce the overall operational and administrative costs.
 To help the employees so as to realize their potential skills and talent.
 To provide a better opportunity so as to excel their skills for career growth and
development.
 The effective HRM practices help the employees in fulfilling their personal needs along
with the professional needs and goals (Kumari, 2012).
 To enable the individual so as to maintain the balance between work and personal life.
Therefore, the integration of effective HRM practices can help Waitrose so as to drive the
overall profitability and productivity of the organization.
Innovative Practices
and High performance
Effective HRM practices will encourage the employees so as to
provide new and unique ideas so as to improve organizational
performance and profitability.
Reduce the rate of
Absenteeism and
Turnover
The application of HRM practices can also provide benefit to
Waitrose in terms of increasing the retention rate of the
employees. Moreover, the healthy and productive work
environment at Waitrose will increase a sense of commitment and
motivation (DeVaro and Morita, 2013).

Reducing threats with
respect to legislation
The HR manager at Waitrose needs to make timely compliance of
laws and regulations with respect to employment. This will further
ensure the safety and wellbeing of the employees and drive the
overall profitability.
Driving organizational
performance and
growth
The overall organizational performance can be improved by
establishing a link between the rewards and incentive system.
Effective Direction The HR manager at Waitrose is responsible to provide effective
direction and guidance to the employees of the organization. This
requires setting out responsibilities and Individual goals for the
purpose of integrating their efforts towards the achievement of a
common goal (App et al.,2012).

LO3
Employee's relation plays a significant role in the success of the organization. A good and
healthy relationship with the employees helps in the creation of a productive and healthy work
culture environment at Waitrose. This will also provide effective solutions to the critical
problem (App et al.,2012). Thus, a good relationship with fellow workers can improve a sense of
commitment and profitability.
Following are the importance of Employee’s relation
Sharing and collaboration of the work
The healthy relation amongst the fellow workers at Waitrose can enable the team to
lead to share the overall work of the organization. Moreover, it will enable the team to
lead so as to achieve their monthly targets within the specified time (Chaudhry et
al.,2013).
Managing conflicts
The healthy and productive work culture helps the HR manager at Waitrose so as to deal
with the conflicts amongst the team members and leaders. This will further enable the
Waitrose so as to create a happy and safe workplace culture for their employees.
Ensuring Equality
This is another significant benefit of a healthy work environment. It helps to cut down
the practices of favouritism and other discriminatory practices.
Disciplined culture
A good relation with the employees helps the HR manager at Waitrose so as to integrate
disciplined in the organizational environment. Moreover, this will motivate the
employees to provide their full efforts for achieving the common goals of the
organization (Chaudhry et al.,2013).
There are several legislations and regulatory framework that provides provision related to
employment. The compliance of such provision helps to ensure the safe and healthy work
environment to the employees. Some of these legislations are as follows:
Equality Act of
2010
The main purpose of this act is to focus on the aspect of equality and
avoids any kind of discriminatory practices with respect to gender, age,
sex, religion, nationality or any other aspects. This will help the HR
manager at Waitrose so as to provide equal opportunities to all the
employees (Banker et al., 2013).

Data Protection
Act of 1988
This act provides the concern about keeping the personal data of the
employees as confidential unless permitted by him or required by the law.
Therefore, Waitrose is required to make the compliance of such provisions
that will help in providing a safe and secure work environment to the
employees.
Employment Act
of 2008
The act laid down the provisions related to establishing a good
relationship with the employer and employee. It also provides the rules so
as to resolve the organizational conflicts. Moreover, the application of the
required framework will certainly provide benefit to Waitrose in terms
reducing the vulnerable threats as well protecting the employees from
unfair treatments and wrongful acts (Banker et al., 2013).