HRM, Recruitment Approaches & Business Objectives at Morrisons Company

This essay provides an overview of human resource management (HRM) with a focus on its purpose and functions in workforce planning, recruitment, and selection within organizations, specifically using Morrisons as a case study. It discusses the primary objectives of HRM, including hiring the right ...Read More

ASSIGNMENT 1

HUMAN RESOURCE MANAGEMENT
Human resource management can be
defined is process in which organizations
manage and develop manpower planning to
achieve business objectives. HRM is
responsible for making effective utilization
human capital in organization.

1.1
Purpose and functions of HRM in Work forces
planning
 Recruitment and selection: Primary objectives
of Human resource management is to hire right
person for the vacant positions.
 Compensations : Under this human resources
determines what to be paid for different types of
jobs. It is also important for workforce planning

CONTINUED....
Training and development :
Training and development programs aims to
improve employees skills and knowledge. In
Morrisons company training and development
are conducted for both new and existing
employees.

1.2 Strengths and weakness of recruitment
approaches
Recruitment and selection is primary objectives
of human recourse management. It is
systematic approach which is used by
company for sourcing the candidates for
vacant positions. Through this approach entity
find right person for the right job.

CONTINUED.....
There are various types of recruitment and selections which is
used by Morrisons.
Internal approach
 Under this approach company fill vacant positions by hiring
employees internally. For filling vacant positions company
use transfers, promotions and job rotations.
External approach
 In this approach entity hire external recruiters for filling job
vacancy within organization. Traditional approach under this
method includes workers contractors and placement
agencies.

CONTINUE...
Internal approach
Strengths
 Motivates to employees for performing better
work
 Cost and time effective process
weakness
 Creates conflicts among employees
 Have limited numbers of applicants

CONTINUED...
External approach
Strengths
 Get more innovations and new ideas in entity
 Large numbers of applicants are available
Weakness
 Creates job dissatisfactions among employees
 It requires a lot of time and money.

1.3 Functions of HRM in fulfil business
objectives
 Functions of HRM is every organization is managing
manpower in effective way so organization can
develop its strategics.
 Human resource management of Morrisons company
provides training and development to its employees so
they can develop their skills and improves firms
performance.
 Functions of HRM focuses on adopt holistic approach
to handle manpower inventory of the entity.

1.4 Evaluations of Strengths and weakness of
recruitments methods
Strengths
 Internal approach make motivated to
employees.
 External approach brings more innovations
and new ideas in organizations
 Internal approach is time and cost effective
process.
 In external approach entity gets large of
applicants

CONTINUED....
Weakness
 In internal approach entity have only limited
numbers of applicants.
 Internal approach may creates conflicts
among employees.
 External approach may creates jod
dissatisfactions among present employees.
 External approach is time consuming process.

1.5 Critical evaluation of strengths and weakness
of recruitments
Recruitments ans selection is process is
conduct in Morrisons company for filing
vacant job positions in the entity. Following
are critical evaluations of recruitments
approaches.

CONTINUED...
Strengths
Internal approach is cost and time effective approach and
also it makes employees motivated towards their work
and on the hand external approach brings more
innovation in company
Weaknesses
In internal approach organization have only limited numbers
of applicants on the other hand external approach brings
job dissatisfactions among present employees.

REFERENCES
 Stahl, G., Björkman, I. and Wright, P., 2012. Six principles
of effective global talent management. Sloan Management
Review. 53(2). pp.25-42
 Smith, L. G., 2014. Impact assessment and
sustainable resource management. Routledge.

THANK YOU