Human Resource Management and Recruitment Process Report for Morrisons

This report provides a comprehensive analysis of the recruitment process and human resource management (HRM) practices, focusing on the case study of Morrisons. It explores the nature, functions, and purpose of HRM, including job evaluation, performance appraisal, recruitment and selection, a...Read More

Recruitment Process

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Explain the nature, functions and purpose of HRM which helps to effectively workforce
managing.....................................................................................................................................3
P2) Critically analysis the strength and weaknesses in relation to different approaches. .........4
TASK 2............................................................................................................................................8
P3) Evaluate the benefits of employer and employees in order to using HRM practices. ........8
P4)Examine the various HRM practices which helps to achieving organisation goal and
objective of company. ................................................................................................................8
TASK 3............................................................................................................................................9
P5) Analyse the importance of employee relations in respect to influencing HRM decision
making in Morrisons...................................................................................................................9
P6) Explain the various factors which are impact on employment legislation and HRM
decisions....................................................................................................................................10
TASK 4..........................................................................................................................................11
P7) Elaborate applications of Human resource management practices with reference to
occupational circumstance .....................................................................................................11
CONCLUSION.............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Recruitment is important process for an organisation due to including internal and
external sources which result as analysis on that basis selected which one is most appropriate.
Human resource management is tools and process which are managing employees effectively
and efficiently in order to enhancing profitability and productivity of company. It includes
various tools and techniques which helps to achieving organisation goal and objective of
company. The chosen organisation for this report is Morrisons which are one of the leading
supermarket chain in United Kingdom (Abou Hamad, 2020). It providing wide range of products
and services to customers. The report is about HRM functions, purpose and scope as well as
various sources such as internal and external recruitment process. It includes analysed effectively
on the basis of strength and weaknesses and benefits of employees and employers. It involves
employees relation which affecting HR decision and developing various application regarding
job profile, job description & offer letter.
TASK 1
P1) Explain the nature, functions and purpose of HRM which helps to effectively workforce
managing.
Human resource is plays vital role in order to effectively managing resources in an
organisation which includes various HR has various responsibility in order to enhancing
organisation profitability and productivity of company. In relevance of Morrisons, it includes
HR manager conducting various activities which helps to improving performance of employees.
There are ample numbers of functions which are discussed below.
Job evaluation-: This is the function of HR manger which designing job role and
analysed in order to placed right individual at right position at right time (Breaugh, 2017). In
relation of organisation, it includes various function and activity which hiring candidate at
vacant position on the basis of their knowledge and skills.
Performance appraisal-: It is the most important function of HR which including 360
degree performance appraisal which includes HR manager evaluating performance of employees
on that basis establishing reward system. It involves motivating and encouraging employees
towards the works.

Recruitment and selection-: It includes HR manager recruiting and hiring that candidate
which are capable and able to perform the business activity effectively. It involves HR plays
vital role in order to hiring right person at right time. In context of company, their ample
numbers of selection step so candidate clear them so hiring candidate.
Compensation and benefits-: HR measure the performance of employees on that basis
providing remuneration and compensation to each and every employees. It includes various
process which refers to increasing productivity and profitability of company. In reference of
company, it including maximizing effectiveness of company in order to managing workforce
properly (Chakrabortty, 2018). There are ample numbers of approaches which organisation
utilised effectively which are follows.
Hard approach-: This approach which including employees as important resources of an
organisation in order to enhancing productivity of company. In relevance of Morrison, it
includes applied this approach which result as achieving organisation goal and objective of
company. This approach utilised in order to employees adding value day by day in operation and
successfully run operations smoothly so enhancing profitability of company.
Soft approach-: This is approach which refers to employees as valuable asset for an
organisation so accordingly HR manager conducting training session in order to effectively and
efficiently accomplished work performance. In context of organisation, it includes motivating
and encouraging workforce in order to performing work effectively and efficiently so it helps to
retaining employees for longer period of time.
Analysing of Human resources function in order to managing workforce effectively.
It is process and tool which most of organisation utilising which result as performing
business operation effectively. It includes various function which are managing the employees
and resources in order to effectively conducting the business activity (Daoust, 2020). It involves
various tools and techniques which helps to managing employees and conducting training
programmes effectively.
P2) Critically analysis the strength and weaknesses in relation to different approaches.
Recruitment is process which organisation inviting the application of applicant and
scrutinize on the basis of qualification and education which meet the requirement for particular
job profile. It is way to attracting the ample numbers of candidate. There are two sources such as
internal and external sources such as.

Internal source of recruitment which are follows:
Internal source refers to those which including filling position through existing employees in
order to promotion and transfer of workforce. It is utilising effective and efficient tools as well as
techniques because saving time and cost.
Basis Internal source of recruitment
Strength This is effective techniques in order to existing
employees placed at right position so it
including motivating and encouraging
employees towards the work.
This process is beneficial for employees as
well as organisation because saving cost and
time and time as well as employees
developing their career and achieving career
goal (Gliszczyńska, 2018).
Employees motivated and encouraging due to
promote on higher position so work
accomplished effectively.
Weakness Organisation promoting existing employees so
other candidate has loosing chances to get
hiring.
HR has also limited choice in order to internal
recruiting so they cannot take fresh talent and
skills.
External resources of Recruitment:
External source of recruitment is another process which are HR manager hiring
candidates from outside the organisation (Imperato, 2020). It includes they cannot hiring
employees but as fresh talent, asset and skills for an employees. It is process which attracting
new candidates in order to hiring various innovative ideas and knowledge.
Basis External source of recruitment

Strength HR manager hiring external candidate in order
to they perform work more effectively.
It includes acquisition as new asset which
refers to new innovative skills and knowledge
which helps to achieving organisation goal and
objective of company.
Weaknesses External source of recruitment greatest
weaknesses is including high cost and time
consuming process.
It including various steps so it is lengthy
process in order to organisation conduction this
tool.
Analysis-: It includes Morrison using this strategies and tool for recruiting applicant
which refers to various kinds of external and internal sources in order to HR manager follow this
process effectively (Juntunen, 2018). It involves human resources management using this source
in order to motivating and encouraging employees because it is valuable asset for an
organisation. It is refers to fulfilling the objective and goal of company.
Selection-: It is process which candidate scrutinize their application and matching
qualification so call on next step it includes various types of selection test such as written test,
interview and many others which evaluating skills, knowledge of candidate. It includes various
steps and stages such as screening interview process and evaluating various kinds of technical
skills are test (Jurmu, 2020). There are various stages which are discussed below.
Interview-: This is process which are refers to candidate face to face interview and
interviewer asking various questions related to skills and knowledge. On that basis testing skill
and qualification.
Basis Interview
Strength It is an effective tool and technique which
helps to analysis candidate qualification, skills
and many more.

It includes HR conducting effectively so
saving time and cost which result as face to
face conversation.
Weaknesses It is not smoothly process and flow so arising
conflict between the interviewer and
interviewing.
It involves which refers to conducting specific
time frame so proper flow of information in
order to effectively not flow the information so
result as confusion and misunderstanding.
Selection test-: This is process which are conducting by HR manager in order to taking
aptitude written test which are written activities (Khatamian Far, 2018). It includes various kinds
of relation such as evaluating their general knowledge, technical skill, language and intelligence
level. This is paper which including both subjective and objective questions as well as also
analysed the computer knowledge because it is required to most of job.
Basis Selection test
Strength It is way effectively checking the skills and
knowledge of candidate in order to select right
candidate.
It refers to those which involve specific
assessment in order to applicant on the basis of
qualitative and quantitative questions.
Weaknesses There are including various situation which
difficult to analysed because ample numbers of
candidates are given (Koskei, 2019).
It includes confusion because cannot judge the
person personality only checking their skills
and knowledge so overall and face to face

conversion are not taking.
Analysis-: On the basis of this Morrison using various tools and techniques in order to
selection of candidates so it is most suitable process because easily know about the applicant
knowledge and skills in order to conducting written test and aptitude test (Oeripan, 2019). When
candidate selecting on the written test so next step is face to face interview which are followed
by HR manger so it helps to completely evaluating the personality of person.
TASK 2
P3) Evaluate the benefits of employer and employees in order to using HRM practices.
Culture of organisation – Organisation culture helps to maintain positive working
atmosphere. Organisational culture establish by implementing different rules and regulations.
Organisational culture helps to employees to make higher positive attitude toward assigned
position.
Training and development- different training program help to improve skills at work
place to achieve organisation goals. Various skill program help to enhance employees skills and
improve their working efficiency.
Recruitment- Recruitment procedure helps Human Resource Department to get right
individuals according to working profile and appoint them for a longer duration of time.
Recruiting practices provides more opportunities to individuals and help to enhance new skills in
them (Scholz, 2017).
Resolution of Internal Conflicts – this process help to resolve all the issues in working
place and to make further guidelines to making better atmosphere at working place. Many
employees working together to achieving a common goal and this create internal conflicts. This
help to solve internal conflicts between employees at similar job positions.
P4) Examine the various HRM practices which helps to achieving organisation goal and
objective of company.
In every organisation, there are some practices of human resource management to
achievement of higher competitive goals. Human Resource Management to enhance the
profitability by improving the efficiency.

In Morrisons there is uses of 360 degree feedbacks which used by human resource
manager to analysing a candidate based on certain aspects. This criteria helps to analyse a
candidate according to views provided by such superiors and subordinates of the candidate are
very helpful to understand the overall personality of a employee.
Different methods associated with it and practices -
Organisation has to follow some HRM practices according to the objectives and nature of
the organisation. Several HRM practices such as feedback approaches leadership, system
mentoring programs etc. these all practices are good initiatives which help to maximize the
effectiveness of their workforce (Sutherland, 2019). Proper performance monitoring system help
to evaluate and analyse the overall performance level of employees according to rule and
regulation in the initial stages for every individuals.
Evaluation
Human resource practices are very useful in organisation as it helps in recruitment and to
plan different compensation programs. It helps to development of certain conflict management
program. So this help to maximization of contribution of a particular employee towards their job
roles and responsibilities. 360 degree feedback is an effective approach that can be used for the
purpose of making a overall analysis of individual.
TASK 3
P5) Analyse the importance of employee relations in respect to influencing HRM decision
making in Morrisons.
Employees relation in Human resources management is managing a positive relationship
with other employees or workers working there. This is the main factor that directly affects the
employees satisfaction and engagement (Syrjä, 2017). In Morrisons, they made relationship with
other staff members so positively that it leads to organisational benefit and achievement of goals.
There are some importance of employee relations discuss below:
 Productivity of employees: Employee relations play important in an organisation. It
enhance employees productivity as an individual by reducing internal conflicts. As they
are happy with each other so this will increase in productivity of their work or in
organisation.

 Healthy and positive environment: Introduction of employees relations helps the
employees in providing healthy and positive working environment. As from the above
point if there is reduction in employee conflicts or strikes then it automatically turns into
healthy and comfortable environment.
 Employee engagement: It improves employees engagement and participation in an
organisation. They can share and update their point of views with each other. Solve there
own issues and problems and also share there discussions and thoughts about any
anything with one another.
 Employee satisfaction: Satisfaction is related with engagement. As if less engagement
will be there, then less satisfaction occurs. So to increase satisfaction employees needs to
engage with each other. Employee engagement helps the employees in gaining more
satisfaction (Wyroślak, 2019). As most of the US employees say that communicating
with each other leads to job satisfaction.
 Employee advocacy: Many company wants to achieve employee advocacy. In order to
achieve this employees needs to be ready for making relations between them. For this
company needs to keep employees on the top and share every content with them and also
involves them in their decisions.
Employee relation is a tool which help the employees in performing very well in the
Morrisons organisation. The company provide them healthy and comfortable environment to
performs their task and increasing in sales. In Morrisons, there is more flexible working practises
performed by the employees. This increase their their satisfaction and also engagement.
Managers take feedbacks from employees consistently an understand there level of satisfaction.
If there is any issue or problem faced by workers or employees, then manager make strategies to
solve those issues. This increase the company's strength and results in increasing profits and
sales.
P6) Explain the various factors which are impact on employment legislation and HRM decisions.
Employee legislation refers to different employee rights and relationships with
employers. The main focus is to maintain the individual employment relationship in the
organisation in more effective way (Yuvaraj, 2016). The impact of employment legislation on
the process of decision making in UK is mentioned below

 Data protection act- Data Protection Act has been passed by the government of UK and
it's act is related to controlling the personal information of employees. According to this
act, it is the responsibilities of an organisation to male sure that all personal data of
employees are protected and it's quality must be maintained.
 Anti discrimination law – It is law passed by UK that is related with promotion of
equality in every organisation. According to this law, not any type of discriminatory
practices like sex gender, culture marital, status education, colour nationality, caste creed
etc, to be done in the organisation. In Morrison's , it is the responsibilities of the human
resource managers to make sure that no discriminatory practices carried out in the
organisation.
 Employment right act, 1996 – Employment right act is passed by the parliament of UK.
It is necessary to understand the different laws that are part of the act. It is fundamental
part of the labour legislation this act have relation with over all rights of an employee and
the contract that has been built up between the employer and the employee. This contract
must be followed by both the employer and employee. This act also provide security and
safety concerns of employers and employees.
Evaluation
Employee relationships are very important to be maintained in an organisation both for
employees and employer (Yuvaraj, 2016). In Morrison's , there is necessary to maintain
comfortable environment for employee. So that, high amount of employee engagement and
participation of employees and better process to decision making. Planned legislation help to
enhance flexibility in function.
TASK 4
P7) Elaborate applications of Human resource management practices with reference to
occupational circumstance
It is examined that a position of marketing manager is available in the respective
corporation and the necessitates for this position are given below:
JOB DESCRIPTION
JOB DESCRIPTION

Job title: Marketing Manager
Department: Marketing Department
Job summary- The candidate has to complete profound market research for the execution of
this duty in order to acquire insight about consumer preferences and to create the most efficient
marketing strategy for the organisation. Morrisons is an enterprise that considers their
customers most significant asset of their organisation. The aim of marketing manager will be to
attain maximum amount of consumers by using effective marketing tools.
Duties and Responsibilities
 Supervise market research
 Form effective marketing plans
 Continuous evolution of marketing strategies
 Administration of Morrisons social media handles
 Overseeing potent promotion of the organisation
Qualification and skills
 Team building skills
 Motivational skills
 Drive to find innovative solutions
 Negotiation skills
 Creative and imaginative thinking
PERSON SPECIFICATION
JOB SPECIFICATION
Job title: Marketing Manager
Department: Marketing
Attributes Essentials Desirables
Core competencies  Efficient inter-personal
and communication
skills.
 Conflict management
skills

 Leadership skills and
inspirational qualities
 Investigative and
evaluative abilities
Experience  Minimum 2 years of
experience in
marketing
 Insights in international
marketing practices
and procedures.
 Occupational
experience in
marketing subject area.
Knowledge  Ways to manage social
media platforms with
aim to promote the
organisation.
Interview question
1) Tell me something about yourself?
2) what are the top three skills according to you is required for the post of marketing manager?
3) what's is your strength and weakness?
4)why did you leave your last job?
6)Tell me about your experiences and qualification?
JOB ADVERTISMENT
We're HIRING !!
Marketing Manager (Full-Time)
An opportunity for talented and effective people to work with multinational organisation like
Morrisons and to be the part of organisation family. This is the chance for individuals to show
their talent & achieve professional and personal growth. We are recruiting for he position of
marketing manager in the organisation.

42 working hours within a week with extra benefits. Last date of application is December 6,
2020.
Pay & Benefits
-London Living Wage
-Travelling & other allowances
-24 days leave
Contact:
 Email us on official website i.e. [e-mail].
Offer Letter
Morissons, UK
December, 2020
Mr ABC
We feel happy to inform you that to have been selected by company for the post of marketing
manager of Morrisons, UK branch. We seen that your marketing skills and interpersonal skills
is appropriate for the vacant job position. The joining date is 25th Dec, 2020 and will have 3
days induction program. The further details of employment is attached as annexure in this E-
mail. We are expecting your joining and the revert of this mail in 3 official days after all the
details is communicated to you.
Human Resource manager
Morrisons.
CONCLUSION
From the above report it has been concluded that, it includes various HRM functions and
purpose which helps to smoothly run the business activity and evaluating employees
performance. Human resources management plays vital role in order to managing workforce in
that way to proving safe and healthy working environment so they efficiently perform the
operation. There are various responsibilities such as recruiting, selection, training and many
others. It including analysed the internal and external source of recruitment such as interview

and selection test on the basis of strength and weaknesses. It involves benefits for employer and
employees due to conducting HRM practices as well as importance of employees relations which
influencing in decision making process of HR. Employment legislation is important factor so
analysis their impact on HRM. In addition to this, it including various application or examples
which refers to job role, offer later and job description and many others.
REFERENCES
The books and Journal
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Cham.
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Daoust, L., 2020. Playing the Big Four recruitment game: The tension between illusio and
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Gliszczyńska, B.C., 2018. The Influence of Recruitment Process on the Enterprise
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Imperato, V., 2020. The recruitment process of foreign workers.
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States International University-Africa).

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OUTSOURCING AND RECRUITMENT POLICY/PROCEDURE IN DEVELOPING
RECRUITMENT PROCESS AT PT. XYZ (Doctoral dissertation, President University).
Scholz, F., 2017. Disability inequality and the recruitment process: responding to legal and
technological developments (Doctoral dissertation, University of Leeds).
Sutherland, J.D., 2019. Phenomenological Insights Into the Recruitment Process of International
Soccer Student-Athletes.
Syrjä, M., 2017. How to Improve the Recruitment Process: Case: MML-Group.
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