HRM Report: HR Functions, Recruitment, and Talent at Morrison's

This report provides a comprehensive analysis of human resource management (HRM) functions within the context of Morrison's, a major UK supermarket chain. It delves into the roles of HR, including planning, recruitment, selection, performance management, learning and development, career pl...Read More

HRM Report

Table of Content
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
The role of human resource function in context of organisation.................................................2
Examine appropriateness of recruitment & selection tactics in context of company..................2
Assess method of talent administration by adopting best practice model...................................4
Examine HR systems and process in administration of performance of company in achieving
objectives.....................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
1

INTRODUCTION
The human resource administration is determined as a form used to assess formal system
develops for management of individual person within an organisation. The responsibility of HR
professional is in three different areas such as staffing, compensation provided to its subordinates
that helps them in execute their work in an appropriate manner. Thus, the HR administration is
determined as an activity that helps in handling manpower as well as resource of company. The
HRM is considered as an administration function that is linked with recruiting, influencing and
also managing subordinate within company. In addition to this, the HR administration focuses on
dealing with different kind of complexity linked to workers hiring, improvement, compensation,
communication and many more. In this report, the organisation is taken which is named as
Morrison’s. It is determined as a largest supermarket which is located in UK in year of 1899. In
this report, there is a discussion regarding role & function of HR manager in context of
organisation. In addition to this, the appropriateness of strategy related to recruitment as well as
selection within company. In assistance of this, there is different kind of method which is used
for talent administration by using different kind of model. And at last, the system as well as
processes related to HR administration increases performance that help in achieving objectives of
company in timely manner is also discussed in this report (Pheiffer Blignaut, 2016).
Overview of company
Morrison is considered as a fourth biggest supermarket chain which is located in UK. This
company was founded in year of 1899 by William Morrison as well as it’s headquarter is situated
in Bradford, England. The organisation executed its business at global level through the help of
above 500 outlets and provides goods like food, clothing and magazines, CDS as well as so on.
There are around 110,000 individual person employed by organisation and increases their
contribution in appropriate running of organisation. It has started its supermarket named as
Victoria in year of 1961 in Bradford and then it transform into cinema hall. In year of 1967, it is
determined as a public limited company and they have around 80000 subscribers pertain for it.
The income of organisation is around dollar£7,735 million. In context of chosen company, they
offer online delivery to its user in order to satisfy them (Pomicino, Maccacari and Buchini,
2018).
2

MAIN BODY
The role of human resource function in context of organisation
The HR administration focuses on finding, recruiting and providing training to its applicant
who applied for job during particular phase of time period. There are different role of human
resource that is going to be mentioned below:
Human resource planning the primary function of HR is to understand need and want
of organisation in future period of time. They focus on recruitment, selection, providing training
to applicant for performing different kind of functions in an appropriate manner. In context of
chosen organisation, the focus is on planning different functions within business organisation for
conducting different task in proper manner (Nagpa and Kakkar, 2020).
Recruitment and selection it is determined as another function of HR that involve
individual person who perform their work with an organisation by choosing superior candidate
during particular phase of time period. In addition to this, the main focus is to recruit and select
talented candidate that help in increasing performance level of organisation in future period of
time. In context of chosen company, the focus is on recruiting and selecting capable and talented
candidate that help in executing various tasks for achieving goal as well as objective in pre-
decided time period.
Performance management is the other function which is performed by HR management.
The performance administration is important in make ensure that the staff stay productive as well
as engaged for good performance administration including goal setting, superior leadership &
open feedback and many more. In addition to this, there are different kinds of tool of
performance management that is adopted by organisation such a 360 degree feedback in which
the management team take feedback or review regarding performance of employees that is
helpful in increasing performance level in future period of time. This is determined as a one of
the best method that is adopted by for HR manager of organisation in order to assess level of
performance of subordinate during particular phase of time period.
Learning and development is the other function or role which is performed by HR
manager of company. It enable subordinate to improve skill that is needed in future period of
time. And, it is connected with functions of HR and bridges gap among work in present time and
needed in future period of time. Therefore, the organisations adopt specific budget in relation to
3

learning as well as development then distributed between employees that help organisation in
performing their work towards achieving goal in timely manner.
Career planning is the other function or role of HR manager by providing guidance to
subordinate in order to boost their career in future period of time. For chosen company, there is
different kind of benefit related to succession planning, increasing productivity and strong
employer brand and so on. Therefore, the HR manager of chosen organisation focuses on
providing guidance to subordinate to execute their work in proper manner (Henderson, 2019).
Function evaluation is determined as a more appropriate function or role which is played
by HR manager that include comparison among different function in context of qualification,
worker availability, working times, job responsibility that provide value to organisation. Thus,
there is different kind of idea behind evaluation of function that is similar to job which must be
rewarded. There are various methods which are used such as ranking method in which rank is
given according to performance of employees and there are different kinds of function which is
used for achieving goals as well as objective in timely manner.
Reward system it is the function which is executed by HR manager in order to motivate
subordinate to perform their work in proper manner. The rewards involve salary growth, career
opportunity and many more in order to satisfy need & want of customer. Therefore, the main
purpose is to provide rewards to its subordinate according to their performance that helps in
employee feel valued and focuses on performing their work within business organisation in an
appropriate manner.
Maintaining employee relation is considered as a primary function which is executed by
HR professional of organisation. Herein, the focus is on maintaining good relation with
employees for sustaining them for longer period of time. In reference of Morrison’s, they execute
this function in order to resolve different kind of issue which is arising within business
organisation during particular phase of time period. The main focus is to resolve issues and
problem which is faced by employees and provide them positive ambience in the organisation.
Training and development is a process by which company increase competence and
knowledge of subordinate that is connected with value or worth of organisation. Their purpose is
to offer information which is linked to company and also they focus on updating innovative
software during the period of time. In context of selected organisation, the management team
organise different training session for staff member in order to increase awareness towards
4

policy of organisation. Apart from this, they provide assistance in enhancing skill and knowledge
of subordinates that imposes direct effect on production of company. In addition to this, they
offer training to subordinate and also provide information regarding update in innovative
technology which is implemented by organisation (Cerna, 2020).
Therefore, it is assess that there are different kind of role of HR function adopted by
chosen company for achieving goal as well as objective in timely manner. It is also helpful in
increasing productivity and performance level in future period of time.
Examine appropriateness of recruitment & selection tactics in context of company.
Recruitment and selection is the process of attracting, staffing, hiring and selecting skilled
and knowledgeable candidates who make their contribution in the development of the company
as well as meeting its set business objectives in more effective and developed manner. There is a
range of recruitment approaches and strategies like employee referral, campus recruitment,
advertising, recruitment agencies, job sites, company websites and social media etc, and most of
companies will use a combination of two or more of these as segment of a recruitment process or
to deliver their overall recruitment strategy. However, which recruiting tools and channels should
be utilised depends on the job position on the organisation’s employer brand on the resources the
firm has on its recruiting team. The effectiveness of recruitment and selection strategies can be
assessed by determining the rates of turnover, job survival and job performance along with
organisational issues like referrals by current personnel, in house job postings, and the re-hiring
of former workers. The current trend is that companies are looking for methods of reducing the
time and effort in the recruitment and selection processes. By making use of effective
recruitment and selection strategies the firm can gain positive outcomes in context of effective
employees as well as organisational performance. Because when a company consider or opted
effective approaches or techniques of recruitment and selection then it support in providing
skilled and knowledgeable candidates to the firm. These people make their effective contribution
as well as use their efforts in development of company and developing the organisational
performance by meeting business objectives.
Adopting qualitative system in recruitment and selection can be assisted ventures to
develop as they have been able to get the right individual for their vacancies. The effective
channels and tools support the firms to get the different and varied sources to which they can
turn to for appropriate hiring. Recruitment and selection in any company is a serious business as
5

the development of any company or effectiveness in service delivery based on the quality of its
workers who are hired into enterprise by recruitment and selection practices. Recruitment and
selection consider getting the best applicant for employment. It has been determine that
recruitment process that offer a large pool of skilled and knowledgeable candidates, paired with a
relevant and valid selection regime, will have a substantial impact over the quality and type of
skills new candidates posses. The important thing is for some suitable plan to be utilised,
complying with all legal needs associating to employment and equal opportunities, to follow
recommended codes of practice and to make sure justice and fair treatment for all candidates.
This creates positive impact over the organisational execution. Because when organisation
considers effective techniques of recruitment and selection they make fair staffing as well as
provide equal opportunities to applicants. This enable in developing organisation execution as
well efficiency. Staffing and assortment also has an essentialness role to play in ensuring worker
execution and optimistic organisational outcomes (Dello Russo, Mascia and Morandi, 2018).
Analysing recruitment as well as selection appropriateness is difficult as various
organisations possess different techniques related to evaluation during the period of time. The
effectiveness is considered by using clarity, competency level of HR that imposes direct effect
on organisation. In context of Morrison’s, there are different kind of strategy related to
recruitment and selection that help in hiring competent subordinating during particular phase of
time period. In addition to this, the HR manager focuses on hiring & selection by adopting
various strategies and tactics such as campus recruitment, process of interview, capability test
and so on to hire skilled and competent individual person. It also aids assistance in increment in
productivity and level of performance of organisation in which employees increase their
contribution in context of executing work in proper manner.
Assess method of talent administration by adopting best practice model
Talent management is determined as a constant process that includes attracting and
sustaining subordinates, improving skill and continuously influencing them to increase their
performance. The primary aim of talent administration is to motivate subordinate that is helpful
in retaining them for a longer period of time. The main focus is to achieve goal as well as
objective of organisation in timely manner. There is different significance of talent
administration adopted by Morrison’s that is going to be mentioned below:
6

It assists organisation in increasing performance: Talent administration is most
appropriate approach that is used by chosen company for increasing performance level in future
period of time. The main focus is on three components quick talent assign, positive experience of
subordinate & strategic team of HRM.
It allow organisation to stay competitive by recruiting and improving talented
subordinate, the company focuses on confronting changes and eliminating risk during particular
phase of time period. In context of chosen organisation, they focus on developing skilled
subordinate in order to face risk which is arise in future period of time.
It drives innovation talent administration is helpful in bringing innovation within business
organisation. The talented subordinate is capable to find methods to perform different functions
in an appropriate manner. Therefore, the management team of chosen company focuses on
adopting innovation for performing different task in proper manner.
It decreases turnover when subordinate feel valued within an organisation than they
focuses on performing their work in proper manner and it motivate them to perform their work
towards achieve goal as well as objective in timely manner and reduce turnover rate of
subordinate during particular phase of time period (Gubbins and Garavan, 2016). In addition to
this, there are different approaches related to talent management that is adopted by management
team of Morrison’s is given below:
Training and development through this approach, the administration team of
organisation conduct training session for its subordinate that help in gaining information
regarding technology. It is important for personal as well as professional improvement. The
employer is responsible to assess that subordinate are properly get all information that increase
knowledge in order to increase their contribution in success and growth of organisation.
Performance management is the other method of talent administration that help in
administrating subordinate by considering execution in performing different work in proper
manner. In this method, the employee focuses on monitoring performance of subordinate that
help in achieving goal as well as objective in timely manner.
Reward system is another approach of talent administration in which the administration
team give reward to subordinate according to their performance. In addition to this, the top
management is accountable to assess performance level of subordinate and there is not any type
of favouritism and rewarded fairly to its subordinate. This method is important to handle or
7

retain subordinate while they are rewarded, they feel motivated in order to perform their task in
proper way.
Flexible working option in context of Morrison’s, the administration of organisation use
this talent administration method in order to handle organisation and improvement of subordinate
and it assists in retaining subordinate for longer period of time. The employee is accountable to
offer information regarding various options related to flexible working such as work from home,
part time job in order to manage or handle it in organisation. It is important because through this
subordinate can maintain balance in their professional life and spend their time with its family.
There are different kinds of practices related to talent administration adopted by chosen
organisation that is going to be mentioned below:
Prioritize candidate experience knowledge is determined as a gathering of meaningful
experience. Therefore, the management team of organisation focuses on prioritize experience of
candidate that help company in resolving their problem and generate value by increase
performance in upcoming time period. It is helpful in increasing success and growth of
organisation in future period of time (Solberg and Dysvik, 2016).
Align talent acquisition strategy to business the management team of organisation must
determine their goals and improve strategy related to talent administration that help in
accomplishing goal of organisation in timely manner. Therefore, the strategy related to talent
acquisition aids assistance to organisation in accomplishing goal in pre-decided time period.
Educate hiring manager it is necessary for providing training to hiring manager that help
in bringing innovation within business organisation. It is also useful in performing different task
related to talent administration which will be helpful in future period of time.
Enhance training efficiency the executives must offer training session for new
subordinate that help in increasing awareness regarding program related to increasing efficiency
in training. Herein, they focus on increasing their knowledge by taking training that help taking
better decisions related for success of organisation in future period of time. In addition to this,
the primal purpose of management team of organisation is to give proper training and motivate
them to perform their work in proper manner.
No strict to job description when they hire subordinate they are come from onboard then
they given description related to jobs but it is necessary for organisation not to maintain strict
8

description of job. The main focus is on resolving different kind of problems faced by employees
during particular phase of time period.
Be more flexible flexibility in workplace help the executive to increase their managerial
interaction and develop proper communication with its manager and department. Due to have
flexibility within an organisation, the management focus is on taking appropriate decisions in
order to generate innovative ideas and execute them in proper manner. In addition to this, it is
also helpful in increasing knowledge and skills which will be helpful for success and growth of
organisation in future period of time (Wawer, 2018).
There is not any standardized model related to talent management but the HR manager
follow model of talent management that is going to be mentioned below:
Planning align talent management model with goal of business organisation. With talent
planning, they make sure that it is necessary to possess talented subordinate within business
organisation. They analyse present subordinate to look after how they perform work in the
company. For example, if subordinate along with several characteristics want to stay in
organisation for a longer period of time then they hire those workers within company.
Attracting it is not considered as a simple when individual person leaves organisation than
the company want to look for some other individual to fill that role. For example talent
administration helps in hiring staff in order to carry out or perform different operation in an
appropriate manner.
Developing herein, the improvement of part of model includes taking different type of
item that helps in growing talent within an organisation. It must be linked with employee
improvement plan and involve assessing role of specific subordinate in future period of time and
determining how to expand skilled & competent subordinate during particular phase of time
period.
Retaining the other purpose of talent administration is to retain subordinate for a longer
period of time. Through training, subordinates possess a chance to generate career without
leaving organisation. Therefore, the main focus is to provide compensation according to their
performance that helps them in retaining for a longer period of time.
Transitioning after hiring, their focus is on increasing knowledge of subordinate that helps
in performing different functions in an appropriate manner which will be helpful in achieving
objectives in timely manner.
9

Examine HR systems and process in administration of performance of company in achieving
objectives
The procedure & system of HR are determined as a tool which is adopted to manage by
subordinate of business organisation such as Morrison’s. There are different kinds of HR system
which is adopted by HR manager of chosen company. It is also helpful in accomplishing
objective of business organisation and increasing performance level in future period of time.
There are different kinds of systems and processes adopted by organisation for accomplishing
objective in timely manner. There are various processes which are going to be mentioned below:
Training and development it is an appropriate activity and tools which is adopted to
execute by administration of company. By using this process, they provide training session to its
subordinate in order to improve their skill and knowledge to perform different task in an
appropriate manner. It is also helpful in increasing performance level of staff member within
business organisation which aids assistance in achieving goal in pre-decided period of time
(Dello Russo, Mascia and Morandi, 2018).
Handling equal opportunities this is determined as other system in which HR offer equal
opportunity to its subordinate to make improvements. In this process, all worker or subordinate
of organisation treated equally and offer similar kind of option related to growth and
improvement without any type of favouritism and the focus is on display their loyalty as well as
retaining within organisation for a long period of time. If the employees feel valued then they
perform work in better way which will be helpful for success and growth of company in future
period of time (Fernandez, 2019).
Employee health and safety it is determined as appropriate system related to HR that is
important for subordinate. If the employees feel safe, then they feel valued and focus on
performing work within business organisation in an appropriate manner and their main focus is
to achieve objective in timely manner.
Through using this system, the management team of organisation provide positive ambience to
its employees so that they execute their responsibilities in an appropriate manner. Human
resource administration system is determined as a tool that is adopted to manage functions of
organisation in an appropriate manner (Boroughs and Palmer, 2016). In context of Morrison’s
the administration of organisation determined by a system like training and development and
provide equal opportunity to its subordinate in order to execute their work in an appropriate
10

manner. Apart from this, through training session, the management team of organisation can
increase skill and competence of subordinate that help in increasing performance level of
company in future time period. If the management does not provide these types of program then
people do not focus on and enlarging their skill and contribution towards growth of organisation.
In addition to this, by providing option related to equal growth and provide safe environment to
its organisation that is also help in retaining them for a longer period of time and their focus is on
increasing performance level that is useful in future period of time and also helpful in achieving
objective and goal in timely manner (Iriyama, Kishore and Talukdar, 2016).
CONCLUSION
On the basis of above given report, it is analysed that HR administration is appropriate
activity related to handling and controlling subordinate. Through appropriate recruitment and
strategy, the organisation can hire and choose competent subordinate that help in increasing
contribution towards growth and improvement of organisation. By adopting different kind of HR
system and processes, organisation can increase skill of employees and retain them for a longer
time period. In this report, there is a discussion regarding role & function of HR manager in
context of organisation. In addition to this, the appropriateness of strategy related to recruitment
as well as selection within company. In assistance of this, there is different kind of method which
is used for talent administration by using different kind of model. And at last, the system as well
as processes related to HR administration increases performance that help in achieving objectives
of company in timely manner is also discussed in this report. In addition to this, the human
resource administration focus on assessing formal system develops for management of individual
person within an organisation. The responsibility of HR professional is in three different areas
such as staffing, compensation provided to its subordinates that helps them in execute their work
in an appropriate manner. Thus, the HR administration is determined as an activity that helps in
handling manpower as well as resource of company.
11

REFERENCES
Books & Journals
Boroughs, A. and Palmer, L., 2016. HR transformation technology: Delivering systems to
support the new HR model. CRC Press.
Cerna, C.M., 2020. Djamel Ameziane v. USA, Report No. 29/20, Case 12.865 Merits,(Inter-Am.
Comm'n HR). International Legal Materials, 59(6), pp.941-1012.
Dello Russo, S., Mascia, D. and Morandi, F., 2018. Individual perceptions of HR practices,
HRM strength and appropriateness of care: a meso, multilevel approach. The International
Journal of Human Resource Management, 29(2), pp.286-310.
DiClaudio, M., 2019. People analytics and the rise of HR: how data, analytics and emerging
technology can transform human resources (HR) into a profit center. Strategic HR Review.
Fernandez, J., 2019. The ball of wax we call HR analytics. Strategic HR Review.
Gubbins, C. and Garavan, T., 2016. Social capital effects on the career and development
outcomes of HR professionals. Human Resource Management, 55(2), pp.241-260.
Henderson, L., 2019. The Case for Thinking Outside the HR Box. Applied Clinical
Trials, 28(1/2), pp.2-2.
Huo, M.L. and Boxall, P., 2018. Instrumental work values and responses to HR
practices. Personnel Review.
Iriyama, A., Kishore, R. and Talukdar, D., 2016. Playing dirty or building capability? Corruption
and HR training as competitive actions to threats from informal and foreign firm rivals. Strategic
Management Journal, 37(10), pp.2152-2173.
Nagpal, M. and Kakkar, R., 2020. Selective adsorption and separation of toxic cationic dyes
using hierarchically porous SDBS modified vaterite microspheres (Hr-SMV). Journal of Physics
and Chemistry of Solids, 146, p.109598.
Pheiffer Blignaut, L., 2016. Words from the wise-part 1: international waters-global report
back. HR Future, 3(1), pp.16-17.
Pomicino, L., Maccacari, E. and Buchini, S., 2018. Levels of anxiety in parents in the 24 hr
before and after their child's surgery: A descriptive study. Journal of clinical nursing, 27(1-2),
pp.278-287.
Solberg, E. and Dysvik, A., 2016. Employees' perceptions of HR investment and their efforts to
remain internally employable: testing the exchange-based mechanisms of the ‘new psychological
contract’. The International Journal of Human Resource Management, 27(9), pp.909-927.
Wawer, M., 2018. The use of HR metrics in human resources management. Przedsiębiorczość i
Zarządzanie, 19(3.2), pp.303-317.
12

13