HRM Report: Evaluating HRM Practices, Recruitment, and Legislation

This report provides a comprehensive overview of Human Resource Management (HRM) practices within an organizational context, using Waitrose as a case study. It begins by explaining the purpose and functions of HRM, particularly in workforce planning and resourcing, and assesses how HRM functions contribute to talent and skill acquisition. The report then delves into recruitment and selection processes, evaluating the strengths and weaknesses of different approaches, including internal and external recruitment methods and various selection techniques like interviews and assessment centers. Furthermore, it examines the benefits of different HRM practices for both employers and employees, evaluating the effectiveness of these practices in enhancing organizational profit and productivity. The analysis extends to the importance of employee relations in HRM decision-making, including an evaluation of key aspects of employee relations management and employment legislation and their impact on HRM. The report concludes by illustrating the application of HRM practices in a work-related context, supported by specific examples, and critically evaluates employee relations and the application of HRM practices that inform and influence decision-making.

HRM

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
M1) Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business...................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................3
M2) Evaluate the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................3
D1) Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples.......................................................................5
TASK 2............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both employer
and employee..........................................................................................................................6
M3) Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context...........................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
D2) Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples...................................................................................................8
TASK 3............................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................8
M4) Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context.............................................9

P6) Identify the key elements of employment legislation and the impact it has upon HRM
decision making......................................................................................................................9
TASK 4..........................................................................................................................................10
P7) Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................10
M5) Provide a rationale for the application of specific HRM practices in a work-related
context..................................................................................................................................14
D3) Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context...............................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
The HRM (human resource management) is the most vital function of the business and
that describe that formal system that get developed so as to manage and control the different
individual that get associated with the company. In this the human resource manager performs a
lot of responsibility as like employee compensation and benefits, staffing, designing or defining
work. The human resource management is the strategic approach of the business through which
the company get the balanced support to gain a better competitive advantage in the aggressive
market competition in addition the performance of the employee also get enhanced by which
business is able to achieve its goals and objectives within the certain period of time and with
more sufficiency (Acikgoz, 2019). In additional the recruitment is the process through which the
company attract fulfil the vacant places by providing employment to the people as per their
qualification and education. Waitrose has been taken in this report that is the British
supermarkets and provides the groceries product to the customers and was founded in 1904 by
Wallace Waite, Arthur Rose, David Taylor while managing the business with 338 locations and
providing the employment to 52590 numbers of employees with headquartered in Bracknell,
Berkshire, and Victoria, London, United Kingdom. The following report consist of the purpose
and function of HRM, approaches of recruitment and selection with its strength and weakness,
effectiveness and benefits of HRM practices, importance of employee relation and key elements
of employee legislation and its impact on the HRM decision making.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
The HRM is the process of the business from which the overall working will get managed
and control. It has the huge impact on the ability and capacity of the business through which the
working performance and productivity will get managed (Alfes, 2017).
HRM Purposes appropriate to workforce planning and resourcing:-
 The HR manager of Waitrose get ensure that the most suitable employee get placed to the
most appropriate position by which they have implies all their skills, abilities, knowledge
etc while performing certain task.
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 The another purpose of HR is to provide the benefits and compensation to the employee
by which they get motivates and competency get developed and also provide the proper
leaves, payments etc.
 To manage the staffing in organised manner under which the employee skills get wider
with the parallel enhancement of experience as well.
 To control all the working operations and manage the performance as well by which the
productivity of the business get more developed and brought the favourable outcomes.
The human resource development also has some functions as well and from the adequate
pathway get selected that provide the better success and development to the business and to
employee as well (Armstrong, 2020).
HRM Functions applicable to workforce planning and resourcing:-
Staffing: It is the function of HRM as in that the new candidates get hired by the
company as per the suitability of the work position. Thus the manager of Waitrose maintain the
focus on the individual skills, educational qualification, experience, knowledge and with that
select the most prior candidate.
Orientation: In this HR provide the better knowledge about the working surround to the
newly hired employees by which they feel more soothe and easily understand all the criteria’s
with more clarity that reduces the probability of complexity.
Training and Development: The HR manager of Waitrose ensure that employee get
adequate training and development with that have get the better experience about how to work
with more efficiency by which they have make effective contribution in the business growth.
Remuneration: The HR of Waitrose make sure that all the employee get the appropriate
salary and other benefits which is as per the performance and with that ensure that employee get
both non monetary and monetary benefits such as perk, bonus etc on timey basis.
M1) Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
The human resource management is always been circulated around the development and
services of employee and they have ensure that continuous improvement will get measured that
imparts the feeling of satisfaction (Collings, 2018). There are some functions of HRM of
Waitrose in term of talent and skills that are as defined below as:
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 The HR manages the accountability of all the employee and set the strategic goal for
them that must be accomplished within the certain time period.
 The HR helps the employee by providing the job structure that aid to gain more success
in individual life with the enhancement of skills and provide the timely feedback by
which the rate of redundancy will get reduce and strength of employee get polished.
 They have make sure that employee get more hygiene and safe surround that is also be
the motivation and brings positivity in working environment.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
The recruitment and selection is the major function of HRM and with this they have
select the most suitable candidate for the business by which the willingness of the business will
get improvised (Glaister, 2018). Recruitment is a process that develop the effective relation in
between the candidate and the employer as Waitrose did this to attract the largest talent for the
vacant position and the most simple procedure as in this the maximum number of applicants
were get attracted in this the company has a lot of options and has to select as per their
requirement. The major strength of this process in this the HR get a lot of resume of more
skilled candidate and have a suitable option and get select as per their own need while there are
some weakness as well that it is important that it get completed within the timely manner
otherwise it is more expensive to the business.
Selection is the process through which the HR manager of Waitrose chose the appropriate
candidate that get recruited in recruitment process as by matching the proper skills, experience,
education as per the need of the empty position. There are some strength as well as after the
selection process the HR has select the candidate and finalise it for the vacant post of the
business whereas it has some weakness as well like as it takes a lot of cost of Waitrose and have
to provide the suitable training and takes time for the candidate to get balanced out in new
surround.
M2) Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
The recruitment is a method through which more of the talented employee gets fixed
within the business and as the time passes the Waitrose must uses the different methods of
recruitment as like internal as well as external as from where have attract the maximum number
of potential candidate (González, 2018). In this the internal method is the one in which Waitrose
promote the already working employee as the performance whereas in external method chose the
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outré candidate while publishing a advertisement about the vacancy in the newspaper or at the
official websites, E- recruitments, employment agencies, pool campus and many other forms as
well. Below are some of the strength and weakness of recruitment process that are as explained
as:
Internal recruitment approach
Strengths Weaknesses
It is the most suitable approach as in this the
working employee get the promotion that is the
form of motivation as there is no need to
provide the training too (Haneda, 2018).
It HR has the limited amount of employee that
are suitable for the unoccupied position.
It is appropriate method as there is no need to
invest the cost in the advertisement and a time
saving process.
It provides more responsibility as well with
that sometime employee become more in
comfort that develops the complex situation in
the company.
External recruitment approach
Strengths Weaknesses
The HR has an opportunity to select the best
and fresh candidate that brings more creative
ideas by which the working efficiency of
employee gets developed.
It is more expensive as compared to the
internal recruitment.
The HR has a various option and selects the
candidate as per the demand.
Sometime it brings negative impact on the
working employee because they didn’t get
promotions.
Selection- In this process the HR of Waitrose make a final selection about the unoccupied
position and for this they have use the procedure of job interviews, assessment, aptitude etc and
include some approaches that are as below:
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Interview
In this the HR make the face to face interaction with the candidate and measure the
presentation and analytical skills that helps to gain much information about the candidate.
Strengths Weaknesses
While making the conversation the manager is
willing to take the decision whether the
employee is suitable or not.
It is time consuming process and there is no
liability on manager while selecting the
candidate as no need to develop the record
(Mao, 2016).
Assessment centres
In this the HR conduct the assessment test at where the ability and knowledge will get
tested.
Strengths Weaknesses
In this the HR easily know about the analytical
and technical skills on an individual.
It is precious method as to conduct the
assessment the HR need the part room.
D1) Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.
The recruitment and selection is the process through which the employee get selected by
the HR of Waitrose as there are some of strength and weakness but the HR always takes the
decision that are in favoured of the growth of the business (Mendy, 2018). It is the process that is
must to get conduct as the company always need the employee who has new skills and ability
that make the newness within the working conditions. For example the company provide the
internship to the candidate and with that select the best performed candidate but there is the
weakness as well as there is the need to provide a lot of training and it is a expensive process.
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TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both employer and
employee
HRM is the basic procedure that has also manages the practices as well and with this the
HR develop the different strategy and policy so as to complete the daily objectives with more
sufficiency. These practices are more vital and with this the employee gets more satisfaction due
to continuous enhancement of skills and knowledge (Meyer, 2018). There are some HRM
practices that are defined below which is beneficial to both employee and employer:
Recruitment and selection- It is the practice through which Waitrose get hired the most
fitting employee for the business and in this HR plays the vital role as they differentiate the best
in between a lot of candidates as per the need and requirement of the particular job profile.
Benefits to employees Benefits to employers
 In this the employee gets the internal
promotion or the newer candidate gets
the employment and a better
opportunity to make the future even
brighter.
 The company get the best talent for the
business and with this have make a
positive change within the business by
improvising the performance that
develop the profitability.
Training and development programs- In this practice the HR of Waitrose conduct the
training program and with this employee have gain the effective learning by which have work
with more efficiency and build morale and motivation in the employee as their abilities will get
enhanced.
Benefits to employees Benefits to employers
It is the process that develops the motivation in
employee as their knowledge is kept on
increasing on continuous basis (Morgeson,
2019).
 The Waitrose must have provide the
training by which the employee get
complete the task within the assigned
time by which the productivity as well
as profitability of business get
increases.
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M3) Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context
The HRM practices is being more used within all the companies as it manages the overall
control of flow of information and that same is with the Waitrose as well and the HR has manage
the employee performance, appraisal, issues, benefits, compensation etc. There are some
different methods used in HRM practices that are as follows as:
 Benefits: The HR manager of Waitrose has manages the supply of different benefits to
the employee as by recording their performances and for that taking the feedback from
the other subordinates as well (Reiche, 2018).
Benefits to employee Benefits to employer
It is a form of motivation in which the
employee feels the sense of belongingness
towards the company and get achieve better
position in life as per the performance.
By providing the benefits to the employee
there performance has been raised and they get
retain for the longer period of time and it is
more profitable for the business growth.
 Flexible services: The HR must have control the different services as like labour cost,
employment and salary trends, training and development cost, conduction of attractive
seminars and events etc as within the allotted budget.
Benefits to employee Benefits to employer
The interpersonal skills of the employee get
more developed and with the working skills
also get diverse and that is the major
satisfaction.
By proving these services the balanced
relationship gets maintained in between the
employee and employer that enhance the
working culture (Renwick, 2017).
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
The HRM practices are more important as it helps to promote the better working culture
in which the employee gets worked with more adequacies. The HR manager of Waitrose provide
all the balance proportions to the employee with that they have gain the effective sustainability
by which the attainment of goals and objective become more easier (Effectiveness of HRM
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practices, 2018). There are some HRM practices that have more effectiveness and are as define
below as:
Manpower planning- It is required practice and in this HR manage the action plan by
inducing all the strategy and policy by which the sustain development get produced by which
continuous success get maintained within more appropriate manner.
Performance management system- In this the HR manage and control the performance
of all the employee and have maintain the record with that provide the better pathway of success
by which the efficient success get implement and in this the aim, objective, vision and mission of
the company become more clear and advanced (Treweek, 2018).
D2) Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples.
The employee performance is most needed prospect for the business and in this the HR
manager has uses the different prospect under which the repetitive and positive changes get
measured that improvise the working standard of the Waitrose. For example, the manager
provides the appraisal to the employee then they have become more certain and have constant
the employee for the maximum period of time. In this the employee feel more motivated and
with that have work with more sufficiency and with this have work with more creativity by
which favourable changes get involved (Van Esch, 2019). In this the working condition of the
employee are more advanced and with this they have able to make certain changes by which
more perfect outcome get generated.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making
The employee relation is more essential and with this it is needed that the employee has the
effective understanding with this have manage the all the situation either in favour or not but
with more perfection. In this Waitrose has uses the different factors through which the employee
relation get developed and with this the employee has the thoughtful engagement and
participation that makes the positive surround that bring satisfaction to all. Thus the HR takes
some decision making to manage the employee relations and are as define below as:
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 It is vital as in this the employee get certain connect with the company and in this
simultaneous development get developed by which favourable opportunities get grab
with more easiness.
 The employee relation is always be more useful and in the HR of Waitrose takes the
decision that are in favoured of the collective growth by which long term sustainability
get maintained with more flexibility (Walsh, 2018).
 The effective relation in between the employee reduces the probability of complex
situation by which the conflict will get reduced.
The HR manager of Waitrose must get promote the employee relation and with this have
manage the likely relation with that working performance get enhanced.
M4) Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context.
The healthy relation in between the employees is the ultimate factor that impart success
and development of Waitrose as it emphasis the working environment by which the employee
also become more motivated by which constructive profit will get gained. It helps to improvise
the productivity of the business by which the accomplishment of short and long terms goals is
easier. In addition the employee legislation is the factor through which the Waitrose provide the
minimum and standardised wages to the employee according to the law (Welch, 2019). The
efficient employee relation able to develop the effective decision making by covering the
adequate wages, salary, par, flexibility in working hours etc.
P6) Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
The employment legislation enhance the even stream of service within the Waitrose and
with this the goodwill and capability of the business get developed and has the direct impact on
HRM decision making that is as below as:
The Equal Pay Act, 1970: It is an act that get establish in 1963 and with this Waitrose
didn’t get differentiate the personal’s that are working within the business and provide equal
opportunity to all.
Employment Rights Act 1996: This was passed from the UK
parliament and with this the employee get protected from the time off rights for
parenting, unfair dismissal, flexible working time, redundancy, logical notice before dismissal
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etc. Thus Waitrose has provided the effective care of employee and fulfil their basic need by
which they feel more comfort while working.
The Equality Act of 2010: It is an act that get developed with the
aim of updating and consolidating the antidiscrimination on the basis of gender, race, culture,
religion etc. In this Waitrose must improvise the equality at where provide equal opportunity to
the entire employee to gain better advantage in interpersonal and professional life.
Impact of employment legislation upon HRM decision-making
The HR manager of the Waitrose must get make different decision making and with this
take the decision that are in favour of the growth of business and of employee (Impact of HRM
on productivity, 2017). In this HR have follows all the standardised rules and laws that provide
easiness and welfare to the employee and ensure that these laws are also be clearer to the
employee as well.
TASK 4
P7) Illustrate the application of HRM practices in a work-related context, using specific
examples
Application of HRM practices in Waitrose
The HRM worked with the motive to promote the working culture by which the
employee turnover get balanced and thus the HR manger of Waitrose make the policy and
strategy that imparts transparency in between the employee.
Align business objectives with HR Plan: The HR manager develops the objective that
much gets followed by the entire employee strategically by which the accomplishment of goals
becomes easier.
Workforce planning: In this the manager get control the performance management with
that maintain the overall record containing the working nuances, attendance, applications etc by
which the performance get enhance with more perfection.
Job Description
Job Details
Post : HR Manager
Company : Waitrose
Job Purpose
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To manage the responsibility of administration and control of certain plans that enhances
overall performance. The individual have effective and efficient communication skills and
have tendency to provide the relative training and development.
Roles & Responsibilities
 Aid the administrative and HR policies.
 Monitor and control employee performace.
Job Specification
 Post: HR Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Bachelor degree level
 Minimum 3 year
experience.
 Well-built
interpersonal skills.
 Experience as HR
 Skills or knowledge  Strong communication
skills
 Magnificent analytical
skills
 Construct employee
developed and
participative in
corrective manner.
Creation of structured interview- The HR manager of Waitrose constructs a questionnaire
as like:
 Define the roles of HRM in company?
 How you develop employee relation and participation?
 Why we should hire you?
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12

Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Waitrose!!!
We are extremely grateful to offer this job to you and it is a full time job with 40 hours in week
with the salary of $50,000 per year. It’s good if you join us on 6 July 2020.
If you accept this offer, you must have come with the attested copy of this letter and your
documents
If you have any question concerning employment please do not vacillate while contact me.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Waitrose
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
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M5) Provide a rationale for the application of specific HRM practices in a work-related context.
The HRM practices are bring the flexibility within the business and in this the workplace
of Waitrose must get encourage the performance and ability of an employee by which more
productive outcome get attained and that also bring the sense of connectivity and loyalty by
which the productive culture get promoted with more consistency (Ogbonnaya, 2019). In this the
effectual relation gets developed in between the employee and employer by which the consistent
outcome gets generated that emphasis the productivity of the business.
D3) Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context.
The employee relation develop the working behaviour and culture of Waitrose by which
the rate of conflicts get reduces and in parallel HR provide the timely training, appraisal,
recognition etc.
Role of trade union: It make the effectual betterment of employee by which employee
get require wages and other benefits as well.
Collective agreement: In this the HR takes the decision by the concerning it will all the
employee as it develop the employee in favour of policy by which the participation get increases
and bring the sense of connectivity.
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CONCLUSION
It has been concluded from the above report that human resource management is the most
basic aspect for the business that helps to develop more clarity and transparency in between the
working culture. the HRM has worked with the appropriate purpose and function that promote
employee performance by which the constructive outcome get conceived and that get developed
by the follow up of employee legislation as well.
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ONLINE
Effectiveness of HRM practices. 2018. [Online]. Available
through :<https://www.ukessays.com/essays/literature/human-resource-management-and-
organizational-performance.php>.
Impact of HRM on productivity. 2017. [Online] Available through:
<https://www.ukessays.com/essays/management/the-impact-of-hrm-practices-on-
employees-productivity-management-essay.php>.
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