HRM Practices and Their Effectiveness at Morrisons

This report delves into the HRM practices implemented by Morrisons, a major supermarket chain in the UK. It begins with an introduction to HRM, outlining its core functions like planning, organizing, directing, and controlling, and highlighting its significance in managing employees to achieve optimal performance. The report then examines Morrisons' approach to recruitment and selection, differentiating between internal and external methods, and assessing their respective strengths and weaknesses. It further explores various HRM practices, such as reward management, performance management, and training and development, detailing their benefits for both employers and employees. The report assesses the effectiveness of these practices in raising organizational profit and productivity, alongside the importance of employee relations in influencing HRM decisions. It also touches upon employment legislation and its impact on HRM decision-making, concluding with an overview of how these HRM practices are applied in Morrisons to drive success.

Recruitment Process

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Nature & purpose of HRM ...............................................................................................3
P2 Discuss the strength and weakness of various methods to recruitment and selection......5
TASK 2............................................................................................................................................6
P3 Benefits of various HRM practices for both employer and employee..............................6
P4 Assess the effectiveness of various HRM practices in order to raise organisational profit
and productivity......................................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relation in influencing HRM decision making ........................9
P6 Elements of employment legislation and its impact on HRM decision making............10
TASK 4..........................................................................................................................................11
P7 Application of HRM practices........................................................................................11
CONCLUSION .............................................................................................................................14
REFERENCE.................................................................................................................................16

INTRODUCTION
Human resource management is a unit of management in which it involves managing of
employees for achieving better performance such as selection, recruitment, training,
development and performance appraisal of employees within company as well as they manages
functions & activities of organisation. The main four elementary activities of HRM are planning,
organising, directing and controlling. The company chosen in this report is Morrisons which has
fourth largest chain of supermarket in U.K. It was founded by William Morrisons in 1899. This
report will cover various feature like meaning, purpose and functions of HRM, influence of
legislations, effectiveness of recruitment ans selection. It also discuss about job evaluation
process, relation between employee-employer and impact of laws on corporate & employee.
TASK 1
P1 Nature & purpose of HRM
Purpose and function of HRM
Human resource department posses responsibility to manage the requirement of
employee in organisation so that there can be maximisation of efforts of employees. The overall
responsibilities of a human resource manager is basically divide in three major areas that are
staffing, compensation of employees and designing of work (Noe and et.al 2018). In Morrisons
there are different functions that are used for providing training to human resource and their
overall workforce:
 Job analysis: This is a function that is describing the overall details of a job according to
different qualifications that can help organisation to get the competent workforce. This
function is performed in Morrison to plan the process of hiring of overall workforce. Training & development: It is a function of HRM that is focussed on enhancing skills of
employees by the process of training so that overall capabilities of employees can be
increased (Stewart and Brown, 2019). In Morrison with changing technology there is
need to train employees to perform certain specific functions apart from their regular job
role and responsibility. For this there is a need to Performance management: It is a function that is helping a organisation in evaluating
their level of performance according to set standards according to which there has to be

performance measurement. It will facilitate human resource managers of Morrisons to
plan the incentives to motivate employees to contribute according to their present level of
performance. Benefits and compensation: This is a function that is related to cost controlling to hire
competent employees, offering fair remuneration & equal benefit to employees according
to performance level and job criteria. This function is going to help employees in
Morrisons to plan their compensatory requirements. Maintaining good working conditions: human resource department posses the
responsibility to offer a good working climate to their workforce so that their overall
level of performance can be enhanced. In Morrisons working environment is one of
fundamental factors that can increase the present motivation level of employees. Managing employee relations: Employees are main pillars for any organisation.
Employee relationship is a wide concept and a crucial factors that can lead to fostering of
good employee relations (Mondy and Martocchio, 2016). Management of Morrisons has
to maintain a balanced relation between employer and employee that is a key factor to
ensure success of this organisation.
 Orientation of employees: It is crucial to provide orientation to employees that is a
fundamental factor in helping a new employee to adjust themselves in a new working
environment. In Morrisons there is proper employee orientation program that is based on
gaols and objectives of organisation so that overall short term and long term objectives
can be enhanced in the specified time period.
There are some specific functions that are part of workforce planning & resourcing in Morrisons.
It includes analysis of vacant positions then according to that planning of recruitment & selection
in organisation. Further there is orientation planning and in case employees do not posses
required skill to perform necessary business function then there is policies related to training &
development that is also a crucial aspect of workforce planing and resourcing in Morrisons.
Soft and hard approach of HRM is used for resourcing and workforce planning in
below mentioned manner:
 Hard approach: It is a approach where employees are treated as a crucial resource for
achievement of organisations objectives, the main focus of this approach is to identify the
workforce requirement that is flowing from top to down and with a little amount of

delegation (DeCenzo, Robbins and Verhulst, 2016). This is a approach that is used in
Morrisons in case where there has to be focus on achievement of some specific
objectives.
 Soft approach: Soft approach is used to emphasize on self regulated behaviour so that
employees can be treated as a important resource. This approach can be used in
Morrisons to further plan the compensation benefits of their employees. In this main
focus is on general skills that are required to perform specific business objectives.
P2 Discuss the strength and weakness of various methods to recruitment and selection.
In HRM, recruitment and selection are two important activities of HR manager for a
company and it refers to procurement of capable employees for vacant post.
Recruitment
It begins when a organisation is looking for potential people related to needs of company.
It is responsibility of HR manger to search candidates by using various approaches and platforms
which depends on number of requirements for a specific position.
Types of recruitment
In relation to Morrisons they uses two basic methods of hiring candidates:
Internal recruitment: It refers to filing vacant position of firm within the existing set of
employees. HR manger of Morrisons use this technique of hiring to save time and cost required
for external recruitment. Internal recruitment is carried out by different ways such as promotion,
transfer and so on.
 Strength- Internal recruitment is beneficial in terms of monetary and time as external
requires lots of investment during recruitment process and training of new employee.
 Weakness- It leaves negative impact when a employee is transferred from one place to
another that time, transferred employee and other workers of organisation feels
demotivated. In context of Morrisons, they prefer extrinsic hiring when they need some
new skills and innovation to their projects, Which they will not be able to get from
internal recruitment(Boella and Goss-Turner, 2019).
External recruitment: This is just opposite to intrinsic hiring. In this HR manger recruit
eligible candidates from outside the company. By conducting various test they select right
candidate for correct position.

 Strength- It is beneficial when a organisation needs some new skills and creativity for
their projects & task. In relation to Morrisons they believes in external hiring for
maintaining motivation of their employee and they sees many benefits of this process. Weakness- A new selected trainee requires lot of time to understand operations, function
and to settle in new environment, it means it is a time consuming process and also it
needs more investment compare to intrinsic recruitment.
Selection
It is the last step of hiring candidates, it is done on the basis of their performance
performed during the conducted task. In this evaluation and screening of applicants is carried
out.
Methods of selection process
Screening: It refers to reassessment of job application. This includes skimming of
resumes and cover letter in order to match job description, qualification and skill sets. Strength- This step of selection saves time because it is done on the basis of already
applied applications. weakness- In this methods, sometime potential candidates are being rejected compare to
selected employee because this methods is totally dependent on personal judgement of
Morrison's manager which may go wrong to.
Interview: This is a type of selection in which candidates are choose on the basis of their
skill, knowledge, appearance and personalities. This is a two way process occur in between
interviewer and an interviewee. There are three types of interview, structured, semi structured
and unstructured(Marchingto and et.al., 2016). Strength- Morrisons is situated globally so they needs to set good term with their
customers and for that they cant take risk to choose inappropriate candidate.
 Weakness – This process is suitable for those who are extrovert in nature and have good
knowledge related to need of company.
TASK 2
P3 Benefits of various HRM practices for both employer and employee.
HRM practices is carried out through the manger of HR department to maintain positive
and healthy relationship between employee and employer. Managers of Morrisons helps

company in performing various activities like job analysis, training and development etc. some
of HRM practices are discussed below:
HRM Practices Meaning Employer benefits Employee benefits
Reward management It refers to aviation of
remuneration,
compensation and
benefits to their
employee. Reward can
be tangible and non
tangible in nature.
Equal compensation to
each employer helps
organisation to attract
more capable
candidates. Morrisons
identified their
potential candidates
who helps them in
reaching their goal is
rewarded in front of
higher authorities.
Motivation act as
rewards for employee.
It increases the
efficiency and
effectiveness of
employee and by this
turnover rate of
employee is decreases.
Performance
management
It is a continuous
process of
communication in
between subordinates
and management. This
can be done by using
several techniques like
MBO, 360-Degree
management and many
more.
It removes obstacles of
commination among
subordinates and help
management to retain
their capable workers
by communicating
them on daily
basis(Van Buren III,
2020).
Through this practices
employee's have
clarity about their role
and responsibility
which help them in
order to whom they
are answerable. This
helps them in getting
job satisfaction too.
Training and
development
It refers to improving
of skills and
knowledge of
employees by
providing them
training and
Morrisons offers
opportunity to their
staff members for
improving their skills
and knowledge in
order to bring some
Employees have
chances to learn from
their mangers for
betterment of
company. It motivates
and encourage

development session. new innovations and
creativity.
employee by learning
new thing from
mangers.
P4 Assess the effectiveness of various HRM practices in order to raise organisational profit and
productivity.
HRM practices is carried out for the welfare of employee and company. In context of
Morrisons, they conducts HRM practices for converting human resource into assets which bring
forth revenue for their company. Some of practices of Morrisons are underneath:
Reward management
It is essential practice of business entity to rewards their employees for achievement &
success of company. This refers to motivating and encouraging of worker for performing better
and engaging them towards the task assigned by their manager. It is important to keep employees
happy so that they will be loyal to company. Reward management is necessary for retention of
subordinates, building loyalty and honesty, avoiding cost of hiring and training of new
employees, creating healthy environment, encouraging positive attitude & behaviour and making
employee more likely to seek advancement(Currie and et.al., 2017). By using all these rewards
organisation will be able to meet their objective and maximize productivity and profitability.
Performance management
This process is repetitive in nature for alignment of individual's goal with organisational
objective. This tool holds three basic terms that are setting of goal, commination, observations
and assessment. All these task are performed for the assessment of employee and organisational
performance. This procedure need to be carried out on daily basis for better performance of staff
members and company by planning good strategics and that helps organisation in order to
achieves objective of firm.
Training and development
It is a process of acquainted new employees with their task and job role. This is the duty
of management to recognises their new employee with culture of company by providing training
and development sessions. Manager of Morrisons offer opportunities to their existing workers
for improving their knowledge and skills in order to get innovations and creativity. This tool acts
as motivation for employee which will leads to betterment of corporate additionally it enhances
productivity & probability of firm(Ciocirlan, 2017).

TASK 3
P5 Importance of employee relation in influencing HRM decision making
Employee relations are regarded as efforts of organisation for managing their relations.
Morrisons is having positive relations with their employees that is helping them in managing of
disputes and developing of better understanding. Such relations are necessary for both employer
and employee:
 Healthy relations are helpful in reduction of absenteeism that leads to increasing the
comfortability level of employees with other co workers. It facilitates employees in
focussing towards improvement of their present level of performance by helping them to
deal with the high level of conflicts.
 This process helps in enhancing employee productivity and take timely decision that
leads to positive impact on enhancing revenue. Increasing revenue has a link with
increasing employee productivity.
 There is need of employee participation and involvement to ensure that there is presence
of good relations. It will lead to more creative ideas that can be generated such as if there
is planning of future marketing strategies than this required wide employee support to
increase their participation in deciding the most viable alternative.
Employee engagement is a tool that is used for tailoring of organisation according to a provide
situation. This is a strategy that is most preferably used in Morrisons for purpose of increasing
employee support:
 There is use of flexibility working practices to ensure that employees are able to adjust
according to working schedules and the different locations from where they can work
(Morgeson Brannick and Levine,, 2019). It will help them in increasing their level of
productivity and loyalty for the organisation.
 HR managers in Morrisons have given liberty to their employees that they can share any
type of queries, questions to human resource department and according to its viability it
can be solved. It also helps in increasing level of employee engagement so that they are
able to share their both positive and negative reviews.
Employees consultation:

In this technique employee's are also involved while making any decision within
company. Consultancy involves managers actively seeking and taking account the view of
employees before making any decision. It aids in improving relation between employee and
employer. Under the act ICE (information and consultation of employees ) regulation 2004,
employees possess some rights like they need to know info about economic situation of business,
information and consultation about employment prospects.
Quality circles:
It is another technique of participation in which it assist employees in resolving problem
related to their task or roles. Which is carried out by the mangers. Circles are formed of
employees for performing task together and devising solution for improvements who faces the
problem while operating.
Trade union:
This tool helps Morrisons company in order to maintain employer-employee relation
though consultation which means discussion about business and workplace issues that impacts
the level of employment , terms & condition of employment etc. along with collective bargaining
which involves negotiation about pay and other condition of employment.
Work council :
It helps in reducing conflicts between employees and employer by improving
systematising communication channels in order to increase bargaining power of workers at
expense of owners by means of legislation. Which directly assist the firm to maintain employee-
employer relation.
P6 Elements of employment legislation and its impact on HRM decision making
Employee legislation consist of employee rights so that relationship can be modulated
with employers. This helps in focussing on different aspects of employment legislation that is
working relationships, working hours, benefits, trade unions. Industrial relations. There is impact
of employment legislations that is affecting the process of human resource decision making: Data protection law 2018: It is a act that is developed to control the process of leaking of
personal information. It is based on implementation of general data protection regulation.
According to this act each individual and organisation is responsible to protect the
personal data of all their workforce by following of strict rules that are named as “data

protection principles”. According to this act it is made sure that all such information is
used transparently, fairly and only for explicit purposes. Further data has to be handled in
such a way that there is proper security, protection against unauthorised processing, loss,
destruction and damage. In Morrisons data protection law is adopted to ensure that all
the practises of data protection are adopted by management. It helps in regulating the data
security aspect of employees and their personal information is protected. It leads to
employee proper security to employees and hence towards employee development. Equality act 2010: It is act that is passed for ensuring legal protection from any type of
discrimination at workplace and in society. In morris on there is proper implementation
of this cat in all the managing policies that ensures that there is no unlawful treatment that
is provided to any employee. Before implementation of this cat there were three basic
legislations such as sex discrimination act 1975, disability discrimination act 1995 and
rave relations act 1976. in Morrisons this act helps their workforce on being protected
from indirect or direct discrimination, victimisation, harassment. It provides protection to
employees and helps them to get access to fair working practises. When employees are
given equal treatment irrespective of their caste, creed, colour or any background then it
leads to timely opportunities that can be availed in respect of organisation and ensure
their individual level of development. Health and safety act 1974: This is act that is covering safe system for employees,.
According to this there are certain specified measures that have to be adopted by
organisation related to health, safety measures. There has to be proper level, of
cleanliness apart from this there must be proper security and health related practices that
can lead to positive impact on working environment of Morrisons. When employees are
getting a positive & healthy environment at workplace it leads to maximisation of their
present level of contribution that in leads to individual employee development.
 National minimum wages act 1998: This is act that is based on specifying a level of
minimum wages. According to this at there are certain type of jobs that are specified
according to age criteria. There have been several modifications that are made under this
act since April 2019. it has been a part of flagship policy of labour part in UK after 1997
election campaign (Boella and Goss-Turner, 2019). In 2016 also there have been several
members that is a obligatory national living wage for employees who are above 25 years

of age all this have to be implemented significantly to ensure a minimum wage rate of
7.20 pounds. All the legislations of this act are implemented in polices of Morrisons that
is helping their employees working at all levels to get a specified amount according to
their specific job position. When employees are paid specified minimum wages then they
are able to contribute according to their present level of competence. Which further leads
to employee development.
Critical evaluation of importance of employee legislations in managing workforce”
Employee relations are very crucial for a organisation both for employer and employee.
In Morrisons there is focus on building up of a organisation culture that is supportive enough to
make employees comfortable. It is related to increasing their level of employee involvement and
employee engagement. Employee legislation may restrict a organisation but has to be according
to different such legal laws and regulations(Santhanam and et.al., 2017).. It is very necessary
factor in enhancing the satisfaction level of employees as they believe that they must be treated
equally without any type of discrimination.
TASK 4
P7 Application of HRM practices.
Advertisement of job for recruitment and selection
Human resource department of Morrison's are adopting Job advertisement for getting
applications and filling the vacant post of HR manager.
(A)Job Advertisement
Required Human Resource Manger
HR Department
Applications are inviting for the position of HR manger
Necessary Skills required for interested candidates:
 Graduation with or above 60%
 Minimum work experience of 1 year
 Excellent interpersonal skills and leadership skills.
 Have good managerial skills to perform HR responsibilities.
Essential Dates
Inviting Applications 22-25 September, 2020

Telephonic interview 26-28 September, 2020
Face to Face interview 28-30 September,2020
Job description
Name of Organization: Morrison's
Department: Human resource Management
Designation: HR manager
Job Summary:
A suitable Candidate who has skills to manage all task, work, responsibilities given by
HR manger. Potential to communicate clearly with others. Posses excellent leadership skills to
lead and guide the team for assigned task.
Role:
 Directing and managing staff members
 Monitor Employees requirement
 Potential to solve grievances
 Decision making and problem solving skills
Person's Specification
Specifications of person
Role: HR manager
Division: Human resource manager
keys:
Application form,(I) Interview, (R):Role
Attributes Requirements Desired
Experience & Qualifications  Graduation with 60 %
or above
 Specialisation with
human resources
 Experience minimum 1
year
 Prior knowledge to
handle a team

management
Qualities  Excellent
communication skills
 Potential to solve
conflicts and
grievances
 Have good
management skills
 Excellent leadership
skills.
(B) Curriculum Vitae
Mark Jones
Address: 20/300, PSG street, London, UK.
Contact Details: 00468-2245
Email-id: [e-mail]
Career Objectives:
To associate with a renowned organization where I can have demonstrated my skills and
potential for the success of organization.
Work experience:
1-year experience as a team leader of HR executives.
6 months of experience specifically in training and development.
Qualification:
 Bachelor's degree in business management
 Masters degree in Human Resource
(C)Interview Question
As per the predefined interview process, Selection of suitable candidate is done after the
screening through telephonic and face to face interview rounds. To select potential candidate
there are some questions which has been formulated by the HR department and help to carry out
detailed analysis of applicants.
 Tell me something about yourself?
 What are your learnings from your previous organization?

 Where do you see yourself after 5 years down the line?
 What is your strengths that help you to perform the HR responsibilities?
 How you will manage the conflicts of employees arise at workplace
(D) Job offer
It is the next step which comes after the selection of a potential candidate. After receiving
conformation from candidate, offer letter will be forward to the candidate.
Mr/Ms, Last name
Address
City,State, Zip code
Dear Mr./Ms. Last Name,
We are overwhelmed to inform you that you have been selected for the designation of HR
manger. You performed very well in each round of interview and we are glad to offer this
position to you. Therefore, we are offering you a chance to work with us and contribute in the
success of organization with your knowledge and skills.
Roles and Responsibilities
 Execute and conduct recruitment process for various vacancies
 Performing all task related to HR manger
 Assist Head HR manager and to provide guidance to HR executives
Date of joining: 10th November,2020
Working hours: 9:30 A.M. To 6:00 P.M.
Salary: $ 20000 per month
Compensation Benefits: House Rent allowance, Dearness allowance, Conveyance facilities,
Medical insurance. If you are looking forward to associate with us kindly reward the mail for
confirmation along with signature. If you have any doubts, feel free to contact our HR
department on given number.
HR department
Morrison's
Signature______________________
Date ______________________

CONCLUSION
From above report it can be concluded that HRM has its significant role while managing
all function and activities related to organisation and employee. It is important to mange human
resources for creating positivity and bring enhancement to performance of company. For
recruitment and selection of individuals, job descriptions and job specification is also discussed.
Several rules, regulations and laws have been introduced to leader corporate for managing better
relation in between employee & employer. Organisations needs to planned strong strategies for
retention and reduction of employee turn over rate. To bring new innovation, creativity and for
achieving goal of organisation they motivates and encourage their employees by giving them
rewards, bonus, incentives and hike.

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