HRM Report: Analysis of HRM Practices at Morrisons (HRM101)

This report provides a detailed analysis of Human Resource Management (HRM) practices within Morrisons, a major supermarket chain. The report begins by defining the purpose and functions of HRM, focusing on workforce planning and organizational strategies. It then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods. The report further examines the benefits of HRM practices for both employers and employees, highlighting employee retention, training, and development. It also discusses the impact of HRM practices on organizational profit and productivity. Additionally, the report explores the importance of employee relations in HRM decision-making and the influence of employment legislation. Finally, it illustrates the application of HRM practices with relevant examples, providing a comprehensive overview of HRM strategies and their practical implications within the context of Morrisons.

3 HRM

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Define the Purpose & Functions of HRM which applicable to workforce planning and
organisation ................................................................................................................................3
P2 Strengths & Weaknesses of various approaches to the recruitment & Selection .................5
TASK 2............................................................................................................................................8
P3 Benefits of various HRM practices for employer & employee.............................................8
P4 Various HRM practices related to organisational profit & productivity ..............................9
TASK 3..........................................................................................................................................10
P5 Importance of Employee relations in context of HRM decision making ...........................10
P6 Key elements related to employment legislation & its impact on HRM decision making .11
TASK 4..........................................................................................................................................12
P7 Illustrate the applications of HRM practices with appropriate examples ...........................12
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource play a significant role for the success of the organisation. HR helps to
manage the each and every activities related to the workforce and manpower of the organisation.
In this current time, the requirement of HR taking a massive place and also very beneficial for
the organisational growth. To maintain the various activities of HR its necessary to focus on
management of HR so company now doing a practices of Human resource management. HRM is
a managerial function which mainly helpful to manage all the performance of employees. For
this project, Morrisons consider, which is 4th largest supermarket chain and headquarter is in
Bradford, England. This organisation established in the year 1899 by the William Morrison. The
main purpose of this report is to discuss the purpose and appropriate functions of HRM and also
determine the strengths and weakness related to the recruitment & selection. This report also
explains the key benefits of the HRM practices related to the employees and employer of the
organisation and Apart from this, discuss the importance of employee relation in context of
organisation.
TASK 1
P1 Define the Purpose & Functions of HRM which applicable to workforce planning and
organisation
HRM refers as an ongoing process and procedure which mainly contain the workforce
related activities such as Job design, job analysis, job evaluation, employee recruitment, selection
process, induction activity, training sessions and development programs etc. HRM also
responsible to motivate employees, performance appraisal, compensations and promotion of
employees (Abu Keir, 2016). Morrisons mainly concern with their HRM department and also
focusing on the functional activities and work efficiency of employee so that they can perform in
a specific manner.
Workforce Planning is a structural process which mainly useful to evaluating and also
forecasting the plan and procedure related to the workforce in context of demand & supply. This
is also helpful to determine the future and upcoming requirement of workforce. Through
workforce planning, Morrisons can easily analyse the gap between the present & future situation
so that organisation easily recognise the solution (Altman, Larsen and Buchanan, 2018).

HRM Functions
There are various functions of human resources which are helpful to maintain the
employees related activities and instead of this these functions are also helpful to obtain the
appropriate outcomes. The description of these functions of Morrisons are given below -
 Job design & Job analysis - This function comes under the most prominent function of
HRM in which HR manager used to design the job role and also conduct the job analysis
as per the requirement of the Morrisons. This function helpful in recruitment and
selection process of the organisation so that Morrisons easily focus on the workforce
planning (Blanco-Mazagatos et. al., 2018).
Purpose - The main purpose of the Morrisons is to analyse and also design the appropriate job
role as per the organisational need so that Morrisons can easily get right employees for the
organisation.
 Hiring & Selection of employees - In this function, HRM department of the Morrisons
conduct the recruitment process and hire those candidates who are interested for the
given job role and then take interview and select those candidates who are highly
potential and suitable for the job role.
Purpose – To hire and also select the high skilled employees so that all the employees retain for
the long time period in Morrisons organisation.
 Training & Development programs – This is also an important function of the HRM
department which mainly work to provide a basic training to the new employees so that
they can learn the about their job role tasks and Morrisons also provide some advanced
training & development sessions to the exiting employees so that they can keep update
themselves with the relevant information and policies.
Purpose - To provide proper training to the new and existing employees and also organise some
development programs which are help to maintain the performance of employees and also
improve the overall performance of Morrisons (Bromiley and Rau, 2016).
 Compensations & other benefits- HRM department of the Morrisons responsible to give
compensation to all the workforce and also offer various types of benefits to those
employees who are giving their best efforts and help the organisation to achieve their day
to day targets.

Purpose – The main purpose of the HR manager of the Morrisons is to maintain all the records
of the employees according to their performance and efficiency and then provide them a good
compensation and benefits so that they can feel motivated.
 Performance Appraisable – It is also consider the most significant function of the HRM
department of the Morrisons. Through this function, HR manager of the organisation
easily evaluate the performance of all the employees so that they can easily improve their
performance as compared to their past performance. Organisation do performance
appraisal on the basis of some methods like ranking method, 360-degree method and
opinion method (Cloete, 2016).
Purpose – The main motive of this function is to determine and evaluate the whole performance
of the employees of the Morrisons so that HR manager easily rate the employees’ performance
on the basis of their performance and capabilities which help to improve the employees
performance and productivity level.
P2 Strengths & Weaknesses of various approaches to the recruitment & Selection
Recruitment
Recruitment consider the main role of the HR manager of the organisation which is
responsible to select those candidates who are talented and capable to do the particular job role.
Through recruitment, HR manager of the Morrisons consider the right candidate who have
proper qualification and work experience for the given job role of the Morrisons. There are two
sources of the recruitment which are explained below-
1. Internal Recruitment
Internal source of recruitment consider all the internal activities inside the organisation. It
generates the opportunities for the employees through transfer and promotional activities.
Morrisons utilize this to motivate and inspire the hard working employees whose contribute
more in the organisation (Ema, 2017).
 Transfer – Transfer refers the internal source of recruitment which affect positively and
negatively both. Morrisons transfer those employees who really want to do job in their
native places and organisation also transfer those employees who are not performing
good so organisation transferred those employees as a punishment.

Strength Weakness
Transfer help the organisation in many ways
and organisation uses it as a strength because
HR manager can consider transfer as a reward
or a punishment (Glendon, Clarke and
McKenna, 2016).
Those employee who are not doing their job
properly , there is a more possibility to get
transfer letter by the organisation. Those
employees who like their organisation are
suffered the most.
 Promotion – Promotion is mandatory to boost the morale of the employees. Through
proper promotional activities, Morrisons balance the performance of their employees and
also enhance the performance level of the workforce. Promotional activities helpful to
retain the talented employees for long time period.
Strength Weakness
Promotion enhances the performance level of
employees. Morrisons organise promotional
activities and in this highly potential
employees are promoted.
Some employees feel demotivated because
they cannot see the appreciation and increment
of other employees.
2. External Recruitment
External Recruitment very helpful for the recruitment process of the Morrisons
organisation. The re various types of external recruitment which are discussed below-
 Campus Recruitment- This recruitment target the large number of candidate. Morrisons
consider this recruitment because organisation can get the huge fresh talent from the one
single place and this is contain as the good source to gain the more talent on one time.
Strength Weakness
It helps to meet the large number of talented
candidates so that organisation easily recruits
them on a specific time period.
The process of campus recruitment is very time
taking ,lengthy and also costly (Hardy and
Afrianty, 2018).

 Consultants – Mostly organisations are contact with the management consultants, they
help the organisation to find the right person as per the requirement of the Morrisons.
These consultancies help to get the most appropriate candidate so that company can keep
them for long time period.
Strength Weakness
Organisation can get most potential person
according to the job need and also organisation
hire them within a short time period.
Some of the time, it’s very complicated to find
out the right candidate for the job role.
Selection
Selection refers the systematic and structural process which help to get the correct talent
for the Morrisons organisation. Selection is very essential because it help to identify the most
capable candidate for the specific job. There are various types of selection methods which are
discussed below-
 Interview – It is consider as a very useful method to select the right candidate for the
given job role. Morrisons mainly utilize this method to choose the most capable and
skilled person (Hassi, 2016). Through structural interview, organisation can easily
analyse the ability and capabilities of candidate.
Strength Weakness
This is an appropriate way to appoint the
candidate as per their knowledge and skills.
It is analysed that some interview sessions are
biased.
 Candidate Assessment Test – Morrisons also use this method to select the appropriate
candidate for the job and also judge the candidate ability to perform the task in systematic
manner so that they can help the improvement of organisational performance. Through
assessment test, organisation take ability test, psychological test to select the talented
candidate.
Strength Weakness

Through written test, Morrisons easily
determine the potential ability of the candidate
which help in selection process.
Sometimes, test is not sufficient to analyse the
skills abilities and talent of the candidates.
TASK 2
P3 Benefits of various HRM practices for employer & employee
HRM practices help to monitor and performance of the employees of the Morrisons
organisation. HRM practices useful to improve work efficiency of the employees and also
enhance the productivity of the organisation (Hong and Varghese, 2019). Morrisons consider
some practices like, motivational sessions, reward system, appraisal, performance management
activities help to boost the overall productivity of employees. There are various practices utilized
by the Morrisons are given below-
Employee Retention
This is consider the most crucial part of the HRM practices which help to retain the
employees for the long time through various retention packages that provided by the Morrisons.
Mostly organisation provide some benefits and facilities like health insurance, flexible working
hours, more refreshment time and incentives so that all the employees easily retain in the
organisation. Benefits to Employers – Some benefits are useful for the employers such as good
customer service, strong working relationship, increase the satisfaction level help to
enhance the performance of the organisation and also useful to increase the continence
level of employer. .
 Benefits to Employees – There are various benefits of employee retention for employees
such as maintain the performance and productivity, cost effectiveness, increase the
efficiency etc.
Training & Development
Morrisons use this HRM practices to improve the efficiency of the employees.
Morrisons conduct training session so that employees can learn the new knowledge and skills
about their job role and through development sessions, employees easily improve their existing

skills and also lean new techniques and strategies which boost up their career (Karabasevic, et.
al., 2016). Benefits to Employers – Training and development help to provide appropriate
knowledge and skills to every employees so that they can learn how to deal with the
employers and customers and other clients. It is also helpful to decline the turnover rate
of employees. Employer cost and time also save if employees are very much effective.
 Benefits to Employees – Through proper training and development sessions, Morrisons
balance the performance level of their employees. Morrisons also provide development
opportunities those employees who are working from long time period (Koodli, Cisco
Technology Inc, 2016).
Provide Favourable Working conditions
Favourable working conditions like welfare facilities, healthy environment, flexible time,
cleanliness , on time pay , proper communication space and light etc. Favourable working
condition give some kind of relief to employees so that all the employees feel good and tension
free. High level of work pressure affect the employees’ performance so Morrisons provide
favourable working condition to their employees so that they can perform well. Benefits to Employers - Favourable working conditions useful to enhance the
productivity of employees so that they can easily deal with the employers and customers.
 Benefits to Employees – Favourable working conditions lead to improve the satisfaction
level of employees of the Morrison so that all the employees easily manage their working
hours and also their personal and professional life cycle.
P4 Various HRM practices related to organisational profit & productivity
HRM practices are useful for the betterment of the organisation and also helpful in the
smooth functioning of the organisational development. Through HRM practices, organisation
can easily improve their productivity and profitability. Morrison utilise these HRM practices so
that organisation can accomplish all the target in a specific given note period and also enhance
their efficiency level.
Morrison use some crucial practices such as employee retention, favourable working
conditions , training and development which help to obtain the long term profitability. Through
employee relation, organisation can engage all the employees with their working task and also
decline the communication gap among employees and organisation. With the help of training and

development practice, organisation can provide valid and relevant information to the new and
existing staff members which lead the over all development. Through favourable working
conditions, organisation can focus on the working environment and also consider all the
activities related to employees such as positive values, productive atmosphere , effective
communication, corporative and supportive environment, flexible working hours etc. which will
help to improve the working efficiency of the employees and then employees performance level
boost up which directly lead the organisational productivity and profitability. All these practices
help the Morrison to gain more profit and also improve the level of productivity and
performance. Morrison management department provide various types of reward and benefits so
that all the employees feel motivated and energetic.
Some other HRM practices like compensation, incentives, flexible working hours,
appreciations can enhance the level of productivity of employees and all the employees become
more capable to perform their job in a best manner they will improve the whole performance of
the Morrison and the productivity of the organisation will increase. High level of organisational
productivity lead the more profit maximization.
TASK 3
P5 Importance of Employee relations in context of HRM decision making
Employee Relation play a significant role in the growth of the organisation. It is
necessary to establish the strong and healthy relationship among the employees which can lead to
improve the overall structure of the Morrison organisation. Morrison is a largest organisation
which mainly deal with the grocery products and household related products so it is important to
build the good relation with the employees so that all the employees work comfortably in the
supermarkets and other stores of the Morrison. A good relationship with employees also useful
in decision making process (Masri and Jaaron, 2017).
Talent Management Morrison can take valuable suggestions to each and every employee
which can help in prepare the effective policies and strategies. The importance of employee
relation in decision making of HRM department are given below-
Reduce disputes and conflicts
Through effective and strong employee relation, Morrison organisation easily reduce the
conflicts and fights among the employees. Healthy employee relation helps the employees to

connect with each and every activities of the organisation. Good employee relation helps to
reduce the grievances and improve the satisfaction level of the employees. Morrison organised
some activities like tea breaks, refreshments hours, get together, outing etc. help to reduce the
conflict level among employees and organisation and also enhance the better engagement which
help in decision making process of the organisation.
Boost Employee's Motivation
Strong employee relation helps in boost the employees’ motivation level so that all the
employees of the Morrison feel energetic and also feel capable to solve their problem by their
own. Highly motivated employees are able to give any advice and suggestions which can help in
decision making of the organisation.
Decrease Miscommunication
The more employee are connected with each other the less chances for
miscommunication. A good relation with employees useful to reduce the miscommunication
level among employees. Proper communication leads the smooth functioning of the Morrison
organisation and the HR manager of the company easily maintain the transformation of
information and details and manager also get useful suggestions which help in decision making
of the organisation (Mitchell, 2018).
Improve Work Life Balance
Employee relation help to improve the work life balance of employees so that all the
employees effectively manage their family and working life and also manage their time properly.
HR manager of the Morrison organisation mainly focus on the employees’ comfort zone so that
all the employees not work under pressure and perform their task effectively and also give their
best contribution in the decision making process for the welfare of the organisation.
P6 Key elements related to employment legislation & its impact on HRM decision making
Employment Legislation is significant to manage all the rules and disciplines in the
Morrison organisation. There are various rules, regulations, acts and policies consider in the
organisation which basically formed by the government and legal authority of UK. The prime
purpose of the employment legislation is to provide a same and equal opportunities to all the
employees in respect of working environment, working conditions so that all the staff members
can perform their work properly. There are various factors related to the employment legislation

which affect the decision making of the HRM department of Morrison. The explanation these
legislation are given below-
Data Protection Act 1998
This act provide the specific right to the individual so that that they can access their
informations which is generally held by the organisation. There are various principles of this act
such as fair & lawful, accurate & also up to date, keep secure & safe, not able to transferred
outside the EEA etc. Morrison follow this act to maintain and protect the data and information
related to the employees of the organisation. Morrison organisation is responsible to secure the
data and also manage the confidentiality so that no one can leak the organisational employees’
data. Through this act, Morrison easily reduce the possibilities of data hack (Santhanam, et. al.,
2017).
Health & Safety Act, 1974
This act lays down various range of duties and the main aim is to save and protect people
from the uncertainty and risk. This act protect the employees against the risk and which mainly
occurring from work and task activities. This act helpful to manage the health of employees and
also helpful to increase the safety level. This act mainly used by the Morrison so that
organisation can provide better safety and health care to the organisational employees. Morrison
responsible to provide the healthy atmosphere to their employees so that they can easily adopt all
the working conditions.
Equality Act, 2010
This act focus on some elements such as age, gender, civil partnership, marriage , religion
, values and belief of the people. Morrison consider this act so that organisation balances the
equality among all the employees. All the leaders and high authority employees should treat
equally without any discrimination (Voegtlin and Greenwood, 2016) These employment
legislations need to maintain properly so that Morrison organisation maintain all the rules and
regulation and legal norms so that organisation can stay away from the uncertainty and odd
situations. To follow these acts helpful to protect the information of organisation and their
employees which also useful in effective decision making. Some other legislation organisation
follows like National minimum wage act and other compensation act.

TASK 4
P7 Illustrate the applications of HRM practices with appropriate examples
Job Description
Job Details
Job Role - Marketing Manager
Company – Morrisons
Purpose of Job
Marketing Manager mainly responsible to measure the entire market conditions and also
generate various marketing strategies as per the market situations. The candidate should have
the good skills and appropriate knowledge about the whole aspects of marketing. Candidate
communication skills should be excellent so that he can attract the customer and will get more
loyalty of customers.
Roles and Responsibilities
 Create a appropriate marketing plans and strategies
 Formulate the cooperative marketing team
 Conduct strong coordination among team members
 Properly allot all the tasks and duties to the employees
 Maintain all the records of the team members
 Distribute all the responsibilities according to the employees capabilities
Personal Specification
Position- Marketing Manager
Functional unit - Marketing
Reporting to: Administration Manager
Attributes Essential Desirable

Qualification and Experience Candidate must have
complete graduation at least
60 % from the well
recognised university.
Candidate must have at least 6
month of experience as a
marketing manager in any
organisation.
Candidate must have post
graduation and also have good
working experience from a
good company are specifically
more preferable.
Knowledge and Skills Candidate should excellent
communication and written
skills and also know the basic
and knowledge about the
marketing and also know that
how to influence the
customers.
Candidate must have the good
marketing and IT knowledge
and also know how to
coordinate with the customers
and also know the useful
marketing strategies.
Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from the Morrisons!!
Morrisons is very obligated with your good performance on the interview session so
organisation take decision to select you as a Marketing Manager in the Morrisons organisation.
This is consider as a full time job in which you need to work at least 45 hours per week on your
package will be $75,000/ year.
In addition, you are also get some other benefits and facilities which will give you when you
will join on 31 January 2021. when you will receive this letter then please provide us a revert

mail and you need to carry all the documents because these are required for your further
verification.
If you have any question regarding this then feel free to ask.
Sincerely,
First-name,
Last-Name
Director,
HR-Department
Morrisons
____________
I hereby accept the Marketing Manager position.
_____________________________
Signature _____________________________
Date ----------------------------
Evaluation of the process and the rationale for conducting appropriate HR practices
Evaluation of HR comprise the degree of success of the organisation. A appropriate
evaluation help the employees of the organisation and also boost their motivation level through
training and development activities, compensation, employee engagement activities and other
useful practices of the organisation. Some useful HRM practices help to enhance the
performance evaluation of employees and also help to maintain the work efficiency of the
organisation. A evaluation process determine the proper structure of the organisation and consier
all the modification as per the organisational need.
CONCLUSION
According to this report it can be considered that HRM functions are playing a
remarkable part in the welfare of the organisation. Through useful practices of HRM like
recruitment, training and development, employee retention helpful to maintain the employees

performance and productivity and also useful to increase the productivity of the organisation.
This report discussed various types of recruitment and selection and analysed that promotion and
assessment test helpful to appoint employees. This report also determined various employment
legislation and also identified their significance .

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