Strategic HRM: Workforce Planning and Analysis at Morrisons

This report examines the core aspects of Human Resource Management (HRM) and workforce planning, with a specific focus on recruitment, talent management, and strategic approaches. It analyzes the functions of HRM, including its role in workforce planning, and the benefits of effective HRM practices. The report also explores the strengths and weaknesses of various recruitment methods, providing a critical evaluation of their effectiveness. The analysis includes an examination of how HRM contributes to organizational goals by enhancing efficiency, recruiting talent, and managing employee relations. The report also delves into the importance of data protection and confidentiality in recruitment processes. Overall, the document provides a comprehensive overview of HRM principles and their application in a real-world context, supported by relevant references and research.

TASK - 1

1.1 Purpose and functions of HRM for work force planning
and resourcing with reference to Morrisons
Increases the efficiency
Recruit of workforce, training of workforce
acknowledge the talent and hard work
They have full right to suspend any employee

1.2 (1.4) Strengths and weaknesses of different
approaches of recruitment and selection of Morrisons
Strengths:
Background checking
Helps in knowing skills and knowledge
Determine communication skills and personality
Weaknesses:
Possibilities of false impressions
Not able to show the talent appropriately
The procedures are time consuming

1.3 Functions of HRM in providing skills and talent to
meet the organizational goals
 They increases efficiency and productivity of the goods
and services
 They recruit new talent
 They solve the conflicts and issues
 They convey the proper message
 They direct and guide the employees to perform better

1.5 Critical evaluation of strengths and weaknesses of
different approaches of recruitment
 They provide easy and prompt method to judge and recruit the
candidates.
 Provides deeper understanding of the applicant’s characteristics,
ambitions and scope in the company
 The procedures are very lengthy and make it difficult for the HR’s to
select the best ones
 When the recruitment is done from far places then the expenses of the
company increases.
 The data of the applicants should be kept protected
and confidential.

REFRENCES
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011.
Developing a capacity for organizational resilience through strategic
human resource management. Human Resource Management
Review. 21(3). pp.243-255.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource
management in service context: Taking care of business by taking care
of employees and customers. Personnel Psychology. 63(1).
pp.153-196.
Armstrong, M., 2011. Armstrong's handbook of strategic human
resource management. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource
management. New Perspectives on Human Resource Management
(Routledge Revivals), 67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human
resource management. Routledge.

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