Human Resource Management: Waitrose HRM Practices Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on the case of Waitrose. The report begins by defining HRM and its core functions, including recruitment, selection, and orientation. It then delves into the strengths and weaknesses of different recruitment and selection approaches, such as internal and external sources. The report further examines the benefits of various HRM practices, including training and development, performance appraisal, and compensation, for both employers and employees. It analyzes the effectiveness of these practices in enhancing organizational performance. The importance of employee relations in influencing HRM decision-making is also discussed, along with key elements of employment legislation and their impact on HRM. Finally, the report illustrates the application of HRM practices in a work-related context, providing a holistic understanding of HRM's role in achieving organizational goals. The report utilizes Waitrose as a case study to demonstrate practical applications of HRM principles.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Functions and Purpose- Human Resource Management.......................................................4
P2 Strengths and weaknesses of different approaches to recruitment and selection..................5
TASK 2..........................................................................................................................................6
P3 Benefits of different HRM practices for both the employer and employee...........................6
P4 Effectiveness of HRM practices............................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relations in order to influencing HRM decision-making..............9
P6 Elements of employment legislation and affect upon HRM decision-making....................10
TASK 4..........................................................................................................................................11
P7 Application of HRM practices in work-related context.......................................................11
CONCLUSION ............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
In this era of dynamic business environment where in there is immense competition,
higher level of risks and uncertainties and where customer's needs and preferences changes
frequently in a blink of an eye, HRM forms to be a cornerstone of every firm that enables it to
maintain and enhance its core competencies to earn higher growth and sustainability in long
term. Human resource management is process of which handles various issues related to
employees hiring, performance management, compensation and benefit, training and
development and so on ((Armstrong and Taylor, 2014).
Waitrose is a British supermarket chain which was established in 1904 with its
headquarters in Berkshire, UK. It deals in variety of products comprising groceries, wine,
confectionery products etc. Company have a proficient team of 91,000 employees who handles
its business activities in 352 branches in UK and in 58 nations where in company exports its
products.
This assignment will discuss about essential functions of HRM along with strength and
weakness of various approaches related to hiring process. Further it will evaluate the
effectiveness and benefits of different HRM practices from both employer and employee point of
view. Later in report importance of employee relationship and key elements related to employee
legitimisation will be explained along with an illustration describing application of HRM
practices in work related context.
TASK 1
P1 Functions and Purpose- Human Resource Management
Human resource management is mainly concerned with formulating policies, procedures
and strategies that is formulated keeping in mind the needs and aspirations of its people- both
customers and its employees who forms key factors in its success. The main purpose of HRM is
to is to recruit and retain proficient employees with right kind of skills and knowledge that are
contended and dedicated towards achieving firms objectives within specific time frame.
Waitrose being a global firm maintains a workforce of 91000 for fulfilling needs and wants of its
consumers (Bloom and Van Reenen, 2011). The HRM manager of Waitrose formulates various
schemes related to employees benefit and compensation in order to recognize their efforts which
they put in accomplishing company's targets. Moreover, mangers of Waitrose through employee

need assessment finds out the personal objectives of its employees and aligns them with firm's
goals so that employees can work in on direction applying their best efforts for attaining firm's
objectives with deadlines without getting distracted. Mentioned below are some of the most
prominent functions that are undertaken by Waitrose manger to develop a content and efficient
workforce.
Recruitment and selection: It is the core function of Hr manager that ensures that the
firm has right person with required capabilities at right job position at right time working
dedicatedly giving best efforts to attain pre determined targets. It includes a series of activities
comprising job analysis, screening applications and then selecting the most capable and qualified
candidate for a particular job position (Boxall and Purcell, 2011) .
Orientation: It is a program organized by HR manger to introduce new joiner to its co
workers and to familiarize him with rules, regulations, policies and procedures along with its
expected roles and responsibility in a company.
Maintaining and improving employee relations: Employees being considered as
backbone of an enterprise are to be taken care of by providing them with work environment
where they feel comfortable to share their ideas and opinions, to discuss their issues without been
feared about its impact on their job. Hr manager by conducting various team building and
employee engagement activities make efforts to maintain cordial relations and build mutual
understanding between the employer and employee.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection forms core functions HRM functions as it concerned with most
important task of hiring a suitable individual for a job vacancy. This involves identifying job
specification, attracting applicants, scrutiny out of various applications and then calling most
suitable individual for interview. Selecting however involves assessing knowledge and skills
possessed by a candidate by applying various aptitude tests in order to find out his suitability in
reference to job post (Bratton and Gold, 2017).
There are two main recruitment sources that are mentioned below: Internal sources: It deals with hiring people from within an organization by encouraging
them to apply for vacant job positing. It includes promotions, transfer, retired employees
present employees etc.

 Advantages  Disadvantages
 It motivates employees inducing them
with zeal to be dedicated towards their
work in order to get promoted.
 It is a cost effective source of hiring
as company need not to spent on
organizing programs related to
induction, training and development
and also reduces their efforts and time
spend on conducting the whole
process of recruitment and selection.
 Company limits talent pool from which
they have to select thereby depriving
company to get benefit of fresh views,
ideas and new methods of doing things.
 This source is general subjected to being
biased or based on grounds of
favouritism.
 Lead to internal conflicts and
competitions for capturing particular job
position.
 External sources: It involves recruiting most appropriate candidate with requisite talent
and proficiency from outside a firm through various methods like placement agencies,
campus interview, walk in interviews , through competitors by poaching etc. .
Advantages Disadvantages
 It give advantage to a firm to select
most apt employees in terms of
knowledge, skills and qualification
that matches job specifications.
 New hires are likely to be easily
moulded as per company's policies
and organizational cultures leading to
less complaints and fewer internal
political issues
 New hires bring new industrial
insights, expertise and new
perspectives that can be applied to
 New hires in general does not get support
and cooperation from present co
workers leading to emergence of
arguments, disputes and conflicts.
 It is a time consuming, expensive and
quiet lengthy process (Buller and
McEvoy, 2012) .
 New joiners may need longer time period
to get adjusted with company's policies,
rules and work culture.

business opportunities and challenges.
TASK 2
P3 Benefits of different HRM practices for both the employer and employee
Human resource management practices is more essential and important part which
benefited to the company to increase their sales as well as gain competitive advantages within an
organisation. It supports an administrator in formulating different policies and strategies that can
be good in maximising the employees performance (Cascio, 2018). In this role of human
resource is to make that entire process and activities should have to benefited to the employers
and employees. Further, an effective and accurate practices of HRM assist the firm in
determining and avoiding discarded risks then it adversely impact on the productivity and
performance level of Waitrose. There are some HRM practices which benefited to the employer
and employees are explain as below:
Human resource management practices for employers:
Selecting and recruiting candidates: It is identify as main and valuable function and role of a
manager which has a strong and direct connection with the success and growth of an enterprise
as any unqualified prospects at wrong profile of job is likely to effects the outcomes and
performance level of business. There are some advantages of such practices are:
 It gives a best opportunity for an organisation to have benefits of innovation.
 It enables the business entity in order to gain competitive advantage edge over its
competitors.
Performance Appraisal System: It is an effective process of controlling, documenting and
analysing the performance and efficiency of employees work by comparing his real execution
with expected performance way which is based on preset quality. It is important for the
employees in different way such as:
 It motivates entire workers to accomplish long term objectives and targets of the
enterprise within predetermined time duration.
 This type of practices reduce the employees turnover and increase coordination among
entire workforce (Choi, 2011).

Human resource management practices for Employees
Training and development: It is important and essential practices for the employees because
with the help of these they can easily maximise their knowledge criteria. This practice provided
by the HR manager of the Waitrose to the all workforce so that they are capable to deal with
difficult situation easily Daley, 2012). Benefits of training and development to the employees are
determine as below:
 This type of practices support the employees to maximise their knowledge and skills on
particular matter. It increase performance and productivity level of employees.
Compensation and benefits: Main aim and motive of the practices is identifying the employees
efforts by providing them rewards and benefits in return for their effective services to business. It
is also essential and important for the employees to increase their relation in the company for
long duration. Benefits of this HRM practices to the employees are explain as below:
 It help the employee to maximise their effectiveness and performance in the organisation.
 With the help of this practices employees are capable to accomplish long term targets and
objectives easily.
P4 Effectiveness of HRM practices
HRM Practices is more effective and essential for the Waitrose to attract large number of
customer by providing quality service though the knowledgeable employees. This practices also
benefited to the firm to gain competitive advantages as well as capture large amount of market
share easily. Above discussed all HRM Practices are valuable for the growth and success of
company at international level (Guest, 2011) . Some practices of HRM and its application to the
Waitrose are explain as below:
Training and development: It is identify as an effective and essential practices which
benefited to the company to reduce employees turnover as well as gain competitive edge within
predetermined period of time. It is the role of manager is to provide accurate training to their all
workforce so that they are able to complete all tasks and activities in allotted time period.
Further, it support the business to achieve their goals and objectives easily.
Selection and recruitment: It is another important practices which support the company
to hire knowledgeable people which can easily accomplish long term targets of business

entity(Hendry, 2012). Thus, this practice is benefited to the Waitrose to increase their sales by
train their all employees about how to deal with difficult situation easily.
Flexible working hours: It is another essential practices for the development ad growth
of company at international level. Thus it assist in decreasing employee's stress level as well as
enables in order to keep balance between personal and professional life. Application to the
Waitrose of this practices is, it will maximize the morale of Waitrose workers which will track
to friendly employer ,industrial relations along with this it increasing performance and
productivity level of workers.
Compensation and benefits: With the help of this practice company easily maintain long
lasting and strong relation with their employers and employees. It is the role of company
manager to provide fair salary and compensation to their workers so that they work with full
efforts and dedication (Huselid and Becker, 2011). Thus, it benefited to the business organization
to maximize their sales and revenues as well as achieve their set objectives easily.
TASK 3
P5 Importance of employee relations in order to influencing HRM decision-making
In company there are various changes which has to be taken place in preforming
activities in effective way. There is use of various approaches through which changes are
possible in business activities. There are factors which has to b considered in organization. There
must be use of policies through which changes are effective for performing business goals and
objectives. Goals can be achieved with the joint efforts of employees and employer. There are
various employees working in company, so it is essential to know what has to be done through
which employees be motivated and positive results can be generated.
There are numerous workers working in company, so it is essential to know what has to
be done through which they get satisfied and give their best. To get positive results, it is essential
that there must be positive results. In Waitrose, HR managers plays vital role in satisfying
demand of employees./ there are various activities which aim to achieve targets but this an be
effectively done with the help of team work (Jiang and et. al., 2012). So to make team there must
be good relations among workers. This helps to form good and effective relations with internal

and external parties of company. Employees of Waitrose does not want to leave organization
because they get good environment and their goals and targets gets achieved.
When some changes are taking place in business, then this must be communicated to
workers so they are also aware of reasons behind performing activities. Not only in internal but
also in external environment also, company do not have to make changes in roles and
responsibilities. There is use of factors through which Waitrose can motivate their workers, but
HR manager must have knowledge about use of techniques through which changes is effective
for performing business operations. There is difference in perception of employees, so HR
manager must know what about perception of employees, so they can achieve business
objectives effectively (Lengnick-Hall, Beck and Lengnick-Hall, 2011). In Waitrose decision gets
affected because of use of techniques through which they can achieve targets effectively.
Employees are the reasons for changing business operations. Some techniques which are
followed by managers of Waitrose are as under-
Good communication- This is one of the best techniques which helps to flow proper
communication to correct person,. There are less possibilities of numerous which are effective
for making changes in roles and responsibilities of company. There is use of factors which are
competent to apply changes in business operations. It is essential to use approaches with which
proper information an be delivered in effective way.
Share vision- Waitrose want to make their good and services in reachability of every
person. There is requirement of changes in business policies which are competent to waok
according to use of techniques which are competent for making changes in business roles and
responsibilities. Managers of Waitrose is working to perform business objectives and it must be
communicated to worker;'s also so they are able to face dilemma.
Employee's engagement- Employees are important component which work to achieve
targets. It is essential to use views of workers and this helps to know new ideas which are
effective for growth of company. There are possibilities that due to use of techniques which is
helpful in making policies which are effective for making changes in business operations.
P6 Elements of employment legislation and affect upon HRM decision-making
There are some approaches which are useful in performing business operations in ethical
and legal ways. There are some laws framed by the government of India which help them to
work in per-determined manner. As per government norms these laws gets changes, then HR

manager of Waitrose has to accept those changes and this helps to work as per change in
business goals and objectives. Waitrose must use ideas and thoughts from some experts and then
use them to apply changes in roles and responsibilities. Some laws which are followed by
Waitrose are as under-
Equality act- There are many workers working in Waitrose including male and female,
so as per this act, association has to make equality in performing business operations. There must
be equality in approaching good image in industry.
Data protection act- There is use of some data which is effective for knowing about
workers. But it is essential to keep that data protect, which means it must not be used for
unethical means and data must keep confidentia (Purce, 2014).
Health and safety act- As per this act, there must be good facilities present in campus and this
helps to make changes in surroundings of organization. This helps to get results in desired
manner. Proper air, light, ventilation, water facility, air, etc. are considered in health and safety
act. In case of any material which affects health of employees then corrective measures must be
taken to reduce its impact.
TASK 4
P7 Application of HRM practices in work-related context
For recruiting and selection most suitable candidate in terms of job position HR manger
analysis and develop a job specification that includes all the relevant facts requisite to hire right
person, at right time at right place (Renwick, Redman and Maguire, 2013).
Job specification
Job specification
1. Job details
Job Title:- Human Resource manager
Department/Unit – Human Resource
2. Job Purpose

 To handle and control various business operations
 Maintain and improve firm's productivity and profitability levels.
 To fill job vacancy
3. Responsibilities and Duties
 To encourage employees by applying appropriate management theories
 Record, monitor and evaluate performance of an organisation
 Monitoring and managing business activities.
Description of CV – Essential information and qualification for Sales manager to
enhance sales volumes and revenue earned per year by a firm.
1. General information
Name – Edward Cullen
Phone no. - 23587745197
E-mail id – [e-mail]
2. Qualification
MBA Cambridge University 80.00%
BBA Cambridge University 75.00%
Higher education Nottingham High School 70.00%

Secondary education Nottingham High School 87.00%
5. Personal details:
Father name – Robot Cullen
Mothers name- Eva Cullen
Date of birth - 12th August 1992
Achievement – Soccer winner at national level in 90th standard
Got 1st prize in the debate competition
CONCLUSION
From the above mentioned report it has been concluded that human resource management
is an important for the development and growth of company. There are different functions and
purpose of the HRM which support the business to provide effective training and development to
their entire staff members. Further, it support to increase the basic knowledge and skills of the
employees. Beside this, internal and external method of recruitment and selection support
business to hire knowledgeable candidates from inside as well as outside of the organisation.
Further, HRM practices is also benefited to both employees and employers to maximise their
relation in the company for long time. Different types of employment act is important for the
company because it help the company to maintain effective connection between employers and
employees. Application of HRM Practices is also assist the business to advertise their vecant
position to the interested candidates.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review.Human
Resource Management. 50(4). pp.479-500.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
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.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
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