HRM Report: Analyzing Waitrose's Human Resource Management Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case study of Waitrose. The introduction establishes the context of HRM and its importance within organizations, specifically in the food retail sector. The report delves into Task 1, examining the purpose and functions of HRM, including managerial and operative functions. It then explores the strengths and weaknesses of different recruitment and selection approaches, such as internal and external recruitment. Task 2 highlights the benefits of various HRM practices, including learning, performance management, and training and development, and their impact on both employees and the organization. Furthermore, it discusses how these practices contribute to raising organizational profit and productivity. The report also covers Task 3, emphasizing the importance of employee relations and key elements of employment legislation and their impact on HRM decision-making. The report concludes with an overview of the application of HRM practices, emphasizing the rationale behind them, and referencing relevant sources.

Human Resource
Management

Table of Contents
Human Resource Management........................................................................................................1
INRODUCTION..............................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and the functions of HRM.......................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment ................................................................................................................................3
M1. Functions of HRM provide talent and skills appropriate to fulfil business objectives........4
D1. Strengths and weaknesses of different approaches to recruitment and selection.................5
TASK 2............................................................................................................................................5
P3. Benefits of different HRM practices within an organisation................................................5
P4. Different HRM practices in terms of raising organisational profit and productivity...........6
M3. Different methods used in HRM practices..........................................................................8
TASK 3............................................................................................................................................8
P5. Importance of employee relations in respect to influencing HRM decision making...........8
P6 Key elements of employment legislation...............................................................................9
M4.Employee relations management and employment legislation and their impact onHRM
decision-making........................................................................................................................10
D3.Employee relations and of HRM practices that influence decision-making......................11
P7 Application of HRM practices.............................................................................................11
M5 Rationale for the application of HRM practices.................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INRODUCTION
It is a process of recruiting, hiring, firing,training, managing and motivating employees in
the organization. It is a continuous process. This process help the employees and employer to
achieve their goals. It is a business department of the company which help them in hiring
candidates and working for the growth of the organisation. It focuses on the employees
performance and their work. Its main purpose is to ensure that people or employees which are
working inside the organisation are able to achieve success through their work (Ageron,
Gunasekaran and Spalanzani 2012). This report based on Waitrose company's HRM process. It is
a food retail company and has 353 shops across the united kingdom and it opened its first cashles
shop at the headquater of sky, under the little waitrose brand. It provide all food such as japaness
food, Mexican food and groceries product.
TASK 1
P1. Purpose and the functions of HRM
HRM functions play an important role in the growth of the company and there are three
function which are beneficial for the workforce planning and resourcing an organisation.
Managerial Function
This function work for the planning strategies, organizing, directing and controlling
company and staff. It is important tool for the growth of the organisation.
Planning
It is related to making plan for the organisation and it is an important function for the
company's growth. It is determination of action to achieve organisational goals. With the help of
this function company make policies and plan for the company.
Organizing
It is a process providing useful function such as finance and human resources and raw
materiel, tools, capital and personnels (Beloglazov, Abawajy and Buyya 2012.). In this process
the company do classification of the activities according the workers and assign their duties and
responsibilities.
Staffing
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It is a process of estimating man power in terms of searching, choose the employees and
giving them right place. After that providing training to them providing rewards and promotion
for their good performance.
Directing
It is an inter personal function of management which help influencing, guiding,
motivating and supervising the employees for organisational goals.
Controlling
It is the process of measurement and make correction in performance and activities of
employees to make sure that the work is done by the employees is do towards the objectives and
goals. In this process some steps are following such as establishment of standard performance,
measurement of actual perforce, compression of actual performance and corrective action
( Blackburn, Bloom, and et. al., 2012.) .
Operative Function
It is a function of those tasks and duties which are make impact on human resource and
personal department. It is related to personal activities of organisation such as employment,
development, compensation and relation. It include some functions such as employment and
human resource planning and recruitment or selection.
Employment
It is a relationship of two parties and based on on a contract. In this function work is paid
and there are two parties, one party which may be a corporation, profit or non profit organisation
and another is employees and employer.
Human resource planning
It is a process of determination that the organisation and forecasting the requirements of
the organisation. In this process the success of the organisation is important (Buttimer and
Seamon 2015.) .
Procurement Function
It is for concern and secure employees to accomplish the organisational objectives. It
includes following activities:
Job analysis
It is a process of identify the nature and level of human resource for the employees and
employer to perform the job effectively.
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Recruitment
It is a process of searching required and right human resource for the organisation
through test and interviews.
Introduction and induction
In this process new employees are involves to familiarizing with the organisation, work
environment and existing employees so that new employees feeling comfortable and do work
confidently.
Purpose of HRM practices
The purpose of HRM practices to help Waitrose to reach and achieve its goals. It is
important to ensure effective utilization and maximization development of human resource
(Drucker, 2012. ) . Its purpose is to provide well trained employees and motivated employees to
the company and enhance employees capabilities to perform better for the growth of the
organisation. It is important to inculpate the sense of team sprint, team work and team
collaboration.
P2. Strengths and weaknesses of different approaches for recruitment and selection Recruitment
Recruitment is a process of attracting, shortlisting, selecting, appointing a right person for
jobs in an organisation. This process is done through advertising vacancies. It refers to selecting
the right candidate at the right time, for the right job. Workforce planning has become the key
focus for the Human resource management For every organisation it is a crucial part of
maintaining and developing an effective and efficient team. The head of the organisation use
different methods for this process such as screen, shortlist and select as per the company
requirements. There are two types or apporach of recruitments, internal and external
recruitments.
Internal recruitments
If there are any vacancy in the organisation and the company have any employee who has
ability according that post, the company recruit him for that post ( Galliand and et. al., 2012) .
Strength
In internal requirement, it increase employees morale. Employees want to see that the
organisation values them and provide opportunities fir forward progress. It increase brand
awareness. The employees will tell those in their network about the good things of the
organisation. In internal hiring, the plan and policies are not be shared with outsider.
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Weakness
In internal recruitment the company hire internal employees so new ideas and talent did
nit enter inside the organisation. No new ideas can be introduced from outside.
External recruitments
It is a process which is possible to draw upon a wider range of talent and bring the
opportunity to new ideas and experience in the organisation. It is the assessment of an available
pool of job candidates at outside of the organisation.
Strengths
The strength of this recruitment is that the new ideas, talent, potential and qualified
candidate come from outside. It increased chance provide better availability of skilled and
qualified employees for the company (Head, B. W. and Alford 2015.) .
Weakness
It is a longer process and more expensive due to advertisement and interviews. It can
damage employees morale and productivity can also decrease.
Selection
It is the process of recruiting qualified candidate to their matching position. This is a time
consuming and complicated process. In this process companies select those candidates who are
matching with the company's profile.
Strength
Selection give an opportunity to assess potential employees' character and personality.
The turn over of the company increased if the recruited employees are satisfied with their job.
Weaknesses
New employees are come inside the organisation so employees retention is important to
the organisation, hiring and training new employees are very high.
M1. Functions of HRM provide talent and skills appropriate to fulfil business objectives
In Waitrose, effective HRM can give structure and ability to fulfil business needs
through managing organisation employers. HRM contributes to organization by enhancing the
productivity and development of personal occupation (Buttimer, A. and Seamon 2015.) . The
functions of HRM such as recruitment and selection,orientation,maintaining good working
condition, managing employees and relations help into fulfil business objectives. The specific
objective are human capital and developing organisational climate. The HRM function helping
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to maintain performance standards and increase productivity through training and d3evelopment,
providing performance related feedback and providing orientation (Buttimer and Seamon,
2015) .
D1. Strengths and weaknesses of different approaches to recruitment and selection
Strength and weakens of recruitment
Strength Weakness
In Waitrose during recruitment new ideas and
potential come inside the organisation and it is
beneficial for the growth.
This process promotes loyalty in the candidate
of waitrose as they will feel secure about
advancements.
This process is time consuming.
The weakness of this process is, it can be
delayed if candidates are unable to meet
requirements of Waitrose.
Strength and weakness of selection
Strength Weakness
This process is done on the basis of knowledge
and skills and picking up right candidate from
many alternatives so it is beneficial for the
organisation.
It provide change to fresh talent in Waitrose
which good for the growth.
Time and money consuming process .
Treat of rule or regulation and policies which
are made by Waitrose.
TASK 2
P3. Benefits of different HRM practices within an organisation
It is an approach to managing people in a good way for perform better. It the process
which is used by companies for helping the employees development by their organisational and
skills, abilities or knowledge (Drucker, 2012). In Waitrose, they use HRM practices for
improving and motivating their employees for the growth of the organization. HRM practices
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such as Learning, performance and training and development are beneficial for both employees
and employees.
Learning and its benefits for employees and employer
It is an act of experience in which a n individual to learn and improve and enhance his
skills and knowledge. It is a information which make relatively permanent change in behaviour,
cognition or effect. It occurs through study, experience, instruction, environment and social
interaction. It is beneficial for both employees and employers within the organisation. It can
help them advance their careers in the organisation. By learning the employees and employer can
use their innovative ideas and strategies for the growth, if the organisation growth they will also
grow and promote.
Performance and its benefits for employees and employer
It is the function of Human Resource which is defined in the goals in the performace of
the employees and employer. It is beneficial for the employees and employer because in this the
employee have clear expectations,self assessment opportunities for jobs and improve
performance and promotes job satisfaction (Galli, and et. al., 2012). The employ It refers to
selecting the right candidate at the right time, for the right job. Workforce planning has become
the key focus for the Human resource management er saves time and reduces conflicts, ensures
efficiency and make contingency in performance.
Training and development and its benefits for employees and employer
It is an educational process by which an individual sharpening of skills, knowledge and
attitude. It include orientation, class room lecture, case studies, role playing and computer based
training. It beneficial in Waitrose for employees to acquired new skills and make improvements
in confidence, capability and competence. By training and development the employer improved
his communication skills and work behaviour. It provide benefits to employer in increased
morale, job satisfaction and feeling of belongingness.
P4. Different HRM practices in terms of raising organisational profit and productivity
There are some HR practices which are beneficial for raising profit and productivity of
the organisation.
Safe, happy and healthy environmental
In the organisation, creating safe and healthy environment so that employees feel happy
and stay in the organization with a long time. The employees and employers will feel safe and
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perform better to achieve their goal in a happy and healthy workplace and productivity and the
profit will be increase of the organisation (Govindan, K. and et. al., 2014).
Helps in Selective Hiring
When the organisation recruit people it should hire employees in limited quality and hire
those people who have ability and skills for the growth of the organisation. The head of the
department check their knowledge and skills by interviews, group discussion, aptitude and
technical test for select people so that the right person come in the organisation and enhance
productivity.
Open book management style
By using this practice Waitrose making people interested when it take decision and make
strategies for the for the growth of the company and aligning them to business objectives or
enhance profit and productivity of the company. The organisation share information about
details such as contracts, sales, relation with new clients, company policies, employees personal
data and management objective to ensures that the organisation environment and management is
good for the employees and employer (Head and Alford, 2015).
Fair evaluation System
Within the organisation, every employee should have well defined reporting relationship
with the employer and the head of the organisation. For empowering the employees self rating
should be a part of evaluation. If the employees perform better the head of the organisation
motivate them by reward and it help in raising productivity.
Help in Extensive Training
In this HR practice the company should provide training and development programmes to
the employees and employers so they can enhance and improve their knowledge use it in
increase profit and productivity. By the training programmes they feel motivate and think
innovative and maintain a knowledge base requires further and detailed plans (Jennings and
Stadler, 2015).
Help in growth by Sharing knowledge
It is an area of open communication about strategy, financials and operations crates a
culture in which employees and employees feel they are learning for better perform and con
tribute in enhance productivity.
Rewards
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The organisation rewarded the employees and employer for their good work and
performance. If the employees and employees perform better and achieve their target and raising
profit that beneficial for the growth of the company, the organisation rewarded them. By doing
this, they feel motivate and do their work better more then last (. Kerzner and Kerzner, 2017) .
Help in motivating employees
The organisation should not rewarded only those employees and employer who are
perform good, it should also rewarded a few others who are not motivate. This unexpected work
is help them to motivate them and they also do their work and achieve target on time.
Conflict resolution
It help in conflict resolution. In the workplace, employees and employer have different
personalities and lifestyles and work ethic so conflicts can not be arise. HRM help to handle the
situation as professionally as possible and enhance productivity and profit .
M3. Different methods used in HRM practices
There are different methods of HRM practices such as training and development,
recruitment, selection, learning etc. When Waitrose make recruitment and selection for the
company, it do this process by many way such as internal and external. And after that process it
provide training and development for new hiring and present employees (Laudon and Laudon,
2016).
The evaluation of HRM practices can be done through following :
HR and the head of the employer can start an administrative function that grew out of the
study of the management for the organisation. The employees should ask for the feedback and
the head and employer talk to the employees for their problems. In Waitrose the employees
should invite HR to critical meeting so they can understand the problems and the equipment
required for future production.
TASK 3
P5. Importance of employee relations in respect to influencing HRM decision making
Employee relation is a process between two people, employee and employer. Through
this relationship resolving and identifying organisation issues which are occurs between
employer and employees. If in Waitrose this kind of issue raise then it can be solve by using
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some factors such as get to know team on an individual level, keep communication channels, by
listening arguments of employees and employer and encourage them (Manvi and Shyam, 2014).
Importance of employees relation
The importance of good, strong and healthy employees relationship, they follow some
points such as:
Productivity
Strong employment relation create good environment, it increase the employees
motivation and increased morale. Waitrose invested into employees relations programs and
experienced increase in the productivity of it.
Employee loyalty
Waitrose improves employees retention by cost of recruitment, hiring and training. If the
company make good rules and provide better workplace to the employees, then they are loyal for
it. Creating the productive and pleasant work environment the employees is loyal to its work and
work for enhance profit and productivity (Nabrzyski, Schopf and Weglarz, 2012).
Conflict reduction
If the environment of Waitrose is friendly and efficient the conflict within the
organisation is reduced. Cause of less conflicts the employee being able to concentration on the
tasks and they are more conscious for the work and productive.
In an organisation, employees relationship has been developed through workers in
context to represents their interests and rights to employers for make improvement in wages or
the working situations.
P6 Key elements of employment legislation
Employment legislation includes the laws regarding the protection of the employees.
Employment protection means both to the regulations regarding selection to the dismissal of the
employees. Following are the rights of the workforce within the workplace.
The Employment Rights Act: It gives a rights to the employees which has been
mentioned in the contracts, including:
 being entitled to an itemised pay statement
 National Minimum Wage should be entitled
 there should be an agreement in writing of the rules and regulations of work in an
organisation.
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 protection against termination by unfair means at work
The Sex Discrimination Act,1975
This act protects the employees against the discrimination related to caste,race or gender. For
example:
 In job advertisements
 in selection of the employees for the job
 in promotion of the employees
 while providing the employees career and development opportunities
The Equal Pay Act of 1970
This Act states the male and female both the employees should receive the same salaries
and wages for performing the same level of job or being in a same rank. The employees must be
given wages according to their potential and the work they do within the organisation. There
should not be biased opportunities related to male or female employees (Pierre, 2016).
The Race Relations Act,1976
This law state that the discrimination should not be done on the basis of race as it is
illegal same as the sex discrimination act. Every employee should be treated equally and not be
discriminated according to the colour they have. There must equal pay and opportunities for
career development for all the employees.
The National Minimum Wage Act,1998
According to this act the employee must be given a minimum wages for working within the
organisation. The minimum wage is increased each year in line with the rise in the cost of living.
The Working Time Directive,1999
Under this act the employee must work for 48 hours a week and should get a four week
holiday. The organisation could not force an employee to work beyond the working hours but if
the employee wants to work as per his willingness, can opt out of the Working Time requirement
and agree to work for longer hours within the organisation (Nicholas and Steyn, 2017).
M4.Employee relations management and employment legislation and their impact onHRM
decision-making
Employee legislation is a source of management on refers to law that help in govern the
employmee improves employees retention by cost of recruitment, hiring and training. When the
employees turnover is low it ensures that the employer has a trained and skilled of employees. nt
10

at workplace with the every person who works. It exists to regulate relationship among
businesses and also their staff member (Ross, 2017).
UK employment legislation and its impact on HRM decision making:
Anti-Disee improves employees retentione improves employees retention by cost of
recruitment, hiring and training. When the employees turnover is low it ensures that the
employer has a trained and skilled of employees. by cost of recruitment, hiring and training.
When the employees turnover is low it e improves employees retention by cost of recruitment,
hiring and training. When the employees turnover is low it ensures that the employer has a
trained and skilled of employees. ensures that the employer has a trained and skilled of
employees. improves employeee improves employees retention by cost of recruitment, hiring
and training. When the employees turnover is low it ensures that the employer has a trained and
skilled of employees. s retention by cost of recruitment, hiring and training. When the employees
turnover is low it ensures that the employer has a trained and skilled of employees. crimination
law, 1991
D3.Employee relations and of HRM practices that influence decision-making
Employees relation and HRM practices impact Waitrose in both way positively and
negatively. They improves employees relation by cost of recruitment, hiring and training. When
the employees turnover is low it ensures that the employer has a trained and skilled of
employees. HRM practices help in the growth of the organisation ( Schaufeli and Taris, 2014).
When the employees relation are not good in Waitrose it make impact the productivity of
the employees. HRM practices are effected than when the employer will jot provide training, not
make planning and the performance of the employees are not good then it affected the profit and
the productivity of Waitrose.
P7 Application of HRM practices
A portfolio for the post of Human Resource Executive at Sainsbury's is discussed below:
Job Specification
Job specification refers to the qualities, skills, qualifications and training which are there
in employees to do the roles, responsibilities and duties within the organisation. The organisation
has created a effective Job description to attract and encourage the suitable candidate for the
vacant job post (Shappell and et. al., 2017.). The job specification for he job role of Human
resource Executive is described below:
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Job Specification
Educational Qualification
 BBA or MBA degree from a recognised with specialization in Human Resource
Personal Attributes
 Strong communication skills
 Interpersonal skills
 Enthusaistic
 Basic knowledge of human resource management
 Leadership qualities
Experience
 Candidate must have minimum of three years of expereince in the HR executive
department.
Curriculum Vitae
Under this , I am preparing curriculum vitae for the post of HR Executive applied
by the candidate:
General information
Name: Racheal Anthony
Address: 167, Barnet, London
Contact:[phone]
Email id: [e-mail]
Qualification
Educational
Qualification
University Year Percentage
MBA in HR Oxford University 2015 87.00%
BBA Oxford University 2011 74.00%
12th London School of UK 2009 77.00%
10th London School of UK 2007 75.00%
Experience- I am working as HR executive in Marks and Spencer from last 4 years.
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Roles and Responsibilities-
 screening resumes
 conducting telephonic interviews
 coordinating with hiring managers.
Computer Skills-
 Ms-word
 Ms-office
 Ms-Excel
Personal Details
Date of birth- 25 may, 1989
Interest
 Reading books, novels
 Listening music
 Exploring new places
 cooking
 dancing
Job Advertisement
Job Opportunity for Assistant Marketing Manager
Qualification: MBA (Marketing)
Experience: Minimum 1 year at the post of marketing manager
Age limit: 25 to 35 years
Salary Package: Depending upon the skills, qualification and competencies
Other Benefits: As per policy of Sainsbury's
Last date of submission:
Send CV in person or mail at official mail Id.
Address: Sainsbury's Corporate Mall, London, United Kingdom. Phone: [phone]
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Interview Questions
 Tell me something about yourself
 What are your strengths and weaknesses
 where do you see yourself after 5 years from now
 What have you learned from your previous organisation
 Define recruitment and selection process
M5 Rationale for the application of HRM practices
The Human resource practices helps the organisation's in their managerial functions. For
instance, a personnel manager helps in the planning of the employees programs such as
anticipating vacancies,etc. After making plans for the objectives they create an organisation
structure to follow various operation. Moreover the directing function of managerial function
helps in effectively achievement of the company. It also help in the operative functions which are
employment and development (Ageron, Gunasekaran and Spalanzani, 2012). The human
resource manager helps the selection, includes the selection and recruitment of the suitable
candidates within the organisation. It involves recruitment, selection, placement,etc. of the
employee. The next step after selecting the suitable candidate the training and development of
the employees is done. The human resource manager helps to train and develop the employees so
that they can learn within the organisation and give effective results. Human resource
management also contribute in the advisory function and gives advices to the top management
regarding the formulation of the policies and procedures and advising them for maintaining a
strong and good human relation within the organisation. Personnel manager also gives advice to
the departmental heads for the issues regarding various departments such as job analysis and
design, recruitment and selection, performance appraisal, placement , etc. Thus, it can be
concluded the the practices of human resource management helps the different organisational
functions within the organisation and help to increase the productivity and profits for the firm.
CONCLUSION
From the above discussion, this can be concluded that HRM is crucial department for
every organization in order to manage whole organization. HRM is responsible for activities
from searching potential candidates till their pro-efficient workings. This research is based on
Waitrose which is a food supply company. In the report provide all the necessary strategies and
factors are mentioned which are useful and important for enhance the profit and productivity of
the organisation. From the very beginning, report focuses on HRM description, their roles, scope,
14

purpose and functions like recruitment and selection, performance management, career
management, etc. Later on this throws light on various sources of recruitment and selection and
their benefits for employees.
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