Human Resource Management Report: Analysis of Morrisons HRM Strategies

This report delves into the realm of Human Resource Management (HRM), focusing on the application of HRM principles within the context of Morrisons, a prominent UK supermarket chain. The report begins with an introduction to HRM, emphasizing its role in maximizing employee performance to achieve organizational goals. It examines the purpose and functions of HRM, including workforce planning, recruitment, selection, training and development, and motivation. The report then assesses various recruitment and selection approaches, such as internal and external recruitment, job analysis, and competency-based methods, along with their strengths and weaknesses. It further explores the benefits of different HRM practices like training, motivation, and compensation. The report also evaluates the effectiveness of HRM practices like performance appraisal in improving employee morale and organizational profitability. Finally, the report discusses the importance of employee relations in HRM decision-making and the application of employment legislations within the firm. The report concludes by highlighting the practical application of HRM practices in a work-related context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM ..............................................................................................1
P2 Strength and weakness of recruitment and selection approaches ........................................3
TASK 2 ...........................................................................................................................................5
P3 Benefits of different HRM practices......................................................................................5
P4 Effectiveness of HRM practices ..........................................................................................6
TASK 3............................................................................................................................................6
P5 Importance of employee relation in aspect of HRM decision making .................................6
P6 Elements of employment legislations ...................................................................................8
TASK 4............................................................................................................................................9
P7 Application of human resource management practices in work related context ..................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the process of managing and maximising employee
performance in order to meet organisational strategic gaol or objective in an efficacious and
expeditious manner within stipulated period of time. In an establishment, HRM has wide range
of scope as it dealt with training and development, compensation, recruitment and selection,
performance appraisal, job analysis and many more for attaining desired goal in a better way.
Moreover, there are several policies and laws which regulates or monitors the function of HRM
within company and enable them to build better human relations and can acquire best positioning
within competing industry (Analoui, ed., 2018). In regard of this report, Morrisons company has
been considered which is well known and branded supermarket firm within UK industry as it is
commenced in the year of 1899. It offers wide range of products like food and drinks, clothing,
books, magazines and serve their operations in worldwide level. In this study, it involves aim and
function of HRM, various recruitment and selection methods, influence of employee relation
over company. Moreover, application of suitable employment legislations and implication of
HRM practices within firm.
TASK 1
P1 Purpose and function of HRM
In an organisation, human resource management is regraded as most valuable and unique
assets which is mainly concern with identify every personnel skill or ability and takes initiative
to enhance the same in order to generate impressive working environment in a better manner. In
other terms, HRM is a function or strategic approach which is concerned with effective
management of workforce for gaining competitive advantage and obtaining profit maximisation
in a better way. Workforce planning is a continual process in which it takes an initiative in
analysing, forecasting, planning manpower supply, assessing gaps in order to achieve
organisational goal or objective within prescribed time limit in an improved manner. Along with
this, superior determine best or productive talents for company and placed them in a proper
position that empower them to give their best contribution for an attainment of increased level of
productivity. The major resources of a company are physical, financial, human and informational
resources who come together for an achievement of Morrisons pre determined objective in an
prompt way. The concept of human resource management has two distinct forms i.e. soft and
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hard in which soft models main focussing over individuals treat them as most important resource
in gaining competitive advantage in a better way and its focal point is on training, commitment,
participation, motivation and etc. In the contrary, hard model emphasise over employees
performance and contribution for achieving organisational goal in an improved manner. At the
same time, workforce planning is also essential as it concern with evaluating and analysing the
current or upcoming manpower needs and based on that adopting most cost effective methods to
recruit and retain highly skilled individuals for improving company's overall performance. By
considering all these factors there are some purposes and function of Morrisons HRM which is
explained below:
Purpose
Right people: In this, company analyse the skill of each personnel and matches the same
with vacant job profile at the stage of recruitment in order to evaluate whether the candidate is
suitable or not. For example, Morrisons managers makes an initiative in identify manpower
potentiality and take corrective course of action for obtaining better working culture.
Right time: Under this, organisation identifies the availability of personnel within their
operation and acquires suitable ways of hiring candidates so that they can reach wide range of
population in a better way in an appropriate time. For example, If Morrisons HR selects best
manpower for their business function and places them in a correct time then it benefits company
by increasing their productivity ratio (Brewster and Hegewisch, 2017).
Right competencies: This phase is concerned with during the stage of recruitment
superior determines the specific personnel's qualification and knowledge level and based on that
makes best decisions by selecting or rejecting them. For example, If Morrison's HR manager
takes an effort to examine received applicant's potentiality regarding marketing trends or
demands and on the basis of that takes a corrective action for attaining high level of proficiency
in a better way.
Right place: This element is considered as most crucial role for HR manager because
small mistake leads to drastic problems within business premises i.e. conflicts and disputes
among team members. In regard of Morrisons, its HR makes an attempt to analyse the capability
of personnel and according to that place them in a suitable position which empower them to put
their full contribution for an attainment of business objective in an amended manner.
Function
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Recruitment: This element is concerned with evaluating the personnel requirements,
acquiring methods to attract large number of population towards the company, hiring and
integrating new employees for filling the vacant job position in a better mode.
Selection: This element is relates with screening and short-listing a candidates from a
large pool and matches organisational requirements with their potentiality or skills so that HR
can make a decision of hiring a right individuals in a correct position.
Training and development: This function is regarded as most essential function of
establishment as it link with improvement of individual's skill or capability by providing various
platforms like seminars, workshops, conferences and so on, Due to which employees can put
their bests attempt to enhance the productivity of company in a better way.
Motivation: This aspect is relates with encouraging employees by providing monetary or
non- monetary benefits to retain employees within business operation in order to gain
competitive advantage. It includes incentive, bonus, fringe benefits, participating in business
activities, providing enormous growth opportunities which improves overall performance of
company in an amended manner.
Therefore, the above explained purpose and function of HRM enable Morrisons to
acquire best positioning within competing industry in an impressive style in a stipulated period
of time (Brewster, 2017).
P2 Strength and weakness of recruitment and selection approaches
In a company, recruitment and selection are considered as an important operations in
HRM as it directly relate with an attainment of productivity and proficiency in a better manner.
IN context of recruitment, it is a procedure of searching out the potential applicants and inspiring
them to apply for the vacant job position in a better manner. On the other hand, selection is the
process of hiring manpower among the large pool of shortlisted candidates and placing them in a
right position in order to acquire sustainable profitability.
There are some methods of recruitment which Morrison can imply within their functional areas
are as follows:
Internal and external recruitment: Under internal recruitment, it is concern with those
process in which company seeks for more employees to fill the vacant positions from within the
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firm whereas external recruitment refers to fill the position by acquiring applicants from outside
the company through various sources like advertisement, job fare, campus recruitment.
Job analysis: It is refer as a in depth examination and analysis of particular job which
contain employment content and human requirements for job on the basis of that Morrisons
determine placement of position in an efficacious way (John and Taylor, 2016).
Job specification: It encompasses those information which is related to employee
characteristics and qualification required for specific job profile as well as detail explanation of
duties or responsibilities comprising of particular job function.
Selection method
Preliminary screening: Under this, Morrison recruiter starts screening its received
applicants and selects the best. Moreover, screening interview means brief question and answer
session which take place in an informal manner.
Interview: It is considered as formal and in depth conversation between applicants and
interviewer. It contains various form like telephonic, face to face, stress interview and so on for
strengthening the overall performance of company in an improved way (Brewster, Mayrhofer
and Farndale, eds., 2018).
Strength and weakness of approaches
Competency approach
Under this component, HRM is wholly centred over skills or capabilities of an individual
rather than technical knowledge in order filling up the vacant job profile in a trenchant mode.
Moreover, it believes that more than any other thing behaviour of employee is most important for
company in acquiring profitability.
Advantages
 Organisation can acquire highly skilled and behavioural manpower on which organisation
an improve their overall performance.
Disadvantages This approach is mainly focussing over objectives for learning which impact business
decision making process.
Contingency approach
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It is also refer as situational approach as it signifies that each manpower should be
flexible and adaptable to every kind of situations for acquiring better working culture within
company.
Strength
 It help every individuals to get adaptable to any kind of complex situation which
strengthens their capability.
Weakness
 It is difficult to apply the same approach in practical condition.
Therefore, Morrisons can implies suitable recruitment and selection method in order to
gain sustainable profitability ratio in an amended manner (Huemann, Keegan and Turner, 2018).
TASK 2
P3 Benefits of different HRM practices
HRM practices is a combination of several system, policies, rules, regulations and
legislations which enable an organisation to accomplish pre determined goal or objective in an
effective way within prescribed time period. Some of the HRM practices like giving training and
development, motivation, compensation and many more help Morrisons to enhance their
proficiency ratio which are are as follows:
Benefits Employer Employee
Productivity HRM practices help Morrisons
managers to provide enormous
opportunity to its subordinates
which leads them to attain
higher level of productivity in
a better way.
Under this, HRM practices
assist each personnel to put
their best contribution towards
an achievement of Morrisons
goal in an improved way that
enhance firm's productivity
level.
Profitability Under this, HRM practices
empower Morrison's superior
to analyse current or upcoming
market condition and enable
In this, Morrisons personnel
can be flexible in nature and
can acquire novel ideas or
latest technologies which aid
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them to take corrective course
of action for gain competitive
advantage and high
proficiency ratio.
them to contribute best effort
for an attainment of increased
profit margin rate.
Training and development In this, HRM practices assist
Morrisons manager to provide
enormous opportunities which
lead them to gain high level of
satisfaction and motivation in
an improved way.
Furthermore, manager render
proper training and
development session that
enrich each personnel
capabilities in an trenchant
mode.
Under this, Morrisons
subordinates can make use of
available platforms in order to
gain competitive advantage in
an amended manner which
create better working culture.
P4 Effectiveness of HRM practices
In an establishment, HRM practices plays a significant role as it lead them to accomplish
their business objective in an improved way. Some of its effectiveness over Morrisons are as
follows:
Performance appraisal: In this determinate, it enable Morrisons to evaluate its
manpower performance and recognise their effort in an ethical manner. Due to which it help
them to impose best decision which improves employees morale and empower them to survive
within organisation for longer period of time. Some of its ways are rendering certificates, extra
benefits, bonus, prizes, promotion and many more. It enhance Morrison profit margin ratio and
improves its overall performance (Chelladurai and Kerwin, 2018).
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Training: Under this, it assist Morrisons superior to provide relaxant training and
development programs which help each personnel to enrich their skills or capabilities in order to
expand the market share or size in an innovative and creative style.
Reward system: It is a process within an organisation in which superior motivates,
reinforces its personnel in the form of providing fair reward or benefits that encourage manpower
to sustain in Morrison for longer time which reduce company's employee turnover ratio.
Recruitment: In this HRM practices, it assist Morrisons firm to identify each individual
potentiality or skill and based on that putting them in right place which improves organisation
overall performance in an impressive style without any hindrances.
Evaluation: This phase empower Morrison's superior to determine its manpower
contribution towards an achievement of business objective and according to that they takes
corrective course of action by giving attractive reward system or incentive that strengthen
establishment's profit margin.
TASK 3
P5 Importance of employee relation in aspect of HRM decision making
To survive within competitive marketplace for longer duration, an establishment must
contain coordinate and collaborative workforce who can give their best effort towards an
achievement of organisational goal. This can be possible when HR values the employee relation
and engagement within business functions in a better manner. Employee relation is nothing but
maintaining or building the relationship between superior and subordinate for an attainment of
increased level of productivity. However, there are some strategies for improving employee
relation in Morrisons functional areas which are given below:
Promote effective communication: This component is regarded as key aspect to improve
employee relation within Morrisons functional areas. However, Morrisons superior provides a
way for its subordinates to express their ideas, grievances and to resolve conflict which help
them to reduce the friction between employees and create positive relationship among
employees. Furthermore, good communication assist Morrisons to avoid confusions and
unnecessary stress which lead them to understand business goals in an effective way (Helfat,
2017).
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Provide fair reward: Each individuals has their own way of acquiring motivation towards
accomplishment of company's objective. Thus, it sis responsibility of Morrison HR to render best
reward system which motivates them to sustain within business premises and can gain increased
level of satisfaction in an improved manner.
Thus, these tactics help Morrisons to attain high level of proficiency in a better manner.
However, there are some stages which Morrisons human resource department follows for
implementing decisions is explained beneath:
Identify goal: In this stage, Morrison HR takes an initiative to recognise the problems or
opportunity so that they can build a better working environment for employees within
organisation (Collings, Wood and Szamosi, 2018).
Gather information: Once identifies the issue, the nest step is to collect the information
so that Morrison manager can make a decisions based on facts and data. IN this, employer must
ensure whether the collected information is relevant or accurate in order to improve the
subordinate morale in a better way.
Evaluate the alternatives: After gathering the data, Morrison's superior makes an attempt
to determine various alternative solutions for strengthening relationship with manpower. This
will enable Morrison's employer to select best decisions which bring high level of satisfaction
among manpower in an amended way.
Implementation of decisions: Finally, Morrison's HR invites grieve parties and give
privilege to share their ideas and based on that manager applies the effective decisions which
will benefit both groups i.e. employees and employers by generating better working culture
within workplace.
P6 Elements of employment legislations
Every organisations contains its own policies or procedures which provide them proper
guidance and direction for achieving business objective in an effective and efficient manner.
Along with this, it help them to reduce disputes or misunderstanding among business function
and lead them to attain increased level of profitability in a better way. Some of the employment
legislation which Morrisons implies within their functional areas are as follows:
Sex Discrimination, 1975: This legislation is concern with preventing men and women
from getting discriminated on the ground of martial or sex status. Moreover, it states within an
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establishment all employees must get treat on equal basis in terms of training, education,
development opportunity, rewards, provisional of goods and service, disposal of premises in
order to build positive relationship among manpower (Debroux, 2017). For example, if
Morrisons implies the same into its business function then it help its HR to impose best strategic
decisions to gain proper coordination and collaboration among team members and each
personnel empower themselves to put their best effort for an attainment of per determined goal in
an improved way. Moreover, Morrisons will be enable to acquire positive perceptions within
industry and it enhance their brand value in an impressive manner.
Employment Relation Act: This act is concern with assorted statutes or acts that sets out
the legal entitlement employees have to certain conduct, benefit and rights for their employer to
their employment. Moreover, it involves various rights of work for personnel within the
workplace such as maternity leave, trade union recognition, annual leave with pay, unfair
dismissal of strikers and etc. which motivates employees to retain within organisation for longer
duration. For example, if Morrisons applies the same into their business function, its benefit its
HR to take right decision towards the employees and also influence them to make better
relationship among team members that leads them to attain sustainable profitability ratio (Guest,
2017).
Equal Pay: Under this legislation, it complies with recognising each individuals effort
and providing fair reward or compensation for obtaining profit maximisation in an improved
way. Due to this, it help them to acquire high level of motivation or satisfaction from manpower
that enrich firm's proficiency ratio. For example, If Morrisons adopts this act, then it enable its
HR to make relevant decisions or actions in terms of identifying everyone contribution and based
on that rendering reward or benefits which lead them to improve their overall performance in an
impressive style.
Disability discrimination: This act signifies that every employees which includes
disabled person within organisation must be protected from all kind of discrimination or
inequality so that they can accomplish daily business task without any obstacle. For example, if
Morrison implies this act within its business operation then it help them to give equal position for
physical or mental impairment individuals that benefit firm by enriching its brand value.
Employment tribunal: In this legislation, it states that an establishment contains a
specific group which is termed as statutory jurisdiction where unions makes an effort to hear
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employees conflict or issues and provide fair solution in order to generate healthy working
culture.
Minimum wage: It describes that every personnel must be evaluated on the basis of their
performance and effort, that can be in aspect of working hours for obtaining profit maximisation
by making use of available resources in a better manner. In case of Morrison, this act help its
managers to ascertain employees attempt or work as well as can calculate in a fair manner.
Moreover, it assist them to provide equal pay which benefit firm in acquiring increased level of
employee satisfaction and motivation.
Data protection: This legislation is designed to control how personal or customer
information can be utilised by company in a ethical manner which means it must be protected or
safe by organisation that build employee morale in an amended way.
Therefore, these employment legislations help Morrisons's HR to build a healthy
relationship with manpower and can easily obtain their desired goal in a prescribed time period
without any hindrances.
TASK 4
P7 Application of human resource management practices in work related context
Recruitment and selection practices: This procedure varies from organisation to
organisation as it mainly focus on putting right personnel in correct position for an
accomplishment of business goal or objective in a better manner. In an establishment, there are
two categories of labour i.e. white collar and blue collar. In aspect of white collar, they mainly
work or employs behind the desk in service industry on the other hand blue collar labour are
those who employ in physical exertion or physical work. However, both the categories of worker
require high level of motivation which lead or influence them to put their best portion for an
attainment of company's productivity. IN Morrisons, they acquire different strategies for each
positions in order to gain competitive advantage.
For example: If ABC company wants to recruit individuals for filling the vacant job position it
require highly skill or potentiality for improving overall performance of firm in an amended way.
However, it demands suitable qualification with efficacious communication which leads them to
acquire best positioning within competing industry (DeCenzo, Robbins and Verhulst,2016).
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For white collar employer designed their reward system which includes appraisal, bonus,
recognition of effort which help them to competent within marketplace. On the other blue collar,
reward system is cash amount, extra leave which encourage them to put their best effort an
accomplishment of organisational objective in an efficient manner.
CONCLUSION
It has been conclude from the above explained report that human resource management is
a regraded as an integral element which enable managers to recruit, select, train, motivate,
develop and optimal utilisation of available human capital in order to attain increased level of
productivity in a better ratio. Moreover, maintaining transparent and trenchant employee relation
help organisation to enhance their proficiency and productivity rate in a amended way. Along
with this, different employment legislation provide proper direction and guidance to managers in
order to keep brand image among existing marketplace. Therefore, rendering better working
environment assist each personnel to put their best contribution towards achieving organisational
goal or objective in an effective manner.
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REFERENCES
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Waterhouse Cranfield survey. Taylor & Francis.
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human resource management. Edward Elgar Publishing.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
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approach. In Human Resource Management (pp. 1-23). Routledge.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
DeCenzo, D. A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Helfat, C. E., 2017. Stylized facts regarding the evolution of organizational resources and
capabilities. The SMS Blackwell handbook of organizational capabilities, pp.1-11.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human resource management in the
project-oriented organization. Project Management Institute.
John, R. and Taylor, B., 2016. Human resource management.
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