HRM Functions, Recruitment, and Employee Relations at Morrisons

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Morrisons, a major UK supermarket chain. The report begins by outlining the various functions and purposes of HRM, including resource utilization, ethical practices, legal compliance, and employee relations. It then delves into the strengths and weaknesses of different recruitment and selection approaches, contrasting internal and external sources. The report further examines the benefits of effective HRM practices, such as improved employee morale, customer satisfaction, and organizational flexibility, and how these practices contribute to increased profits and productivity. Additionally, it emphasizes the importance of employee relations in decision-making and discusses the impact of employment legislation on HRM. Finally, the report explores specific HRM practices in a work-related context, offering insights into how Morrisons can optimize its HRM strategies.

Human resource management

Table of Contents
INTRODUCTION................................................................................................................................3
TASK1 .................................................................................................................................................3
P1. Various functions and purpose of HRM....................................................................................3
P2. Strengths and Weaknesses of different approaches to recruitment and selection......................4
TASK2..................................................................................................................................................6
P3. Benefits of HRM practices........................................................................................................6
P4. Effectiveness of HRM practices in order to increase profits and productivity..........................7
TASK3 .................................................................................................................................................7
P5. Importance of employee relations that influence decision making...........................................7
P6. Basic elements of employment legislation and their impact on HRM decision making...........8
TASK4..................................................................................................................................................9
P7. HRM practices in work related context.....................................................................................9
CONCLUSION...................................................................................................................................11
REFRENCES.....................................................................................................................................12

INTRODUCTION
Human resource management plays an vital role in overall operations of business. Further, it
allow organisation to managing their people effectively. Further, HR manager has to perform their
function related to recruitment, selection and training development of employees so that all the
objectives can accomplished within the specified time period (Ball and et. al. ,2012). In dynamic
external environment changes are coming at very fast speed so in order to survive in that
environment modification has been made in internal organisation structure so they easily beat all the
challenges of rivalry. Under this assignment the company which is preferred i.e. Morrisons fourth
largest chain of supermarket in UK dealing in groceries sector and established 498 stores across
England. It discuss about the different purpose and functions of HRM, Strength and weaknesses
regarding the approach of recruitment and selection, Importance of employee relation and different
HRM practices that has used in order to enhance the productivity and profitability of business.
TASK1
P1. Various functions and purpose of HRM
Their are different function which must be performed by HR manager of organisation in
order to manage daily activities of business. Morrisons is big organisation who comprises of
different employees specialised in their respective field (Barney and et. al. ,2011). Therefore, it is
utmost responsibility of HR manager to maintain coordination and cooperation among them so they
easily perform their daily targets effectively. Various plans has been made by HR manager in order
to identifying all the needs and demand of their clients by the workforce so they easily achieve all
the goals of company.
Different purpose that related with Human resource management are discussed below:- Optimum utilisation of resources:- It is the utmost responsibility of HR manager to ensure
that resources available in organisation must be optimally utilised. Further must ensure that
employees used organisation asset for performing task instead of using it in unproductive
activities. Systematic conducting of every process will lead to reduction in cost. Maintaining ethical practices:- Another purpose of HR manager is to maintaining decorum
and ethical behaviour in organisation. All the employees must be professionally trained at
the time of communicating with target audiences so they easily sort out all the issues and
grievances related to product price and quality. Compliances of legal legislation:- Morrisons is largest supermarket where many
employees are working so there is need for management department to considered all the
legal laws and regulations enforced by UK government. Apart from it formulate such

policies and strategies which ensure the benefits of employees so they satisfy their needs and
wants. Employee relations:- If organisation have their long term objectives and goals then in such
circumstances they need to ensure that the relation between employer and employees must
be maintained because if conflicts and disputes arises in environment then they never agree
with the opinion of each other.
Functions of HRM
Their are different functions that must be performed by management in order to regulate all
the activities in efficient manner. All the functions are interrelated with each other so coordination
between them is important and description is stated below:- Planning:- It is the first function of management in which all the activities related to present
and upcoming project, marketing strategies and pricing methods are forecast in order to beat
all the policies of rivalry. It is essential part of business which is used in order to achieve all
the objectives of company. Organising:- This is the second step in which all the operations are organising in systematic
manner. Therefore at the time of starting any task and activities if HR manager organised
everything that clear all the doubts of employees I.e. to whom they have to report. Staffing:- It is the third function of management in which HR manager main duty is to
filling all the vacant job position in appropriate time period. Therefore they use different
source of recruitment I.e. internal and external so they get able and professional workforce
which facilitated effective management.
 Controlling:- Under this function actual performance can be compared with standard
performance in order to know all the deviation arises in organisation. Further they need to
take corrective steps to sort out all the difference which facilitates effective working style.
Therefore, Morrison must considered all the above points in order to running all the operation and
increase the brand image and goodwill of company.
P2. Strengths and Weaknesses of different approaches to recruitment and selection
Meaning of recruitment:- Recruitment is the core element of business in which candidates are
shortlisted from pool of applicants in order to filling the needs of vacant job profile. The main
objective is to select the suitable candidate from vacant job profile.
Selection:- The process of evaluating and interviewing the suitable candidates for specific job based
on certain criteria.
In every organisation both selection and recruitment process has been done in order to complete
overall processing of business. Different approaches has been used by HR manager in order to fill
vacant job profiles (Bulgurcu , Cavusoglu and Benbasat ,2010). Basically internal and external

method is used in every according to company mission and vision so optimum outcomes can be
obtained.
Internal source:- It is the most easiest method in which individual has been selected from internal
premises without the intervention of external people. Under this HR manager without using so
much techniques easily select person internally because they already familiar with their skills and
abilities. Although there are some strength and weaknesses of internal source of recruitment which
stated below:-
Advantages Disadvantages
 Employees are easily selected without
any efforts because of already known
skill and capability of internal workforce.
 No need of training and development
process because existing employees are
already familiar with the working culture
of organisation.
 Increase employees morale because of
easy promotion and increment in salary
structure also.
 Reduce cost because of not using
external medium like advertising and
social sites.
 Limited choice within that particular
organisation.
 Failed applicant become disappointed
because of rejection and partiality.
 Chance of nepotism and favouritism
arises in such type of recruitment.
 Time wasting process of selecting
employee inside the organisation whether
they are eligible for it or not.
 Lack of innovative and creative ideas
needed to formulate internal strategies.
External source:- This is common method used in every small and large sized organisation in
which candidate has been selected from external environment through publishing information at
official website of company. Apart from different medium like advertising in newspaper, social
media and internet sites and placement has been used to aware large number of population about
vacancy along with eligible criteria.
Strength and weaknesses of external source:-
Advantages Disadvantages
 Organisation get greater choices of
selection from available alternatives.
 Presence of fairness and equality is
always their in order to running the
procedure in good manner.
 Incurred higher cost in order to use
different external medium to
communicate information among
individuals.
 Chances of conflicts and disputes are

 New employees are easily adapt all the
changes coming in external environment
for better smoothness.
more because of different opinion and
thoughts of new and existing employees.
 Orientation process may consume lot of
time, efforts and money.
TASK2
P3. Benefits of HRM practices
Human resource management are comprises of different HRM practices which has been
running by managers of the company. The main practices that has been used by HR manager is to
select the right person at right place which can be executed by recruitment, selection and training of
employees (Campbell , Coff and Kryscynski ,2012). HR at the time of making policies related to
salary, rewards recognition and corporate culture must be maintained according to the suitability of
internal employees. Further Morrisons must used such practices in order to maintain standard
quality of goods and services in which they are dealing so that they easily satisfy all the demand and
wants of customers. Different benefits that can be derived from HRM practices are described
below:- Promote moral and ethical practices:- HR manager must develop such type of corporate
environment that ensure fair trade practices in regular operations of business. Further if
ethics and morale present in superior and then it also promote positivity among all
workforce that enhance brand image of company. Satisfying customer needs:- If HR manager adopt suitable HRM practices in their business
operation then it allow all the employees to use their skill and talent in order to improve the
quality of goods and services which leads to higher satisfaction to their regular clients in
proper manner. Increase motivation factor:- HR manager in order to improve the performance of
employees then in such case they need to insert some policies related to rewards recognition.
Under which those individual who perform best must be appreciated by benefits and
rewards which indirectly motivate them to use their fuller skill and talent in performing
daily targets of company.
 Flexibility in environment:- In dynamic external environment changes are coming with
rapid speed so in order to match with all the requirement of recent customer taste and
demand company require to adopt flexible approach through HRM practices which leads to
gain competitive advantage over competitors.

P4. Effectiveness of HRM practices in order to increase profits and productivity
Organisation can easily measure the effectiveness of HRM practices by comparing the
profits and productivity of last year with present scenario. If any improvement needed they can
easily evaluate through such comparison. Practices like motivation, training development and
performance management must be used in order to achieve all the objective of organisation (Coff
and Kryscynski ,2011). For this proper formulation of action plans has been made so that
effectiveness can be achieved in better manner. The factors and elements which benefited to the
employees of Morrisons are described below:-
Learning, training and development practices:- Company uses different HRM practices at the time
of providing training to all the new employees which help in developing all over skills and talent of
employees. Apart from it learning skill of employees are enhance by giving them professional
guidance by trainer through which they get the knowledge about the basic selling tactics at the time
of communicating with customers.
Talent management:- Under this HR manager must know about the capabilities and skill of
employees on the basis of which they easily understand all the hidden talent of candidate. Apart
from it provide them different benefits in monetary and non monetary way and induce them for
active participation so that they use their innovative ideas in performing different task.
Proper information system:- HR manager must utilised all the source through which they maintain
all data and information regarding working employee, financial position, inventory management
and standard used in quality maintenance that allow them to make further strategies, policies and
procedures in which innovative techniques and digital proceeding used by information department
which help them to grab future opportunity easily.
Logical thinking:- It is an systematic procedures carried out by HR manager whose main motive is
to generate creative and innovative ideas in order to complete all the work in different manner. This
will help in enhancing productivity and gaining competitive advantages over competitors.
TASK3
P5. Importance of employee relations that influence decision making
It is important for organisation to maintain good relation among employees in order to carry
out all the plans in effective manner. Therefore, it is utmost responsibility of manager for
maintaining all the relation of employees in effective manner which allow them to sort all the issues
and queries between superior and subordinate. Significance of employee relation are specified
below:-
 Maintaining good relation allow employees to work in efficient manner which ensure
achievement of objective in efficient manner.

 Healthy working environment create enthusiasm and positivity among employees which act
as motivational factor in doing all the operations in effective manner.
 Increase loyalty and trust among customers by providing them standard quality of goods and
services.
 In case of mutual objectives if are employees are coordinated with each other then they
easily interact with each other for exchanging thoughts and ideas that leads to rational
decision making (Cox , Arnold and Tomás , 2010).
 Organising systematic training development programmes in which employees are interact
with each other which improve their relation and lead to proper accomplishment of
objectives.
 Good employee relations help in creating pleasant atmosphere for workers which increase
their motivation and if employee is motivated then it also increase their productivity in
working atmosphere.
 Apart from it organisation spend amount on employee relation programmes may also
increase their experience in increasing productivity and profitability of business.
 Improving employee relations helpful in creating pleasant and creative atmosphere for their
staff members which encourage loyalty among them. Loyalty help in retaining employees
for longer period which reduce the cost of recruitment and labour turnover also.
 If good relation is maintain among workforce then corporate practices and compliance of
legal legislation is followed strictly which help in maintaining decorum and fair trade
practices in organisation.
 Changes coming in environment easily accepted by internal employees without showing
negative behaviour which help them in beating all the challenges of rivalry.
Therefore, it is vital for Morrisons to consider all the above points in order to maintain better
employee relation which enable them to keep ethical corporate morale in business environment.
P6. Basic elements of employment legislation and their impact on HRM decision making
Employee legislation:- It can be described as process in which different rules, regulations and legal
legislation has been enforced from the protection and benefits of working employees.
In UK different legal laws has been established by government for protecting employees from
unfair trade practices of employees which HR manager has to included in their policies and
strategies for smooth running of business (Farndale , Scullion and Sparrow ,2010). Morrisons is
largest supermarket engaged in grocery items comprises of different employees so HR manager has
to strictly followed all the rules which applicable in retail industry. Apart from it manage healthy
relation among them which facilitated effective communication among different divisions. Proper
compliances of each law can be possible by using various HRM practices.

Their are different laws that are mandatory to be executed in context of Morrisons which
stated below:- Minimum wages Act:- This act state that organisation must provide minimum wages to each
employee in order to satisfy their basic needs. If the company not follow this rule then any
individual has right to sue against organisation in order to get equal right. Anti discrimination Act:- This act state that no employee can be discriminated on the basis
of caste, creed, religion and gender inequality. If any employee is defame on the basis of
these factor then he or she has right to sue against company. Health and safety act, 1974:- According to this act their must be proper arrangement of
health and safety measures for the protection of employees. In various circumstances
employee indulged in such activity due to which possibility of accident is more so for giving
them proper treatment this law must be followed in every organisation. Age discrimination:- This act state that no employee can be hire from organisation when he
or she reached the age of 40 years. Therefore it is applicable in all organisation who consist
of more than 20 employees.
 Data Protection:- It is another act that ensure safety measurement required in order to
protect all the information of business properly. Further it help the HR manager to record all
the data about their daily targets and potential clients so they easily analyse the information
regarding customer needs and demand.
TASK4
P7. HRM practices in work related context
Different application has been used by organisation in which HRM practices plays vital role
in achieving all the objectives of organisation. Basically two different practices which are adopted
by Morrisons are described below:-
Job Specification:- It is an official document that discuss about all the task and duties
performed by individual in particular job profile (Fulton and et. al. ,2011). Further, it describe all
the challenges and operations which they need to handle in daily task of company. Apart from it
proper examination has been conducted in order to see the set of competencies and skill available in
that person.
JOB SPECIFICATION
Company Name:- Morrisons
Job title:- Assistant Marketing manager
Qualification:- MBA or PGDM in marketing
Essential Criteria:

 Must posses an ability to handle all complex situations
 Effective communication at the transferring any information related to business decision-
making.
 Maintaining Coordination and cooperation regarding different function of management.
Desirable Criteria:-
 4 years or more experiences
 Knowledge about all the marketing skills and abilities
 Good personality and physique at the time of interacting with customers
Job Description:- It is an document that gives the detail about the general task, responsibilities in
respect of particular position. Further it specify all the function that is to whom the position reports,
specifications I.e. qualifications and skills required by person in respect of job and salary.
JOB DESCRIPTION
Organisation:- Morrisons
Department:- Marketing division
Job title:- Assistant marketing manager
Location of Job:- England
Job summary
Recently company is looking for marketing manager having an experience of at least 4 years and
deep knowledge regarding all the marketing tools and mechanism.
Roles and Responsibilities:-
 Compliances of rules and regulations
 Effective communication skill and ability
 Scanning all the marketing trends and demands
Apart from it, company require to take the personal information of person which they get from
resume or CV in which personal detail of individual is define whose format is given below:-
CURRICULUM VITAE
Curriculum Vitae
Name:- Ben Affleck
Address:- 25, Mall Central park opposite landmark colony, England
Phone No:- 6578453215

Profile Summary:-
Require an MBA professional specialised in MBA must having an experiences of 4 years or more
in order to become part of organisation. Good communicator with proper knowledge of marketing
theories and principles.
Specialisation:
 Easily handle all the doubts and issues of visiting customer in relation to product and
services.
 Knowledge about all promotional tools and techniques
 Team work and harmony
CONCLUSION
It has been concluded from above project that HRM is essential factor in conducting
working of organisation. Further, it help in recruiting, selecting and training development of all the
new employees. The main objective is to select the best candidate for vacant job positions which
fulfil l all the requirement of that seat. Morrison is largest supermarket who need to maintain
coordination and cooperation among workforce by using different HRM practices.

REFRENCES
Books and Journals
Ball, D. and et. al. ,2012. International business. McGraw-Hill Higher Education.
Barney, J. B. and et. al. ,2011. The future of resource-based theory: revitalization or decline?.
Journal of management. 37(5). pp.1299-1315.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review, 37(3), pp.376-395.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Cox, M., Arnold, G. and Tomás, S. V., 2010. A review of design principles for community-based
natural resource management.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Fulton, E .A. and et. al. ,2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and fisheries. 12(1). pp.2-17.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Kakuma, R. and et. al. ,2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kompaso, S .M. and Sridevi, M. S., 2010. Employee engagement: The key to improving
performance. International journal of business and management. 5(12). p.89.
Shore, L. M. and et. al. ,2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp.1262-1289.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2). pp.122-
133.
Wang, S. and Noe, R .A., 2010. Knowledge sharing: A review and directions for future research.
Human resource management review. 20(2). pp.115-131.
Online:-
Functions of HRM. 2018. [Online]. Available through: <https://www.keka.com/5-major-functions-
human-resource-management/>.