HRM Practices and Employee Relations: A Morrison's Perspective Report

This report provides a detailed analysis of human resource management (HRM) practices within Morrison's, a major supermarket chain. The report begins by defining HRM and its functions, emphasizing workforce planning, recruitment, and performance management. It then evaluates the strengths and weaknesses of different recruitment approaches (internal and external) and analyzes how HRM functions contribute to skill and talent development. The report further examines HRM practices, such as performance management, rewards, training, and job design, in the context of increasing profits and productivity. It also highlights the significance of employee relations and their influence on HRM decision-making, including the impact of employment legislation. The analysis extends to the application of HRM practices in a specific work context, focusing on their influence on decision-making processes within Morrison's. The report underscores the importance of employee relations in fostering a positive work environment and its impact on overall organizational performance. The report concludes with a summary of the key findings and their implications for HRM in the retail sector.

HUMAN RESOURCE
MANAGEMENT
1

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Functions and purpose of HRM, applicable to resourcing and workforce planning in Morrison
................................................................................................................................................3
Strengths & weaknesses of different approaches to selection and recruitment......................4
Internal and external recruitment & selection approaches are quite beneficial for employer,
because it help them select the best and most experience applicants who can work for
company with loyalty and trust. These are also beneficial for employee because it give them
power to accomplish task give in a team with such a talented people who can recruit by
human resource manager........................................................................................................6
Critical evaluation based on how HRM functions can provide skills & talent......................6
Critical analysis based on human resource management practice and application within
Morrison’s in term of increasing profits & productivity........................................................6
Importance of employee relation in respect to influence decision making of human resource
management............................................................................................................................8
Elements of employment legislation and its impact upon decision making of HRM............8
Critical analysis based on application of HRM practices and employee relations that influence
and inform decision making in regard to chosen firm............................................................9
PART 2..........................................................................................................................................10
Application of HRM practices in specific work context and its influence on decision making
in regard to Morrison’s.........................................................................................................10
Rationale for application of human resource practices........................................................10
Illustration rely on application of HRM practices................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
2

INTRODUCTION
Human resource management can be defined as governance of a company’s workers and
their performance at workplace. This procedure can manage entire workforce in effective and
systematic manner, which is quite beneficial for companies in recent time. The current study will
be based on Morrison’s, which falls under list of well known supermarket chains in the world.
This assignment will be divided into two parts. Part one will define function and purpose of
human resource management applicable in context of workforce planning & resourcing in
company. It will describe ways through which a function of HRM will cater talent as well as
skills to fulfil objectives of business. Furthermore, this section will also justify strengths and
weakness of varied approaches to selection and recruitment in organizational context.
It will describe significance of employee relations that influence decision making
procedure and also clarify important components of employment legislation and its affect upon
Human resource judgement taken. Moreover, Part two will explain stages of selection &
recruitment procedure, purpose of specific job position and define job as well as persona
specification.
PART 1
Functions and purpose of HRM, applicable to resourcing and workforce planning in Morrison
Human resource management is the key element of organizations success and growth; it
is an effective practice of managing work and act of employees, which is actually very essential
to do (Smith, Rohr and Panton, 2018).
There are different forms of HRM theories accessible in the world of business that human
resource manager of Morrison can use. For example Best fit approach is considered as
contingency method that is base on a company which pick the best HR practices and policies in
context of organizational benefits. While best practice approach state that some set of human
resources activities exist which world wide support organizations in achieving objectives and
gaining competitive edge.
All the practices and actions can conduct by HRM for specific purpose and that is to
increase performance and productivity of chosen brand by recruiting and selecting skilled
applicants who can perform at workplace excellently.
Functions-
Workforce planning-
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It is one of the most significant and useful function of human resource department of
Morrison, because it allow company to gain further benefits and grab accessible opportunities by
using abilities and skilled of workers who can recruit by HR manager after making effective plan
(Pooya, Pakdaman and Ebrahimpour, 2020). They determine further needs of company like what
type of people does firm need and how many. After conducting this act they develop plan to hire
new workforce.
Selection and recruitment-
This function of human resource management includes attracting skilled candidates to
work for Morrison and selecting the best one (Abbasi and et.al., 2020). It can be considered as
way that has been discussed in best practice approach of HRM.
Performance management-
It is another important function of above department within Morrison which make
management enable to assure that each employee is productive and fully engaged with his or her
work, role and accountabilities. By setting clear goals and vision, human resource manager
manage the performance of staff members.
Strengths & weaknesses of different approaches to selection and recruitment
Internal recruitment approach-
Job promotion and transfers are considered as internal procedure that Morrison HRM can
use to recruit people among list of existing one.
External recruitment method-
It could be done by taking interview, referrals, job marketing and hiring through social
media sites, where person who needs job are active.
Internal selection technique-
Aptitude test and preliminary screening are included in this category of selection that can
be used by human resource management.
External selection technique-
Cognitive ability and personality tests are examples of this process that can help human
resource manager when they use it to build strong workforce within Morrison.
Basis Strengths Weaknesses
Recruitment approaches  The biggest strength of
internal recruitment
 An internal recruiting
approach have some
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approach is that it
saves time to hire
people from outside
(Basak and Khanna,
2017).
 External recruitment
method can provide
benefit to firm in term
of hiring better ability
of applicants.
disadvantages for
example, it limits
options in context of
hiring people.
 It is time consuming
activity for human
resource manager,
which impact on his or
her further practices in
negative manner.
Selection methods  Internal selection
approaches bring
several benefits to
Morrison in term of
saving money by
selecting applicant
among existing
workers.
 External selection
method provides wide
ranges of options to
HRM in context of
select people. It has
power to attract new
skills and talent
towards company.
 External selection
approaches carry high
risk for example it
attract those people
who are not worthy of
open vacancy.
 Internal selection
method is risky as it
creates issues and
conflict among
existing workers that
leads to decrease
productivity and
performance level.
Furthermore, it limits
organization pool of
candidates, which
could not allow firm to
grab further
opportunities.
5

Internal and external recruitment & selection approaches are quite beneficial for
employer, because it help them select the best and most experience applicants who can work for
company with loyalty and trust. These are also beneficial for employee because it give them
power to accomplish task give in a team with such a talented people who can recruit by human
resource manager (Weske and et.al., 2019).
Furthermore, these approaches are disadvantage for employer and employee as well
because when HRM hire and select wrong applicant it can directly impact other performance
level and productivity in negative manner as it lead to decrease efficiency of existing people.
Critical evaluation based on how HRM functions can provide skills & talent
From above discussion, it has been critically evaluated that workforce planning,
recruitment & selection and performance management are three different types of human
resource management functions which effectively and successfully provide skills and talent in
term of recruiting skilled and talent people who are able to fulfil set objectives of Morrison
business (Keller and Meaney, 2017). For instance, with external recruitment approaches HR
manager can recruit those applicants who have appropriate skills and knowledge which he or she
could appropriately utilized in order to achieve venture aims and vision in effective manner.
Furthermore, it brings a lot of challenges for HRM in form of selecting right person among list of
many for specific job role at workplace.
Critical analysis based on human resource management practice and application within
Morrison’s in term of increasing profits & productivity
Performance management-
It is the most important and beneficial practices of HR manager within Morrison’s in
term of increasing productivity and profitability level by managing performance and activities of
staff through monitoring and training as strategic approaches (Sardi and et.al., 2020).
Rewards and compensation-
Human resource management can conduct this practices at workplace of Morrison’s
because it help to boost morale and productivity level of people even better and motivate them to
perform excellently which in return increase performance and then profits margin of firm (Saeed
and et.al., 2019). According to this practice HRM can give reward to each applicant based on his
or her performance and hard work.
Training and development-
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It is another essential practice of HRM that increase ability and skills of employees more
than last few months or years. This act allows human resource manager to train people for
gaining further opportunities.
Job and working design-
This practice means planning and developing strategies to hire new workers at work floor
of Morrison’s. HRM by conducting workplace analysis can identify job or vacancy requirement
which make them able to design specific job and working structure (Morgeson, Brannick and
Levine, 2019).
Flexibility-
It is a key element of Atkinson model that help company and human resource
management to retain skilled applicants for longer period of time by making changes and further
adjustment according to needs and requirement at some points.
As discussed above, all four practices of HRM are beneficial for Morrison’s in term of
increasing its profitability by hiring workers who are productive; maximize productivity by using
skills and abilities of new as well as existing workers that can boost up by training sessions.
Furthermore, employee gets benefits of human resource practices in form of building strong
workforce or teams of employees who are hard working and intelligent.
From above analysis, it has been determined that HRM practices are quite effective and
its effectiveness is very beneficial for Morrison in term of enhance productivity and profits
margin. For instance, training & development boost abilities of workers and make them capable
to perform without making any kind of mistakes which in return increase productive nature of
firm and then profits margin as well. But it consumes more time in order to develop appropriate
plan regarding training.
Job design is also included in list of HRM practices, which performs efficiently in
Morrison by analysing further needs in context of workforce, on the other hand it require more
people to help in examining overall things which is not possible in short term period.
These practices are beneficial for employer in term of increasing operational efficiency
and employee as well in form of strengthen team ability to complete give task on time and
provide desire outcomes.
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Importance of employee relation in respect to influence decision making of human resource
management
Employee relation can be defined as efforts and attempts conduct by a company to
develop and maintain positive and healthy relationship with its workers either new or existing.
Effective and positive employee relation is really very essential for Morrison because it
help management to boost productivity of employees and increase their performance level even
better. Furthermore, this key element is also beneficial and essential for employee in term of
working at workplace without facing any issues or challenge to communicate with top authority.
Positive employee relations within company can boost morale and motivation of employees
which is quite significant in form of building strong bond between seniors and applicants. It is
important because it help to reduce risk in context of workforce conflicts and raise overall
performance & productivity (Babeľová and et.al., 2020).
It can be analysed that effective relations between employee and employer directly
influence decision making procedure of human resource management as it increase their
efficiency and effectiveness to think towards making this bond more stronger and even better
than current period.
Furthermore, when employee relations at workplace is not positive it could put negative
impact on decision making of HRM as it drive them towards using and developing effective
approaches which create productive environment and spread positivity around all over within
Morrison. Moreover, human resource manager can implement policies and conduct practices that
cover under trade unions for example, to build positive employee relation they could provide fair
wages and encourage each applicant to participate in decision making act (Boella and Goss-
Turner, 2019).
Elements of employment legislation and its impact upon decision making of HRM
Employee legislation covers rights and authority of employees and regulated their
relation with his or her employers. Equality & health and safety terms cover under above concept
that directly influences decision making of human resource management in positive manner
(Najeeb and Barrett, 2019). For example, employee legislation drive HR manager to conduct
effective practices in term of developing wage plan in ethical manner without making any
differences between male or female applicants. It also influence judgement act for maintain and
developing good employee relation, for instance, employee legislations such as employment
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rights act, equal pay act 2010 and workplace discrimination act impact decision making of
human resource department in term of creating and then implementing employment policies like
pay fair wage to all workers (Andalib and Darun, 2018). These elements always put positive
impact upon above procedure which in return bring a lot of benefits for Morrison as it can lead to
boost motivation level of staff members and drive attention of HRM to increase productivity of
worker by providing compensation according to working abilities and hard work of employees at
workplace.
Ethical as well as social accountabilities play significant role in maintaining employee
relations management in term of conducting effective communication practices that build trust
between existing and new applicants and top authority.
By solving employee’s issues, making plan for maintaining performance of each workers
and increasing productivity level, Morrison can best practice by using code of grievances,
discipline and redundancy.
Critical analysis based on application of HRM practices and employee relations that influence
and inform decision making in regard to chosen firm
Performance management is a human resource management practice that has been
discussed above in context of Morrison. It has been critically analysed that this act influence
decision making in chosen brand positively in term of driving focus of HR manager towards
using varied approaches like established clear aims which drive each worker toward it and allow
them to work accordingly that can increase productivity and profitability after achieving. It is
beneficial for employer and employee as well in term of achieving set goal in effective manner
and Permit Company to gain competitive edge by managing performance of employees.
On the other hand, performance management practice impact decision making in negative
manner, because few worker could not be able to quickly understand aims and how to achieve it
by conducting what practices.
Training and development is one of the most common practices of HRM that benefits
Morrison’s employee by increasing his or her skills, abilities and knowledge. Furthermore, it also
benefit employer in term of obtaining skilled workers who are capable and knowledgeable as
well as carry high confidence level which enable each of them work productively. While it
influence negatively on HRM decision making within chosen brand because training and
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development session arrangement requires a lot of time and money as well because it needs
appropriate tools, systems and approaches to train people.
It has been critically analysed that employee relations along with above practices also
inform & influence decision making in context of Morrison in negative manner when, HRM do
not conduct fair activities and treat workers unfairly. Moreover, it impact positively when human
resource management attempt to solve applicant problems and give response to each grievance
that is actually very essential to do. It has been identified that positive relation between worker
and employee has leads to excellent motivation and employee contribution as well as
engagement. When people feels free in context of take part in decision making and sharing
innovative ideas with everyone, he or she are more productive and creative.
PART 2
Application of HRM practices in specific work context and its influence on decision making in
regard to Morrison’s
In regard to work and efficiency of Morrison, all human resource management practices
are applicable and suitable because it bring several benefits for company in term of building
strong teams of players who have high confident and ability which make them able to obtain
desire outcomes.
Rationale for application of human resource practices
The main reason behind conducting above practices of human resource management
within Morrison is to increase productivity and performance level of business as well as workers,
which in return increase sales and profits margin successfully.
Illustration rely on application of HRM practices
Selection and recruitment procedure comprise few stages that help human resource
manager to hire and select the best candidate for HR assistant position.
 Receive a job order
 Source applicants
 Screen candidates
 Interview selected person
 Conduct testing
 Extend a job offer
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The main purpose of this position is to support human resource department in context of
developing effective plans and strategies for managing performance of employees.
Job advertisement-
JOB OPENING
Internationally renounced retail industry organization is looking for Human resource assistant
to be part of its group in United Kingdom
Job description
Primary Accountabilities
 To manage and control all activities related to
management of HR in the firm.
 To manage working environment of company.
 To coordinate with subordinate & administration
individual in enterprise.
Skill requires
 Good communication and
coordination skill
 Effective decision making
and IT skill
 Must be innovative and
collaborative.
APPLY NOW
If you are the one who thinks that you can carry out varied accountability and posses’ skill set
which can help us then please feel free to contact us through our website and social media
platform as well as contact supportive team.
Website:
Social media Account:
Job description-
HR Assistant- Job description
Job title: Human resource assistant
Location:
Experience: 4 year total, 3 year sector experience
Salary: Negotiable
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Primary responsibility:
 The main accountability of applicant is to manage and control all practices related to
administration of human resources.
 To manage work environment of Morrison.
 To coordinate with subordinate and management individual in the organization.
Skills and Qualification require
 Effective communication and coordination skills
 Good decision making and interpersonal as well as IT skill
 Applicant must be creative and flexible in nature.
 Must have bachelor degree in HRM field.
Person specification-
Job title- Human Resource assistant
Report to- HR department
Skills-
 Good communication skills
 IT skills
 Decision making skills
Education-
 MBA degree
Abilities-
 Able to solve staff issues
 Enable to build positive employee relation at workplace.
Hobbies-
 Swimming
 Writing
 Reading
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 Listening Music
 Bike ridding
Interview question -
What are your hobbies?
Why are you interested in this job role?
What you have known about our brand?
What are your needs?
Offer letter-
Morrison’s
122 Main Street
High street town, UK
Morrison’[e-mail]
December 20, 2020
Name
2325 main street
XYZ City, UK
Dear,
We are very happy to offer you job of Human resource assistant in our company. This offer letter
is confirmation of same. It also confirms all the terms and conditions of employment of yours
with Morrison’s. Employment term will be initiated from 3 January. As already discussed in the
past you will be getting £9000 on monthly basis as your payment. For any further queries or
concern please feel free to contact undersigned individual.
Title: Human Resource assistant
Start date: 3 January, 2021
Telephone number: 2245671324
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CONCLUSION
By summing up above discussion, it has been concluded that human resource
management by conducting effective practices at workplace has increased productivity and
profitability level, which in return has increased profits margin and sales of Morrison’s. It has
been identified that by recruiting skilled and selecting talented applicants for company, HR
manager allow firm to reach at global level where profitable buyers are seek to purchase quality
items from well known and trustable brands like chosen one. Furthermore, trustworthy and
faithful relationship between workers and employers has bring a lot of benefits for organization
as it has helped to create a positive work culture where everyone has taken part in achieving
business goals & objectives as well. It has been analysed that by using range of approaches in
context of recruitment, HRM has successfully increased the profitability and productivity of
firm. They has also increased performance and practices of employees by developing workshop
plan and arrange in workplace which has been defined as training session in current era.
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REFERENCES
Book and Journals
Abbasi, S.G and et.al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs. p.e2438.
Andalib, T.W. and Darun, M.R., 2018. An HRM framework for manufacturing companies of
Bangladesh mapping employee rights’ protocols and grievance management
system. Indian Journal of Science and Technology. 11(17). pp.1-13.
Babeľová, Z.G and et.al., 2020. Perceived Organizational Performance in Recruiting and
Retaining Employees with Respect to Different Generational Groups of Employees and
Sustainable Human Resource Management. Sustainability. 12(2). p.574.
Basak, A. and Khanna, K., 2017. A study on the selection criteria of different hotels of Delhi
NCR in accordance to the hr policies and market trends. International journal of social
sciences and humanities. 1(1). pp.27-38.
Boella, M.J. and Goss-Turner, S., 2019. Employee relations. In Human resource management in
the hospitality industry (pp. 307-318). Routledge.
Keller, S. and Meaney, M., 2017. Attracting and retaining the right talent. McKinsey Global
Institute study.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Najeeb, A. and Barrett, M., 2019. Conformance or evasion: Employment legislation and
employment practices in self-contained tourist resorts.
Pooya, A., Pakdaman, M. and Ebrahimpour, S.M., 2020. A continuous-time optimal control
model for workforce planning considering human resource strategies (HRS). Kybernetes.
Saeed, B.B and et.al., 2019. Promoting employee's proenvironmental behavior through green
human resource management practices. Corporate Social Responsibility and
Environmental Management. 26(2). pp.424-438.
Sardi, A and et.al., 2020. The role of HRM in the innovation of performance measurement and
management systems: a multiple case study in SMEs. Employee Relations: The
International Journal.
Smith, S.S., Rohr, S.L. and Panton, R.N., 2018. Human resource management and ethical
challenges: building a culture for organization success. International Journal of Public
Leadership.
Weske, U and et.al., 2019. Attracting future civil servants with public values? An experimental
study on employer branding. International Public Management Journal. pp.1-26.
Online
The 12 Key Functions of Human Resources. 2020. [Online]. Available Through: <
https://www.digitalhrtech.com/human-resources-functions/ >
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