A Report on Human Resource Management Practices at Wm Marrison Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Wm Marrison, a UK supermarket chain. It begins with an introduction to the organization, outlining its mission, vision, and core objectives, followed by an examination of the purpose of the HR function and the roles and responsibilities of HR managers, including staffing needs, compensation strategies, and employee relations. The report delves into various HR terms and approaches, such as workforce planning, recruitment and selection methods (both internal and external), and the importance of training and development, performance management, and reward systems. Part 2 evaluates the processes and rationale behind key HR practices, including job specifications, interview questions, and the rationale for conducting these practices to enhance organizational success. The report also covers key approaches to employee relations, engagement, and the impact of employment legislation on decision-making. Overall, the report highlights the significance of effective HRM in achieving organizational goals, enhancing employee productivity, and ensuring compliance with labor laws.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
An introduction to chosen organisation......................................................................................3
Purpose of HR function with roles and responsibilities..............................................................4
Approaches of Various HR terms...............................................................................................5
PART 2............................................................................................................................................6
An evaluation of process and rationale for conducting HR practices.........................................9
Key approaches and effectiveness of employee relations and engagement..............................11
Key elements of employment legislation and their role in decision-making............................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is chain of activities in which recruiting, selection and
giving orientation and development, appraise the performance and providing other benefits that
helps them to motivate them and build a good relation with employees and trade unions, welfare
with compliance of labour laws that helps in enhance productivity of employees. This report is
based on Marrison which is an supermarket chain in UK and it is fourth largest In west yorkshire
in England. This report is based on main purpose and functions of HRM and role with
importance of workforce planning and resourcing in an organisation. It also includes various
approaches of recruitment and selection with their strength and weaknesses. In it also includes
benefits of various HRM practices in perspective of employee and employer and profit and
productivity. In addition to role and importance of employee relations in influence decision
making with key elements of employment legislation in taking important decisions.
PART 1
An introduction to chosen organisation.
Wm Marrison is and fourth largest super chain in UK and its headquarter established in
West Yorkshire in England. It has almost 110,000 employees and it serves almost 11 million
customers every weak. This company is listed in London stock exchanges and most important
part of FTSE 100 index of companies.
Morrison's mission statement is to provide value to all their consumer base in respect of their
money on weekly shopping bases, whenever they shop (Abdelhak, Grostick and Hanken, 2014.
). They are most specialist butchers, fishmongers and bakers and rise development in worldwide
market for achieving profit.
Vision:
Their most important and sole vision is to be leaders in construction of a sustainable
future. With their great aspiration as a group is the fundamental cause of their existence and
driver behind decisions and major actions (Ageron, Gunasekaran and Spalanzani, 2012.).
Core objectives:
Their main objective is to give delighted experience to consumer base with reach at every
sphere of life so that they can enlarge business opportunities.

Purpose of HR function with roles and responsibilities.
HR plays very key role in each and every aspect of an organisation, in case of Marrison
their HR and personnel plays very key role in selecting best candidates to attain organisational
goals and objectives. Role of Human resource department functions and role of HR manager in
attaining goals and objectives.
Staffing needs:
Human resource department is mainly responsible for recruiting best employees who are
competitive enough in market. In recruiting candidates organisation have to identify job duties
and their skill level that are require for specific job role (Belbin, 2012). A candidate should be
selected by reference checks, administering tests and by interviewing potential candidates to
retain competitive staff members. In recruiting competitive staff role HR manager increases to
attain right kind of candidate by matching with potential skills and capabilities to achieve
competitive advantage.
Compensation:
Fair payment is an important attribute and concern for an employee. Human resource and
their manager evaluates and bring changes in their Pay structure so that they not feel biased and
can give their best in organisational growth and enhancement (Cleaver, 2017.). In case of
Marrisons and their HR personnel focus on fair compensation plan in which they give
compensation and other benefits according to abilities and skills set of an employees. By paying
high and fair compensation organisation get competitive and efficient staff members that helps in
acquire right kind of manpower in an organisation.
Maintaining good employee relations:
Human resource personnel and managers are paying so much attention on making healthy
relationship with their subordinates and it can be possible only by accessing their needs and
wants in proper way. Identification of employee's needs and wants and after that accomplish
them influence in positive manner so that they feel motivated and give their best in
organisational growth and enhancement because organisation also pay attention on their
development by giving them training and development, by giving remuneration and many other
benefits that plays crucial role in organisational growth and enhancement. In that scenario HR
manager plays major role by identify their needs and wants and plan according to development
of employees.

Internal and external selection group process:
Internal selection:
Internal recruitment is an chain of activities with objective of filling vacant positions in
an organisation by competent candidates. There are various kinds of internal recruitment
methods that are employee referral, promotions and transfers.
External selection:
In external selection refers to process of filling vacant posts in an organisation excluding
the existing one. In that people required skills and qualification to enrolled in an organisation and
ideas that initiated in an organisation. There are various ways in that walk ins, private
employment agencies, educational institutes with lobar contractors etc..
Approaches of Various HR terms.
There are various kinds of HR terms and approaches that helps in understand the various
key terms in Human resource that are as follows:
Work force planning:
Work force planning is an important attribute that helps to organisation in selection of
best candidate out of many options. In case of Marrison they prepare and examine each and
every step before plan for strengthening work force. To bring effective results organisation apply
operational and strategic approach that helps in coordination of each and every activity so that
desirable objectives.
Recruitment and selection:
Effective recruitment and selection is one of important aspect for any organisation for
that organisation have to evaluate major aspects in which recruit people with reactive and
proactive attitude. In case of Marrison they use systematic approach of recruitment and selection:
in systematic approach of recruitment and selection consist of many factors in which job
description, skill inventory and job posting strategy with multi step recruit (Coles, Bailey and
Calvert, 2012.). In case of Marrison by framing a through job description before hiring
competent candidate by giving accurate information so that they can choose one of best
candidate out of them.
Development and training:
Development and training is one of important aspect that helps to organisation for remain
enough competitive in market. Organisation provide training and development to employees

according to major spheres in which a firm can enlarge business opportunities (Ding and et.al .,
2015). Organisation for development and training use system approach in which according to
need and wants in particular sphere of development and organisation plan accordingly.
Performance management and reward systems:
Performance and reward management system is one of Important aspect for an
organisation to give motivation and enhance their morale time to time. In case of Marrison
organisation plan to give reward to enhance their morale for that they use reward approach by
which organisation plan various kinds of reward strategies by accessing needs and wants of
particular candidate.
The methods or ways of best HR practices:
The Best HR practices are very much obligatory for organisational growth and
enhancement from selecting best candidate up to exit of an employee. In case of Marrison by
different methods that are as follows:
Providing security to employees:
The major concern before employees that they always want safe and secure working
environment in which everyone can give their contribution and feel safe (.Drucker, 2012.). In
case of Marrison they apply kinds of tools and techniques that give security to employees while
they work in organisation. selecting and hiring right kind of employees, Self managed and
building effective team, Fair and performance based compensation,Training to acquire relevant
skills, Create a flat and egalitarian organisation, Making information easily accessible.
PART 2
Job specification:
job description or specification is an document that describe about tasks and duties also
responsibilities for an specific position. It specify functions for position for which an individual
reports, specifications includes qualification or skills that are obligatory for a person to complete
a job.

Job specification
1. Job details
Job Title :- Team leader Under Human resource department
Company- Morrisons
2. Job Purpose
 To build team and coordinate each and every activity in organisation.
 Assign roles and responsibilities to each member according to thier capabilities.
 Give guidelines and suggestions to behave in particular manner to reach at desirable
goals.
 To provide motivation to employees so that they can give their best.
3. Duties and Responsibilities
 coordinate with superiors and perform tasks in absence of them.
 Monitor and evaluate working method or task of employees.
 Access areas, where training and development requires.
 Coordinate all team and their members as an bridge to cooperate in positive manner.
 Organize kinds of meetings and seminars in which employee can share all thier views.
 Providing quality services to consumers.
 Work in a team and could be responsible for all tasks and duties to reach at desirable
goals.

Score sheet:
Candidate Name: Date of interview:
Position: Interviewer's name:
Department: Return this form to:
Relevant educational
background
5 4 3
Related work
experience
4 3 5
Related Computer
skills
3 4 5
Verbal
communication skills
4 5 3
Written
communication skills
5 3 4

Job offer letter:
May 2, 2019
Mr. Tom
158 Main lane
anytown
Dear Tom,
Marrisons management pleased to offer you job letter for position of Human resource Manager.
Your skills and capabilities will be fit for organisation and department also.
As per the discussion, your starting date for job will be June 1, 2019. starting salary of yours as
per the $ 48,000 on weekly basis.
As per the company norms they provide medical coverage from the company's benefit plan and
should be effective from from June 1.
if you agree with the job offer, kindly sign the second copy of that letter and return as early as
possible.
After receiving acknowledgement, management send you employment benefit enrolment forms
and applications and handbook also for benefit plans and retirement plans. We look forward to
welcoming you in organisation.
Please let us know if you have any query or question, we provide the additional information.
Sincerely
John kerry
Director, Human resource
Signature

Interview questions:
 Tell me about yourself?
 How Human resource department important for an organisation?
 Role of Human resource manager at time of conflict resolution?
 What motivates you?
 What are your greatest strengths and weaknesses?

An evaluation of process and rationale for conducting HR practices.
HR practices are very much important for an organisation that give an definite path to
reach at desirable goals and objectives (Garrick, 2012). In case of Marrison some key practices
are very much essential for an organisation to lead in marketplace. There are various kinds of HR
practices that are recruitment and selection, training and development, performance appraisal and
reward management and many more. In case of Marrisons they majorly uses two kinds of HR
practices in which recruitment and selection with training and development majorly contributes
in organisational success and enhancement.
Recruitment and selection:
Recruitment and selection refers to select best and competitive candidate for organisation
that helps in achieve organisational goals and objectives. In case of Marrisons they select by
attracting best candidates after evaluating skills and capabilities to measure their performance
level (Glendon and Clarke, 2015.). The main process for selecting best candidate for which
organisation have to firstly publish the news of vacancy from various sources and try to reach at
large no. of candidates so that they can select best out of them. After that select best Cvs out of
large no. of it and then schedule interview and many other processes of selection should be
selected so that they can reach at large no. of consumer base. After taking interview organisation
prepare the balance score card which is an important document to evaluate performance level of
an employee in different aspects (Goetsch and Davis, 2014). After preparing balance score card
organisation and their kinds of panels take decision that which candidate is best for organisation
and for their goals and objectives. After that best candidate select out of them and take important
decision by selecting competent employee and organisation offer candidate the job offer letter in
which all necessary data and information should be mentioned so that an candidate know their
roles and responsibilities in appropriate way and helps in achieve organisational goals and
objectives. It is one of best important HR approach to select best and competitive candidate that
analyse its responsibility and give their best.
Training and development:
Training and development is one of most important human resource practice that helps in
achieve organisation goals and objectives by making candidates enough competitive by giving
them necessary and potential skills and competencies. In case of Marrisons which is most
competitive and dynamic industry and to remain always competitive in market organisation have

to give training and development to their employees according to the needs in specific spheres so
that they can gain competitive strength by enlarge business opportunities. To conduct training
and development organisation have to pass through an definite path in which organisation access
spheres in which they lack behind and requires lot of attention such as in Marrisons when people
from different background come and give their services so some kind of disputes arise in their
organisation, in that case they organise training and development program in major spheres so
that they can gain large market share and gain competitive advantage (Huczynski, 2012).
Training and development HR practices are very much important for organisation because it
helps in attain strength in which organisation lack behind previously.
To make these HR Practices possible both employee relations and Employment legislation plays
vital role to enlarge business opportunities. By adopting these approaches helps to organisation
to build strong relationship with employees and legislation give direction to move on definite
path so that organisation can gain competitive advantage. So role of employee relations and
employment legislation plays important role to give direction in an definite path.
Rationale for application of Various HR M practices at workplace:
HRM practices are very much important for organisational goals and objectives as it
enables to monitor or evaluating works and performance of employee's so that they can give their
best in organisational growth (Pierce and Aguinis, 2013). In an organisation the best performer
and lower performer employees should be identified and accordingly the HR practices should be
implemented in an organisation. It helps in enhance their morale and productivity that is an
important attribute for organisational growth and enhancement.
The flexible working:
Flexible working which also known as flexitime and it is an non traditional working
arrangement that takes care about needs of an individual, involves degree of working from home.
Approach of effectiveness on employee and employer engagement:
Employee and employer engagement are very much important for an organisation to get
results in effective manner and it can be possible by effective communication and build
motivation level of employees to reach at desirable outcomes. In that motivation and
communication approach are very much crucial.