Human Resource Management Report: Waitrose HRM Strategies and Analysis

This report analyzes the Human Resource Management (HRM) practices within Waitrose, a retail supermarket. It begins with an introduction to HRM, outlining its functions and the importance of workforce planning. The report then delves into recruitment and selection methods, comparing internal and external approaches, highlighting their strengths and weaknesses. Further, it explores the benefits of various HRM practices, such as training and development, employee performance management, payment and reward systems, and flexible working options, detailing their impact on both employees and employers. The report also examines the effectiveness of training and development programs in enhancing productivity and profitability. Additionally, it emphasizes the significance of employee relations in influencing HRM decision-making, and the role of employment legislation. Finally, it discusses the application of HRM practices in a work-related context, providing a comprehensive overview of HRM strategies within the organization.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM and application of workforce planning...............................1
P2. Strengths and weaknesses of different approaches of recruitment and selection.................2
TASK 2............................................................................................................................................3
P3 Benefits of different HRM practices within an organisation.................................................3
P4 Effectiveness of training and development programmes in improving the productivity and
profitability..................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations in order to influencing HRM decision-making..............6
P6 Elements of employment legislation and affect upon HRM decision-making......................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work-related context.........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource is the department which deals with workers. This is one department
whose role is increasing day by day. As per requirement there are possibilities which help to
perform activities in better and effective way. Many changes are taking place in business, so it is
essential to work according to it. In business environment many changes are taking place, it is
essential to motivate workers to give their best. This is responsibility of HR manager. Employees
are the elements which works tO perform activities in appropriate manner (Barney, Ketchen Jr
and Wright, M., 2011). There are many employees which come and go, but company remains
exist but manager has to make workers satisfy so this helps to make good image in market. This
report is Wiatriose, which is retail super market owned by John Lewis Partners. Waitrose has
head quarter in Bracknell, England. In this report there is discussion about purpose, functions of
HR manager, application of workforce planning. It also tells about strengths and weaknesses of
various methods of recruitment and selection, impact of internal and external factors which
affects HRM, application of HRM practices in work related context (Oechsler, 2011).
TASK 1
P1 Functions and purpose of HRM and application of workforce planning
Human resource management is identify as an effective process in which role of the HR
manager is to recruit and select knowledgable people in the organisation. Main role and
responsibility of HR manager is to provide effective training, reward management, incentives,
performance appraisal and many other to the employees. There are different purpose and
functions of the human resource management which are explained as below:
Purpose: Main purpose and motive of the HR manager is to recruit and select best candidate's
for the success and development of company within predetermined period of time. There are
certain purpose of the human resource in Waitrose are determined as below:
Internal customer management: It is identify as a main and foremost purpose and motto
of HR manager in which they are responsible for implementing effective process and policies in
order to recruit and attract quality employees (Batt and Colvin, 2011).
Staffing: It is another important purpose in this HR manager hire knowledgable people
with the motive to achieve long term goals and objectives. In this their foremost aim is to
screening candidate's, pre-employment testing and coordination with entire workforce.
1

Employee relation: In this role of the manager is to maintain better relation with
employees by providing motivation to the workforce in an effective and efficient manner.
Functions of Human resource management: HR Manager of the Waitrose has different
functions and role which are explained as below:
Training and development: It is identify an important and foremost function which assist
the manager to recruit and hire knowledgable workforce. It is more essential and beneficial for
the company to achieve long term goals and objectives in limited time period. In this Waitrose
manager provide on-the-job and off-the-job training which support them to maximise their
knowledge and skills (Bolman and Deal, 2017).
Recruitment and selection: It is another beneficial function for the HR manager to
recruit knowledgable and skilled employees either internal and external resources. It support the
company to maximise their profitability and productivity in limited time period.
Compensation and benefits: In this human resource manager of the Waitrose provide
compensation and rewards to their employees so that they are highly motived to do all activities
and functions in proper manner. All these are provided by the HR manager as per the
performance of employees (Kinicki and et. al., 2014).
Application of workforce planning:
It is important part for the business entity to improve their performance and effectiveness
in an effective manner. It is important for the company to create a clear awareness of talent
demand and supply. With the help of these business entity easily maximise their sales and
revenues in limited time period.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection both are important part for the human resource manager in
order to hire talented and knowledgable candidate's from large number of pool. In this manger of
the Waitrose use two approaches including internal and external. Both are valuable and essential
for the company to hire best one from the large number of people (Bröckermann, 2012).
Internal methods: It is an effective process and activity of attracting current employees
for the jobs. This process includes various sources namely promotions, transfer, lent service,
internal advertisement and many other. This approach has strengths and weakness which are
explained as below:
Strengths Weakness
2

The workforce already know the organisation's
culture.
This approach requires less training.
They have long-lasting relationships or
connection with co- workers.
Waitrose already know regarding candidates
strength and weak point.
Limited number of actual applicants.
There is less of innovation which effects on
business performance.
External approach: It is another important methods which are used by the manager of Waitrose
in order to recruit candidate's from outside. In this large number of people are available for the
vacant position in the organisation. There are various sources including Advertisement, lobar
union, Employment exchange, recommendation of worker, Casual callers, educational
institutions, Waiting lists and so on (Buckley, 2012).
Strengths Weakness
11 Outsiders bring in innovative plans and
ideas in the organisation.11 Different workforce from which to
evaluate best and knowledgable
candidates.11 People have a higher experience and
knowledge.11 It is lengthy active as compare to
internal approach.11 Expensive procedure considering
advertisement.
It is not good for the company to increase
knowledge and performance of workers.
TASK 2
P3 Benefits of different HRM practices within an organisation
Human resource management practices is more essential and significant part for the
business to increase their growth and success in limited time period. It is more beneficial and
useful for the Waitrose to develop coordination among entire workforce within predetermined
period of time (Campbell, Coff and Kryscynski, 2012). It is also essential for the grocery or retail
store to increase their performance at international and global level in limited time period. There
are different HRM Practices which are used by the company to benefited their employees as well
as managers. These are shown as below:
Four types of Human
resource management
Benefits to Employees Benefits to Employers
3

practices
Training and development It is important for the
employees of Waitrose
because with the help of these
they easily increase their
knowledgable regarding
difficult matter. It is also
beneficial for them to
maximise their performance
within predetermined period of
time.
Training is more beneficial for
the employers to gain different
knowledge about the various
place, product, price,
promotions and many other
concepts. All these are
essential for the development
and growth of the managers.
Thus, it support them to gain
hire performance and
productivity within an
organisation.
Employee performance
management
It is also identify as an
effective and beneficial
practice of HRM which
support the employees to
maximise their motivation and
performance level while
working in the organisation.
Thus, it is useful for the to deal
with conflict situation in easy
manner.
High performance of the
employees is the part of
business development and
success. Thus it support to
gain competitive advantages
within predetermined period. It
is essential for them to
increase their management
area including controlling and
monitoring activities and
functions of company. Thus it
is useful them to maintain
long-lasting position at
marketplace.
Payment and reward
management
With the help of reward
management and fair payment
all employees are happy to
Employees are happy in the
company, it show the more
success and development of
4

work with business and gain
maximum amount of the
capital in limited time period.
It also beneficial to keep better
relation with company for
future time period.
company. Thus, in this they
always try to provide accurate
amount of the salary as per
employees performance. It
benefited to the company to
increase their productivity and
profitability in certain time
period.
Flexible working options It is another beneficial practice
of Human resource
management which support the
worker to work in different
way. Therefore they are happy
in the organisation and work
for longer time period. It is
good for them to maximise
their skills and knowledge.
In this role of the manager is to
give accurate and proper
option of working in the
company. It is good for the
enterprise to maximise their
sales and revenues in limited
time period.
P4 Effectiveness of training and development programmes in improving the productivity and
profitability
Human resource management practices are important part for the company to maximise
their sales and turnover within predetermined period of time. Above discussed all practices are
used by the company with motive to increase their productivity and profitability. Effective
practice of HRM also support in reduction of conflict and misunderstanding (Cloke and Park,
Eds., 2013). Thus, it is beneficial for them to attract large number of customer towards quality
products and services. It is identify as a role of manager to apply all these practices in their
organisation and implement them in proper manner. Training and development is one of the
main and foremost practices which help entire workforce to increase their knowledgable base
about business process and activities in an effective and efficient manner.
Reward management is also important and useful for the all employees to maximise their
motivation and performance level which support them to achieve long term goals and objectives
5

in specified time period (Ployhart and Moliterno, 2011). Thus, it help to maximise sales and
revenues in limited time period. Another flexible working option is also important and essential
for the managers and workers to increase their performance and productivity in an effective and
systematic manner. Thus, it is more useful and valuable for the company to maximise their
productivity and profitability level systematically. Reward management and payment is also
important for the company to gain maximise their knowledge and skill in proper way. With the
help of these they can easily do all work and activity of the company easily. Thus, HRM
practices is valuable and essential for the Waitrose to maximise their turnover and capture large
number of market share. Further, it support to reduce employees turnover and achieve
predetermined goals and objectives within an organisation (Coff and Kryscynski, 2011).
TASK 3
P5 Importance of employee relations in order to influencing HRM decision-making
Human resource department of Waitrose is one of the important sector which works for
the welfare of employees. As per requirement, management of company has to alter their
decision and this helps to give chance to workers through which they can use factors which help
them to achieve targets.
There are many changes which are taking place in working style of Waitrose, those change helps
them to compete with external factors at the same tome they have to make policies which
provide them chance to accept new changes happening in business. There is requirement of
changes but with the consent of worker. If workers are not ready to work under changed
environment, then investment in new technology is wastage. It is responsibility of HR managers
to know what can be done with the help of them to work under changed environment. Might be
employees have fire that if they can learn to work under changed environment then this may fir
them from job. In this case training method which is suitable for all and cost efficient for all has
to be considered. Through this workers ger motivated and the give their best.
From the above decision it is clear that decisions of HR manager gets affected due to
alternation in demand of workers. Satisfaction of workers is one of the best key which help them
to attain heights. To refresh workers from daily work it is important to know what can be done
such as evening parties, month end celebration,. Games, etc. are some policies which can be
applied by Waitrose (Crouch, 2011). There must be game zone in organisation where workers
can refresh them in lunch time. For female workers, children take care them to them so they can
6

keep them small child and work efficiently. This activities makes workers motivated and they
teries to give their best.
Various activities between employer and employees clear the personal difference and
managers came to know about mindset of workers. It is important because through this they can
achieve targets by forming teams. If employees have good relations then they can perform
functions in efficient way and this helps to achieve targets frequently. There is improvement in
the image of association in market. If HR manager has knowledge about employees perception
then they can assign duties as per skills which helps to know who is responsible for whom
(Evans, Stonehouse and Campbell,2012).
P6 Elements of employment legislation and affect upon HRM decision-making
There are various laws which are related to HR top provide them assistance. It is essential
because it make employees to get some platform to file their complain. These laws are changing
by government but at the same time manager must apply them in business operations. There are
possibilities that manger has to alter organisational policies due to alteration in business laws
related to person. It is important that manager must them complete knowledge about these laws.
It is essential to recruit some professional for solving queries related to employees in Waitriose
to make business operations in Smooth and efficient way. Some laws which are related to
employees are as follows-
Equality act, 2010- This is the act which tries to generate feeling of equality in
organisation. It is essential to work as per change in business plans and policies through which
they can generate support employee too.
Data protection- There is some data related to employees. It is responsibility of manager
to take care of data. In case of leakage of personal information that person can file case against
organisation. This affects image of company, so it is essential to work as this act.
Health and safety act- There must be proper facilities to workers such as light,
ventilation, etc. this helps organisation to motivate workers and employees does not want to
leave organisation. If healthy of workers are good then there performance is also good.
Dismissal- This is act in which organisation has right to dismiss candidate in case of any
mis conduct. To apply this act it is just to provide standards in which he/she can be dismissed.
But Waitrose has one provision according to which in case of linenent mis-conduct they must
give him/ her last warning (Fine, 2012).
7

TASK 4
P7 Application of HRM practices in work-related context
Above there is discussion about various approaches of HRM, but there is discussion
about use of it in practical aspects.
Job description is the document which is used by company to tell about skills which are
require to perform specific job. There are various job positions in Waitrose, which requires types
of experience, knowledge, etc (Gatewood, Feild and Barrick, 2015).
Job specification
Job specification
1. Job details
Title of the job :- HR manager
Department – Human Resource
2. Job Purpose
 To select best candidate.
 Solve problems which are related to association.
 To motivate workers to give best.
3. Duties and Responsibilities
 They have to prepare all legal documents properly.
 They have to make coordination in activities of various branches.
 Create legal documents of every meeting and convey it in various departments
efficiently.
8

Description of CV – This is the documents which candidate take himself while going for
personal interview. This documents tells about candidate personal and professional
aspects. Through this they can ask various interview questions (Gruman and Saks, 2011).
1. General information
Name – Cheery
Phone no. - 5698547
E-mail id – [e-mail]
2. Qualification
MBA Thapar University 56.00%
BBA Thapar University 50.00%
Higher education St. Edmunds Business school 62.00%
Secondary education St. Edmunds Business school 87.00%
5. Personal details:
Father name – Handly Jackson
Mothers name- Sana Jackson
Date of birth - 18th April 1995
Achievement – Garvi prize at national level in 102h standard
Got 2nd prize in the MBA course
9

Waitrose is the company which is big organisation in retail sector, it is important to know
what can be done through which they can select best candidate from crowd. This can be possible
with use of various approaches through so they can tell about demand of personnel in
organisation (Jackson and Parry, 2011).
VACANCY
Waitrose recruiting for post of Sales manager
Post – HR manager
Qualification - Master in the field of HUMAN RESOURCE, Ph. D
Experience – Minimum 3 years in the retail sector
The chosen candidates will be call for interview.
The candidates will have to apply for job through email or post.
Last Date to apply- 3 June, 2018
Address: Southbank, Wilson St, Leeds 5AD
Email: hrm&[e-mail]
Contact: 2215474145
CONCLUSION
From this report it is clear that company has to make strategies after considering
employee ned. There are chances that they do not take interest in working under changes
environment. Due to altered factors it is essential to need what can be done to make them
satisfied. Employees are the source which can make plans done in actual acts. Due to business
10

factors, there is requirement of motivate workers and taking there views in accepting new
techniques in market. Employees and employer relations are important in achieving business
objectives. If workers are more satisfied then they will not give their best and this affects
performance of association. While making this report, it is clear that company has to make
various teams through which they can achieve targets, in effective manner. Employees help to
perform activities through which profits and production gets improved. While selecting best
candidate from crowd it is essential to analyse their its strengths and weakness.
11

REFERENCES
Books and Journals
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revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Buckley, R., 2012. Sustainable tourism: Research and reality. Annals of Tourism Research,.
39(2). pp.528-546.
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.
Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
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.
Crouch, G. I., 2011. Destination competitiveness: An analysis of determinant attributes. Journal
of travel research. 50(1). pp.27-45.
Evans, N., Stonehouse, G. and Campbell, D., 2012. Strategic management for travel and
tourism. Taylor & Francis.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .