Leadership and People Management: A Report on Morrisons' Practices

This report provides a comprehensive analysis of people management practices within Morrisons, a major UK food retailer. It begins by outlining the recruitment and selection process, detailing how Morrisons identifies hiring needs, prepares job descriptions, conducts talent searches, screens applicants, and makes selection decisions. The report then examines the importance of induction and training programs, emphasizing their role in improving employee performance, ensuring consistency, and reducing labor turnover. It also discusses various motivation theories, including Maslow's hierarchy of needs, and applies them to the context of Morrisons. Furthermore, the report explores factors affecting individual behavior and enabling effective teamwork, offering insights into how Morrisons can foster a positive and productive work environment. The analysis draws upon various sources to illustrate the practical application of these concepts within the organization.

Managing people in the
organization

Table of Contents
INTRODUCTION...........................................................................................................................................3
TASK1...........................................................................................................................................................3
1.Recruitment and selection process ................................................................................................3
.....................................................................................................................................................................6
TASK 2 .........................................................................................................................................................6
Importance of induction and training programmes...........................................................................6
TASK 3..........................................................................................................................................................8
Motivation theories...........................................................................................................................8
TASK 4........................................................................................................................................................11
Factors affecting an individual behavior and enable effective teamwork.......................................11
CONCLUSION.............................................................................................................................................12
REFERENCES..............................................................................................................................................13

INTRODUCTION
Managing people in the organization means hiring and maintaining the best people in the
organization. The process of recruiting, selecting, training performance apprising and motivating
the people in the organization is known as managing people in the organization. The present
study is done on Morrisons is the fourth largest food chain of UK, that offers various products
like food and groceries. It was founded by John William Morrison in 1899 . it has approx 498
shops across UK and other countries. It offers food products, clothing, books , CD’s magazines
etc. In addition to this a brief study is done on recruitment and selection process carried on by
Morrisons (Farndale, Nikandrou and Panayotopoulou, 2018). The report will include recruitment
and selection process that is used by Morrison. It also includes the induction and training
programs for the employees. It also defines the motivational theories. Furthermore, it describes
various factors that impact the behaviors of an individual.
TASK1
1.Recruitment and selection process
Recruitment is the process of searching employees for vacant job and stimulating them to apply
for the job in the organization. It can be done through various sources which may be internal or
external . Internal sources of recruitment includes transfer, promotion and lay off. On the other
hand external sources of recruitment includes media advertisement , placement agencies,
employment exchange, telecasting, recommendation etc. (Mahmood, 2015).
Selection is the process of screening job applicants so that deserving candidate can be chosen for
the right. In this qualified applicants are selected by means of various tests for predetermined
no. , out of large number of applicants.
Recruitment process of Morrison
Identifying hiring needs:
Recruitment process start with identify hiring needs. In this step need of employees is
determined from respective departments, and department manager bring it to the notice of HR
manager. The HR department of Morrisons here determined the no. of posts required , no. of
positions at presenting the organization .in addition to this human resource manager also ensure

the duties and responsibilities to be performed. Futhermore HR determine the qualification and
experienced required for candidate for a particular post (Kundu, and et.al., 2015)..
Prepare the job description:
After receiving the hiring from all the department of Morrisons, the human resource
manger by virtue of the experience and knowledge will make the job description of recruitment
of HR manager. the manager prepare comprehensive information carrying the following detail-
nature of the job , qualification required , experience, detail of salary , last date of application
and a brief detail of selection procedure.
Talent search:
After preparing job description of recruitment, the interested people will apply for job in
Morrisons for the post of HR manager. The company identify the right candidate. On receipt of
applications the same are verified. Verification of applications are divided into two parts . the
first part contain application which fulfill the qualification required by Morrisons and the other
part consist of application that do not fulfill the requirement of qualification(Smith and
et.al.,2017). After this a list of applicants possess all the qualification is prepared and selection
process is initiated.
Screening and shortlisting:
The company screening the candidates and select the right candidates for an interview
which fulfill the qualification of the post.
Selection process of Morrisons
Preliminary screening
The applications received during process of recruitment are scrutinized . scrutiny of
application forms are made to verify whether the candidates fulfill all the requirements of
qualification and a preliminary interview is taken.
Selection test

Through this test ability and skills of candidate are measured. it includes proficiency test,
interest test, intelligence test , aptitude test , personality test, language test , general knowledge
test. Morrisons uses intelligence and general knowledge test , so that person’s memory power
and and alertness can be checked. Also for checking field knowledge HR of Morrisons take
special trade efficiency test(Smith and et.al.,2017).
Reference and background check
In this background of the employees are checked. The information will be gathered
which is related to character, social relation , background etc.To obtain this information
employer may also contact friends of the candidates and ex employees .
Selection decision and job offer
Applicants who clear all the tests after background check will be selected for the HR position in
the Morrisons. Then medical examination of those candidates are taken to protect the
organization from infectious disease. After clearing medical examination offer letter is given to
candidates via mail in Morrisons (McCulloch and Loeser,2016).
Contract of employment
After accepting job offer candidate become an employee. Now employee has to provide
all the document for signing contract of employee. It contain job title , date of regular service ,
allowances , leave rules, disciplinary procedure , roles and responsibilities , rate of
remuneration, working hours , grievance removal procedure and termination procedure.
Job description of HR Assistant
Recruitment Preparing recruitment campaigns such as job
design, advertising and screening of appilants.
Employee relation and engagement Support an effective management and
relationship with the employees if Morrison.
Compensation and benefits Undertake reviews and comparative analysis of

Morrisios's compensation and benefits
Person specification
Qualification There is senior post that required preferable
master degree in human resource.
Experience/ knowledge They need minimum 3 year experience.
Personal attributes Effective problem solver
cooperative
communicator
TASK 2
Importance of induction and training programmes
Training refers to a process designed to maintain and improve current job performance .
Training should be related to particular job . It is essential at all the levels of management . For
example supervisory staff need training for preparing budget , purchases, daily production
record. On the other hand middle level managers need theoretical training instead of practical
training. They are given the latest information regarding planning, organizing,
directing(McCulloch and Loeser,2016). While top managers required training in respect of labor
relations, production management etc.
Importance of training in Morrison
Induction training program has been decided which will help the new person in knowing
about the policies and procedures which Morrisos has adopted. It will also help in interacting
with the superior and subordinates in the organisation.

Improve employee performance: The training is important for improve the skills and abilities
of the employees. The job role of HR manager is need training to performing the role and
responsibilities of HR manager.
Consistency: HR manager is needed training on regular bases because the role of HR is very
important for the Morrison. They perform various task in the organization.
Induction is the part of training in which newly appointed person are introduced to both superior
and subordinate so that they can work with coordination. Apart from this the new employee is
also informed about the policies and procedure of the Morrison.
Importance of induction in Morrison
Economical use of material
Every employee uses material or machine for completion of the task or production . For
example at lower level of management materials and machines are used , at middle and higher
level , computers and type machines are used(Miner, 2015) . So training will help employees of
Morrisons , to make the best utilization of these resources and minimize wastage. It will reduce
the cost of production, as a result of which quality and quantity of output will increase.
Less requirement of supervision
Trained employees are already skilled in their job , so their work does not require much
supervision. They can utilize the saved time in some other productive work. Apart from this It
will reduce the workload of senior manager and supervisors, as they give whole responsibility of
completing task to the trained employees , as they know every aspect of their task.
Reduced labour turnover and absenteeism
Trained employees remain satisfied with their jobs and working conditions of Morrisons . They
will always feel motivated towards their work, as they will easily do any complex task knowing
its technicality. This will result in reducing labour turnover and absenteeism in
Morrisons( Peters, 2015).
Increase market value

Trained employees have better market value , that means other organizations willing to
employ trained person at higher remuneration. Consequently if any employee is feeling uneasy in
the organization because of low remuneration , he can easily move to another organization at
higher remuneration. Apart from this trained employees will not increase own reputation in the
market but also increase the market value of organization in which employee was earlier
working.
Obstacles or challenges of training faced by Morrisons during training and solutions to
overcome these obstacles
Training do not provide on regular bases:
The most common issue in training is the things that are needed for conducting training
programmes. The major problem is faced by the trainer do not provide training on regular
bases .Sometimes this become a big challenge that a particular thing should be considered or not,
omission of even one aspect of the training course may lead to decrease in knowledge of HR
manager( Peters, 2015). For this purpose HR lead will consider the major and important things in
the course which will provide the brief about all the aspects of the business.
Not knowledge about organizational culture:
Another obstacle during training program is selecting people for the purpose of delivering
training to the trainees. The trainers can be chosen from within the organization or Morrisons can
hire expert people or trainer from outside the company. So the company will choose the most
beneficial option. If the company will hire trainer from outside the organization then it may have
to pay large amount of money but will be beneficial for the trainee , as the trainer will be
unbiased because he is a third party. On the other hand if Morrisons will appoint its trainee from
within the organization then it may cost less to the organization but can become obstacle for the
employees as the internal expert may be biased or have less knowledge as compare to outside
trainer.
The solution of this problem is that Morrisons should appoint a trainer from the existing
employer that know about the organisational culture as well as their work process and start

providing training on regular bases that heklps to enhance skills and ability of the
employees(Kundu, and et.al., 2015).
TASK 3
Motivation theories
There can be various types of motivation theories which are as follows-
Maslow’s hierarchy of needs-
Abraham Maslow had given this theory in 1940 that contain a hierarchal structure of
five needs .This hierarchy starts from basic physiological need and ends with self actualization
need, this is further explained below-
Psychological need-
It includes basic need which required by every human like food, cloths and shelter. So
Morrison should take care of its employees by provide every basic facility that helps to motivate
them and they feel they are important for an organization and enhance the productive of the
organization as well as employees work towards the objectives of the company. The Morrison
can implement various incentive plans and bonus for its employees so that they can buy enough
food and clothes for themselves and their family (Cook, and Artino Jr, 2016).
Safety need-
It means all the needs of a person which is related with safety and security. It includes
safety from hazardous activities at the work place of Morrison and provide various facility to
their employees such as life insurance of the employees, premium of which is paid by the
employer etc. that helps to motivate the employees and enhance the productivity of the
organization.
Belongingness and love-
It means interaction with the social group . At this stage person will feel that he should be
a part of the society and should be acceptable by others. So the management of Morrison should
create the environment in the organization where employee should feel loved and feel that they

are an important part of the organization that motivates them to work effectively for accomplish
organizations goals(Cook, and Artino Jr, 2016).
Esteem needs -It it the stage where person wants to be respected and appreciated by other and to
be valued by others. Status, attention and prestige are the examples of self esteem .For the
purpose of respecting employees HR of the Morrisons can give rewards and recognition for the
well done performance , this will appreciate and encourage its employees.
Self actualization need- At this stage people wants to show their extent of potential. This need
of the employees can be fulfilled by the Morrisons by assigning more important and complex
task , so that they can show their talents and can be recognized by others (Smith and et.al.,2017).
It provides self satisfaction to the employees and motivates them to achieve more than this.
Advantage-
The biggest advantage of this theory is that it is very easy to understand and all the
people are related themselves to this as all the people go through the same stages of need in real
life. This theory helps to enhance the willingness of the employees to satisfied their needs and
switch from other needs.
Disadvantage-
It is very difficult to measure the satisfaction that one gets after satisfying each level of
need. Some are satisfied with the psychological need but not with other need , so it becomes
difficult to identify hat to which extent need if the employee is fulfilled (Smith and et.al.,2017).
This theory do not provide accurate result to the organization about their employees needs.
McClelland ‘s motivational theory
McClelland has given this theory of need in 1960 . This theory differs from Maslow’s hierarchy
of need that focuses on satisfying existing need rather than creating new needs. McClelland had
given three motivators which are as follows-
Achievement motivation- It is the need that focuses on accomplishing goal with mastery. It
means here person aims at completing task significantly and setting high standard for others. So
Morrisons can fulfill this need by providing significant task to its employees.

Affiliation motivation- It is the need where person need love and affection from others .So there
should be such an environment in the organization that every one supports everybody and where
warm interpersonal relationship can be maintained(McCulloch and Loeser,2016) . For example,
in Morrison they maintain good relationship with their employees and provide friendly working
environment.
Power motivation- It is the need of a people where they want to control other people or work.
The employees here feels that they are given authority so that they can put their opinion and
ideas and get success in the same. For example, in Morrison, they give authority and power to
make decisions to its employees.
Advantage-
The advantage of this theory is that employees are given task according to their need that
helps in motivating employees and this will help in achieving task efficiently and effectively. It
helps to achieve the desire of the individual. So, that employee is motivated and enhance the
efficiency.
Disadvantage-
The loophole of this theory is that it does not take basic needs into consideration like food
, cloth and shelter, that should be fulfilled first and then other needs should be satisfied. If the
basic needs of the individual is not satisfactions then they do not go on other needs that may to
consider as the dimension of this theory.
TASK 4
Factors affecting an individual behavior and enable effective teamwork
Abilities – These are the characteristics or traits that an employee or person learn from
environment. This includes intellectual abilities , physical abilities, self awareness abilities etc.
These abilities define behavior of an individual in its social as well as professional life . For an
example A’s IQ level is really good and B have ability to do physical task with efficiency. That
helps to develop the understanding of the individual. The self awareness of an individual will
increase the knowledge of a person that will affect the personality of the person

Race and culture- Race is the group of people having common features. On the other
hand culture is the group of people having common tradition , ideas and thoughts. This factor
influence an individual behavior at workplace. For example there are some people in the
organization who are stereotyped , which shows their way of behavior towards people from
different culture in Morrisons(McCulloch and Loeser,2016).
Tuckman’s theory of team development
Bruce tuckman has given a model of group development which is as follows-
Forming –in the first stage different members of group meets and learns about various
challenges and opportunities and everybody feel they should be acceptable by others . storming-
here team members start raising voice against each other and conflict may arise due to power and
status assigned to a particular person. Norming- at this stage every one tries to understand
feeling of others and a sense of coordination will occur. Performing- At this stage everyone in
the team will aim at performing the task with their own abilities. Adjourning- The team goal is
accomplished and the team member is reassigned in with another team.
CONCLUSION
From the above study it can be concluded that recruiting and selecting best
candidate helps in making organization effective. Training and induction program should be
carried on by the organization for the retention of employees that can be identified . In addition
to this it can be found that motivation theories plays an important role in the organization .
Furthermore it can be identified that team development increases productivity of the company.

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