Human Resource Management Report: Morrison Supermarkets PLC Overview

This report provides an in-depth analysis of the human resource management (HRM) practices at Morrison Supermarkets PLC. It begins with an executive summary and introduction, followed by a company overview and literature review that explores recruitment and selection strategies, the responsibilities of employees and employers in employee development, and various human resource systems and procedures. The report then delves into a discussion and analysis section, evaluating the effectiveness of recruitment and selection strategies, examining how Morrison's manages employee development, and critically analyzing other HR systems and procedures. Key topics include campus recruitment, social media recruitment, outsourcing, and compensation selection strategies. The report also covers the stages of recruitment planning, candidate quality, and vacancy disclosure, as well as the steps involved in the selection process, from preliminary interviews to job offers and employment contracts. The analysis also considers talent management approaches, such as work flexibility and non-monetary motivation, to improve employee retention and development. Finally, the report concludes with a summary of findings and key insights into Morrison's HRM approach.

HRM Report

EXECUTIVE SUMMARY
Human resource administration is considered as an official system that helps in
administrating the individual person of the organisation. The accountability in relation to human
resource supervisor are categorised into three areas such a staffing, compensation as well as
advantages and also explain work. It is the activity as well as process that help in handling
manpower as well as resources of business organisation. It is considered as an administration
function that is helpful for recruiting, motivating as well as managing the employees of the
organisation. They deal with various difficulties that are linked to the recruiting, providing
training session as well as compensation and also management. Their main motive is to provide
information regarding human resource Administration Department. It is a duty as well as
responsibility in relation to recruiting the individual person for appropriate running of
Organisation. In addition to this, they provide information in relation to HRM function of
organisation and also administrating its operation of business. This report provides discussion
regarding the company named as Morrison supermarkets PLC. It is considered as a largest
Supermarket chain which is located in UK in 1899 and they operate or run their business at
international level.
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Contents
EXECUTIVE SUMMARY.............................................................................................................1
INTRODUCTION...........................................................................................................................2
COMPANY OVERVIEW...............................................................................................................3
LITERATURE REVIEW................................................................................................................4
The processes of recruitment and selection strategies.................................................................4
Responsibilities of employee and employer in context of employee development.....................6
Human resource system and procedures......................................................................................7
DISCUSSION AND ANALYSIS...................................................................................................7
Evaluation of the effectiveness of recruitment and selection strategies......................................7
An analysis of how the business manages the development of its employees............................8
Critical analysis of other HR systems and procedures................................................................9
CONCLSUION..............................................................................................................................10
REFERENCES..............................................................................................................................10
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INTRODUCTION
Human resource administration is considered as an official system that helps in
administrating the individual person of the organisation. The accountability in relation to human
resource supervisor are categorised into three areas such a staffing, compensation as well as
advantages and also explain work. It is the activity as well as process that help in handling
manpower as well as resources of business organisation. It is considered as an administration
function that is helpful for recruiting, motivating as well as managing the employees of the
organisation. They deal with various difficulties that are linked to the recruiting, providing
training session as well as compensation and also management. Their main motive is to provide
information regarding human resource Administration Department. It is a duty as well as
responsibility in relation to recruiting the individual person for appropriate running of
Organisation. In addition to this, they provide information in relation to HRM function of
organisation and also administrating its operation of business. This report provides discussion
regarding the company named as Morrison supermarkets PLC. It is considered as a largest
Supermarket chain which is located in UK in 1899 and they operate or run their business at
international level. The assignment provides discussion regarding the process of recruitment as
well as selection is strategy accountability in relation to employer as well as employee and also
for human resource management. Furthermore, it will provide discussion regarding the
efficiency of a strategy in relation to selection that helps the manager of organisation and
developing and improving the worker. Apart from this there is a detailed assessment of HR
system as well as procedure is also discussed in this report (Alvehus, 2018).
COMPANY OVERVIEW
A Morrison supermarket PLC is considered as the fourth biggest chain of Supermarket
which is located at UK. It was founded by William Morrison in the year of 1899 at England. The
companies and their business operate at global level in which there are approx 500 outlets and
they offer different kind of products such as clothing, books, food as well as magazine. There are
110,000 persons hire by the organisation and main contribution in appropriate running of
business venture. The first and foremost Supermarket which is operating named as “Victoria” in
the year of 1961. Then it is considered as a public limited company in 1961. The income of the
organisation is £7,735 million as well as NET income is considered as £244 million. They also
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offer online delivery to its customer and they operate their business in partnership with Amazon
and Ocado for satisfying the customer at Marketplace.
LITERATURE REVIEW
The processes of recruitment and selection strategies
Recruitment and selection is considered as an activity that help in hiring or recruiting the
skilled individual person that help in carry out their duties of particular position in job and
provide appropriate contribution and efforts in operating their business at market place. It is also
help in growth as well as success of business organisation at Marketplace. According to the view
of (Kim and Bae, 2017), recruiting manager focuses on recruiting process in which they select
the candidate from pool of candidate. There are various kinds of recruitment as well as selection
strategy that can be used by the management team of Morrison that is going to be mentioned
below:
Campus recruitment it is considered as an appropriate strategy as well as methods of
recruitment which is used by the organisation in order to recruit young as well as talented person
for carry out their work in an appropriate manner. Through using campus recruitment the
organisation can hire skilled or talented candidate by using sponsorship as well as college
festival and also they provide internship programs and conducting workshops as well as seminars
and many more.
Be flexible it is considered as a significant strategy of recruitment that helps the
organisation in recruiting the large number of knowledgeable and Competent applicant's. It
reduces the work pressure of an individual person within business organisation that is helpful for
success of company at marketplace.
Social media recruitment in context of Morrison, the HR manager use social media tools
such as Face book, Instagram, LinkedIn and many more for hiring talented and competent
individual person within organisation. This is strategy or tactics is appropriate for recruiting
talented applicant within business organisation for particular job position.
Outsourcing It is considered as a appropriate selection strategy in which the organisation
provide the work to temporary workers in order to assess their skills as well as ability. This is
considered as a basic strategy to select the business venture in which they conduct initial
interview and hire from the large pool of applicant at marketplace.
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Compensation selection strategy in this strategy the company focuses on analysing the
various tools to hire the candidate or applicants in an appropriate manner. Here in the candidate
cannot be reduced depend upon their results or outcome of single analysis tool. They focus on
making comparison among the outcomes or result of all the applicants.
As per view point of (O'Donohue and Torugsa, 2016),at the time of recruiting individual
person the business organisation focuses on adopting appropriate recruitment as well as selection
procedure that is going to be mentioned below:
Step 1: Recruitment planning in this step the activity or function in relation to
recruitment is done. They make planning in order to eliminate the vacancies available in
particular job and gather the necessary data regarding the job and also they determine the number
as well as kind of candidate which is hired by company.
Step 2: Quality of candidate there are various companies that provide their attention in
attracting large number of candidate. Therefore, they focus on quality of candidate for particular
job position. They need qualification in order to hire a particular candidate at workplace which is
necessary for success of business organisation.
Step 3: Vacancy disclosure means the method in which business organisation should
focus on revealing the post that is directly linked to the type of professionals. Therefore it is
important to assess the need of an individual person regarding the job accessibility. This type of
professional is completely based on task as well as accountability included and also accepted the
experience level at workplace. There are various kinds of details in relation to explanation of job
as well as job specification.
According to the point of view of (Presbitero, Roxas and Chadee, 2016), selection is kind
of activity in which the HR manager selecting the most qualified or talented individual person
from the pool of candidate. Therefore the description or explanation in relation to Morrison is
given below:
Step 1: Preliminary interview here in the organisation focuses on assessing as well as
selecting the applicant and eliminate inappropriate candidate in this stage.
Step 2 Applying selection test in this step the interview in relation to job are conducted in
which the job seeker make a conversion with interviewer. There are various types of test in
relation to selection is organised by the organisation to select competent one.
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Step 3: Job interview this is considered as a formal interaction among the interviewer and
interviewee in order to assess the capability of an individual person. This job interview is
considered on one-to-one basis as well as this is also determined as a panel interview.
Step 4: Candidate reference herein manager of the company assess the name, contact as
well as address of an individual person from the candidate that is already worked in the company
for verifying the information that is collected is correct or not.
Step 5: Selection decision herein after collecting all the necessary information by above-
mentioned step than the HR manager selects the competent individual person based on the
interview, test as well as benchmarks.
Step 6: Physical examination there are several job in which the physical examination of
an individual person in order to tackle the situation at working place. Therefore it is necessary to
take the physical fitness of an individual person within business organisation.
Step 7 Job offer here in the jobs offered to an individual person by giving the letter of
appointment. Here in the management team focuses on providing the job to the individual person
after passing the entire necessary test for particular job position.
Step 8: Employment contract after completion of all these step that is mentioned above
then there are certain or several documents that must be submitted by the candidate to its
manager. The employment contract is considered as a confirmation that is provided by manager
to the Employees for their selection.
Step 9 finishing the selection process here in all the selection processes will be completed
and the HR manager hire competent and knowledgeable applicant at workplace.
Responsibilities of employee and employer in context of employee development
Talent management is considered a strategy and tactics in relation to organisation that
helps supervisor to hire and sustain the superior talent within business organisation. According to
the viewpoint of ((Rahman, Mordi and Nwagbara, 2018), talent management is considered as a
discipline in which the innovative approaches as well as tools are continuously emerging. There
are various kinds of approaches as well as tool in relation to managing or administrating talent
that must be implemented by the administration of Morrison to manage or sustain the
knowledgeable employees of organisation that is going to be mentioned below:
Work flexibility it is considered as appropriate tool in relation to managing or
administrating talent that help the organisation in recruiting the skilled workforce. It is necessary
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for business organisation to provide flexibility to employees of the company by providing work
from home, part time work as well as so on. Therefore it is important for employees to take
decisions regarding they are capable to come office as well as taking work from home so that
they carry out their work in an appropriate manner. It also helped in sustaining a workforce and
maintaining necessary development or improvement in term of loyalty (Vihari, Rao and Jada,
2018).
Leverage non-monetary motivation it is considered as the appropriate method of talent
management in which the organisation focuses on sustaining skilled and knowledgeable worker.
They also provide non- monetary benefits to the individual person like food vouchers, extra
leaves as well as training and so on. Therefore, it is important to give extra leaves as well as
holiday packages to the individual person so that they can spend their valuable time with its
family and also provide training that increases their skill as well as knowledge.
Human resource system and procedures
Human resource system as well as process is considered as that tool which is adopted by
organisation to handle or sustain employees within business organisation. According to the point
of view of ((Davila and Elvira, 2018), there are various HR tools that are adopted by HR
manager of the organisation that is going to be mentioned below:
Managing equal opportunity it is considered as a system that is used by HR manager to
provide equal opportunity to an individual person for the improvement. Herein, the organisation
provides a treatment to the individual person so that they boost their career in future period of
time and also it shows trust as well as loyalty to sustain employees for long period of time.
Employee health and safety it is considered as appropriate system that is provided by the
organisation to its employees. In addition to this it is necessary for the manager of the
organisation to provide healthy environment to its employees for carry out the duty as well as a
responsibility in an appropriate manner.
Training and development it is considered as appropriate technique that is adopted by the
administration of organisation. It is necessary to conduct training session for its employees for
improvement in the skill as well as capability to carry out the allotted work in better way.
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DISCUSSION AND ANALYSIS
Evaluation of the effectiveness of recruitment and selection strategies
Analysing recruitment and selection strategies is very difficult for company’s helps in
assessing tools and techniques. Therefore the effectiveness is considered by using clarity, gender
matter as well as HR competencies and many more. In context to Morrison, the recruitment as
well as selection strategy or tactics are appropriate to recruit skilled and knowledgeable
employees (Kim, Su and Wright, 2018). There are various strategies which are adopted by the
HR manager of companies such as campus recruitment, interview process, and ability test to hire
competent individual person. It also assist in making or maintaining improvement within
business organisation to increase their level of productivity and also the employees provide the
contribution or efforts in term of carry out their allotted work and task in good way. The manager
of organisation determines the employee for operating of business organisation that is going to
be mentioned below:
Employment Act 2008 as per this act the organisation obey the laws that is mentioned in
this act so that they perform their work under the law so that it provide the better implementation
of different work of organisation in better way. The individual person is hired on the basis of
some condition that is provided in this act (Collins, Zhu and Warner, 2018)
Equality law 2010 according to this act the employees or subordinate of business
organisation provide the equal treatment so that they perform their work in an appropriate
manner. It also motivates the employees if the organisation provides equal opportunity to all
individual person and they also display their capability, talent as well as competent within
business environment. Therefore the Morrison Company follow this law at Marketplace.
Health and safety law 1974 herein the organisation must provide proper or appropriate
safety to individual person within business environment. In reference of Morrison, the
administration offers healthy environment to the individual person such as by providing medical
benefits, sick leaves and so on.
An analysis of how the business manages the development of its employees
For administrating or development of improvement of employee they adopt the various
practices in relation to human resource administration and also the approaches related to talent
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management. There are various employees who play an appropriate role in context of Morrison
that is going to be mentioned below:
Training and development the management team of Morrison Company conduct
appropriate training session for the employees for gaining more and more knowledge and skill
related to technology. It is advantageous for the personnel as well as professional improvement.
It also helps the manager to assess the skill or knowledge of particular individual person by
getting information regarding the employees and they also provide contribution for growth of the
organisation (Cheng, and Hackett, 2019).
Performance management is considered as an appropriate method that is used in order to
managing talent. It helps in considering the performance level by providing effective training to
its employees. Here in the manager are responsible for monitoring as well as controlling the
performance of an individual person in different situation and also provide effective training time
to time.
Reward system: It is the significant approach in which the manager administrating the
employees according to implementation. This approach is important to handle and sustain
workforce in which they provide motivation to an individual person for carry out their work in
better manner.
Flexible working option: In context of Morrison, the administration or manager of
organisation, they assess approach as well as HRM practice o handle organisation in an
appropriate manner. It aid assistance in offer information or data regarding flexible working
hour, part time work in order to handle organisation in improved way. It is advantageous for
business organisation in which they can perform their work in better way (Liu, and Meyer,
2020). It is considered as appropriate tool in relation to managing or administrating talent that
help the organisation in recruiting the skilled workforce. It is necessary for business organisation
to provide flexibility to employees of the company by providing work from home, part time
work as well as so on. Therefore it is important for employees to take decisions regarding they
are capable to come office as well as taking work from home so that they carry out their work in
an appropriate manner. It also helped in sustaining a workforce and maintaining necessary
development or improvement in term of loyalty.
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Critical analysis of other HR systems and procedures
Human Resource Management system as well as procedure helps in managing functions of
business organisation. In context of Morrison, the administration of organisation determines
various factors like handling equal opportunity, providing training session to its employees and
many more. Through training, the organisation can improve the knowledge or skills of an
individual person that enhance the performance of organisation. If the manager does not provide
different kind of program to an individual person than it does not give them knowledge that
makes the growth of the company. In addition to this it is necessary for organisation to offer
equal opportunity to an individual person in order to retain them and decrease the turnover rate
of an individual person within business organisation (Furusawa and Brewster, 2018).
CONCLSUION
On the above-mentioned report it has been analysed that HR management is considered as
the appropriate activities that help in controlling or monitoring the employees of Organisation. In
assistance of appropriate recruitment as well as selection strategies they can recruit
knowledgeable workforce that make appropriate contribution towards both as well as
development of organisation. By adopting different kind of HR practices as well as talent
management techniques that help in retaining the employees for a longer time period.
Furthermore, it will provide discussion regarding the efficiency of a strategy in relation to
selection that helps the manager of organisation and developing and improving the worker. Apart
from this there is a detailed assessment of HR system as well as procedure is also discussed in
this report.
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REFERENCES
Books & Journals
Alvehus, J., 2018. Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), pp.31-44.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
O'Donohue, W. and Torugsa, N., 2016. The moderating effect of ‘Green’HRM on the association
between proactive environmental management and financial performance in small firms. The
international journal of human resource management, 27(2), pp.239-261.
Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in enhancing
employee retention in BPOs: focus on employee–organisation value fit. The International
Journal of Human Resource Management, 27(6), pp.635-652.
Rahman, M., Mordi, C. and Nwagbara, U., 2018. Factors influencing E-HRM implementation in
government organisations. Journal of Enterprise Information Management.
Davila, A. and Elvira, M.M., 2018. Revisiting the Latin American HRM model. In Handbook of
Research on Comparative Human Resource Management. Edward Elgar Publishing.
Collins, N., Zhu, Y. and Warner, M., 2018. HRM and Asian socialist economies in transition:
China, Vietnam, and North Korea. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Cheng, M.M. and Hackett, R.D., 2019. A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review, p.100698.
Furusawa, M. and Brewster, C., 2018. Japanese self‐initiated expatriates as boundary spanners in
Chinese subsidiaries of Japanese MNEs: Antecedents, social capital, and HRM
practices. Thunderbird International Business Review, 60(6), pp.911-919.
Liu, Y. and Meyer, K.E., 2020. Boundary spanners, HRM practices, and reverse knowledge
transfer: The case of Chinese cross-border acquisitions. Journal of World Business, 55(2),
p.100958.
Kim, S., Su, Z.X. and Wright, P.M., 2018. The “HR–line‐connecting HRM system” and its
effects on employee turnover. Human Resource Management, 57(5), pp.1219-1231.
Vihari, N.S., Rao, M.K. and Jada, U., 2018. Empirical linkage between sustainable HRM and
organisational flexibility: a SEM-based approach. International Journal of Business Innovation
and Research, 17(1), pp.65-86.
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