Human Resource Management Report: Morrison Supermarket Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Morrison Supermarket. It begins by outlining the purpose and functions of HRM, emphasizing its role in workforce planning and resource management. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, including internal and external methods. It further explores the benefits of various HRM practices for both employees and employers, such as transparency, employee development, and building a flexible workplace. The report also examines the impact of HRM practices on organizational productivity and profit, highlighting the importance of performance management systems and compensation strategies. Additionally, the report discusses the significance of employee relations in influencing HRM decision-making and the key elements of employee legislation and their impact. Finally, the report applies HRM practices in a work-related context, providing a holistic overview of HRM's role in the success of Morrison Supermarket.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Purpose and functions of HRM, that are applicable in workforce planning and resources an
organisation............................................................................................................................1
P2 Strength and weaknesses of different approaches of recruitment and selection...............3
LO 2.................................................................................................................................................5
P3 Benefits of different HRM practices within an organisation for both employee and
employer.................................................................................................................................5
P4 Effectiveness of different HRM practices in term of raising organisational productivity and
profit.......................................................................................................................................7
LO 3.................................................................................................................................................8
P5 Importance of employee relations in respect to influence HRM decision-making...........8
P6 Key elements of employee legislation and impact on HRM decision-making.................9
LO 4...............................................................................................................................................10
P7 Application of HRM practices in work related context..................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management deals with several functions and operations that are related
with compensation, performance management, organisation development, wellness, benefits, etc.
In this regard, training and development program also implemented in the business that assists to
manage workplace culture and environment. It increases organisational effectiveness which
impact positive on individual and whole business to bring consistency and improve human
relations (Armstrong and Taylor, 2014).
In this context, present study based on Morrison which is supermarket plc and trading as
forth the largest chain of supermarket in UK. It is public company that contain different kinds of
products and services in several areas of the world such as food and beverages, drinks, clothing,
etc. They are highly focused on safe way stores and develop significant advantages with
customer attraction (About Morrisons: freshness, service and value, 2018). For gaining insight
information of the present study, it covers purpose and functions of HRM that are applicable in
workforce planning. Furthermore, it contains benefits of HRM practices for employer and
employee. Moreover, it focuses on importance of employee relations which influence to take
HRM decisions. At last, application of different HRM practices also implemented in work
related context.
LO 1
P1 Purpose and functions of HRM, that are applicable in workforce planning and resources an
organisation
In Morrison human resource perform several functions and operations that assists to
determine right skills to accomplish aims and objectives of the enterprise. It is the most
important function that focuses on people aspects and ensures efficient management of people.
HRM consist coordination between enterprise and people to achieve their specific objectives. In
order to fulfil business objectives, Morrison determines different kinds of functions such as HR
planning, recruitment and selection, etc. Their main aim with implement it is to satisfied
customer demand and requirement so that they hire efficient and skilled employees. In this way,
recruiting and selection, compensation, human resource planning, etc. functions play by the
selected business to gain more desired level of results at workplace (Stavrou and Ierodiakonou,
2016). As a result, it has following purpose and functions:
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Purpose of HRM Effective use of resources: In Morrison, HRM consist important role in effective use of
resources. In this regard, it has been make sure that employees are used in right way.
Therefore, proper management of organisation and its operations successfully develop to
operate in the business. In addition to this, effective use of resources also make sure that
employees are ready to do their functions for the next thing. Consequently, employees
work at their best to scale with fast growing company (Bratton and Gold, 2017). In
workforce planning, it assists to regulate appropriate staff number so that it assists to
develop creativity and effectiveness. Comply to government policies: Along with this, another purpose of HRM is complied
with government policies. Therefore, Morrison can regulate their workforce planning
with appropriate rules and regulations that are made to increase effectiveness. Along with
this, it also assists to focus on bring effective work and ascertained with business
development as per government policies (Chelladurai and Kerwin, 2017).
 Promote company culture: In addition to this, it can be stated that HRM also possess
purpose to promote company culture. It increases significant advantages to deal with
innovative characteristics and effectiveness. It assists to bring next employees on the
training. Therefore, workforce planning can be successfully regulated at workplace of
Morrison.
Functions of HRM Recruitment and selection: Staff of Morrison emphasis on recruitment and selection of
human resources in the enterprise. It is primary function of the department so that HR
managers of Morrison hiring people with equal opportunities without any discrimination.
Furthermore, in workforce planning recruiting actual selection of people ascertained for
position in the enterprise in successful manner (Albrecht, Bakker and Saks, 2015). It is
the process of inviting qualified applicants through issuing notification in newspapers,
television media, social networking, etc. Human resource planning: Human resource planning is a function which determines
number and type of employees to establish organisational goals. Research is an important
part of this function because in workforce planning of Morrison to collect and analysis
information to forecast human resource supplies to predict future human resource needs.
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It consider skills and talent that assists to gain objectives of the business (Shields, Brown
and Plimmer, 2015). Performance appraisal: Performance appraisal function monitors on employee
performance which ensure that it applicable at all levels. Human resource managers of
Morrison usually responsible for developing and administering performance appraisal
system which is important consideration for workforce planning. It increases positive
work performances with increasing capabilities and skills of employees in Morrison.
Therefore, they are able to accomplish objectives easily (Peccei and Van De Voorde,
2016).
 Compensation: In this regard, Morrison consider alternative names for compensation in
term of payment, salary, wage or remuneration. Remuneration and salary can be used
interchangeably which is most important aspect for workforce planning. In this regard,
fundamental duty of employer to fulfil appropriate work with law that consist payment of
compensation. In this way, compensation can be successfully gain to take alternative
response (Kulkarni and Gopakumar, 2014).
P2 Strength and weaknesses of different approaches of recruitment and selection
In Morrison, effective recruitment and selection consider more time and efforts that are
scanning with resumes. Furthermore, there are several methods exists that consider for
appropriate recruitment and selection process. With the help of internal recruitment method,
Morrison has benefit to implement functions with less cost. As a result, it develops more
significant advantages to promote desired level efficiency at workplace. However, lack of
discipline exist which create negative impact on results and outcomes of the organisation. In
addition to this, selection method consider with external method which contain several
advantages to bring new ideas in the business. On the other hand, it increases cost of the chosen
business to follow legal process of selection (Glendon and Clarke, 2015). Following are different
methods of recruitment and selection that consider to gain positive advantages at workplace:
Recruitment (Internal method)
Recruitment is the activity that establish relationship between employer and applicant.
Main aims of recruitment is to create jobs for large number of people in Morrison as per
requirement of business. Furthermore, human resource department need to select appropriate
application and receive candidates so that process can be successfully develop selection of
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appropriate candidates (Helmreich and Merritt, 2017). There are several sources of internal
recruitment such as promotion, transfer, retired people, etc.
Strength
 Internal recruitment such as transfer is cost effective because, Morrison has no require
give advertisement or any other approach for recruitment.
 With the help of promotion, easily handle high volume of applications in consistent way
with appropriate records of response to work in better manner.
 Makes internal vacancies known across wide range of sites and divisions
 Can speed up recruitment cycle and streamline administration.
 It also assists to increase morale among several people so that advancement and reward
system can be successfully implemented to perform very well job.
 Operations can be perform continuously which increase chances of internal employee
transition into new role with minimal downtime. Less paperwork also advantage of internal recruitment because it contains more
systematic process to run several operations and functions (Kavanagh and Johnson, R.D.
2017).
Weaknesses
 Recruitment from internal sources such as transfer in Morrison create problem of lack of
discipline.
 Partiality among different members can also occurs which create problem to deal with the
potential applicants and it damages brand as well.
 Discrimination can also take place because human manager very well known about
candidates and they take differences among them.
 Stagnation is also disadvantaged because if each person in internal department is not
getting chance to create innovative and creative idea to perform several functions
(Akrani, 2011).
 Moreover, internal recruitment in the chosen business also increases conflicts among
colleagues.
Selection (External method)
Selection is the process of recruiting qualified personnel and matching their capabilities
as per vacant position. It is complicated and time consuming process for Morrison to select right
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candidate for the organisation. Furthermore, it also carries a lot cost for companies to invite
candidates suitable for vacant position. There are several sources of selection with external
source such as behavioural questions, skills tests, personality tests, etc.
Strength
 Opportunity for implementing new ideas and opinion that assists to accomplish desired
level results. In this regard, Morrison able to get new things' implementation in the
chosen business easily with behavioural questions.
 Furthermore, external recruitment such as skills tests also assists to compete with existing
competition in the market. It assists to the chosen business to increase productivity and
quality as well (Clark, Van Noordwijk and McNie, 2016).
 It also assists to offers wide scope for selection method such as personality tests because
there are large number of suitable candidates come for the selection process. Fewer chances of bias and partiality.
Weaknesses
 Very costly process because HR manager of Morrison need to conduct test, develop
advertisement, etc.
 It is time consuming process because selection process is very lengthy.
 Loyalty cannot be develop among existing managers of the chosen business.
LO 2
P3 Benefits of different HRM practices within an organisation for both employee and employer
Effective HRM practices motivates employees towards organisation work that improve
staff members and organisational performances as well. There are several benefits exists with
HRM practices that assists to develop flexible job definitions, work teams, cross training, etc.
Along with this, it is also beneficial to pay as per incentive basis that improve employee
performances as well (Wiegmann and Shappell, 2017). For example, health and wellness,
recognition, rewards, incentives, etc.
Benefits to employee
Transparency in management of Morrison assists to well informed all aspects of the
company. In this regard, sales figures, new contracts and sign ups consider successfully with
company objectives and policies.
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 Developing employees: HRM practices in the chosen business encourages employees to
add values in intellectual property. Competitive advantages of this system also increase
knowledge and skills of several people which is effective and equal capital that assists to
several people and improve their efficiency. Hence, Morrison provides facilities such as
training to use and share knowledge. Encourage positive behaviour: Furthermore, the chosen organisation also provide
positive working environment and favourable benefits to their employees with different
HRM practices. It assists to motivate them in more productive manner and culture lead
employees to reduce dissatisfaction of employees in business (Bringezu and Bleischwitz,
2017). Therefore, Morrison manage their culture with confirm employment standards and
laws. Building flexible workplace: HRM practice of Morrison also reflect changes at the
location of workplace. Current workers in the business expect different conditions those
exists in the past. In today's tome, workers are more diverse as per their skills so that
Morrison provides more flexibility at workplace. Retaining policy of Sainsbury also
includes flexible design of work environment, work assignment, composition of work
teams, etc. (Deery and Jago, 2015).
 Improve performance management system: Morrison also assists to motivate employees
to increase their productivity and overall performance as well. In this regard, alignment
between employer and employees also maintain to develop significant advantages at
workplace. In this way, performance management assists to recognise and reward best to
all members in appropriate way.
Benefits to employer Retained qualified employees: Morrison provides easy access and flexibility among
employee benefits. Therefore, employers have qualified staff members in the enterprise.
In this consideration, employees have benefit that they can easily develop themselves as
per business goals and objectives (Bakker and Demerouti, 2014). Developing good relations: Maintaining good relations with employees is also great
advantage to employer. In this regard, progress can be successfully develop that assists to
assess performance and takes actions that are necessary for controlling them. HRM also
drafts business and marketing plan for the chosen organisation.
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 Motivating workers: Managers of the selected firm must try to maximise their
performance. Hence, employers need to try to recruit and promote managers to manage
employees effectively and efficiently. HRM practices also assists to increase thinking of
being unique position that positively helps to the enterprise (Chelladurai and Kerwin,
2017).
P4 Effectiveness of different HRM practices in term of raising organisational productivity and
profit
HRM is effective for the chosen business in order to increase their profits and
productivity in positive manner. With this regard, it is essential to implement successful HRM in
Morrison that assists to accomplish huge profit and develop productivity. In order to determines
effective results in the business, there are several methods used in HRM practices in term of
raising organisational profits and productivity. In Morrison, manager provide direction to their
employees which would be beneficial to perform several functions and operations with
qualitative elements. For instance, leaders and managers of the chosen business play important
role in setting the direction, purpose, priorities, goals, etc. Hence, they lead the company to
superior place with profit and productivity. Internal method of recruitment consider advantage to
handle high volume of work easily. Therefore, Morrison can manage their outcomes with
internal recruitment strategy. It also increases advantages to deal with innovative and creative
functions to gain several advantages. As critical evaluation, external method of selection process
consider important role in the business to bring innovative ideas and opinion of different
employees at workplace (Armstrong and Taylor, 2014). Therefore, effectiveness of different
HRM practices in term of raising organisational productivity and profit can be successfully
develop in following manner: Innovative and high performing employees: Morrison encourage their employees to give
their part in innovative consent and develop more systematic results at workplace. In this
regard, all members are motivated for better facilities which can be successfully initiate
to enhance productivity and profits as well. It also useful to maintain creativity at
workplace which would be beneficial to attain overall targets and goals. With the help of
the different HRM practices, it assists to focus on the overall business development
program.
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 Effective direction setting and execution: Leaders and managers of the chosen business
play very important role in order to set direction, purpose, priorities, goals, etc. HRM
assists to the chosen business to recruit appropriate managers at right place. It assists to
lead with company operations and functions to support the whole business and increase
profit and productivity of Morrison. Along with this, it is also useful perspective that
make innovation and creativity to perform several targets in positive manner. Team and individual goals with effective communication: HRM of Morrison also set
and attain individual and team goals to accomplish desired level of results.
Communication mode also changed with over the last period. Therefore, HRM also
provides employees with effective mode of communication. As a result, it increases
effective results to promote more significant advantages at workplace.
 Effective reward drive performances: Monetary rewards are also tied directly with
performance and each goal. Employees reinforce to perform tasks in desired manner.
Morrison need to implement effective HRM in the companies controlling process. IT
assists to encourage employees to give their innovative participation at workplace.
Therefore, they are able to communicate several benefits in the market to promote more
desired level of efficiency (Shields, Brown and Plimmer, 2015).
LO 3
P5 Importance of employee relations in respect to influence HRM decision-making
Employee relationship consider important role in Morrison that influence HRM decision-
making. This is because, it assists to share work among several people and develop creativity in
Morrison. When all members are working with sharing of work, HRM decisions can be easily
accomplish to focus on different perspectives. Hence, it considers following importance in the
chosen business:
Work become easy when it shared among all workers: In Morrison, healthy relations
among employees assists to perform functions with reducing work load from each person.
Hence, it increases chances of productivity in the enterprise. Dividing of work among several
members assists to team to accomplish desired work as per assigned time. Hence, good relations
within the team members consider ability to do work easy (Peccei and Van De Voorde, 2016).
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Discouraging conflict among workers: Furthermore, good relations among employees of
Morrison diminish conflicts and fight among several people. They all trust each other which aids
in performance to fulfil goals and objectives. Therefore, productivity of members can be
increasing to take better decisions.
Loyalty of employee: Moreover, pleasant and interactive work environment in Morrison
also assists to create loyal employees. They all are feel motivated to perform tasks that assigned
to perform functions willingly. More efforts are also provides that can be leads to gain greater
productivity. It also assists to reduce employees turnover which also diminish cost of recruitment
Ensure equality with communicate effectively: With the help of effective communication
system, Morrison ensures that employees of the business not discrimination across the enterprise
in any perspective. Therefore, they are feel motivated to perform tasks and attain more desired
goals to manage company's operations (Chelladurai and Kerwin, 2017).
P6 Key elements of employee legislation and impact on HRM decision-making
In order to take appropriate decisions in Morrison, HRM consist important role. In order
to maintain significant advantages, it can be stated that HR manager of Morrison need to follow
all employment legislation that effect on decision-making in organisational context. It assists to
focus on goals and objectives which would be beneficial to take appropriate work with comply
different laws such as Data protection act, minimum wage act, disability discrimination act, etc.
All these perspective assists to maintain relationship among several employees and between HR
manager and their subordinates. It increases significant advantages to focus on decision-making
strategy. Hence, they need to perform certain key elements of employee legislation that can be
impact on decision-making: Disability Discrimination Act UK 2010: Disability discrimination act assists to reduce
discrimination on the basis of disability. In this regard, daily activities promoted to focus
on long term development program. Therefore, it assists to focus on accurate HRM
decisions that increases more effectiveness to encourage several employees towards goals
and objectives. It increases profitability and effectiveness to focus on desired level results
in business (Chelladurai and Kerwin, 2017). Minimum Wage Act 1998: Minimum Wage Act 1998 defines rules and regulations
regarding payment of employees in UK. In this regard, HR manager need to follow rules
and regulations that made to protect employees with appropriate amount. In addition to
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this, in UK there are wages determines according to age of employees so that workers
will get appropriate amount as per their efficiency and work. Data protection Act 1998: Data protection Act in UK designed to protect personal data
and information that stored in computers or any papers regarding employees, etc. These
kinds of data strictly protected by the business for other purposes that was legally obliged
to comply with this act. In HRM decision-making, it assists to focus on employee work
and performance to processing and movement appropriate information (Shields, Brown
and Plimmer, 2015). Equality Act 2010: Equality act is kind of law which protects from discrimination to all
members of the organisation. In this regard, manager of Morrison need to reduce unfair
treatment on the basis of personal characteristics such as age, gender, colour, etc. It
ensures that consistency among employers and employee need to do with fair
environment which comply with law in effective manner. When HR manager follow
appropriate rules and regulations regarding equality act, they can take appropriate
decision for all employees (Armstrong and Taylor, 2014). The Fair Labour standard Act: This act is a federal law which establishes minimum
wage, overtime pay eligibility, record keeping, etc. Therefore, manager need to follow all
labour standards that affecting full-time and part-time workers in the private sector.
 The Civil Right Act: According to this act, landmark civil rights and US labour law in the
country that outlaws discrimination on the basis of race, colour, religion, sex, etc. It assist
to maintain appropriate standard at workplace.
LO 4
P7 Application of HRM practices in work related context
This is to evaluate the employee relations in Morrisons where it generally refers to the
efforts made by the administrative bodies to manage effective relationships among its employees
as well as employers. An enterprise with good programs to drive effective employee relations is
known to provide impartial and steady treatment to all its workers. It is however with a prime
agenda of keeping them satisfied and loyal towards their respective jobs and also create a sense
of commitment in them. Morrisons hereby try maintaining a resilient workforce by trying to
enhance the coping capabilities of its staff members. This is basically to assist both employees
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