Human Resource Management Report: Morrison Company Practices Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) practices within an organization, specifically referencing Morrison Company. The report explores the functions and purposes of HRM in planning, workforce management, and resourcing. It delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods. The report further examines the benefits of HRM practices for both employers and employees, such as improved efficiency and employee development through training. Additionally, it analyzes the effectiveness of HRM in boosting productivity and profitability. The report also addresses employee relations, the impact of employment legislation, and the application of HRM practices, concluding with an evaluation of the effectiveness of HRM practices in increasing productivity or profit of organisation.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1: The function and purposes of HRM that is applicable to planning or workforce and
resourcing an organisation...............................................................................................................1
2: Weaknesses or strength of various approaches to selection or recruitment...........................2
3: The benefits of HRM practices for both employer or employee within the organisation.......5
4: Evaluation the effectiveness of various HRM practices in increasing productivity or profit
of organisation.............................................................................................................................6
PART 2............................................................................................................................................8
5 Employee relations with respect to influencing HRM decision-making..................................8
6 Key elements of employment legislation and impacts on HRM decision-making...................9
7 Applications of HRM practices................................................................................................9
CONCLUSIONS............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
HRM is a group of people or department of an organisation that is responsible for selecting,
hiring or firing of workforce and help the businesses in order to gain competitive advantage.
HRM is an essential part of every company and plays many vital functions. Morrison is UK
based company which became one of the largest supermarket chain. Its mission is to provide
quality products which are accessible to every consumer. The company's main objectives is to
provide fresh foods that they sell through own manufacturing unit. In this report, different
functions or practices to HRM is elaborate. Further, strength or weaknesses of HRM approaches
is explain and how it provides benefits to employer or employee with its various HRM practices.
Further, the main elements of HRM practices will be evaluated along with its application with
suitable examples. Lastly, the report will provide portfolio.
PART 1: The function and purposes of HRM that is applicable to planning or
workforce and resourcing an organisation.
Human Resource Management is a strategic approach to the effective management of
people in an organisation.
Purpose of HRM:
The main purpose of HRM is to increase the performance of company by investing in right
people. In this department, the team should have skills, abilities and knowledge needed in order
to recruit and find talent from outside the organisation. Further, HRM also make sure that they
provide assistance to all employees and help them succeed in their roles. The department also
ensure the good working conditions in organisation. There purposes are depending on the
organisation and its structure.
Managerial functions of HRM:
Planning
Before starting any activity, HR manager must plan all its activities so that every subordinate
furnish their job perfectly. Planning is vital in Morrison as it provide its actual goals that it
achieve in the future. It enables the best procedures to perform specific job roles.
Organizing
If human resource manager is finish with establishing objectives and goals than they are
responsible to design and develop overall structure at Morrison to able to perform various
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operations. This mainly involves grouping all activity that is related with personal into important
functions.
Directing:
Human resource managers develop plans but it should implement smoothly and it is decided
by how motivated employees is with their organization. This function of human resource is
encouraging employees so that they work effectively to achieve objectives and vision at
Morrison.
Operative Functions of HRM
Job analysis and design
It is one of the important functions of HRM and responsible for analysis or design of jobs.
Firstly, job design involves important methods like describing responsibilities, duties and all
operations of job (Terziev, 2019). If HRM is hiring candidates that should be based on research,
then it is vital to acknowledge the characteristics of a suitable candidates who would be consider
best for the job. By applying this process, it will help to determine the right candidates that fill
the requirement of job at Morrison. On the other hand, analysis of job includes all the
requirements of job that an organisation demand for example skills, work experience and
minimum qualifications of candidates. At Morrison, day to day essential functions need to be
identified and described as well in detail, since they will decide the course of action in future
while selecting the candidates.
Recruitment or Selection
It is also a primary function of HRM, as it involves selection of suitable candidates. It helps
Morrison to achieve the goals or objectives by recruiting qualified or efficient employees.
Overall process starts with selecting the right employees out of the overall list of applicants, so
HRM must carefully identify the suitable candidates for the interview or selection process later.
Now, all the selected candidates are then going for a comprehensive screening test so that it
filters out the most desirables candidates from the pool of applicants. Once this function of HRM
is completed than the candidates get selected after so many rounds of interviews. Then later all
those candidates are provided with suitable job offer.
Training and development
This is another main function of HR that is essential in the organisation. Training is provided
by employers with the help of necessary tools so that it helps them to adopt new organisational
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culture. In Morrison, the main aim is to provide training, help them to become more expertise
and able to perform their task more efficiently (Guest, 2017). HRM performs crucial task in
order to prepare all employees for harder or bigger task so that it leads to the development of
employees at work. For healthy organisation, Morrison should provide opportunities for growth
and development to its employees.
Performance Management
The next functions of HRM include effective performance management of employees.
Effective performance management is considered important because it ensures that the output of
all employees will meet the objectives or goals of Morrison. Performance doesn't only focus on
one or two employees but consider effective performance of whole team, department or
organisation.
All these functions of HRM are considered as the core part of Morrison as it helps them out in
achieving its goal and fulfil the demand of its customers.
2: Weaknesses or strength of various approaches to selection or recruitment.
Organisation should follow different approaches so that it effectively selects or recruit people in
order to maintain its performance.
Recruitment - There are two methods in this method that Morrison should follow in their
organisation that includes:
Internal recruitment - In this process, an organisation is conducting the process within its
management and try to fill the vacancy within its workforce. Below are approaches of internal
recruitment:
Previous applicants – There are some workers who left the organisation but again wants to
work in the organisation so they may consider by companies again. Morrison can employ their
retired or retrenched employees in order to fill the vacancy.
 Strength: It will reduce the cost of recruitment process as company do not require to
invest extra in recruitment process.
 Weakness: It may lack in bringing innovation.
Promotion - Promotion and transfer can be made in present employees and also become the
main source of recruitment. If Morrison is planning to promote its present employees than it will
increase its pay, higher their status and responsibilities. The major advantageous is that it reduces
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the requirement of job in Morrison (Macke and Genari, 2019). Transfer is shifting the employees
from its one job to another without make any changes to its roles.
 Strength: It helps in motivating present employees.
 Weakness: It may demotivate other employees who are newly appointed because
employees might feel unappreciated for its performance.
Employees Referrals – This is another main part of internal recruitment. In Morrison,
employees can refer to their family members, friends or relative as well so that it filled the
position. This can serve as one of the most suitable method because employees may refer to
those potential candidates that suit the requirement of Morrison.
 Strength: This helps companies to save their time.
 Weakness: It also lacks in skills or abilities because it might possible that company filled
position who had no skills and abilities to perform a job and reject new candidate.
External Recruitment - It is the process from which the company is looking to fill the vacancy
from outside. The main approaches of this type of recruitment is as follows:
Employment Agencies
There are wide range of agencies that recruit employees on behalf of the company who
register candidates for employment and furnish a list of suitable candidates.
 Strength: This process saves time for HRM.
 Weakness: To hire agencies will add additional cost for company as employment agency
fees are paid by company itself when it places suitable employees.
Advertisement
It is the most suitable or widely adopted method to generate many applicants. Morrison is
adopting this method because its reach is very high. This can be done to select the candidates for
technical, clerical or mechanical types of job.
 Strength: It attracts lots of new or potential candidates.
 Weakness: It is costly process for company because marketing requires extensive
research, planning and execution.
Strength and weaknesses of internal recruitment
For Morrison, it becomes the most cheaper or quicker. People are already familiar with
the working of business and its functioning. Morrison can motivate its employees by providing
them opportunities of promotion (Samkarpad, 2017).
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On the other hand, with the internal recruitment, Morrison can limit the number of suitable
applicants. It also lacks in adopting any new ideas in the organisation.
Strength and weaknesses of external recruitment
Morrison can cover the wider range of candidates from which it selects the best
candidates. The people from outside may bring innovative ideas in Morrison and have many
years of experience.
Conversely, Morrison may avoid this because it carries longer process. It also became more
expensive or time consuming because of the advertisement or interviews.
Selection – It is the process from which company fill vacant post out of candidate that come for
interviewing and selection. Its main objective is to select the candidate that is the best fit and
rejecting others. Morrison can conduct the various steps or methods by which the evaluation of
candidates is done. Its main approach is to lower down the candidates until one ideal candidates
is identified.
Approaches of selection
Online screening - It is part of selection process and several questions is asked in order to gain
job applicant's skills and attitudes personally before conducting in person interview.
 Strength : It help company to save time as it already find out an applicant's qualifications
and skills.
 Weakness: It might possible that company select those candidates who is actually not
suitable as it do not conduct face to face interview.
Short-listing - In this process, a potential candidate is identify by company who is best meet
the required and desired criteria that is set by company.
 Strength : It is efficient process of selection as it help company to develop a strong
talent and nurturing talent communities.
 Weakness: It is time consuming process for company as it is challenging process.
Strength or weaknesses of selection
With the help of selection, Morrison can only refer to those candidates that is perfect for their
business.
In contrast, selection is negative process that reject the candidates from pool and also very
expensive for Morrison.
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3: The benefits of HRM practices for both employer or employee within the organisation.
There are various HRM practices that is beneficial for both the employers or employees that
describe below :
Hiring right people
This practice make organisation to only select those employees those add value in Morrison
and its team. It’s very important for Morrison to do their best in selecting the exceptional
candidates because they also become the reason for the success of its business. The employer
will benefit from this because its increases the efficiency in their work. Employee benefits with
this as it increases their productivity (Squires and et.al., 2017).
Providing Training
This practice of HR makes sure that Morrison should make investment in training for it
employees. Their task is not just limit with recruitment but also make sure that all employees
will remain expertise in their field. The benefit it provides to employees is that it keeps them
updated with the latest technology and make them aware about all changes like if Morrison is
planning to update its operations with latest software than it should provide the training to
employees for the same.
On the other hand, it gives advantage to employer that all of them are on same wavelength
so that it didn't lower down the effectiveness of its work. For example, if all workforce at
Morrison is thoroughly trained than it will automatically upgrade its growth and the burden of
employer will decrease.
Management of conflicts
Various situation is occurring in the organisation where conflicts are happening between both
employer or employee. No one can handle the issues, however one can only manage them. So,
Human resource will play the role of mediators to sort the matter between employer or employee
For example, in Morrison, the argument is occurring between employees regarding the workload,
so this practice will help employee to sort this out instantly and do not waste their time.
For employers, it will save them to indulge in any type of this activities and also make
sure that nothing gets out of the hand (Kimera, 2018).
Fair Compensation
If Morrison company hiring the correct people, then they will compensate them above the
average. Hence, those are the one who adds more value to the organisation so it’s important for
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Morrison to pay them fairly if they want to retain them. For example, if Morrison is paying high
to its employers as per the skills and capabilities, then it will motivate them to do their best and
give more to organisation.
Secondly, if Morrison is paying reward on performance basis than it will connecting its
performance outcomes with individual rewards and it automatically boost employees to
maximize their work in order to increase the outcomes.
Health and Safety
Human Resource department also plays a vital role in health or safety in workplace. This can be
achieved by following various policies or techniques, however the HR make sure that both
employers or employees will acknowledge the risk in carrying out particular activities. For
example, if there are heavy machinery and equipment in Morrison's warehouse than warning sign
and necessary posters are kept (Schripsema and et.al., 2017). This provide advantage to
employees in decreasing the harmful incidents and lowering down the possibility of any
accidents.
Also it will help to eliminate legal action that company might face later and provide a
sign of relief to all its employers. Employers will be able to do task more efficiently if they feel
safe at workplace. Employees also enjoy flexible working practices at Morrison that incudes that
employees may choose to work fewer then the standard 40 hours work week.
4: Evaluation of effectiveness of various HRM practices in increasing productivity or profit of
organisation.
HRM practices help organisation in so many ways. As all HR managers will encounter various
norms or address various types of problems that occur in an organisation.
Training and development – This method make employees more productive or efficient as all
those activities are connected actively with managerial activities. It is also essential for the
organisation that really wants to take the benefits of techniques, new changes and further
improvements. Training is provided to all employees in order to gain knowledge about usage of
machinery, new or developed technology. That enable them to properly use all equipment’s more
effectively and hence increases productivity.
Performance management – Next thing is to consider about the productivity by examining
performance of its workforce and evaluate the timing on how long they are taking in completing
the task. Also evaluate the amount of efforts made so that the effective training or development
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is provided in order to increase the productivity of Morrison. So, performance measurement part
is important for HR so that it will also able to maintain its growth in the long run. HR should also
measure the productivity or profitability by managing company's objective, sales or revenue
growth, measure targets and other essential factors. If HR mangers make sure that overall
workforce is doing excellent job, then maximum changes are observed in company. Therefore,
company find that its overall sales will also increase by examine the performance of workforce.
(Ogbonnaya and Messersmith, 2019).
Health and safety - Another main function of HR is to make sure that environment is safe and
healthy to perform and everyone can work well. So, it’s essential in Morrison company that it
enables the surrounding healthier for all its employees. Hence, it results to provide more safe
place and avoid any accidents that occur at workplace. Additionally, HR also enables a good
environment to work so that it develops a healthy relationship among all the employee or
employers and make them work for hours without any hurdles. Therefore, by applying this
process it will reduce the chances of any unexpected accidents and increases the efficiency at
workplace. Hence it automatically upgrades the productivity in the workplace.
Employees Motivation - HR can also play vital role in increasing profitability of Morrison by
providing motivation to employees with the help of bonuses, awards or prizes, and many
incentives. Moreover, employees also feel that they are valuable to them. HR should ask
employees and take feedback about their experiences and try to resolve them. It is also a great
way to develop the growth (Sivapragasam and Raya, 2018).
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PART 2
5 Employee relations with respect to influencing HRM decision-making
Employee relation is one of the main keys of success of companies. It is believed that
employees' satisfaction is must as they are responsible for success of company. It happens only
when they are motivated and satisfied. If they are motivated, then it helps them to do effective
work. HRM decision-making is influence by employees' relationship because they help company
to achieve success in market (Mishra and Sarkar, 2020). HRM ensure that they take effective
decision which help employees to do work efficiently. Flexibility in working is also required to
employees. It helps HRM to build relationship with employees.
In Morrison HRM try create healthy and positive environment and also try to build good
employee relation. It is beneficial for Morrison to increase retention rates and also help to
enhance their work level. Employees are directly connected with customers and they know
consumer needs and expectation so in Morrison management make sure that before taking any
decision they try to consult with employees for better decision. Good employee relationship
makes process of planning and implementation easier. If HRM has good relation with employees
than it helps to trust, then it makes communication easier and also they get ideas and views on
their planning. In Morrison human resource management try to manage strong communication
channel by good employee relationships. As HRM taking views at time of planning then it is
easier to employees to implements the decisions and rules. Employee relation also make
recruitment process easy. Employee try to refer their family members or friends that help HRM
to make recruitment process easy. It also helps to create a friendly relationship with HRM, with
good relationship employees gain trust and loyalty which help Morrison to create positive
environment in the organization. HRM also try to make some rules and regulation for employees
so that they feel safe and do their work effectively. Maintain good employee relationship with
legislation help Morrison to create better environment for their employees and employees also
feel comfortable and safe. Employees relation impact on HRM decision-making they influence
by the relation and take decision for employee benefits and also for the company profitability
and to increase sales of Morrison.
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6 Key elements of employment legislation and impacts on HRM decision-making
There are several rules and regulations which Morrison create for employee. Country
government and pass specific laws and legislation which varies from industry to industry.
Government creates some laws for employees help and for different circumstances. Morrison
conduct their business under the legal power of UK. In this they set required different rules
which helps organization to follow effectively business operations (Yap Peng Lok and Chin,
2019). In Morrison effect of rules and laws on decision-making of HRM are as follows:
Human Right Act, 1998: This legislation helps Morrison to provide equal opportunities to
all employees without considering any other factor. In this employee ensure their job opportunity
with organization (Ayentimi, Burgess and Brown, 2018). This act provides employees better
work opportunity and it also motivates them.
Equality Act, 2010: This act prevents Morrison from differentiating employees and partial
behaviour to selected employees. It also helps to give require attention to each employee which
help employees to stay motivate and inspire. This act motivates business and organizations to
stop differentiating between different cultures, genders, marital status and more other factors.
Health and Safety at Work Act, 1974: By this act organization is responsible for health
and safety of employees and staff members. For this they try to establish safety precautions
which help employees to take care their health.
Anti-Discrimination Act, 1991: This act focus on promoting equal opportunities for each
individual employees of the organization (Ojo, Tan and Alias, 2020). By this act Morrison tries
to forbid their employees from unequal discrimination in particular activities such as sexual
issues, harassment and such other activity. This act helps employees to feel safe in organization.
7 Applications of HRM practices
Job Description
Company Morrison
Post Marketing manager
Location Hilmore House, 71 Gain Ln, Bradford BD3
7DL, United Kingdom
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