Morrison's Talent Management: An HRM Management Report

This report provides a detailed analysis of talent management strategies within Morrison, a British supermarket chain, focusing on the aims, legal regulations, costs, and benefits associated with these practices. It covers how Morrison utilizes talent management to achieve organizational goals, gain a competitive advantage, and maintain a positive organizational culture. The report examines relevant legal regulations such as the Employment Relation Act 1999, Employment Right Act 1996, Maternity and Paternal Leave etc. Regulation 1999, National Minimum Wage Act 1998, and Part-time Workers Regulation 2000, highlighting their impact on talent management practices. Furthermore, it discusses the advantages of effective talent management, including better recruiting, deeper employee engagement, minimized turnover rates, and improved internal relations. The report concludes with recommendations for Morrison to enhance their talent management processes, such as appointing skilled recruiters and focusing on performance measurement activities.

Introduction to HRM

Table of Contents
Introduction......................................................................................................................................2
Main Body.......................................................................................................................................2
Prepare a Management Report on talent management................................................................2
Legal regulation of Talent Management.....................................................................................3
Cost and benefits of Talent management....................................................................................5
Recommendations.......................................................................................................................6
Conclusion.......................................................................................................................................6
References........................................................................................................................................8

Introduction
Human resource management is the strategical concept to the effectual and economical
establishment of individuals in a firm or administration that they assist their enterprise increase a
competitory benefits. It is planned to increase the working of employees in company of an
employment strategical goals. Morrison has been chosen as a base firm which is a British
supermarket founded in 1899 by William Morrison. This industry mainly concentrates on the
food and grocery which is processed in its own manufacturing facilities and stores. This file
covers goal, legal regulations of a selected firm which is totally related to the talent management
(Dauda and Singh, 2018). This will also cover cost and advantages of the administration who
deals with the particular issue.
Main Body
Prepare a Management Report on talent management
Talent management is considered as those practices of HR manger which help the
company to attain skilled and experienced employees for performing organisational task
effectively (Krishnan and Scullion, 2017). It help the company to attract, hire and retain
employees for longer period of time within the organisation which will help the company to use
their effective potential and skills to achieve organisational goal.
Aim of talent management
The main aim of talent management in context of Morrison is to attain those potential and
effective employees within the company for longer period of time which will help the company
for its effective growth. Here, Morrison hire and train their new employees so that they will
understand organisational tasks and their roles and responsibilities as soon as possible to provide
effective outcome for the company. Few of the aim purpose in context of Morrison for their
talent management is mentioned below-
To achieve organisational goal with efficiency- Morrison, hire skilled employees and
provide them those task which matches their specialisation so that they will perform their
assigned task with full efficiency and help the company to achieve their organisational goal on
time (McDonnell and et. al., 2017).
To gain competitive advantage in market- With the help of talent management,
Morrison can gain competitive advantage because their effective skilled employees will help the

company to provide those suggestions in decision making process which will help them to gain
competitive advantage.
To achieve high market reputation and maintain their organisational culture- Talent
management will also help Morrison to gain high brand recognition and reputation in market due
to effective performance of their employees (Claus, 2019). Secondly, talent management also
help organisation to maintain their effective working culture so that their employees will work as
a team and help each other to achieve their common goal of organisation.
To have effective and profitable growth strategies and plans- Talent management will
further help Morrison to have effective growth strategies for their further success and effective
plans and strategies made by their skilled and talented workforce, they can grow higher and
target those market which is in demand for them.
Legal regulation of Talent Management
For providing harmless and safe surroundings to the individuals working in the firm, it is
very crucial for it to go along with all the concepts and laws made for the workers who are
actually working in the company. For Morrison, it is very important for the company to utilize all
laws made by the system of rules for securing the authority of workers. This performance of
legitimate laws will aid the organization in growing good engagement of workers as they will
assured and safe. This will also symbolize that firm is fetching all the responsibility for giving
safe surrounding to their workers.
Explanation about some laws that the chosen firm can use to raise Talent Management:
Employment Relation Act 1999:
This act of Parliament which has been accepted in UK to secure individuals against
avoiding on the field of commercialism Union membership or enterprises and to get rid of the
need for trade unions in definite conditions to recognise to employers those employees who will
be chosen or named out on business action (Ardiansyah, 2021). In case of Morrison, they use this
act as with this organisations can not ignore workers and make legitimate rights which involves
the identification of trade unions.
Employment Right Act 1996:
This act of Parliament which has been utilised in UK to unite validation associated to
working abilities. This Act includes areas like biased judgement, repetitiveness commercialism,
security of rewards, zero time agreements, Sunday on the job, interruption from workings,

flexible work and closing of business. In context to Morrison, they use this law to strengthen the
accuracy of an workers to ask flexible work period which was afterwards passed by Legislature.
Maternity and Paternal Leave etc. Regulation 1999:
This act of Parliament which has been utilised in UK that a worker is eligible to 18 weeks
of normal maternity leave of absence 29 weeks of extra leaves if a female employee has been on
the job for the enterprise for more than a year. Ordinary leave is compensable and additive leave
is not compensable. A worker should take at least 2 weeks of leave, or 4 if a female employee
works in an industrial plant (Goyal and Patwardhan, 2020). In relation to Morrison, this law is an
accumulative tool which contain UK working class rules that states that workers working in the
firm have all the rights to take leaves for their pregnancy and fatherhood conditions.
National Minimum Wage Act 1998:
This act of Parliament which has been used in UK lay out the minimal quantity of wages
a person is eligible to per hour (Tebekin, 2018). This earnings is related to an individual's time of
life. There is also a particular charge per unit for beginner. It is a legitimate need for all the
workers to give somebody the international minimal pay. In accordance with this law, this
implies that all the firms are needed to give minimal pay to their workers which deviate in
accordance to time of life of individuals and also this will rise every year. This law involves
some illustrations for workers like learners. In context to Morrison, Group who is working in the
firm and are higher up the age of 23 could lawfully assert National Living Pay.
Part-time Workers Regulation 2000:
This act of Parliament which has been used in criterion which needs that workers provide
citizenry on part-time agreements similar care to individuals on full-time commitment who do
the identical jobs. This law assist in securing working rights of part-time employers. In
accordance with this law organizations must provide equivalent care and regards to the part-time
employers as it is giving to other around the clock workers (Pinto-Garay and Bosch, 2018). In
case of Morrison, with the use of this law, firm must offering these workers an equal treatment
like prorated vacations.
Cost and benefits of Talent management
There are various kinds of benefits of talent management within an organisation and few of the
benefits in context of Morrison are given below-

Better recruiting- In context of talent management the recruitment process of Morrison
get improved because they mainly focus to hire skilled and talented employees which can fulfil
the vacant job effectively by their expertise area of performing work (van Zyl, Mathafena and
Ras, 2017). In context of Morrison, they recruit only those employees which have those skills
and experience which they actually need in their organisation. This will further reduce the cost of
recruitment and selection of unskilled employees related to specific job position.
Deeper employee engagement- In context of Morrison, they hire skilled and talented
employees and they provide regular training to their staff members so that their skills get
enhanced on timely basis. This will help the employees to get highly and self motivation to
perform their task effectively and help the company to achieve their organisational goal as soon
as possible. Hence, talent management will also help in engaging employees well for their tasks.
Minimize turnover rate of company- Morrison can focus on their recruitment process
ad benefits which they provide to their employees for attaining them in their organisation for
longer period of time (Rotolo and et. al., 2018). With the help of effective benefits like training,
rewards, compensation and many others the employees of Morrison get satisfied with the
company and wish to stay with the company for longer period of time. Hence, this will reduce
employee turnover rate for company which is good for any organisation.
Maintain appropriate relations within the company- in context of Morrison, they help
their employees well to enhance their professional career by promoting those employees which
perform good within the organisation. This will help maintain positive relationship between
management team and employees team so that they will trust each other and mitigate their
conflicts to work together. This will further help to manage organisational resources effectively.
Therefore, talent management will help a company to build better relationship within the
company which further results positive related to organisational culture. When employees have
better relationship with each other than they communicate well with each other and perform their
task effectively as a team (Thunnissen and Buttiens, 2017).
Recommendations
 It is recommended that Morrison, can appoint a well skilled, talented, knowledgable and
experience recruiter in their company for the recruitment process of vacant job so that the
talented recruiter will conduct interview process appropriately and check the skills of
candidates effectively. This will help them to hire talented employees and those

employees only which can easily perform the roles and responsibilities of offered job
position.
 It is also recommended to Morrison that they can focus effectively upon their
performance measurement activities and measure the performance of employees well so
that management team will get to know that who is performing well in the company to
appreciate them by providing them promotions and other benefits. Performance matrix
also help management team to analyse those employees who need training due to their
inadequate performance n the company.
Conclusion
It is concluded that talent management is the concept where companies hire, and retain
their employees within the company for longer period by providing them various facilities like
promotions, effective working conditions and many others. There are various kinds of purpose of
talent management within the company such as to enhance employees performance, to gain
competitive advantage in market, to help company in growth and many others. It is also
concluded that few of the regulations will help to manage effective workforce within the (Dauda
and Singh, 2018) (Ardiansyah, 2021) (Tebekin, 2018) (Pinto-Garay and Bosch, 2018) (Goyal
and Patwardhan, 2020)company like Maternity and Paternal Leave etc. Regulation 1999,
Employment Relation Act 1999, Employment Right Act 1996 and many others. There are
various kinds of benefits of talent management within an organisation like minimizing turnover
rate of company, enhance employee engagement and many others.

References
Books and journals
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Management at LAZISMU Purbalingga in the New Normal Era. Journal of Business
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Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly, 22(3), pp.207-215.
Dauda, Y. and Singh, G., 2018. Assessment of human resource management best practices
among private and public institutions. International Journal of Humanities and Social
Sciences, 8(1).
Goyal, C. and Patwardhan, M., 2020. Identification of factors of Hard and Soft Human Resource
Management Practices. Journal of Information Technology Applications and
Management, 27(6), pp.75-87.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
McDonnell, A. and et. al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management, 11(1), pp.86-128.
Pinto-Garay, J. and Bosch, M.J., 2018. Virtues and the common good in human resource
management. In Business Ethics (pp. 124-137). Routledge.
Rotolo, C.T. asnd et. al., 2018. Putting an end to bad talent management: A call to action for the
field of industrial and organizational psychology. Industrial and Organizational
Psychology, 11(2), pp.176-219.
Tebekin, A.V., 2018. School Of Human Resource Management As The Basic For The
Development Of Modern Business Strategies. Business Strategies.
Thunnissen, M. and Buttiens, D., 2017. Talent management in public sector organizations: A
study on the impact of contextual factors on the TM approach in Flemish and Dutch
public sector organizations. Public Personnel Management, 46(4), pp.391-418.
van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent management
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