Human Resource Management Practices in Morrisons Supermarket

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Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
Assignment 1 (LO1, P1, P2, M1, M2, & D1)..................................................................................4
Assignment 2 (LO2 P3, P4, M3 &D4)............................................................................................9
Task 1...........................................................................................................................................9
Task 2.........................................................................................................................................13
Task 3.........................................................................................................................................16
Conclusion.....................................................................................................................................24
Reference List................................................................................................................................25
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Introduction
The human resource departments are embedded with the sole responsibility of effective
management of an organisation with the recruitment and selection of reliable individuals (Noe et
al., 2017). The report is directed to provide a comprehensive approach to the understanding of
the HRM approaches and practices that are prevalent in the organisation. The company chosen
for the completion of the report is UK’s fourth largest retail supermarket, Morrisons. It was
established in the year 1899 by William Morrison and has its headquarters in Bradford, England
in the United Kingdom (Morrisons, 2019). It deals in the manufacture of food, drinks, clothing,
books magazines and so forth. The report will guide the retail company to acquaint the
employers and the employees on the usefulness and the effectiveness of the HRM practices in
the organisation. The internal as well as the external approaches adopted by the HR managers
will be analysed with respect to making legislations for effective employment.
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Assignment 1 (LO1, P1, P2, M1, M2, & D1)
Introduction
The report will elucidate a thorough understanding on HRM practices that can be adopted for the
HR department for bringing an improvement in the working conditions of the workforce. It will
give a clear perception on purpose and the functions of the HRM that are vital when planning
for the workforce and resourcing of the company.
1.1 Explain the purpose and the functions of HRM applicable to workforce planning and
resourcing of your selected organisation (P1)
The HR department makes the utilisation of reliable approaches for effective workforce
planning. The employees are recruited based on skills, talent and their ability to perform in a
better manner. There are various theories models and frameworks, which are adopted. Therefore,
the tools and techniques that are used in Morrisons buy the HRM department will be reviewed
for the maximisation of employee contribution and gaining competitive advantage. The purpose
and functions of the HRM department that are in association with the department of Morrison
will be elucidated below:
The purpose and functions of HRM applicable to workforce planning resourcing with respect
to Morrisons
Hiring and critical recruitment: This is the primary function of the HR, as it includes
recruitment, screening interviews and selection of qualified individuals. The HR is equipped with
the responsibility of assessment of skills and personality tests to make a choice of the right
candidate (DeCenzo et al., 2016). The retail company Morrisons also regulates its HR activities
while planning workforce by taking into aspects these hiring and recruitment procedures. The
main purpose is to register the right employees for boosting productivity of the organisation.
Provision of training and development: “Training and development” are provided to employees
for excelling in their duties towards the organisations. The HR managers work as per the rules
and conduct of different departments, which initiate in the training programs for new entrants.
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Morrisons provides training to employees to develop their staff and provide the best services to
the clients as per their purpose for workplace planning (Bratton and Gold, 2017).
Provision of employee benefits and motivation: Employee benefit and motivation is a primary
function taken into account by the HRM department. The provisions of beneficiary schemes are
given to the employees for proper functioning. Morrisons makes an effective plan for the
resourcing of their workforce through health and insurance benefits for serving the purpose of
the company.
Controlling and monitoring compensation: This is an imperative function practiced by the HR
to ensure the proper and timely management of employee payrolls. Morrison inculcates the
utility of this function to serve the purpose of managing pensions, fringe benefits and strong
employee relations.
Legal responsibilities: This function of the HR takes into account the implementation of the
legal responsibilities such as employment law, labour laws and the decisions based on it.
Morrison inculcates and follows the legal laws to serve the purpose of non-viability of
discrimination based on functioning of business.
Theories and approaches adopted by HRM for effective workforce planning and resourcing
with respect to Morrisons
Best Fit: This accounts for the vertical alignment of responsibilities between organisation’s
business and HR strategies (Croonen et al., 2016). The HR of Morrisons can improve on the
workforce planning and resourcing by strategising their organisational plans to HR strategies.
Best Practice: This practice takes into account strategies and set of business practices that are
useful for acquiring a competitive advantage in the business (Malik et al., 2018). The retail
company Morrison can incorporates the use of best practice for motivation and boosting
competitive advantage of the staff to improve workforce planning.
Soft HRM: This implicates the utilisation of good treatment to the employees and accounting
them as one of the company’s main assets (Cook et al., 2016). Morrisons, can inculcate this
approach to overview the functions of the employees for fulfilling their long-term business
strategies.
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Hard HRM: This approach is focused on viewing employees as a resource for attainment of
highest profit for company (Rahman et al., 2017). Hence, Morrisons can boost their profit for the
acquisition of high profit and competitive advantage.
1.2 Explain the strengths and weakness of different approaches to recruitment and
selection of your selected organisation (P2)
The HR managers are subjected to make the utilisation of different approaches, while recruiting
and selecting their employees. Morrisons is embedded with the sole accountability of making
effective recruitment and selection method of their employees. Therefore, their recruitment and
selection methods as well as the strengths and weakness of the different approaches, will be
enumerated below:
Types of Recruitment methods prevalent in Morrison
Two types of recruitment methods includes mainly internal recruitment and external
recruitment practiced in Morrison. Internal recruitment implicates the promotion of an existing
employee for excellence in performance (Ekwoaba et al., 2015). External recruitment implicates
the hiring of a candidate who is not the part of a company through tests, personality screening
and so forth (Bjarnegård and Kenny, 2016).
Advantage and disadvantage of internal recruitment
 Increase in employee retention Motivation and boost in the morale of employees
Advantage and disadvantage of external recruitment
 Growth of grievance and animosity between existing employees Competitive disadvantage
Different approaches of selection by Morrisons and their strengths and weakness
Assessment of resumes: The HR manager is given the sole and prime responsibility to assess
the abilities of the employee applying for the post. Morissons make the utilisation of this
recruitment approach for the selection of the worthy participants for the post. The strengths of
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this approach are the exposition of talent, of the individuals in the company. The weakness of
this recruitment and selection method is it can be critical.
Qualification and experience: The qualification and the experience are judged while making
“recruitment and selection of employees” for Morrisons. The strength of this approach is that
experience, can provide experience to the working of the employee of the company with an
understanding of their current applied job roles. The weakness of this approach is that employees
can misunderstand their business operations, which would affect the company (Green et al.,
2015).
Personality tests: The HR managers are given the accountability of taking personality tests,
which can affect the company and its business operations. These include making the use of
aptitude tests and so on. The strength of this approach is that it is not costly and gives an
account on the ability of the employees. The weakness of this approach is that is not reliable and
can be misguided by the employee through pretentious manipulation.
Panel Interview: The panel interview is one of the final approaches, practiced by Morrisons.
The panel interview includes senior managers, CEO and executives of the company for
interviewing the employees (Agarwal et al., 2016). The strength of this “recruitment and
selection approach” is that helps in the choice of an authentic candidate. The weakness is that it
is lengthy and can make the employees feel conscious.
1.3 Asses how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives of your selected organisation (M1)
In critical assessment, it can be evaluated that the HRM functions can provide talents and skill, to
take an upper seat in the organisation. The business objective of Morrisons is to provide
customers with best value for money and excellent customer services. Hiring is a function of HR
manager, which can fulfil business objective by adherence to experience and skills in
management (Paauwe and Boon, 2018).
1.4 Evaluate the strengths and weakness of different approaches to recruitment and
selection of your selected organisation (M2)
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In critical evaluation of the strengths and weakness of diverse approaches, recruitment and
selection, can be done through panel interviews, aptitude tests, psychometric tests for Morrision.
The positive outcome is that right employees will be selected for the organisation. The negative
outcome is that these approaches can inhibit the creativity of the business (Cascio, 2015).
Conclusion
The report has given an understanding on the functions and the elements of the HRM in relation
to recruitment and selection. It has been investigative in nature and critically analysed the
functioning of the UK based retail companies. Morrison has taken into account the utilisation of
the various resourcing policies that can be injected in the working of the organisation.
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Assignment 2 (LO2 P3, P4, M3 &D4)
Introduction
Effective human resource management within the organisational framework of Morrisons
enhances the performance of the employees as well as the organisation in general. The tenets of
HRM within the business context refer to the application of various practices that are effective in
increasing the organisational profit and productivity of the business as well (Hassan, 2016). It is
essential to develop an understanding of the benefits drawn from managing employee relations
and various employee legislations that would enhance the functional ability of the company in
the business environment.
Task 1
1.1 Explain the benefits of different HRM practices within your selected organisation for
both the employer and employee (P3)
The attributes of HRM practices within the institutional framework enhance the operational
benefits gained by the employer and the employees. These practices are identified as the
managerial aspects of HR within the institutional structure:
Selection and recruitment process
The process of staff selection and recruitment developed by organisations in the retail industry
ensure the workforce within the company is maintained efficiently. The tact of recruiting correct
employees for the correct job role is essential for increasing the efficiency within the work
environment of the organisation. It is observed in case of Morrisons, the HR department deploys
direct and indirect methods of recruitment through job adverts and internal promotions that
enhance the work culture and retention of skilled employees. Such methods of recruitment
through internal procedures are beneficial for the employees as it allows the development of
employee satisfaction and motivation to continue in their job roles (Vanhala and Ritala, 2016).
Internal promotions are beneficial for the employers as it ensures the efficiency of the employees
is maintained and improvement of quality is observed.
Employee relations and engagement
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The efficiency of the organisation is based on the performance of the employees within the
institution. It is essential to manage employee relations within the work environment of the
company to enhance the performance of the tasks and increase employee satisfaction. These
aspects of HRM are achieved by implementing the tenets of staff meetings, leadership and
employee collaboration ensure the management of Morrisons develop effective employee
relations within their business scenario. Employee engagement tactics are beneficial for the
employees as it enhances the relation between management and enable the staff to feel motivated
at work (Selden and Sowa, 2015). These techniques are also beneficial for the employers as well,
since these improve the quality and performance of the organisation. This improves the
profitability of the company through better business performance in the market sector.
Development and training
It is necessary for the organisation to provide their staffs with an effective environment for
learning and development. This provides the staff with the opportunity to increase their skills
level and acquire sophisticated knowledge relevant to their job roles. Morrisons HR ensure the
organisation support their staff in gaining knowledge and receive training for their personal and
professional development. The benefits of implementing development and training within the
work environment ensure the staffs are able to gain relevant knowledge in achieving their
personal as well as professional goals. Integration of training and development within the
organisation provides the employers with the benefits of improving the quality of products and
the research and development within the production process. Allowing the employees to
develop their skills and gain new ideas about their work ensures the development of a high
performance work environment.
Work culture and environment
Implementing techniques of maintaining a high performance work environment would enhance
the ability of the employees to conduct better performance in their given job roles. The HR
management requires application of strategies that are beneficial for the skill development of the
employees and enhancing the overall work culture within the institution (Shin and Konrad,
2017). Morrisons’ management ensure the staffs are provided with a holistic work environment
that would enhance their performance in their job roles within the organisation. A favourable
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work environment and culture is beneficial for the employees as it enables them to communicate
with each other and the management freely and garner efficiency in their skills. The benefits
drawn by the employers through the development of improved work environment and culture is
through the enhancement of brand image and reputation within the business scenario. Thus, a
high performance work culture and environment ensures consumer satisfaction and increased
market share as well.
1.2 Evaluate the effectiveness of the different HRM practices, in terms of raising
organisational profit and productivity with examples from your selected organisation. (P4)
1.3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation in context of your chosen organisation (M3)
The overall benefit derived by Morrisons’ management in implementing efficient HRM practices
within the business environment is evidenced in the improvement of their market share and net
income. The ability of the organisation to gain profits through recruiting correct staff and skilled
labour ensures the work within the organisation is performed efficiently. Morrisons perform
appropriate staff selection through indirect and direct selection methods. Skilled staffs are able to
increase the efficiency of the organisational performance. The profitability of the institution
increases through the business transactional methods and the quality of the products offered by
the company. Morrisons ensure their staffs acquire relevant training and development to engage
in activities that are beneficial for the employees as well as fulfil the organisational objectives
(Daniel, 2017). Increased skill level among the staffs ensure the members within the institution
are able to provide the company with the scope of generating better results in business
transactions.
Morrisons HR department ensures the implementation of high performance work culture and
environment by develop better employee relations and engagement within the company. This
proves beneficial for the organisation by developing better communication techniques among the
employees and the management. Increment of productivity and profitability of the company is
evidenced through the various skill development trainings and knowledge application scenarios
the staffs of Morrisons gain within the business environment (Patton, 2012). These tactics of
HRM practice are beneficial for both, Morrisons and their staffs in generating better value in
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their operations. Skilled staff, a high performance work environment, and recruitment of
skilled labour prove beneficial for the organisation in gaining better profits from the efficiency
of the employees and improvement in communication within the organisational structure.
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