Analyzing HRM Practices, Employee Relations at Morrisons, UK

This report provides an overview of Human Resource Management (HRM) practices at Morrisons, a leading UK supermarket chain. It covers the purpose and functions of HRM, including job design, recruitment, and performance management. The report discusses different approaches to recruitment, both internal and external, highlighting their strengths and weaknesses. It evaluates various HRM practices such as training and development, flexible working hours, and job security, assessing their effectiveness in enhancing employee satisfaction and organizational performance. Furthermore, the report emphasizes the importance of employee relations and relevant employment legislation. By applying HRM practices in a work-related context, the report analyzes the rational application of HRM and critically evaluates employee relationships within Morrisons. Desklib offers a range of resources, including past papers and solved assignments, to support students in their academic endeavors.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1- Purpose and functions of HRM.............................................................................................3
M1-HR functions.........................................................................................................................4
P2- Different Approaches to Recruitment and selection ............................................................4
M2 Strengths and Weakness of external recruitment..................................................................5
D1 Critical evaluation of strength and weakness ........................................................................6
LO2..................................................................................................................................................6
P3 Different HRM practices........................................................................................................6
M3/D2- Evaluating different methods in HRM pactices ...........................................................7
P4- Effectiveness of different HRM practices ............................................................................7
LO3..................................................................................................................................................8
P5- Employee relations importance.............................................................................................8
M4- Key aspects of employees relationship ...............................................................................9
P6: Employee Legislation............................................................................................................9
LO4:...............................................................................................................................................10
P7: Application of HRM practices.............................................................................................10
M5- Rational application of HRM.............................................................................................13
D3- Critical analysis of employee relationship..........................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refers to activity and practice of managing people to thrive
for achievement of better performance. It is an strategic approach to management of employeees
that is effective in company which helps business to grow and het competitive edge which helps
in building brand image of company in favourable manner. It is designed to maximise
employeees. It is primarily concerned with management of people in an organisation. The overall
purpose of human resource is to ensure that company achieves target with help of its employees.
Morrsion is Fourth largest chain of supermarket which is based out of UK which provides wide
variety of products such as food, homewares, beauty products, electrical, clothing and various
others which is headquatered in bradford, West Yorshire, EnglandPresent report will brief to
purpose, scope and function of HRM, various HRM practices, external and internal factors
affecting HR practices in an organisation including employment legislatio, will apply various
HRM practices in work related context and will also brief various approaches to external and
internal recruitment.
MAIN BODY
LO1
P1- Purpose and functions of HRM
Purpose and Scope of HRM in Morrisons is to manage several needs of employees and
to ensure that organisation is able to achieve success through employees of company where
HRM in company is concerend with compensating employees, training them and making
policies and regulation of company. It act as an agent in serving gaps between objectives of
company and employees performance. Its purpose is to bring employees of Morrisons all
together so that desired goals of the company are met effectively and efficiently. Its main
purpose is to deal with employees needs in order to derive there satisfaction level which in turn
help company to retain talented staff and employees who are considered as to be one of the most
valuable resources who contribute in success of an organisation (Aydoğan, Arslan, 2020).
Company by serving the purpose of HRM helps in building and serving workforce planning that
is highly effective in developing employees to the core strength and ensuring optimum and
effective utilisation of resources. The major purpose and scope of HRM in Morrisons is to future
demand and supply of employees which in turn lays down various skills and talent to achieve
strategic objectives of company. In layman's language it can be understand as mission to

coordinate efforts of employees in company in order to achieve common goals of company
which in turn build positive image in minds of various parties to business operations (Bamber,
Bartram, Stanton, 2017).
Function of Human resource in Morrisons is concernd with various aspects of managing
employees of the company and organisation as whole. It includes functions such as job design
and job analysis where job design refers to process of describing duties, responsibilies, role and
operation of job to potential employees (Keegan, 2018). It is required on part of HR to hire right
employees who are suitable with the job at match with requirements and possesses relevant skill
and expertise for the job designed which is covered under job analysis which decribes various
job requirements on part of employees to meet objectives of company.
It includes employees hiring and selection which aims to obtain and retain efficent and
qualified employees which all starts with hiring right employees out of various list and pool of
applicants. It is required on part of human resource to identify ideal candidate for interviewing
and asssessing various points where they can be selected for job role at Morrsions (Wilkerson,
Seers, 2019).
M1-HR functions
It also includes functions such as performance management of employees where it
ensures that output of employees meet to the objectives and goals of company, it not just focuses
on performance of employee but also focuses on performance of teams. It also lays down
functions such as enabling feedback that is real time and which helps in coaching employees
which helps in boosting efficiency of employees.
P2- Different Approaches to Recruitment and selection
Recruitment refers to process of identifying , interviewing, attracting, hiring and on
boarding of employees at Morrison. In simple words it can be termed as process of actively
seeking out, finding and hiring right candidate for specific job or position.
Selection refers to picking and choosing right applicant who suits job vacancy in
Morrison. It can be defined as the process of short-listing and seecting right candidate with
necessary skills and qualification which set to fill vacancies in the company
There are two approaches to recruitment that is Internal and external recruitment where
internal recruitment refers to Morrisons looking to fill the vacancy within and from the existing
workforce. It can also be said as company filling the vacancy by promoting existing employees

and may be by shifting there role to new one where company does not takes an opportunities to
fill vacancy from ouside pool of candidates. External rexruitment refers to business looking to
fill the vacancies from any suitable candidate and applicant outside the company and not from
the existing manpower of the company (Chang, Chin, 2018).
Strengths and Weakness of Internal Recruitment
Its biggest advantage is it reduces time to hire as it saves lot of time which is otherwise
spend on identifying, engaging and attracting applicants. It is highly cost effective as like
external recruitment it does not involves cost such as job posting, screening of resume,
conducting interview and varuious others. It in turn increases morale of employees where by the
means of internal recruitment it ensures employees of Morrison that there efforts are being
valued and company plans to invest in there career growth and progress.
Disadvantage of internal recruitment is that it can result in stagnation of compan culture
as employees can get too comfortable with procedures and processes where they are unable to
meet inefficencies in operation and struggles with innovations. Its added disadvantage is that it
has limited choices where by for example if there is role which is highly innovative where
current employee's will find it hard to serve (Holm, Haahr, 2019).
M2 Strengths and Weakness of external recruitment
Advantage of external recruitment is that it adds company with wide variety of
candidates for job vacancy which provides fresh outlook by attracting new skills and inputs
where by business can be taken to next level as employees come with frresh ideas who contribute
in success of company.
Disadvantage of this recruitment is it needs lot of efforts in terms time and incurs huge
cost where it is of high risk as company dont know and is uncertain to the fact that is being
doubted in terms of recruitnng fresh talent as compared to existing employees for whom trust can
be shown.
Selection approach can include interview which helps in judging skills and qualification
of candidates which can serves as an advantage of getting know employee and building
relationship, but is an in an incopmpelte process as there are other means by which employees
can be selected which serves as its diadvantage (Atherton, 2018).
Selection approach also include presentation on given topic required on endd of
employees which serves as advantage of knowing employee's knowlede and communication

level to employers but also serves as a disadvantage where certain employees lack confidence of
public speaking which in turn leads to there rejection where there other potential gets to
misutilised(Recruitment and Selection Process,2020)
D1 Critical evaluation of strength and weakness
Company needs to account to strenghts and weakness of different approches to
recruitment and selection, which if company fails will lead to suffer harsh time where it may lead
to talented employees turnover to competitors where position in power can be threatned by
competitor by taking full advantage
LO2
P3 Different HRM practices
It refers to the practices, strategies, policies thatt influences behaviour of employees at
workplace. Morrison adopts to various HRM practices to derive satisafaction for it employees
and which helps them to retain in an organisation. It includes practises such as
Training and development
It refers to activities created to enhance knowledge and skill of employees which leads to
provide instruction and information to employees on how to perform there task better which
contribute to overall success of Morrsions (Otoo,2019) . It helps in increasing efficiency of
employee and let employee's know how to achieve better results in companyand build good
image.
Benefits- It helps employees in increasing job satisfaction which boost up there morale to
perform challlenging task and derive result for both organisation as well as for individua too. It
help employers to ensure that employees will perform with all standards as explained to them in
training and development process which will help in meeting common goals of company.
Working hour flexibility
It allows employees of company to work acording to there flexibiliy where it allow
employees to schedule there hours of work where they can start and finish there work when they
want subject to required hours which company wants its employees to undertake
Benefits- It helps company or its employers to attratct highly talented workforce as employees
derives to highest productivity in company when they are flexibe in doing what they want to do.
It helps employees in way to manage there schedule which leads to less work load as a result of
less stress of employee's

M3/D2- Evaluating different methods in HRM pactices
Providing security to employee's
This practice of HRM provides job security to employees which is most stable factor and
higly considered by employee's at Morrisons. It is the reason for which employee's work in
company as it can be threatned by lays offs which leads to no source of earnings for employees
where its survival become hard as to serve to families which are behing employees too
Benefits – Employees by getting job security ensures that they are working in safe envrironment
where they are not threatned with firing from there jobs which in turn helps employers to derive
high productivity of employees to perform task and meet common goals of company (Taamneh,
Alsaad, Elrehail, 2018).
P4- Effectiveness of different HRM practices
It refers to the different HRM practices other than mentioned above adopted by Morrison
as it employes huge number of employees all across its business operation which helps and
contributes towards organiational profits and increases productivity of whole organisation. It
includes practices such
Fair evaluation system practice
It relates system that clearly links performance of individual whith the business goals of
Morrisons and priorities. It defines each employees should have well reporting relationship with
its employers where needs of both the parties can be meet which as a result in operations that are
highly profitable and successful. It can also be ensured by the way of self rating by employees
which empowers employees to increase there productivity and contribute in process of earning
high revenues that boost up sales for company. It should be fair which should be based upon
achievemets of individuals in an organisation which needs to be ensured by Morrisons over years
of tracking (Human resource management (HRM) practices and organizational
performance,2019).
Open house discusssion and mechanism of feedbacks
This practice of HRM in Morrisons relates collecting review from various parties of
business operations where it can help companies in understanding where they lack and can
improve upon the same in order to to be competitive in marketplace and to be at position whiich
is hard for its competitors to account to. It also relates to discussion where every employee can
participate and share their own suggestion in regards with things that they feel are not in

accordance with the way they desire it to be & which requires improvements which in turn helps
company to increase there level of productivity and by which steps can be taken by HRM to
implement policies which contributes towards Morrison capturing huge customer base and
increasing its profitabiliy (Ibrahim, Zulkafli, 2016).
Perfomance Based rewards and bonuses
It relates to practice of HRM at Morrisons which motivates employees to perform
effectively and efficently as it directly relates to various monetary and non monetary awards such
as bonus, incentives, reecognition, prasie, fame and various other things from company. It states
company aims to reward on the basis of contribution and performance made in meeting goals of
company. It is aimed on the means of fair basis, which are equally distributed on level of
performance and are on basis on value of company which helps in increasing productivity as
these are most valuable source of motivation for employee which in turn helps company to boost
there sales and accouts to high profitability and surviving in marketplace in way than any other
competitor and capture huge customer base.
LO3
P5- Employee relations importance
It refers to the efforts of the company to manage relationship between employees and
employers. Company with good employees relationships gives consistent and fair treatment to all
its employees which ensures there loyalty and commitment to perform tasks in way that is
satisafactory. This can also be referred as Industrial relations. It can also be referred as Morrsions
efforts to create maintain a favourable relationship with its employees, which when come to HR
department it relates to promoting harmony and maintaing and resolving conflicts which can
come in ways of business operations in regads various views points and ideas which not matches
between employees as a result gives rise to various conflicts at workplace (Navimipour, Soltani,
2016).
Importance of maintaining employee's relations is it helps in taking out great work which
can be in terms of efficiency to achieve the business goals as employees are satisfied with there
job as they feel there are efforts are valued in company which in tur helps company to retain its
talented employees. It help employees to feel comfortable at workplace which as result helps in
boosting and increasing there productivity and helps in influencing HRM decision-making in

organisation. It ensures in building a culture which is fun loving, favourable and driven wwith
positive vibes where everyone in company is friendly and focuses on building relationships. It
ensures equality at workplace, based on fair grounds without any biaseness which is a result of
promoting peace and harmony in business. If it is not maintained on proper grounds than it may
result in companies employees have excessive unplanned absence from there work, indulges into
gossips and politics which as a result in negatives vibes at workplace, violation of various
policies of companies and can result in many other things.
M4- Key aspects of employees relationship
Employee's relations focuses on collective and individual relationship in the workplace
with an increased emphasis on relationship betweeen team members and employer or managers
of company. It covers the practical, contractual as well as emotional and physical dimension of
employer and employees relationships (Ghalenooie, Sarvestani, 2016). It serves as one of the
cruicial factors which increases and ensures smooth functioning of business of Morrisons as
good employees relationship transaltes and increases employees well being which is in terms for
employers deriving better performance which contributes to overall success of an organisation.
P6: Employee Legislation
Employee legislation is the law suits which are developed to protect the discrimination of
employees happening within organizations. Thus it is important for HRM of Morrison that it is
able to develop its organizational working strategy such that it follows the employee legislation
and at the same time develops an effective relationship with employees (Barrena‐Martinez,
López‐Fernández and Romero‐Fernández, 2019). Employee’s legislation contain several factors
which are as following.
Fair Labour standards-
This legislation act is related to developing a standard minimum wage for the
organizational employees which is has to be provided by Morrison as per laws. Thus it is the
roles of HRM to develop a efficient organizational strategy such that Morrison is able to
implement these employee legislation acts, so it could provide base level of salary structure to its
employees. Through this employee legislation acts Morrison can also motivate its employees to
work hard because they are getting paid such that they are able to fulfil their requirements. Thus
to achieve this fair labour standards has to be established by HRM of Morrison
Work place health and safety-

Human Resource Management at Morrison is also responsible for efficiently managing
the work load among all the members such that employees are having work load as per their
capabilities. Through this it can reduce the chances of human errors which will increase work
place safety and with that HRM must also implement several changes through which workplace
can be made safe for employees to work at (DeCenzo, Robbins and Verhulst, 2016). Work place
safety is important for employees because if they are working in a constant threat of getting hurt
then in that case their working capabilities will also get reduced.
Equality pay-
HRM at Morrison must also improvise organizational working such that it is able to
develop effective salary structure such that employees are getting a unified salary structure
irrespective of ant other factor. It is important for HRM to implement this employee legislation
because if asymmetric salary structure is available in that case it will de-motivate employees and
at the same time it will also reduce their loyalty towards the organization. Thus a equality pay
structure has to be implemented by HRM irrespective of their age, gender or any other factor.
Work place harassments-
It is often seen in various work place environment where female employees often faces
sexual harassments, due to which their not only their working capability is affected but it will
also make a negative impact on their engagement with the organizational activities (Noe and
et.al, 2017). Thus decision making of HRM at Morrison is also responsible for developing a
organizational structure such that it empower female staff of Morrison to show case the issues
which they are facing, by which company can take strict actions.
Thus HRM must implement several employment legislation acts in its organizational
working due to which it can develop a effective organizational structure but with that it will also
motivate employee to work hard and concentrate their efforts for achieving organizational goals
(Stahl and et.al, 2020).
LO4:
P7: Application of HRM practices
Job Specification
Position: Human Resource Management

Description: Human resource manager need to control the organizational working Morrison and
also has to develop organizational working strategy.
Experience: Minimum 5 year of experience in market is required.
Education:
- Bachelors degree in management.
- Masters in business
CV
Tony Brown
Mob No. 8266666764
Professional Profile
Human Resource Manager searching for a decent HRM job profile. I have been a
important part of corporate sector for more than one and a half decade, at various designated
positions like Management associative and management executives.
Core Skills
- Good Communication skills
- Analytical skills
- Research skills
- High creativity
- Delegation skills
- Innovative
-Decision making skills
- Problem solving ability
Education Profile
- Graduate in commerce
- Masters in management and business
- MBA in marketing and business

Work Experience
- 5 years of management executive
- 7 years work experience of human resource management
- 3 years of work experience of business associative
Career Objectives
HRM searching for a decent job through which I can showcase my skills and working
capabilities to the best of my potential.
Preparation Notes
1) Why do you want to be a part of this organization?
2) How you visualize the position of HRM?
3) Why you believe that you are a worthy candidate for Human resource management?
4) How you are special from other candidates applying for the interview?
The selection criteria for the interview will focus on different factors such as academic grades,
problem handling and solving skills and with that the experience which it is having for tackling a
situation. Candidate’s selection is based on the above mentioned criteria.
Job Offer
Morrison
7 November 2020
Dear, Tony Brown
Congratulations for being selected for the positional role of Human Resource Manager in
Morrison. You are requested to join organization on 14th November, 2020. We hope your new
journey with us will be very adventurous and fruitful for all of us and for your curries objectives.
Wishing you all the best this is David Richard, Human resource department, Morrison.
Process Evaluation