HRM Report: Recruitment and Selection Strategies for Morrison's

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on recruitment and selection strategies, talent management, and employee development within Morrison's supermarket chain. The report begins with an executive summary and introduction, followed by a company overview, and a literature review exploring various recruitment and selection strategies such as campus recruitment, social media recruitment, and outsourcing. It then delves into the responsibilities of both employees and employers in the context of employee development, highlighting the importance of work flexibility and non-monetary motivation. Furthermore, the report examines human resource systems and procedures, including training and development, and managing equal opportunities. The discussion and analysis section evaluates the effectiveness of recruitment and selection strategies, analyzes how Morrison's manages employee development, and provides a critical analysis of other HR systems. The report concludes with a summary of findings and a list of references.

HRM Report

EXECUTIVE SUMMARY
Human resource management is an essential process of managing business function and
manpower of company so that business can operate in efficient manner. It is an effective
accountability of HR division to administrate business by using appropriate strategies and
practices of HRM. By using efficient tools and methods o recruitment and selection, the firm can
hire skilled and talented employees that make their effective contribution in running the business
of company. This document is supported to Morrison’s Plc which is British Fourth supermarket
chain and operates its business globally. The document will discuss information about
recruitment and selection strategies and process to hire skilled workers. More over effective
HRM practices and talent management approaches will explain to retain talented workers.
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Contents
EXECUTIVE SUMMARY.............................................................................................................1
INTRODUCTION...........................................................................................................................2
COMPANY OVERVIEW...............................................................................................................3
LITERATURE REVIEW................................................................................................................4
The processes of recruitment and selection strategies.................................................................4
Responsibilities of employee and employer in context of employee development.....................6
Human resource system and procedures......................................................................................7
DISCUSSION AND ANALYSIS...................................................................................................7
Evaluation of the effectiveness of recruitment and selection strategies......................................7
An analysis of how the business manages the development of its employees............................8
Critical analysis of other HR systems and procedures................................................................9
CONCLSUION..............................................................................................................................10
REFERENCES..............................................................................................................................10
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INTRODUCTION
Human resource management is the form utilised to define formal systems devised for the
administration of individual within a company. The accountability of a human resource manager
fall into three major areas: staffing, employee compensation & benefits and defining work.
Human resource management is an activity and process of managing manpower and resources of
organisation. HRM is a management function concerned with recruiting, encouraging and
maintaining employees in a company (Ringle and et. al., 2020). Human resource management
deals with complexities associated to workers like hiring, training, development, compensation,
motivation, communication and management. The motive of this document is to get information
about human resource management department, it duties and responsibilities in term of hiring
and assortment process to select skilled individual for effective running of business. Along with
the purpose of it to offer detailed information about HRM function of a company and its human
resource and business operations administration. This document is supported to Morrison’s
supermarket plc which is fourth large supermarket chain of UK. This venture was established in
1899 and operated its business internationally in number of nations with the help of its several
outlets and stores etc. This written report will discuss information about process of recruitment
and selection strategies, accountabilities of employee and the employer and human resource
systems and procedure. Moreover, it will explain about effectiveness of selection strategies and
analysis of how the business manages the development of its workers. Along with this, a detailed
critical analysis of HR systems and procedures will also describe.
COMPANY OVERVIEW
Morrison Supermarkets plc is the fourth largest chain of supermarkets in the UK. It was
incorporated in 1899 by William Morrison and is headquartered in Bradford, England. The
company operated its business globally with the help of its more than 500 stores and offer
products such as food and drink, clothing, books, magazines, CDs and DVDs. There are 110,000
people are employed by this firm and they make their contribution in effective running of
venture (Gut, Arevshatian and Beauregard, 2018). It opened its first supermarket “Victoria” in
1961 at Bradford converting a 5000sf ft cinema hall. In 1967, it became a public limited
organisation, in1967, its share provide was oversubscribed 174 times with 80,000 subscribers
applying for it. The revenue of the business firm £7,735 million, operating income is £465
million and net income is £244 million. Its Morrison’s branded beef, lamb, pork, chicken, and
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milk and sourced in the UK. It also provides online delivery in partnership with Ocado and
Amazon and sells commodities wholesale under the Safeway brand to convenience store
operator MsColls.
LITERATURE REVIEW
The processes of recruitment and selection strategies
Recruitment and selection is an activity and process of hiring and assorting skilled and well
qualified individual who are able to perform the duties of a specific job position and making
effective contribution in running the business of firm so that it can make growth and success
(Alvehus, 2018). As per the view of L. Nicole, (2020), recruiting administrators should
concentrate on hiring process aimed at getting attention the right applicants for the job. There is
several recruitment and selection strategies that can be adopt by the management of Morrison’s.
Some of them as under:
Campus recruitment- It is an effective and crucial strategy and method of recruitment and
by adopting it, the respective company hire young and dynamic talents which show strong
enthusiasm in their work. With the help of this option the firm can recruit skilled candidates
through sponsor college festivals and other cultural activities, offer internship programs and
organise workshops and seminars etc.
Be flexible- It is an important strategy of recruitment and retention as employees look for
organisations where work pressure does not influence their personal life. By considering this
strategy in recruitment the venture can hire a large base of knowledgeable applicants.
Social media recruitment- In Morrison, the human resource management team should be
active enough on social media to get attention the best talent. This strategy also plays an
effective role in searching potential applicants and encourages them to apply to their
establishment.
Outsourcing- It is an effective selection strategy that human resource departments might
accept for executives, temporary workers or for posts requiring a particular skill set (Budhwar
and Mellahi, 2018). The most ordinary strategy is to select search ventures conduct assessments,
check references perform initial interviews and screen the large application pools.
Compensation selection strategy- It is a conjunctive selection strategy which is to utilise a
compensatory selection plan of action. In Morison, this method manages all assessment tools to
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candidates at the same time. With in it, a candidate is less likely to be eliminated based on the
outcomes of a single assessment tool and comparisons can be devised between the composite
outcomes of all candidates.
According to Daniel, (2020), during the time of hiring and recruiting individual,
organisation like Morison consider an effective recruitment and selection process. The
explanation of this process is as below:
Step 1: Recruitment planning- It is the first phase in the recruitment activity
(Sivapragasam and Raya, 2018). Planning considers reducing job vacancies and collecting data
about the nature of these jobs, outlining two particular activities, the number and kind of
applicant to be associated.
Step 2: Quality of candidates- Several companies plan to get attention a large number of
applicants, much larger than they will actually hire. Scheduling the total time that the recruitment
activity will take place dictates the needed number of applicants to be called so that all job
positions can be filled with qualified professionals.
Step 3: Vacancy disclosure means- The way the organisation should reveal posts is
instantly associated to the kind of professional it gets to preserve, so it is essential to measure
which individual want to be informed about job accessibility. The kind of professional depends
on the tasks and accountabilities involved and the qualifications and experience accepted. These
details require being accessible in the job explanation and job specification.
As per view of Redman B. (2020), Selection is the activity of selecting individuals with the
needed qualification who are constituent to fill vacancies accessible in the firm. The description
of this process in reference to Morison as under:
Step 1: Preliminary Interview- It is the first phase, in which evaluations and selection of
pre-selected applicants’ curriculum are approved out so that inappropriate applicants are
eradicated.
Step 2: Applying selection tests- It is second phase in which a job interview organised that
consists a conversation among job seeker and the representative of the firm. In this stage,
different kind of selection test are conducted by venture choose a skilled person.
Step 3: Job interview- This phase of selection process is nothing more than a formal and
detailed conversation required measuring the adoptability of the applicant (Hair and et. al.,
2019). The job interview can be one to one, sequential and panel interview.
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Step 4: Candidate reference- In this phase, the employers of HR division ask for names,
address and contact or reference umber with the purpose of verifying information and perhaps
obtaining additional data about a candidate (Ramon, 2019).
Step 5: Selection decision- In this step, after acquiring information through previous steps,
the selection decision regarding skilled and capable candidates are taken who have passed the
test, interviews and benchmarks.
Step 6: Physical examinations- Certain job need unusual strength, capability and tolerance
of harsh working situations. For this, the administration of firm organise physical fitness test.
Step 7: Job offer- The job offer is carried out by means of a letter of commitment. In this
phase, the management offer job by determining the applicants who are passed all test regarding
a specific job position.
Step 8: Employment contract- After the completion of job offer and candidate adopt the
offer, certain documents must be submitted by the candidates and the manager. The employment
contract refers to a form of confirmation of recruitment so there is a demand to prepare an
employment contract.
Step 9: Completing the selection process- The assortment activity does not end with
contract execution. There is another phase, one more difficult to offer response to unasserted
applicants.
Responsibilities of employee and employer in context of employee development
Talent management is a strategy relating to business that assists the HR manager to recruit,
hire and retain the best talent in the company. As per view of Dr. Sullivan J., (2011), talent
management is a broad and contentiously defined discipline, so new approaches and tool are
constantly emerging. There are several approaches and tools of talent management that can be
used and implement by the management of Morison to administrate and retain skilled and well
knowledgeable employees of firms. Some of them are defined as under:
Work flexibility- It is an effective tool and technique of talent management which help in
hiring and retaining skill workforce. In this approach the employer of respective organisation are
accountable to provide flexibility in working options to maintain work life balance in employees
(Dundon and Rafferty, 2018). By offering work from home, work according shift, part time work
and many more. It is crucial for employees because when employees are able to come to office
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then they can select any option as per them and do their work in effective manner. It also assists
in retaining workforce and make development in term of maintain their loyalty.
Leverage non-monetary motivation- It is another effective method and approach of talent
management which is also crucial to maintain and retain skilled workers with the firm like
Morison. Under it, the employer is accountable to offer non-financial benefits to employees such
as extra leaves, food vouchers, holiday packages, training and many more (Promee, 2019). This
crucial as when they get extra leaves and holiday packages then they can spend their time with
family and training will help in enhancing their knowledge.
Human resource system and procedures
Human resource systems and procedures are those tools and techniques that are used to
manage, control and retain workforce of an organisation like Morison. As per view of Courtnell
J. (2019), there are several HR systems and tools that are adopt by Human resource department
of respective company, some of them are defined as under:
Training and development- It is an effective activity and technique that is used and
implement by management of company. Within it, the venture provide training and learning
sessions to employees so that they can make development and enlargement in their skills and
abilities and perform their assigned work in well defined manner.
Managing equal opportunity- It is another system of human resource with in which, the HR
division provide equal option and chances to employees to make development. Under it, all
worker of company are treated in equal manner and provide similar option of growth and
development without making any kind of favouritisms so that they can show their loyalty and
retain with the firm till long term.
Employee health and safety- It is an effective system of Human resource which is crucial
for employees (Iqbal, 2018). With the assistance of this system the administration of firm can
offer healthy and safe workplace so that employees can perform their duties and responsibilities
in effective manner.
DISCUSSION AND ANALYSIS
Evaluation of the effectiveness of recruitment and selection strategies
Assessing recruitment and selection effectiveness is very complex as different companies
have several evaluation techniques. The effectiveness could be determined through viewing
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procedural justice, clarity, gender matters, the role line management, human resources
competencies level and impact of both company and nation politics. In Morison, the recruitment
and selection strategies are effective to hire and assort skilled employees. In hiring and selection,
the HR division use different strategies like campus recruitment, social media recruitment,
interview process, ability test and many more to select a well skilled, talented and knowledgeable
person (Boxall, 2018). It also helps in making improvement in organisation productivity and
performance in particular business sector when employees make their appropriate contribution in
term of performing their assigned work and task. The administration of respective form can also
consider employment law for effective running of business some of them as below:
Employment act 2008: According this act, the company have to follow legitimate laws that
are stated in this section, so that all the work is executed under the act that leads to effective and
better execution of the firm at targeted market places. The employee is recruited on the terms and
condition which are mentioned in this section.
Equality law, 2010: As per this law, employees of the firm are get equal treatment at
workplace so that equality is applied in all the level of company and female and male employees
are get equal growth options to show their abilities in working environment. In context of
Morison Company, they have this law at their work place.
Health and safety law, 1974: It is another effective law which is considered by the
administration of respective firm to provide proper safety and security in working environment.
In Morison, the management provide healthy and friendly workplace as well as medical
facilities, life, health and disability insurance, sick leaves and many more.
An analysis of how the business manages the development of its employees
In term of managing employee development, they use different human resource
management best practices and talent management approaches. Under these HRM practice
employees plays an effective role and responsibility and the explanation of some practices and
approaches are as under in reference to Morison:
Training and development- Within this HRM practice and talent management approach,
the management of Morison organise training and development sessions so that they can make
development and gain information about thing and technology (Ringle and et. al., 2020). It is
beneficial for their personal and professional development. Within this employer are also
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responsible to analyse that workers are appropriately get information and enhance their
knowledge so that they can make effective contribution in growth of business.
Performance management- It is another effective human resource management activity
and approach of talent management. It help in administrating business employees by determining
their execution so that if they are performing well then they are rewarded and if they are not do
well then the employer can provide training through training and development sessions (Gut,
Arevshatian and Beauregard, 2018). In this approach employer are responsible to monitor
employees’ performance so that in the situation of ineffective execution, they are trained on time
and business performance does not affect.
Reward system- It is an important practice and approach, within which employees
development are administrated by remunerating them as per their execution. Under it, seniors are
accountable to measure the perforce of workers so that there are not be any kind of favouritism
and workforce are rewarded fairly. This approach is also crucial to manage and retain workers
because when they are remunerated they feel motivated and perform their work in better and
effective way.
Flexible working option- In Morrison, the management of this company can also adopt
this approach and HRM practice to manage business and employees development as it help in
retain and administrate workforce of the company in effective manner. Within this employer are
accountable to provide information about different flexible working option like work from home,
work according shift and part time work so that they can manage absenteeism rate within firm. It
is beneficial to employees because with the help of it workers can make balance in their working
life and spend time with their family.
Critical analysis of other HR systems and procedures
Human resource management systems and procedures refer to those tools and techniques
that are used to administrate business function and human resource so that business activity and
operations of an organisation are operating in effective manner. In Morison, the management o
company consider several systems and practices such as training and development, managing
equal opportunity and employee health and safety etc. With the help of training and
development, the firm can make development in employee’s skills and knowledge which help in
enhancing organisational performance (Alvehus, 2018). If the administration will not offer these
kinds of programmes then people will not enlarge their knowledge and not make their
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contribution in company’s growth. Along with this, by offering equal growth options and safe
and secure work place, this help in retaining employees as if the firm will not provide these
facilities then the turnover rate can be increased that can affect establishment performance.
CONCLSUION
This has been summarised from the above mentioned information that human resource
management is an effective activity of managing and controlling employees. With the assistance
of effective recruitment and assortment strategies and processes, the firm can hire and select
skilled manpower that make their appropriate contribution in growth and development o
establishment. By using different HR systems, practices and talent management approaches the
organisation can make development in its employees and retain them till long term. Training &
development, reward system, performance appraisal and flexible working option are some
human resource management activities and approaches that are beneficial to manage business of
firm in effective manner.
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REFERENCES
Books & Journals
Ringle, C.M. and et. al., 2020. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management, 31(12), pp.1617-1643.
Gut, T., Arevshatian, L. and Beauregard, T.A., 2018. HRM and the case of transgender workers:
a complex landscape of limited HRM “know how” with some pockets of good practice. Human
Resource Management International Digest.
Alvehus, J., 2018. Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), pp.31-44.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review, 19(1), pp.147-161.
Hair, J.F. and et. al., 2019. When to use and how to report the results of PLS-SEM. European
Business Review.
Ramon, S.H.A., 2019. HRM Practices of Integrated Security Services Limited.
Dundon, T. and Rafferty, A., 2018. The (potential) demise of HRM?. Human Resource
Management Journal, 28(3), pp.377-391.
Promee, I., 2019. Role of HRM in Digital Marketing”: A Perspective on Team360 Digital Ltd.
Iqbal, I., 2018. The impact of Strategic HRM on the Organizational Growth: an empirical study
of universities in Karachi (Doctoral dissertation, Dadabhoy Institute of Higher Education).
Boxall, P., 2018. The development of strategic HRM: Reflections on a 30-year journey. Labour
& Industry: a journal of the social and economic relations of work, 28(1), pp.21-30.
Online
Morrisons Story. 2020. [Online]. Available Through:
<https://successstory.com/companies/morrisons>.
Redman B. 2020. Selection Strategies for HR. [Online]. Available Through: <
https://smallbusiness.chron.com/selection-strategies-hr-30795.html>.
Daniel. 2020. Recruitment and Selection. [Online]. Available Through: <
https://articles.jobconvo.com/en/recruitment-and-selection-what-it-is-steps-strategies-and-
techniques/>.
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