Human Resource Management of Morrisons: A Comprehensive Report

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Human Resource Management of Morrisons
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University Name:
Author’s Note:

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Table of Contents
Introduction................................................................................................................................3
LO1............................................................................................................................................4
Overview of the organisation.................................................................................................4
Explanation of the purpose and functions of HRM in workforce planning and resourcing. .4
Strength and weaknesses of different recruitment and selection approaches........................5
LO2............................................................................................................................................8
Benefits to employees and employer from various HRM practices......................................8
Effectiveness of the various practices of HRM in term of productive and profit raise of the
organisation............................................................................................................................8
LO3..........................................................................................................................................10
Influence of employee relations on HR decision formation................................................10
Employee legislation’s major elements and their influence over HR decision formation...11
LO4..........................................................................................................................................12
Application of the practice of HRM in work related context with proper exemplification. 12
Conclusion................................................................................................................................15
References................................................................................................................................16

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Introduction
The present study report has centred upon the various aspects of Human resource
management and their roles and functions within a department. Human resource management
also referred as HRM is the most pivotal sector or functional department of an organisation.
For being newly appointed HR manager in Morrisons Company, the following report has
been designed for aiding the process of restructuring of the HR department of the
organisation. The report has covered the functions of HRM practices and their other
influences and impact over the functioning of the organisation.

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LO1
Overview of the organisation
Morrisons is a supermarket chain of England and it falls under the category of top 4
supermarket chains of the United Kingdom. The retail company was established in 1899 by
William Morrison and is currently headquartered in Bradford in England. The supermarket
has completed its 120 successful years in its business and it is one of the oldest supermarket
retailers of the United Kingdom (Groceries.morrisons.com, 2019). The estimated number of
stores of Morrison at present is around 500 stores all over the world and the employees base
of the supermarket chain comprises of 110,000 numbers of employees.
Explanation of the purpose and functions of HRM in workforce planning and
resourcing
HR management is defined as the process of managing the employees or the workforce of the
organisation through adopting coherent and strategic approaches, for attaining the
organisational goals and objectives.
According to Lussier and Hendon (2017), in order to ensure the effective planning of the
organisation, HRM enhances the workforce of the organisation and enable optimum
utilisation of the available amount of resources within the organisation. In Morrisons, this
factor is enabled through proper workforce planning by the functions of human resource
management. In Morrisons, there are several purposes of HRM, which are required to be
fulfilled by the HR department. As opined by Sharma (2016), the first purpose is to facilitate
the effective and efficient use or utilisation of the human resources of Morrisons. Then, the
next HR purpose is to develop and maintain a healthy relation between the employees with
the management of the Morrisons. These two main purposes are fulfilled along with some
HR functions for accomplishing the organisational objectives and targets.
Mainly, there are various functions of HR in an organisation, but the main function in regard
with workforce planning and resourcing in Morrison, there are only limited functions of
Human Resource Management, which are as follows:
HR planning-
Elnaga and Imran (2013) have stated that in order to manage and organise the human
resource at Morrisons, HR planning is important. Through this planning, the requirement
regarding information, skills and capabilities can be anticipated for performing certain tasks

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and operations in the organisation. All these needs and requirement are forecasted through
HR planning in Morrisons, which helps in delivery of better performance in organisational
operations.
Recruitment and selection-
As suggested by Al-Bahussin and El-Garaihy (2013), effective and efficient Human resource
is based on effective state of recruitment and selection process in Morrisons. Therefore,
employees at Morrison are selected through proper conduction of Recruitment and selection
process through both internal and external sources.
Training & development-
Once the employees are selected in Morrisons, they are provided with proper training through
training and development programs. As opined by Snell et al. (2015), this function of HR
helps the newly recruited and selected employees in making optimum contribution in the task
of Morrisons.
Motivation-
This function of HR is crucial for encouraging the employees for functioning more
effectively. Employees are provided incentives and rewards for generating both intrinsic as
well as extrinsic motivation that helps them in developing their performance in the
organisation. According to Lussier and Hendon (2017), apart from these primary functions of
HR, there are several other functions comprising of performance management, employee
relation management, work design, job analysis and many more.
Strength and weaknesses of different recruitment and selection approaches
Morison approaches both internal and external recruitment approaches for increasing the
probability of selection of better employees for itself. The details of these approaches used at
Morrisons are depicted below in tabulated form.
Recruitment & selection
approaches
Description
Internal source of recruitment
 Employees are recruited from within the organisation i.e.
internal source.
 Recruitment and selection is done through analysing the
potential of the existing employees for performing

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certain jobs and task at Morrisons.
 Vacant posts are filled through transfer, promotion or
referrals of its existing employees.
Strengths:
 Less time and capital consuming process
 Details of the employees are already acknowledged to
the management, which saves their time and money for
researching and background checking
 Selection of appropriate and suitable employees
 There are very less chances regarding risk of selection of
unqualifiable employees.
Weaknesses:
 Causes demotivation in employees, who are not
promoted or selected for vacant job post.
 Can cause discrimination at workplace
 Confines the recruitment of candidates , who are more
innovative and have more potential
External source of recruitment
 Employees are recruited from externals source such as
campus selection, agencies, Medias, advertisement,
leasing, professional organisation etc.
 The candidates are examined and evaluated for assessing
their abilities and capacity for justifying their job
positions.
 The employees are mainly selected through passing them
through various phases such as personal interviews,
group discussions, aptitude test etc.
Strengths:
 Innovative and more deserving employees are selected in
Morrisons,
 Availability of vast pool of candidates

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 External promotion of Morrisons brand is also facilitated
 Assurance of high productivity in Morison operations
and tasks
Weaknesses:
 Consumes more amount of time
 Consumes more amount of capital
 Risk of selection of unqualified candidates is high.
Table 1: Internal and external source of recruitment
(Source: Learner)

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LO2
Benefits to employees and employer from various HRM practices
As discussed many times in the above segment, human resource management is all about
maintaining and handing the human resource of the organisation. According to Noe et al.
(2017), HRM practices are definitely beneficial and advantageous for the employees, but they
are also beneficial for the management of the Morrisons. At Morrisons, the needs and
requirements of the employees is taken care by the HRM. This helps in provision of the job
and work satisfaction to the employees. HRM practices also focuses over growth and overall
development of the employees. In the opinion of Nankervis et al. (2016), this is another
benefit of HRM practices to the employees at Morrisons. The management of Morrisons
facilitates flexibility in the organisational surrounding and working environment. This helps
the employees in making changes and adopting changes occurring in the surrounding
working environment.
According to Van Buren III et al. (2011), satisfied and developed employees at Morrisons
tend to perform well in the organisational operations and task at Morrisons. This leads to their
effective contribution in the organisational operations through which, the objectives and tasks
of Morrisons are accomplished effectively. This leads to the growth and success of the
Morrisons and enhances its functioning within the market. Such employees also perform their
tasks before time. This saves lots of time and money of the Morrisons. It is also observed that
through rewarding and incentivising the employees, Morrisons has managed to retain its
employees and has lowered down its employee turnover. This becomes another benefit to the
employer i.e. management of the Morrisons. Al-Bahussin and El-Garaihy (2013) has stated
that when the employee base of the Morrisons is satisfied and comprises of developed and
skilled employees, then the survival of the organisation in highly competitive market also
becomes easier. The organisations gain the capability of taking risks and implementing new
and innovative ideas in the business. This provides competitive edge to Morrisons and leads
to its prosperity. In this way, HRM practices have been beneficial for both the employees as
well as employer at Morrisons.
Effectiveness of the various practices of HRM in term of productive and profit raise of
the organisation
Fajana et al. (2011) has noted that in any kind of organisation, the productivity and profit
ratios are the main areas that are focused the most by the organisation. All the other functions

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are played in order and organised manner for attaining the goals set by the organisation
regarding the productivity and profit. It is with the case of Morrisons. According to Brewster
et al. (2016), effective HRM practices focus over increasing the productivity of the
employees through facilitating their development and proving them healthy working
environment. As opined by Sharma (2016), increased productivity of the employees at
Morrisons leads to enhanced productivity of the organisational operations and tasks. This in
turn gives better outcomes in desired manner, which gradually affects the profit margin of
Morrisons.
Now, as discussed in the previous segment that through rewarding the employees and
providing them incentives, the stability of the employee base is developed and maintained at
Morrisons. According to Armstrong and Taylor (2014), through this practice of HRM at
Morrisons, the motivation level of the employees is raised and their performance delivery is
enhanced effectively. Developed and well-trained employees at Morrisons eliminate the
unnecessary functional elements from the department for preventing extra time and cost
consumption. In the recent times, a new kind of challenge has been faced by many of the
organisations. This issues or challenge is high employees’ turnover. Due to this issue, the
organisation has to conduct recruitment and selection procedures many times, which
negatively affects the employee base, finance sector and time of the organisation. Therefore,
as suggested by Snell et al. (2015), the Human resource management practice of provision of
job satisfaction has helped the organisation in retaining its skilled and talented employees and
thus has helped in lowering their turnover ratio.
As opined by Hong et al. (2012) low employee turnover helps the organisation in overcoming
the rivalry faced within the market and tackling challenges faced by the organisation in its
businesses. Along with these benefits, it has also helped in preventing any kind of loss of
time and money for recruiting the new staffs and employees for filling the vacant job posts at
Morrisons. According to Stariņeca (2015), this also aids the process of increasing the
productivity and profit margin of the organisation.

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LO3
Influence of employee relations on HR decision formation
According to Aguenza and Som (2018), relations between the employees and management of
Morrisons are one of the key factors responsible for effective functioning of the organisation
in its niche market. Because of this significance of employee relations, this factor is also one
of the centres of emphasis of the HRM department of the organisation. As opined by
Martocchio (2011), this bond or relations between the employees and management affect the
various processes and operations at Morrisons. Employee relations at Morrisons also
influence the process of HR decision making in the organisation. Good relations with the
employees enable good decision formation regarding the Human resource of Morrisons. On
the other hand, bad relations can cause bad HR decision formation in the organisation.
Therefore, Boxall and Purcell (2011) have suggested that different kind of strategies and
methods are used in the organisation for developing good relations with the employees in
Morrisons.
According to Noe et al. (2017), one of the best strategies of improving employee relations is
effective communication with the employees. Through frequent communication with
employees, the performance status, needs, requirement and issues faced by the employees can
also be acknowledged by the management and thus the employee relations are enhanced at
Morrisons. Then, Elnaga and Imran (2013) have suggested that providing opportunities for
career development to the employees also enhances the employee relations at Morrisons.
Through providing such kind of opportunities, the employees can be made to feel that they
are valued at Morrisons. As opined by Singh et al. (2012), this kind of opportunity provision
and treatment boosts the motivation level of the employees and improves their performance
delivery. Then, taking care of the basic needs such as health of the employees is also another
effective strategy, which can be used at Morrisons for improving employee relations. Cania
(2014) has suggested that developing a specific vision regarding the organisation and then
guiding the human resource together for its accomplishment develops a team bonding
between the employees and the management. This in turn enhances the teamwork spirit and
employee relations at Morrisons. As per the suggestion of Collings et al. (2018), it is also
necessary for the HRM department of Morrisons to ensure that all the basic rights of the
employees are abided at the workplace. This also enhances the relations between the

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employees and management of the organisation. In this way, employee relations can be
improved by the means of these strategies effectively.
Employee legislation’s major elements and their influence over HR decision formation
At the time of managing the human resource at Morrisons, there are some legislative
frameworks and regulations related to employees, which are required to be abided by the
management of the organisation. These legislations are as follows:
Employment protection act (1978):
This legislation ensures protection of the basic and rightful requirements of the employees.
This act covers work hours, payment structure, commencement, etc. These laws are
undertaken by the HRM of Morrisons for avoiding any kind of law breach performed within
the organisation.
Equality act (2010):
This act safeguards the employees of Morrisons from any kind of inequality and
discrimination. Through this obligation, the HRM of Morrisons ensures that the employees
are provided with equal opportunities for growth and development and are victimised by any
kind of discrimination based on cast, colour, creed or any other basis (Martocchio, 2011). If
the employees at Morrisons feel that this legislation has been breached by the organisation,
then the management of Morrisons might have to face hazardous consequences regarding
their business.
Health & work safety act (1974):
According to Lussier and Hendon (2017), being one of the largest employers of United
Kingdom, Morrisons is required to ensure the health and safety of the employees at
workplace. As per the guidelines of this legislation, HRM at Morrisons is required to
facilitate the services such as assurance of effective operational and work environment for the
employees, safe entry and exit passage for the employees, emergency treatment services and
provision of health and safety training to the employees of Morrisons.
Along with these employee legislations and laws, there are several other laws including data
protection act, dismissal act, employment contract acts etc., which are also required to be
followed by the HR department of the Morrisons. Mustafa (2016) has stated that through
following these laws and aligning every operation and activities of Morrisons with them will

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also help the organisation in provision of job satisfaction to the employees and will help in
retaining within the organisation.
LO4
Application of the practice of HRM in work related context with proper exemplification
Job specification
Job description is a brief description of a job along with the situations and conditions in
which, the jobs might be performed within the organisation. On the other hand, Job
specification is a part of job analysis and is a written statement comprising of the
requirements from an employee or candidate for fulfilling the roles and responsibilities of a
certain job. HRM in Morrisons prepares its job specification effectively for ensuring that the
right candidates are attracted towards the job vacancy. This can be understood easily by the
means of following example:
Job description and specification
Morrisons
Job title- HR executive
Job location – Bradford, England
Nature of the job- Full time
Primary duties – To handle personnel management and maintaining the records of HR.
Personal attributes-
 Excellent communication skills
 Good leadership
 Excellent interpersonal skills
 Deep knowledge regarding Human Resource Management
 Work enthusiasm and dedication.
Experience – Minimum work experience of 2 years as HR executive at reputed firm
Qualification required-
 BBA from reputed university
 MBA from reputed university