HRM Report: Recruitment, Talent Management and HR Systems

This report delves into the critical role of Human Resource Management (HRM) within Morrison, a major UK supermarket chain, examining its impact on organizational success. The report explores key HRM functions, including human resource planning, staffing, development, compensation, safety & health, and employee relations, emphasizing their significance in attracting, retaining, and motivating employees. It then analyzes the effectiveness of recruitment and selection strategies, differentiating between internal and external recruitment methods and their implications for talent acquisition. Furthermore, the report addresses approaches to talent management, highlighting best practices. Finally, it examines HR systems and procedures, providing a comprehensive overview of how HRM contributes to improved organizational performance. The report underscores the importance of strategic HRM in achieving company objectives by focusing on human capital.

HRM Report

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1 ................................................................................................................................................3
Role of the Human resource function in Morrison .....................................................................3
LO 2.................................................................................................................................................5
Effectiveness of recruitment and selection strategies in raising organizational performance.....5
LO 3 ................................................................................................................................................8
Approaches to talent management and best practise model .......................................................8
LO 4...............................................................................................................................................10
HR system and procedures.........................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource or workforce is considered as a key for the success of every company. It
is equally being important that the human resource will produce the desired output only when it
will be appropriately managed. Thus, HRM and its functions plays a very important role in the
achievement of objective of the company. However, recruitment and selection is considered as a
linking pin in selecting the most desired human resource for the company. Selecting the most
desirable candidate will be of no use until if it will not being retained in the company thus talent
management is also an important task for the achievement of goal of the company. This report
will study about the concept of human resource management, talent management, recruitment
and selection along with the various policies adopted by HR in order to raise the performance of
the company.
LO 1
Role of the Human resource function in Morrison
Human resources functions are the backbone of any organisation, and HR has to perform
numerous functions in Morrison, and their role is very crucial for the company (Diez, 2019). As
Morrison is the largest supermarket chain in UK, so they need talented and skilled people in the
organisation which is the responsibility of HR. Human resources function include numerous
activities such as human resource planning, staffing, development, compensation, safety &
health, employee and labour relation. The role of these functions are very critical for the
company.
Human resource planning
This function is known to be the first function of human resource planning in which the
HR find out the upcoming and future needs of the company such as – what type of people does
the Morrison needs at their work place, and what should be the eligibility skills needed by the
company and how many new employees are needs in Morrison (Chakraborty, 2019). After
knowing all this, HR builds various plan for the recruitment, selection, learning and development
and compensation as well.
The role of human resource planning in the company is to assure the adequate staff in all
the department of the company, staff should not be less and surplus in the company, if it happens
it shows the failure of Human resources planning. Another role of this function is to provide
accurate information for the next process as well. The next role of human resource planing is

to create an ethical business culture for the employees in the company, so that they can perform
their job enthusiastically.
Staffing
The major role of this function is to attract the talented people towards Morrison plc, and
pick out the best among all the candidates. For that HR can use various recruitment technologies
to hire the candidate whether it is by taking interviews or any test through which the HR can get
to know the details of the candidate and their knowledge. Role of staffing is crucial for the
company, with the help of staffing right person get the right job in the company. Apart from this,
well-organized staffing system, builds morale and motivation in the existing employees as well.
Development
The title role of this function is to develop the necessary qualities and skills in the new as
well as existing employees by providing them training and development (Krasyuk, 2017). The
major role of development in the Morrison plc is to prepare the new employees for their role so
that they can perform their job efficiently and help the company to accomplish its future goals.
For the development of employees, HR can use various methods of training they can educate the
new employees by conducting education programmes, internal training, seminars and
conferences.
Performance management
Role of performance management is to ensure that the employees and workforce should
remain productive, enthusiastic and engaged. By performance management, the work of
employees are reviewed by the manager of Morrison plc, to know the work quality of the
employee. Manger deliver their reviews and feedback to the employees so that they can get
motivation and they put more emphasis towards their job. Performance management is beneficial
for the company as well, because by analysing the performance of the employees company can
know who is performing their job effectively.
Compensation
Compensation is very important factor for the company and also for employees. Identify
the actual and appropriate compensation for the employees based on their job profile and
performance is very crucial for the company and HR department as well (Chen, 2017).
Compensation should match the market standard so that employees don't think to leave the
company. So the compensation plays an important role in Human Resource function, by offering

handsome salary package, HR of Morrison plc can attract highly skilled people towards the
company. Good compensation motivates the employees towards their job role and encourage the
workforce to perform effectively and attain their own tasks and goals. Apart from this,
compensation is the best tool to reward the best employee of the company and it will be
motivation for the rest of the employees.
Safety and health
Safety and health of the employees plays a vital role in the Morrison plc, and this is the
another important function of HRM in which HR make sure about the health and safety of the
employees. If the employees are facing ill-health it will directly impact on their work. To reduce
such situations from the workplace HR of Morrison plc, follows the lows made by the
government on the company and ensures that all the values and safety protection are being taken
by the employees seriously.
Employee & labour relations
This is one of the important function of HR, to make sure the lower level of employees
must communicate with their mangers and those persons whom they are reporting. Besides this,
if the employees are facing any issues related to their job they can reach out to HR, as HR plays
a role of mediator between the top management and lower management. Apart from this HR can
take their issues and problems to the unions, stakeholders and management as well.
LO 2
Effectiveness of recruitment and selection strategies in raising organizational performance
Recruitment:
It is a process by which suitable candidate will be identified by the company, attracted
toward the company, pursuing through the process of interviews or test and finally deserving
candidate will be given the chance to get selected.
Recruitment can be performed by many ways but broadly it can be done by two main ways:
Internal recruitment:
It refers to filling the vacant position of the company through recruiting the candidate
within the company. Morrisons usually adopt this mode because it involves low cost and low
time (Lee and Mao, 2020). Since the candidate are well familiar with the internal management
and working procedure of the company, then it becomes very easy and act as a positive aspect

for the companies because they have to spend a very low cost and time to teach the employees
regarding the company.
It can be performed different ways which mainly includes:
Promotion:
It refers to shifting the employees from lower level to some upper level position. This can
be totally depends upon the availability of vacancy and job performance of the employees. This
is considered as most common and best way to fill the vacant position by the companies
including the Morrisons. Since this mode includes the shifting of employees from low to high
grade but with the upgrading of position the roles and responsibilities along with accountability
also raises. Amount of remuneration regarding the employee also raises when they are being
promoted. Promotion act a means of motivation which encourage the employees to raise their
level of performance.
Transfer:
It refers to shifting of employees from one position to another but at the same level of
work. This means that the position and work changes but the level of operation will remains the
same. This mode is only adopted by Morrisons when it plans to make its employees multitasking
(Farndale, Nikandrou and Panayotopoulou, 2018). This mode helps the employees to learn the
different work along with gaining experience abut the various aspects about the work.
Referencing:
This is one of the common way of recruiting the employees internally. Many companies
including Morrisons adopt this mode to fill the vacancy. Under this mode the references or
recommendations of the existing employees along with managers who are working with good
work performance and managerial positions are being considered by the companies. This mode
is also considered as efficient in terms of saving cost and time for the companies. One more
reason for adopting this mode by the Morrisons is to raise its working efficiency by assuming the
fact that the new entrants will also possess the same work dedications like existing managers or
the employees are having.
Existing contacts:
Whenever vacancy will arise in the companies then the very first way that almost all the
companies will prefer is to consider their existing contact. The existing contacts may include, the
contacts of those employees who were not being selected in the previous vacancy or it may

include the previous employees who left the companies (Coller, Cordero and Echavarren, 2018).
This mode is being used by the companies to ease the process of recruiting the employees.
External recruitment:
Whenever companies will plan to recruit the employees outside the organization then this
mode is being selected. This mode is usually considered as best because external recruitment
enable the companies to bring the young and energetic talent. This mode gives the chance to all
those candidates who have talent and calibre to work. The reason behind adoption of this mode
by Morrisons is to bring those talented human resource who can understand the consumer need
in addition to bringing creativity and innovation so that it can meet its objective in terms of
raising efficiency in its operations.
This can also be performed by different modes:
Campus recruitment:
It is one of the appropriate mode of bringing fresh talent into the companies. Companies
can opt for this mode for giving a chance to new talent along with bringing creativity in their
mode of operations (Kanagavalli, Seethalakshmi and Sowdamini, 2019). Morrisons also launch
campus recruitment for bringing innovativeness into the companies along with new ideas to meet
the demand of customers.
External references:
Companies may also opt this mode for recruiting candidates from outside the company.
This mode includes taking of references from some professional bodies or individual who have
specialization in the related context. Morrisons usually adopt this mode to fill the
professionalized positions in the company. This mode is considered very important for the
company because it enables the companies to be professionally expert.
Using of advertisement and media:
This is one of the important and effective mode of recruitment by which companies can
get the applications of the candidates very easily. It is the easiest mode of recruiting the
employees from outside the company (Santos, 2020). This mode helps the companies to choose
the most desired candidate by which the performance of the companies will be raised.
Selection:

It is the process of choosing the most deserving candidate from the received applications
of applicants. Companies follow a series of methods to select the best and desirable candidate as
per the vacant position.
Approach:
It may include different steps while selecting the candidates. Firstly the companies will
check the CV of the candidate that whether it is suitable or not. CV of the candidate includes all
the details about the candidate regarding his knowledge, qualifications, experience and various
other terms. After checking the CV companies will undergo to conduct a series of test by which
the talent, knowledge and skills of the employees will be judged (JHANSI and RAMBABU,
2020).
These test may includes personalized interviews, trade interviews, group discussions,
personality test and many more. The reason behind the conduction of these interviews and test is
to select the most deserving candidate for the companies. As per the position of the job the test
and interviews will be conducted by the companies. Like one on one interview is usually
conducted to know more about the candidate in terms of gathering the professionalized and
detailed information while panel interviews are being conducted by the companies to check the
various aspect of the candidates (Hinton, Woods and Zibarras, 2020). After clearing all the tests
companies will check the physical evidence of documents of the candidate and take the medical
test in order to ensure the physical health of the candidate before finally appointing them.
Morrisons also follows the similar approaches for selecting the candidates so that most
deserving and talented employees will be appointed by the company. This will not only help the
companies in appointing the talented individual but this will ultimately raise the performance of
the company due to the efforts of the deserving candidates.
LO 3
Approaches to talent management and best practise model
Talent management is the procedure of attracting highly skilled employees and retained
them towards the organisation, and provide the appropriate training and development to improve
their skills and talent and motivate them towards their job role as well (Lassig, and et.al, 2017).
The main objective of talent management is to build a motivated workforce in Morrison plc, so
the objective of the company get fulfilled as per the set time span. The another purpose of talent
management is to retain employees in a way so that they can perform better. There are various

approaches of talent management by following them, talent management can enhance
productivity in the company.
Job description
Preparing job description is very critical part of talent management. For each and every
job they have to form accurate job description which carries all the necessary information about
the job profile. In short job description is a document which defines the duties and
responsibilities of the specific position.
Besides this, job description shows what basic qualification, skill is the company in
looking for the specific job role. Job description also contains the hours of working and wages
details. So the talent management has to be very sure while preparing the job description as they
need to mention all the basic requirements and responsibilities of the position so the people who
are willing to apply for the position can get to know everything by just going through to the job
description. This is one of the important approach of talent management, because it helps the
talent management to reduce the unwanted applications who are not having the eligibility to
perform the particular job role.
Opportunities for the development
This is the another approach of talent management that they have to provide appropriate
development opportunities to the existing employee so that they can enhance their skills and
productivity as well. For that the talent management of Morrison plc provide training to the
employees apart from this they personally communicate with the employees to know their
Compensation structure
Effective compensation is necessary to attract the best talent in the company.
Compensation shows the reputation of the company as well if they give a little higher salary and
wages to the employees as compared to their competitors. If the company gives good incentive,
perks and medical benefit it always motivates the existing employees and seek the attention of
new people as well. Compensation is the tool which the talent management uses to set up a value
of each position of the company and as per the position the value of wages and perks get
changed.
Selection procedure
Selecting a suitable person for the appropriate job role is the one of the critical approach
of talent management (Sarah and et.al, 2018). Selection process helps the talent management to

take the decision faster. But before selecting the candidate, talent management has to make sure
that the candidate must have all the required qualification and eligibility, because selecting top
candidate with all the skill helps the company to increase the profit of the company long run.
Selection of right candidate creates a competitive edge for the rest of the employees as well.
Models of talent management
New talent management model
This model refers the use and implementation of technology in the business. This model
is very important in this modern era where technology is getting changed day by day. Morrison
plc can implement this model in their business as this model give emphasis on technology and
taking feedback from different online grading websites, apps and by conducting online survey
about the products of the company and what people feels about their products. So the new talent
management model bounds the company to use modernized technology in the company and it is
the responsibility of talent management to implement such model effectively in the company so
it gives benefits to the company in enhancing the performance.
LO 4
HR system and procedures
HR policies plays a very important role in raising the performance of the company. Since,
employees are the asset of every company and the policies which is being made by the HR and
the company concerning the employees will lead to create the feeling of security along with
satisfaction among the employees (Managerial Functions of HR Manager, 2020). HR policies in
the form of grievance handling will lead to timely redress-al of the grievances of the employees.
This will not only helpful in creating satisfaction among the employees but this will also help the
companies in raising their image in the competitive market.
Effective HR policies and system always try to align with the business strategy of
Morrison plc, because at the end the main objective of HR and employees is to increase the
profitability of the company. Morrisons plc believes that their employees are the asset for them,
so the company give emphasis on the security of the employees for that HR has to make plans
and policies regarding the safety and security of the employees. If the employees laid off from
the company HR also have to suffer because they have invested their time in the process of
selection and recruitment after that they give training to the new employees all get vanished
when the employee leave the organisation. To improve the business operation and practises of

the employees, HR uses various policies like the effective grievance handling policies various
other policies of the HR in the form of sickness policies, performance management policies can
also play a vital role in raising the performance of the organisation.
Sickness policy
This policy is basically made for the employees by the HR department of any company.
As per this policy, if any employee of Morrison suffer from illness or ill-health can take leave
from the work (Know your sickness policy, 2020). But the major aim of forming such policies is
to manage the day to day work, when any employee goes on a leave by using this policy so the
HR has idea about the absence of particular employee and they can handover the work to some
other employee so that the productivity of the company don't have to suffer.
Sometimes HR try to provide sickness pay also to the employee so that they don't need to
choose one between their health and work, because in the omission of sickness policy,
employees bound to continue their work by imposing their health at risk. It is risky for other
employees as well they can also get impacted if the come under the contact of sick person and
rest of the people may get infected.
Grievance policy
The purpose behind forming this policy is to provide a platform to the employees if they
any kind of grievance at the workplace. HR tries to sort out all the grievance of the employees by
having a talk with them. This policy is used in Morrison plc so that employee feels that they are
important for the company (Smith, 2020). But sometimes this policy becomes the last option of
the employee, if they found any complaint and issue they reach out to their head and manger to
solve their issue but if they found that they don't get accurate solution of their problem then they
switch to this policy and disuses their problems with the HR.
The main purpose and objective of this policy is to encourage the employees to sort out
their problems and concerns which happens at the work place. It is the responsibility of HR to
deal with the grievance politely so that employees don't get dissatisfaction. For the sake of
grievance HR use other application and sometimes suggestion box at the workplace so that
employees can jot down their issues instead of talking to others. HR tries to bring the solution at
the earliest so the employees don't feel lagging behind.
Performance management

Evaluation and assessment of employees performance is crucial for the HR because when
the employees perform well then the company achieve its goal and become competition for
others in the market (DeNisi, 2017). Apart from this review of performance is helpful for the
employees in their near future as well. For evaluating the performance of employees HR uses
various approaches.
Management by objectives
It is one of the performance appraisal approach in which the mangers and employees
comes together and communicate the various goals and objectives for a specific time span. This
approach is used in Morrison plc, in which the manager oversee the performance and growth of
the employee and guide them to achieve the set target. After analysing the performance
employees get reward in the form of bonus, incentives and promotion. Thus, directly impact the
profitability of the company because when employees perform well, company reaches towards
their objective. This method is time consuming as the management has to keep an eye on the
work of the employees and then they have to give report also due to that it affects the work of
manger also.
360 degree feedback
It is another method of analysing the performance and also known as self appraisal in
which the employee collects its feedback from the colleagues, manger and the person whom the
employee directly reports. By doing so the employee get an idea about how they are performing
how many efforts they have to put more (Peng and et.al, 2017). This method is used in
Morrison plc by the employees so that they get to know their strength and weaknesses. With the
help of this feedback method can easily detect their loop halls and try to solve them which help
them in their future as well. But sometimes this method don't provide actual result to the
employee as their colleagues and manger can give negative feedback about the work done by the
employee through which the employee get demotivate.
Psychological appraisal
This appraisal method put emphasis on the upcoming and future performance of
employees rather than focusing on what employees have done in the past (Schultz, 2019). By
using this method management tries to review the interpersonal skill, leadership quality and
personal traits. They get an idea about the skills of the employee that how they will perform in
the future. But its is a very complex and lengthy procedure and the result is depended on the