Understanding People Management in Facilities at Morrison Supermarket

This report provides a comprehensive overview of people management within a facilities management context, using Morrison Supermarket as a case study. It begins by detailing the planning, organization, and allocation of workload, emphasizing the importance of measurable service standards and the planning issues involved in developing and maintaining human resources. The report then explores the setting of performance objectives for facilities staff, highlighting how effective objective setting contributes to staff appraisal, including both formal and informal procedures. Furthermore, it examines recruitment and retention strategies, the causes of stress within a facilities management environment, and relevant employment legislation, including discrimination, grievances, and disciplinary procedures. The report concludes by summarizing key findings and offering insights into effective people management practices within the facilities management sector.

Understanding People
Management
Table of Contents

Introduction......................................................................................................................................3
Task 1: Planning and Allocating Workload.....................................................................................3
a. Demonstrate how the workload of the facilities management function can be planned,
organised and allocated. Demonstrate and explain the planning issues involved in developing
and maintaining the human resources that are necessary to deliver the workload efficiently
and effectively........................................................................................................................3
b. how performance objectives were (or could have been) set for facilities staff..................5
c. Describe how effective objective setting and performance measurement contribute to staff
appraisal, distinguishing between formal and informal staff appraisal procedures...............6
d. Appropriate and inappropriate use of different methods of communication in planning and
allocating work. Explain how, and to what extent, these methods met the principles of
effective communication when dealing with people..............................................................8
Task 2 – Recruitment & Retention................................................................................................11
a. Illustrate stages within formal recruiting process.............................................................11
b. Identification of policies as well as practices for encouraging staff retention.................14
Task 3 – Managing Stress..............................................................................................................16
a. Identification of causes for stress within facilities management environment.................16
Task 4 – Employment Legislation.................................................................................................18
a. Illustrate current legislations for protecting employees as well as employers.................18
b. Explicate discrimination legislations and its impact........................................................20
c. Illustrate stages of grievances as well as disciplinary procedures....................................21
Conclusion.....................................................................................................................................23
References......................................................................................................................................25

Introduction
People management refers to set of practices which comprises of end-to-end processes
for talent acquisition, optimisation as well as retention while rendering continuous support for
business along with guidance to their employees. It is a key sub-set for human resource
management which covers all aspects related with ways in which people work, engaged, behave
as well as grow at work (Abebe, 2019). Facility management refers to professional management
discipline in which emphasis is laid on effective and efficient deliverance of services for
organisations they serve. They are liable for making sure comfort, effectiveness, safety of
functionality of work environment through integration of place, technology, process and people.
To understand the concept of People Management, Morrison Supermarket plc is taken into
consideration which is fourth largest chain in United Kingdom. This is a public limited company
that deals within retail market and was founded in 1899 by William Morrison. It is headquartered
in Bradford, England and has near about 500 stores in different locations.
This report comprises of ways in which functions are planned, organised as well as
allocated along with this performance objectives will be illustrated. Furthermore, this will also
provide an insight into performance measurement, methods for communication. In addition to
this, it will furnish details related with recruitment processes, policies for staff retention and
reasons behind stress. At last certain legislations will be presented with respect to facilities
services.
Task 1: Planning and Allocating Workload
a. Demonstrate how the workload of the facilities management function can be planned,
organised and allocated. Demonstrate and explain the planning issues involved in
developing and maintaining the human resources that are necessary to deliver the workload
efficiently and effectively.
Facility management mainly include activities that are related to maintenance of organisation
equipments and buildings. Main motive of this function is to effectively integrate individual
process and place within the built environment with the purpose of making improvement in
quality of life of individual productivity of business (Aggarwal and Kumar, 2020). Facility
manager is having most important responsibility of maintaining wide range of management
functions as their daily basis role. Mentioned below there are some certain manner through

which workload can be effectively planned, organised and allocated. In order to effectively
manage workload there are some certain measures that I have taken into account:
Workload based on service standards
It has been evaluated that Morrison’s operate as a largest chain of supermarkets in the
provinces of United Kingdom and have more than, 110, 0000 employees. Being a leading
organisation company is having set standards and legislation for employees. Thus due to
measurable service standards like, labour hours to perform particular task or time to complete
the work or respond to a request I take assistance of a table that affects relationship among the
item that I measure and the space being cared for. Some of the certain instances of this
relationship include number of facility management staff and number of service request, space
inventory size and number of service requests.
Above mentioned table demonstrated several clear correlations. As the facility management
staff decreased and the number of service requests increased, the average time to complete a job
lengthened, even though the space inventory shrank. A clear lack of correlation between the
inventory size and the number of service calls suggests that some other force (perhaps deferred
maintenance or budget cuts) is at work. Evaluation of time in order to accomplish a service is
useful in connection with consumer satisfaction and call-backs for the same task. Further, it
indicates that the number of call-backs demonstrate that staff is doing their job right in the first
place.
It has been demonstrated that there were different type of planning issues that are mainly
involved in development and maintenance of resources and are important to overcome in order to
effectively deliver workload as to plan issues in order to develop and maintain human resources.
In this organisation is required to invest in development of training of all the level of employees

including lower level (Micheli and Pavlov, 2020). In addition to this frontline employees are
termed as hardest workers who have minimum time period to undertake training course, this
create significant issue in planning process but on the other hand it has been defined that training
to these employees are required to provide in order to deliver workloads in an effective manner.
For this organisation by recruiting manager as well as senior leadership can allow them to guide
subordinate employees in each and every stage. Along with this by offering online training
courses people at their own place can also aid company to manage planning issues in effective
maintenance of work load as to deliver effective results.
b. how performance objectives were (or could have been) set for facilities staff.
Performance objectives are termed as targets that are being set by organisation, leader,
manager, individual on semi-annual, quarterly or yearly basis. It has been evaluated that with the
help of different techniques and strategies standards performance of objectives can be set for
facilities staff. Thus it been demonstrated from above that, frontline workers acts as an most
hardworking workers in an organisation, but somehow they have rarely have time to take
advantage of training courses in order to increase their performance, skills and knowledge in
order to perform their roles in effective manner. Inefficiency of training can impact upon their
daily basis performance in a negative aspect and also further lead them towards being outdated
that automatically decreases overall productivity of entity. It has been identified that technology
is changing at very fast rate in this it is essential for frontline employees to maximize their
knowledge related to different technologically advanced tools and techniques in order to perform
their objectives in a very effective manner (Ozyalvac and Akpinar, 2020).
It has been evaluated that there are different type of objectives that has been set for
facilities staff in order to ensure that frontline workers are provided with efficient training and
development sessions in order to maximize their performance, as to fulfil objectives of
organisation in best effective manner. Main objective of facility staff is to create and arrange
film/ video permission process at different level of organisation for frontline employees and also
take advantage of EMS system in order to offer them training at their own place. With the help
of this frontline employees can undertake advantage of developing and training session at their
own place and as per according to their time. It will help them to improve their performance
without affecting their organisational workplace work. In this facilities staff department have
formative responsibility to ensure that there is competent financial planning developed for each

and every frontline group of employees at all level (Bechon, Lesire and Barbier, 2020.). In
addition with this, most important objective of facilities staff is related to maintenance of
technology, for this different type of programs required to be undertaken and effective utilisation
of resources is required to be done with the help of maintenance management system in order to
provide effective training sessions to frontline employees in order to effectively fulfil
organisation productivity means. It has been evaluated that most important objective that has
been set for facilities staff is to formulate learning, training and development strategies by
identifying factors that are prevailing in external and internal environment that further lead
towards creating dynamic change. For these comprehensive facilities master plan is required to
be formed by facility staff along with the objective of building accurate space database in order
to enhance skills potential and knowledge of frontline employees.
Lastly one of the most important objective data required to be undertaken by facility
staff is to effectively design guidelines and review process as to support training and
development of Frontline workers at their own place thus according to the evaluation it has been
identified that by undertaking different type of objectives into consideration facilities staff can
implement strategies to reduce operating cost with the help of external sources and take
advantage of different strategies in water to fulfil aim of providing effective training in
developing courses to Frontline workers as they do not have much time to maximise their skills
and efficiency bi regular training courses that are provided by Organisation in workplace from
Isis
c. Describe how effective objective setting and performance measurement contribute to staff
appraisal, distinguishing between formal and informal staff appraisal procedures.
In order to ensure growth of business in a continuous manner it is essential for organisation
to carefully and closely manage performance of employees in order to further provide them
necessary courses along with rewards and appraisals (Kamble and Gunasekaran, 2020).
Performance management is mainly defined as a process of collecting, evaluating, reporting and
informing individual or group performance. With this organisation can effectively able to
accomplish their goals and objectives in a well defined manner. It has been identified that by
evaluating performance of employees on continuous places Morrison’s can identify skills,
knowledge that are require by an employee in order to accomplish a task. Tracking performance
of workers allows taking advantage of strategic expert system through which they can maximise

productivity of employees. Along with this there is different type of performance drivers through
which organisation can effectively achieve the performance standards in a well effective manner.
In addition to this it has evaluated that good performance measurement system allow
organisation to evaluate triggers for any further changes in performance of employees in order to
encourage their performance towards accomplishment of organisational goals. Further this has
been identified that by measuring performance of employees manager can effectively able to set
objectives and can further encourage employees to accomplish them in time effective period, as
to maximise workplace efficiency. Employees are the main source of revenue generation for
entity. Thus, by considering performance management in objective setting objective can
effectively enhance productivity of organisation (Kim and Park, 2020). For the it has been
determined that performance management effectively contribute in staff appraisal and encourage
performance of each and every individual organisation and further praise deserving employee
with different types of rewards, certifications, monetary incentives and non monetary incentives
in order to boost their moral and motivation.
It has been identified that performance made in two days that are formal and informal
through which organisation can evaluate employees. In context with formal performance
appraisal this is done at a particular time period in organisation as to maximise performance of
employees. While on the other hand, informal appraisal is undertaken by superior when they feel
the need for it.
Both formal and informal appraisals allow managers can offer regular performance
feedback to their employees through whom they can enable themselves to grow in both

professional and personal manner and maximize their performance in best effective way. In
addition to this, it has been identified that objective setting and performance measurement
effectively contribute in the aspect of staff appraisal (Souza and at. al., 2020). As by setting
objectives employee’s performance can be stimulated towards accomplishment of a common
goal through which its completion can be ensured in time effective manner. For the this has been
evaluated that objectives not only allow employees to accomplish a certain set of target in time
effective manner but also benefit entity to measure daily basis performance of employees as per
according to set objectives and further motivate and guide them objectives in a well defined
manner. While if it is talked about performance measurement it has been identified that by
regularly measuring performance of workers according to their daily basis work leaders and
managers within an entity can enhance their skills and efficiency to accomplish allotted goals in
given period of time. Along with this it has been demonstrated that performance management
also benefit management to evaluate performance of each and every employee and further offer
them effective appraisal and praise their performance (Jogana, Garba and Mukhtar 2020). It
effectively helps entity to increase loyalty of employees towards organisation and further allow
company to retain experience employees for long period of time that not only maximise overall
working performance of organisation in respective market segment. But it also allows them to
ensure offering maximum satisfaction to customers at best. As if employees feel that their
performance are appreciated with best appraisal methods then they perform their roles and
responsibilities with more hard work to conduct and accomplish their work with high efficiency.
It not only benefits company to fulfil their goals with maximum efficiency but also facilitate
high-performance within employees through which they can ensure maximum sustainability in
marketplace.
d. Appropriate and inappropriate use of different methods of communication in planning and
allocating work. Explain how, and to what extent, these methods met the principles of
effective communication when dealing with people.
It has been evaluated that modern organisational environment has changed a lot that
include employers expectations, demand, rules, norms along with working culture. It has been
evaluated that success of project mainly depends upon clean and appropriate communication
strategy as it plays most important role. In this it is essential for organisation to understand the
importance of frequent communication and undertake use of technology in communication

method in order make sure that information’s are provided to employees on regular basis. Due to
change in technology there is significant change in workplace structure of organisation that
mainly emphasise upon importance of communication. Most of the organisations take advantage
of team formation in order to accomplish their goals and objectives. Being a leading
Supermarket Morison manages or leaders accomplish targets with team formation. Thus, for this
it is essential for every team member to know the plan and ideas that are require for them to
carry forward. Along with this leaders and managers are also required to allot roles and
responsibility to each and every individual as per according to their interest. In this with the
assistance of communication process allocation of task and roles can be undertaken in best
effective manner through which efficient results can be ensured.
There are different types of appropriate form of communication through which entity can
stimulate performance of employees towards accomplishment of organisational objectives. In
this by taking assistance of one -on -one interaction leaders can be effectively able to listen what
employees have to say. This allows them to increase smooth performance of employees in order
to generate efficient results and strengthen progress of entity goals. Along with this leader is also
required to offer feedback to employees on their performance as it is a sign of good or
appropriate communication. This has been observed that by providing feedback leader and
manger can increase team communication and further allow leader to effectively manage task
and maximise productivity of employees. Communication effectively aid organisation to
strengthen their relationship with workers and further allow them to show appreciation to
workers in order to deal with their low morale and make each and every team member feel
better. In addition to this, appropriate form of communication also include showing gratitude for
even small acts as it is having significant capability to strengthen communication process and
allow manages to appropriately ensure two way communication through which performance of
both team and organisation can be maximized. Further it has been identified that, team building
activities are also included in appropriate form of communication as it allow each and every
individual to communicate in an effective way that further lead them towards building good
relationship with each other. It has been evaluated that it create opportunity for employees as
team building activities lead them towards collaboration through which they can perform their
professional roles in a coordinating manner and can accomplish them in time effective and
efficient manner.

However on the other hand inappropriate use of different methods of communication can
not only increase complexity but also lead towards creating confusion that affects overall result.
Appropriate use of wide range of communication in planning and allocation of work have
significant impact upon functioning of organisation activities and increase efficiency of end
result, as it has been identified that appropriate communication methods allow leaders and
managers to have proper monitoring on each and every stage through which objectives of entity
can be fulfilled. There are different type of communication like verbal, non verbal, written,
visual and listening. All these methods allow entity to identify engagement of each and every
employee in organisational objective. As with the help of verbal communication method leaders
and managers can undertake face to face interview of employees through which they can know
about their opinion and vision related to any aspect. It further allow them to recognise any
problem or issue that employee is facing in working culture that restrict them to accomplish their
target. With the help of this proper strategies and measures can be developed in order to
overcome the problem in time effect manner. In addition to this it also stimulate employee’s
performance at great extent. In order to appropriately take advantage of different mode of
communication Morrison’s ensure that they take advantage of digital transformation in modern
workplace structure as to stimulate maximum progress of project. In this company is required to
formulate budget in order to invest on application and key system of communication like
communication tool in order to manage organisational objective. It has been identified that by
taking use of task management software company can ensure communication between team
members and entity, as it allow exchange of messages related to task and any other information
at same place. It further aid organisation to save their time from long email threads.
Thus according to the above mentioned discussion it has been evaluated that, effective or
appropriate form of communication acts as an essential element for all the level of organisation.
As it allow them to have effective interaction between management and employees (Creemers,
Lambrecht and Van den Broeke, 2020). According to my experience it has been identified that
appropriate communication methods provide maximum benefit in planning and allocation of
work process as communication allow leaders to recognise employees skills and abilities in
effective manner and further allot them work as per according to their talent. It does not only
increase efficiency of work but also allow organisation to earn maximum profitability and lead
them to ensure long-term sustainability. Appropriate form of communication also provide entity

to efficiently overcome unnecessary issue that arises in workplace structure as to provide
positive work culture to employees as to maximise their performance for betterment of
organisation.
Task 2 – Recruitment & Retention
a. Illustrate stages within formal recruiting process
Recruitment is defined as process associated with attracting, short-listing and selection as
well as appointing appropriate candidate for peculiar job in an organisation. It is process that is
related with finding as well as hiring experienced and qualified candidate for job opening within
time along with cost efficacious manner (Afrose and Afrose, 2019). This involves analysing
needs of job, captivating individuals towards that, screening, selection of applicants and their
integration within organisation. Morrison’s ensures that they have adequate workforce as
compared to standards they have set within the marketplace. For this, HR department is liable to
understand the need of firm and accordingly carry out their operations. For being a fourth largest
supermarket, they need to follow special procedures for integrating their needs into recruitment
process. Prior to this, they need to identify vacancy and need for this; in case answer attained is
positive then following steps can be taken up by them:
Step 1: Identify certain aspects
All the information related with nature of job has to be taken into consideration. This
involves what a person has to do and what will be output needed by them (in terms of number of
clients, working hours, etc) (Ahamadzadeh and Ghahremani, 2019). Along with this, how they
will fit within working structure of Morrison’s, personal and skill attributes that are required for
carrying out role in an effectual must be regarded. This analysis will lead to form a basis for job
description as well as person specification.
Step 2: Preparation of job description
Job description illustrates desirable as well as necessary criteria for selection. Such kinds
of specifications are dependent on set of competencies that are recognised like critical for
performance for job. Here, HR of Morrison’s need to identify aptitude, skills, experience and
knowledge. Furthermore, qualification required for this particular job must be determined along
with personal qualities specific to job like ability to be a part of team.
Step 3: Finding candidates

There are two methods through which this can be carried out they are internal and
external methods. With reference to internal methods, HR of Morrison’s can opt for staff
referrals, succession plans and secondments. It is liable for furnishing opportunities to develop as
well as career progression for motivating and employee retention (Bag and et. al, 2020). On the
other hand, there are external methods which provide various options for generation of interest
from individuals who are outside the firm. This comprises of press recruitment, networking,
online recruitment and hiring from external recruitment agencies.
Advertising acts as crucial means for attracting as well as recruiting. Here, Morrison’s
have to clearly illustrate needs of job, desirable & necessary criteria to job applicants (that limits
inappropriate applications which are being received), location of job, reward package, details in
which they can be applied and details related with ways in which they can be applied.
Advertisements have to be genuine along with they must be related with job which exist
originally (Cooke, Dickmann and Parry, 2020).
Step 4: Managing application process
This comprises of two crucial formats according to which applications are being
received, it involves application forms or curriculum vitae. They can be submitted via usage of
paper or any other electronic format. Application forms permits information which is being
presented within consistent format and thus, it makes easier for collection of information from
job applicants with respect to systematic manner as well as assess suitability of candidate for
particular job (Cornwell, 2020). CV provides candidates with an opportunity for selling
themselves in their way. But, sometimes irrelevant material is being included which makes it
difficult to assess consistently.
Step 5: Selection Candidates
This involves two major processes that comprises of short listing as well as assessing
applicants for deciding who must be given job within Morrison’s. Short-listing is being
dependent on number of candidates. Here, HR needs to look to list of criteria through usage of
job specification as well as person profile. Now, each application have to be rated as per desired
standards. Along with this, assessment involves range of methods which can be utilised for
assessing candidates (Kanakaratne, Bray and Robson, 2020). They vary depending on reliability
like a predicator for performance within job which involves general interview, competency based
interview, role play and sample presentation.