Evaluating HRM and Recruitment Strategies: The Morrisons Example

This report provides a comprehensive analysis of the Human Resource Management (HRM) and recruitment processes at Morrisons, a prominent retail company in the United Kingdom. The report begins with an introduction to HRM, emphasizing its crucial role in organizational success through effective recruitment. It then delves into the functions and purposes of HRM, highlighting training and development, salary management, and recruitment strategies. The report explores the strengths and weaknesses of different recruitment approaches, including both internal and external methods, and examines the benefits of various HRM practices for both employers and employees. Key aspects like employee relations, key employment legislation, and specific HRM practices at Morrisons are discussed. The report concludes with an overview of the effectiveness of HRM practices in raising profit and productivity, including hiring practices, training, and employee relations, making it a valuable resource for understanding HRM strategies in a retail context.

RECRUITMENT PROCESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and functioning of HRM...........................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment.........................................4
LO2..................................................................................................................................................6
P3 Benefits of different HRM practices......................................................................................6
P4 Effectiveness of different HRM practices..............................................................................7
LO3..................................................................................................................................................8
P5 Importance of employee relations..........................................................................................8
P6 Key employment legislation...................................................................................................9
LO4................................................................................................................................................11
P7 HRM practices at Morison company....................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HRM is one of the major functions for an organisation, because this give opportunity to a
business for getting an effective workforce through its recruitment process. Top-level
management within most businesses or companies are taking various productive steps towards
more developing their HRM practices, because these practices are highly contributing in all over
success of a business. HR manager at any company is always responsible to always run its HR
practices on progressive path by using different modern HRM strategies. Basically, with the
support of HRM practices any business can gain high profit in the market. There are training and
development two major aspects for a business or company, in which HR department of a
company is the main responsible to body which provides different training and development
sessions to employees. This is reports discusses recruitment process of the Morrisons. There are
Morrison is one of the leading retail companies in the United Kingdom. There are some other
aspects also has been discussed in this report which has based HRM and recruitment process.
LO1
P1 Purpose and functioning of HRM
There are a lot of functions and purpose of human resource management in an
organization which is going to make the organization have a better functioning and operations in
the organization. The competition in the market is increasing which is why Morrison will have to
have a strong human resource management in the organization so that they can make the internal
factors effective and friendly. It is very important for the organizations to have a motivated
workforce in the organization so that the company can have a higher profit margin and
productivity so that the demands and expectations of the customers can be met. There are a lot of
technological changes which are coming up in the market which have to be made by the
organization so that there is a better functioning. HRM helps the organization to have a better
functioning and adapt to changes which are coming in the organization so that the organization
can match the standards and customers can be satisfied which makes them loyal to the
organization. The functions of human resource management in Morrison hotel are going to be
discussed in the further report.

 Training and Development
There are new employees which are being hired in Morrison so that the company can get in
innovation and new ideas which are going to make the organization have a unique feature for
them in the market. Training and developing the employees being hired or existing employees in
the organization is just going to help the company to have a strong base for themselves and the
organization will be able to have a better reputation in the market (Li and et.al., 2018). There are
a lot of technological changes as well which are taking place which is why the company will
have to get those smoothly which does not disturb the productivity and operations of Morrison’s
hotel.
 Salary
Salary is a great motivator for the employees which is why it is very important for the human
resource to make sure that the employees are being paid fair in the organization. Morrison is
making sure that the employees are getting incentives and extra privileges from the company so
that they can give their personal best to the tourists which are coming in the company. There are
even recommendations and appraisals which are given to the customers so that there is a better
functioning.
 Recruitment
The human resource have to make sure that the employees which are being hired in Morrison
are going to match the expectations of the organization so that there is a better functioning of the
company. The productivity and the operations of the organization have to be smooth so that there
is a well balanced internal environment which is going to reflect on the customers of the hotel.
There is a need and demand of the customers and employees which has to be matched by the
company and that is taken care of by the human resource management so that the company can
make the organization have a higher brand image globally and portfolio as well
(HerschbergBenschopand Van Den Brink, 2017).
P2 Strengths and weaknesses of different approaches to recruitment
There is a standard which needs to be maintained in Morrison which is going to make the
organization have a better competitive advantage in the market. Morrison has got in a lot of

changes in the organization over years and the objectives also have changed but the human
resource makes sure that there is a good communication in the organization so that the company
can have a better brand image and a healthy environment for the workforce to work within.
There are agencies which the company is using to get in employees and this is a better way and
easier way for the organization to get in qualified employees in the organization (Patel, 2019).
The standards of the employees have to match the productivity and the quality of the products
which are being services to the customers. This is going to make the organization have a higher
profit margin and make the portfolio stronger which is good for further expansion of the
organization globally. The professionalism is also being well maintained in the organization
which is also the work of human resource so that there is a better functioning.Weaknes of
external recruitments are that the procedure of choosing and selection is time taking and highly
fragmented onto various paradigms onto varied business objectives which is also relevant to be
achieved only if professionals are strongly talented. There is also less reliability of working
strength among employees who are chosen from external sources and from various agencies as it
lowers the viability of procedures and also training them is highly long procedure to be attained
by Morsison company (Molendijk, Friedand Van der Does, 2018).
These are the external sources of recruitments benefits and weaknesses for employees
recruiting, whereas internal recruitment can be analyzed by the fact that it makes the further
training procedure highly effective. As all employees are known to company rules Morison can
have higher effective management and supervision with continuous working paradigms to
develop new strength. Weaknesses of this approach can be assessed by the fact that there is no
synergy of fresh blood among company business workforce and also various new skills are
unmet which reduces the rational working paradigm onto higher productive fundamentals. There
is lack of diversity and dynamic working strengths among management as any new external
recruitment is not there which not only reduces working performance targets but there is no
active new talent. The internal recruitment lacks new working strength among employees
working paradigms as many times employees may not be dynamically skilled and functionally
operative with new changes coming up into business world (Ahmedand Ahmed, 2019)
Both the recruitment methods are highly rational and focused to bring on more effective
outputs of working strength among Human capital which works as one of the best resourceful

way to bring on larger productive goodwill and higher profitability among business revenue and
larger part of customers market share. Morison company recruitment policies are focused to
bring on high diversity among employees and higher technical advancement (Barman and Das,
2018)
LO2
P3 Benefits of different HRM practices
HRM practices are very beneficial for both employer and employees within the
Morrisons. Some major benefits HRM has been discussed below;
Benefits to Employer
 Provides effective workforce:HRM practices are very helpful in providing effective
workforce to employer.An employer always wants an effective workforce in its
workplace, in which currently HRM is the only way to company for achieving that type
of content (Meenaand Vanka,2017). Currently HHR manager of company is very active
in its existing job role, because it always gives high priority to only those candidates in its
hiring process who has an extra-ordinary talent or skills. This is the main reason that,
nowadays Morrisons has an excellent workforce. Currently employer within Morrison is
able to gain huge competitive advantage in the market with the support of its effective
workforce. Improves employment relations:This is another benefit of HRM practices to the
employer of Morrisons. HRM of this retail company plays very excellent role in
developing employment relations. Basically, when any company has effective
employees’ relations, then its employees put their efforts in the workplaces. Currently
most businesses in the market are focuses on developing their employment relations,
because this is the only way to take effective work from employees in the workplace. In
this situation, human resource management plays very excellent role in the Morrison in
developing employment relations, and these relations are positively influencing this retail
company in retail industry of the United Kingdom.

 Promotes talent:Top-level management of company is always required talented
employees or people in its workplace, in which HRM practices contributes in developing
talent of employees as well. Basically, HR department of Morrisons properly manages
talent of all employees. On the other side, this department always give high priority to
talented employees only in its recruitment and selection process (Saksida,Alfesand
Shantz, 2017). Currently many competitors of Morrisons’ also has taken many steps
towards promote talent within their respective workplace. In this situation, company
should take huge advantages through its HRM’s talent development attribute.
Benefits to Employees
 Improves skills and competencies:HRM practices of contributes in improving
employees’ skills and competencies. Currently each and every employee want to develop
its existing skills and competencies. In this situation, HRM provides appropriate training
and development sessions to its employees. By getting various training and development
sessions any employees can easily develop its skills and competencies. On the other side,
when any employees have well-developed skills, then it will be able to achieve high
success in its personal life. With the support of developed skills an employee can easily
promote also in the workplace at Morrisons.
 Provides basic employment rights:An employee always like to work in that workplace
where HR department of company has properly followed employees law. Basically,
employee law provides basic rights to employees or worker in the workplace. Currently
HRM at Morrisons has completely followed employment law in its workplace, so this
thing of HRM is positively influencing existing employees of Morrisons (Vasilakiand
et.al., 2016). Currently employees feel valued by company, because HR department is
fully followed employees’ law. Solves issues related to salary:HRM practices are very helpful in solving various issues
of employees which has based on salary. An employee always issues relating to salary an
organisation, in which it is very common thing. That’s why HR department of Morrisons
plays its excellent role in solving salary related issues. This is one of major objectives
Morrisons’ HRM that providing salary to all employees in very proper manner. This is
the main reason that, HRM practices are very beneficial for employees of Morrisons.

P4 Effectiveness of different HRM practices
HRM practices plays very excellent role in raising profit and productivity of Morrisons.
Top-level management of company is completely understanding that, it can’t achieve its various
targets and gaols without effective HRM practices. Some major practices of HRM has been
discussed below directly contributes in raising organisational profit and productivity.
Hiring practice: This is one of the major practices of HRM in the Morrisons where HR
department of company plays very excellent role in raising profit and productivity of this retail
company (Wickramasingheand Wickramasinghe,2020). Basically, human resource department of
company hire those candidates in company who has great extra-ordinary talent, skills and area of
knowledge. So, these skilled and talented employees give their great input in the company’s
daily operations. At the end, this retail company will be able to gain huge profit with the support
of employees’ great input.
Training and development: Providing different training and development sessions to
employees or workforce is another major practice of human resource department in the
workplace. Basically, this is a method of HRM for improving workability and efficiency of
existing employees. When an employee attends these different training and development
sessions, then it can easily improve or develop its various skills and talent. At the end, Morrisons
will enable to increase its profit and productivity in the market.
Evaluation
HRM practices are very helpful to the Morrisons for achieving very high profit in the
market. Basically, human resource management of company conducts such activities in its daily
operations which are too productive to the Morrisons. For example; HRM uses training and
development method for improving existing skills and competencies of employees (Kura, 2017).
In this situation, Morrisons will be able to raise its profit and productivity in the UK’s retail
industry with the support of different HRM practices.

LO3
P5 Importance of employee relations
Employee relation aspect is also too productive to the Morrisons. According to different
business experts, when any company maintains effective employment relations, then it will
automatically able to achieve an effective workforce its workplace. That’s why top-level
manager and HRM of Morrisons are always required to maintain effective employee relations in
the workplace. There is some major importance of employee relations in respect to influencing
HRM decision-making has been discussed below;
Motivate employees: Effective employee relations always give great contribution in motivating
employees. Basically, employee relations have become effective in that condition when upper
management of company properly interact with its employees. That’s why HRM at Morrisons
should take decisions for arranging different meeting sessions where employees and employer
will be able to interact with each other (Obeidat,Tawalbehand Akour, 2019). In this situation,
when upper management of company properly interact with its employees, then employees will
be motivated to work hard in the company’s daily operations. That’s why effective employment
relations are too important to Morrisons.
Develop employees’ workability: Effective employee relations contributes in developing
employees’ workability as well. In this situation, top-level management and HRM of Morrisons
should take appropriate decisions towards more developing relations of employees. It is very
necessary to task to the human resource development of company, otherwise company not able
to develop employees’ performance in the market.
Maintain positive work culture: This is another contribution of employee relation that,
maintaining positive work culture. There is positive work culture is very necessary for each and
every company, because without positive work culture no company can run its business
operations on progressive path (Ghareeband Amer,2016). In this situation, human resource
management of company is responsible to take a productive decision towards maintaining
effective employee relations, because currently this is the only way to company for maintaining
positive work culture in its business environment.
Evaluation

Currently most companies or businesses in the market are taking many steps towards
developing their employee relations, because this provides excellent results to a company in
various market segment. In this situation, HRM of Morrisons also has highly required to
maintain effective employee relations in the workplace. With support of employee relations this
retail company will be able to take huge competitive advantage in the market.
P6 Key employment legislation
Employment legislation is defined as the laws and regulations applicable over different
organizations conducted business operations in United Kingdom.
Equality act: Equality act is an important legislation applicable over different companies
conducts business operations in United Kingdom. Morrison Company needs to sustain equality
at the work place as per the requirements of this legislation. Equality plays an important role for
the company to improve the work culture of the organization. Company must ensure all
employee in the company must get equal treatment in the organization.
Anti-discrimination act: Anti-discrimination is also an important legislation applicable in
United Kingdom. This enables companies to ensure equal growth and development opportunity
to all human resources part of the organization (Aleksynska and Eberlein, 2016). There will be
no discrimination part of the organization while catering growth and development opportunity in
company to all employees. This is an important legislation applicable over all companies’ part of
the United Kingdom. This legislation has improved the work culture of the Morrison Company.
Data protection act: Data protection is among the key legislation applicable over different
companies conducts business operation in United Kingdom. All companies conduct business
operations in United Kingdom must keep the personal information of all employees safe. At the
time of conducting interviews companies take various personal information of the candidate to
analysis about the background of the candidate. This is the responsibility of the company to
ensure the proper protection of the personal information of employee’s part of the company. This
legislation has improved the safety and security of all employees in respect to searching for
employment opportunities.
Minimum wage payment act: Minimum wage payment act is also the key legislation applicable
in United Kingdom. This act ensures that all employees must get minimum amount of wage

payment while doing job at different companies in United Kingdom. This is effective
employment legislation applicable in United Kingdom. This act played an important role in
improving the pay scale of all employees do jobs in corporate sector (Myant and Brandhuber,
2016). The minimum wage payment ensure in this legislation must be paid to all employees
associated with the Morison Company as a part of the employment opportunity in the company.
Minimum wage does not discriminate on the basis of any gender and other social elements.
The above-mentioned legislations are among the key legislative functions applicable over
different companies conduct business operations in United Kingdom.
LO4
P7 HRM practices at Morison company
The company has large HRM practices to which there has been high successful
development parameters in building strong workforce where all employees are highly committed
to set functional paradigms for longer working paradigm which has developed high effective
working standards. HRM policies are highly rational to keep on providing best training and
development platforms to all employees working within company management onto various
paradigms for stronger working networks. HRM policies at Morrisons are largely active to bring
on new working paradigms to be highly effective and in programming new training avenues
where they also feel motivated (Breukink, 2017). HRM policies within all departments are
technically advanced to bring on large functional strengths within various roles as they also feel
motivated and relatively new working scenario keeps on bringing commitment among working
departments. The employees are given equal working opportunities to be productive and rational
with new ideas and various high creativity platforms to gain strong knowledge onto working
paradigms and to develop company performance metrics onto bigger fundamental roles. HRM
policies are rationally put up at Morisons are focused towards new technical advancement which
will not only developed to bring on large focus and technically be highly effective to bring on
higher strong functional paradigms. The company has been excelling into customer oriented
services onto multinational working platforms into international working paradigms and how
relatively it programs out strong diversity among employees workforce (Antonacopoulou, 2016).

Transformational leaders work as one of the most effective innovative approach to bring
on strong fundamentals among people and motivate employees to bring on best rational
creativity to upgrade its services. HRM policies can also be analyzed at Morison which has been
showing rapid development and becoming one of the best companies to be highly focused on
customer satisfaction methods and being strongly present among world paradigms to be highly
resourceful. The company HRM policies have been vastly focused to bring on new skills and
rationally uplifting various paradigms which also motivates them and determine various new
ethics which will also uplift new working paradigms. Morrisons human capital is considered to
be one of the biggest asset which has been highly active to bring on large high functional
strength and higher rational synergy for larger productive actions. In situational context it can be
analyzed that various times Morison aims to train employees with new changes coming up into
business world and to program out new services with various high developed working strength
and work with stringent working ethics onto which business goals are set for higher working.
The brand aims to develop high functional workforce of employees where all training is
advanced and functionally targeted to be highly productive with new changes. Workforce acts as
one of the biggest asset and HRM policies are focused to bring in strong working paradigms and
be effective to bring on more resources into training, development and leadership roles for more
productive output (Pääkköand Samuelsson, 2018).
Employee relations and application of HRM practices at Morisons
The employee relations within company are highly vital to develop onto various paradigms
while working within keen parameters for gaining onto higher functional arenas through which
Morison can achieve wider profitability arenas and stronger customer services.
 Employee relations such as motivation and inspiration goals should be developed by
leaders working within departments for reaching strong services with innovative skills
and ideas for gaining onto new areas of functionality.
 Employee relations with leaders at Morisons are actively focused on vivid innovation
arenas for factoring growth synergy within their performance so they can widely reach
new success parameters and also evolve with higher satisfaction skills , for bringing on
new ideas and functional horizons