Comprehensive HRM Analysis: Morrisons Case Study Report

This report provides an overview of Human Resource Management (HRM) practices within the supermarket company Morrisons. It begins by outlining the purpose and functions of HRM, including workforce planning and resourcing, emphasizing its role in increasing workforce efficiency through recruitment, training, and employee retention. The report then analyzes the strengths and weaknesses of different recruitment and selection approaches, such as background checks, and discusses how HRM contributes to providing skills and talent to meet organizational goals. Furthermore, the report critically evaluates the strengths and weaknesses of various recruitment approaches and concludes by summarizing the importance of HRM practices in enhancing employee productivity. The report references key literature in the field, offering a comprehensive analysis of HRM within a real-world business context.

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Introduction
Human resource management practiced in the
company acts as a tonic for the growth and
development of the organization.
The report aims to throw the light upon the purposes
and scope of HRM in the organizations.
They are responsible for the enrichment of the
company with skilled, talented and retained
employees.

1.1 Purpose and functions of HRM for work force planning
and resourcing with reference to Morrisons
Increases the efficiency: The HRM in the elected
company is responsible to increase the efficiency of
the workforce of the firm.
Recruit of workforce, training of workforce: The
purpose of HRM is to recruit of workforce, training of
workforce, pertaining it and firing the members if they
do not fit into the culture of the company.

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Acknowledge the talent and hard work: They
acknowledge the talent and hard work of the staff
members by giving awards and promotions so
that they retain in the company.
They have full right to suspend any employee:
In case there are circumstances where an
employee does not fit into the values and
operations of the firm then HR’s have full right
to suspend them.

1.2 (1.4) Strengths and weaknesses of different
approaches of recruitment and selection of Morrisons
Strengths:
The strengths of approaches like background
checking, etc. is that they give a brief description
about the applicant’s background, previous
records, etc.
Helps in knowing skills and knowledge
Determine communication skills and personality
It provides an understanding of the candidate by
analyzing his previous efforts and mistakes

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Weaknesses:
Weaknesses of these approaches are that there are
possibilities of false impressions.
An applicant may try to fool the recruiter by
faking the background and CV.
Not able to show the talent appropriately
The procedures are time consuming

1.3 Functions of HRM in providing skills and talent to
meet the organizational goals
HRM performs various functions to obtain and enhance the
talent and skills of the employees.
If the workers make full use of their potentials then the
efficiency and productivity of the goods and services
offered by the cited company will increase which in turn
help the firm to attain the goals and objectives.
They increases efficiency and productivity of the goods and
services

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 They recruit new talent and help to retain and
enhance the existing talent.
 They motivate and encourage staff members to do
more efforts.
 They solve the conflicts and issues of the workers
which provide smooth functioning of firm’s
operations.
 They convey the proper message of the company.
 They direct and guide the employees to perform
better.

1.5 Critical evaluation of strengths and weaknesses of
different approaches of recruitment
The critical evaluation of strengths and weaknesses shows
that the approaches are efficient in determining the skills
and talents of the candidates.
They provide easy and prompt method to judge and recruit
the candidates.
Provides deeper understanding of the applicant’s
characteristics, ambitions and scope in the company

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The procedures are very lengthy and make it difficult for
the HR’s to select the best ones
When the recruitment is done from far places then the
expenses of the company increases.
The data of the applicants should be kept protected and
confidential.