Strategic Human Resource Management Analysis: Waitrose Private Limited

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Waitrose Private Limited, a UK-based grocery and retail store. The report begins by defining strategic HRM and its role in attracting, retaining, and rewarding employees. It then delves into Waitrose's specific HRM policies and practices, including high-commitment HRM, recruitment and selection procedures, training and development programs, and compensation strategies. The report analyzes the benefits of these practices, such as fostering an ethical culture, improving communication, and adapting to external challenges. Furthermore, it examines the impact of external forces, such as unionization, skill levels of the workforce, and the employment market, on Waitrose's strategic HR decisions. The report also discusses how Waitrose organizes its HR functions, using David Ulrich's model, and addresses the challenges faced by HR managers, including recruiting skilled employees, maintaining employee motivation, and balancing the needs of management and the workforce. Finally, the report concludes by emphasizing the importance of strategic HRM for business success.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
1. Analysis of Human Resource practices and policies within firm against theoretical concept1
2. Analysis of external forces and its effect on human resource strategic decisions..................3
3 Analysis of the way in which HR functions is organised and practices and policies are
delivered......................................................................................................................................5
CONCLUSION ..............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Strategic Human resource management can be defined as practise under which different
tools and techniques has been used in order to attracting, retaining, rewarding and retaining the
workforce that provide better output and productivity to business. Further under this HR manager
formulate various types of strategies, policies and tactics for recruitment, selection, training
development of employees that leads to smooth working environment (Armstrong ,2011). Under
this assignment the company which is taken I.e. Waitrose Private Limited which is UK based
grocery store deals in clothing and retail store. Further the report give the description about HR
practices and policies as well as strategic tactics that used in order to take managerial decision
making which lead to accomplishment of objectives.
TASK
1. Analysis of Human Resource practices and policies within firm against theoretical concept
Their are different human resource policies and practices has been made by HR manager
that act as guidelines for whole management in managing its personnel and at the time of
formulating policies, procedure it also help the firm in demonstrating both the internal external
needs of business which include various factors like training development, recruitment, corporate
culture and legal regulation are maintain among various internal workforce. Different HR
practices has been utilised in order to managing the people along with their current needs and
requirements. Further Waitrose limited engaged in retail business has to formulated various
policies and strategies that help in improving the overall working performance of employees that
leads to accomplishment of goals and objectives. Apart from it, maintaining good corporate
culture will also emphasis to better growth and productivity. Various advantages that Waitrose
apply on their HRM policies and practices are described below:-
11 It assist in developing ethical culture in different department of organisation.11 Different types of policies and procedures has been establish that act as guiding tool for
manager in order to managing overall operations of business.11 It also helpful in effective communication among internal employees that what
organisation is expecting from.11 Different policies and procedures has been formulated in order to beat all the challenges
of external rivalry who come with innovative and digitalise ideas.
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11 Adherence of legal laws and obligation that applied on organisation in respect of
protection regarding employee rights (Boxall and Purcell ,2011).11 It also highlighted the class and brand image company maintain in present scenario.
HRM Policies include various point stated below:-
 Regulation of various policies and procedures in order to carry out operation in effective
manner.
 Maintenance of flexible timing for working hours according to the suitability of
employees.
 Paid time and leave policies
 Compliances of various legal laws and legislation that ensure ethical practices in business
environment.
Human resource practices include follow points:-
 Recruitment and selection procedures
 Organising training development programmes for creating professionalism among
employees.
 Conducting new hire orientations.
 Compensation and reward policies for employees who are performing well.
Various human resource policies and practices adopted by Waitrose are :-
High commitment HRM:- under this various HRM practices has been used by organisation
through which they manage overall performance of employees and the main objective behind
this is to reduce all the chances of employee turnover, enhance positivity which help in
improving the quality standard of employees. If employees are motivated then under such case
they are highly committed towards their goals which help in increasing productivity and overall
performance of business. According to Pfeffer J., best practices which are undertaken:-
 Systematic format for hiring and recruitment of employees.
 Training, development and learning procedures
 Team work and commitment towards job performance.
 Laws in relation to employee safety and security covered under labour laws.
 Work life balance
This model has been introduced by Waitrose Limited that help in providing better training
development programmes among different workforce. Further, they developed such type of
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culture practices by extending logo and symbol which help to show their commitment towards
manpower and target customers.
Different application has been used under this practices that leads to active participation of
employees in various complex situations that leads to rational decision making and higher
productivity for business. Further training and learning programmes has been organised by HR
manager under which guidance given to employees on the basis of which innovative techniques
has been used in respect of goods and services. Apart from it if employee is rewarding for higher
performance then in such case this will help in establishing better commitment and loyalty
towards organization (Bratton and Gold ,2017).
Benefits of HRM:-
Their are different types of benefits that can be evaluated from HRM approach under which on
the basis organisation policies and strategies various functions and programmes has been
conducted that help in achieving all the corporate objective of business. Employees are highly
well trained towards various business practices and easily adopt all the changes coming in
organisation structure which help in betting all the challenges of employees. It is essential for HR
manager to ensure that human resources strategies must be appropriate and adequate in different
market situation on the basis of which overall operations of business has been carried out
effectively and efficiently and better corporate culture has been maintained only when
organisation has been adhere with all legal practices that ensure better goodwill and brand equity
of business (Brewster ,2017).
2. Analysis of external forces and its effect on human resource strategic decisions
Business runs in society and changes are taking place in business very frequently. There
is requirement of adopting market strategies which help to achieve targets. Waitrose is the
organisation which accept changes to make good and effective image in market.
Unionised and Non-unionised
In unionised there is group of employees which is headed by union head. It is important
to solving any problem. While working in organisation, there are many problems which might be
faced by employees, but as Waitrose is big organisation, so it is not possible for manager to deal
with every employee. So this concept is came into existence in which one person represents
problems of employees in front of manager and information provided from top level
management is transferred to employees by team leader.
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Non unionised are employees which are not governed by any mentor. They have to go
with their problems to mangers. There are possibilities that due to alteration in policies, it may
get miscommunicated because of gossips (Storey, 2014). There are chances that due to alteration
in policies they have to work according to requirement of association. Sometimes in non-
unionised problems does not get solved and this affects morale of workers.
Highly skilled and low skilled workforce
There are various departments in Waitrose which work to earn profits and make good
image in market. Different designation need variety of experience and knowledge. Some post
need good and theoretical knowledge while at some place there is need of less knowledge and
hard work. In Waitrose, there are various mangers which deals in decision and strategy making.
If there is absence of managerial personnel in association, then it is not possible to fill that
designation. While if delivery personnel gets out of designation, then that place can be filled
frequently.
So as per requirement, manager has to analyse various resources and then select best
candidate. There is requirement of time as well as cost hence manager of Waitrose has to select
method which is most efficient for growth of association. For highly skilled workers
compensation is more as compared to unskilled personnel. Highly skilled workers are efficient to
know what can be done to achieve targets. They give directions to employees and take eyes on
their business operations.
Employment Market
Employment market is the platform where candidate and company interact with each
other. Waitrose has various types of demand related to workers. These days there are various
sources through which company can select best candidate (Van Buren III, Greenwood and
Sheehan, 2011). External sources requires more money and time. It is not sure to have best
selection from various sources. When there is need off trainees they can find it from employment
market. Many external and online sources are used to satisfy demand of workers. It is not
essential that all the time quality and qualification related to designation remains same, so all
rounder personality is required which can be get from achieving target in analysing market in
proper way.
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3 Analysis of the way in which HR functions is organised and practices and policies are
delivered
Company is using different model which is introduced by David Ulrich so that they can organize
various functions in human resource management. Main objective is to develop good and
effective strategies and polices so that they can deliver efficient services to all users. Through
this they can manage all activities and tasks in proper manner. David had suggested different
strategies and it has divided functions in four parts. Thus four parts which are used by Wait rose
are:
HR business partner: This partner communicates with workers so that they can motivate
them. Through this they can solve all problems and issues so that they can easily interact with all
employees. Hence all employees can easily interacts with staff members. Though this they can
easily enhance productivity and profits (Wright and McMahan, 2011).
Change agent: Company wants expand themselves. So hence it can organize various
training programmes so that it can maintain good position in the market. Through this all
employees can increase their skills and thus they an easily enhance their potential. Thus as a
result they can easily enhance their potential.
Administration expert: This performs different functions of the company. Hence as a
result they can easily evaluate various functions such as health and safety rules and regulations.
Thus they can easily interacts with all employees and they can also take their information and
data. They keep the data safe so that company can take different decisions.
Employee champion: The are the association which helps in protecting rights of all
employees. They can also guide and motivate employees so that they can give best results.
Through this they can easily enhance productivity and they can earn more earnings. Thus this
directly increase the satisfaction level of all employees. Different ways and methods are used to
motivate workers and thus they can easily accomplish their objectives.
CHALLENGES OF HUMAN RESOURCE MANAGER:
Recruiting skilled employees: It is one of the huge challenge in front of HR manager of
Waitrose to recruit highly skilled and competent workforce. A particular criteria is set by firm for
each vacant job position and as per this criteria, managers are responsible to select candidates.
Only those individuals are selected who best meets the set eligibility criterion.
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Employee motivation: It is also a challenge for manager of human resource department
to keep increasing motivation level of employees and encouraging them to participating in
activities of company. Increased motivation among employees assists in carrying out operations
and activities of company in more better and effective manner. So, it is a huge challenge in front
of manager of Waitrose to keep maintain motivation level of their manpower by satisfying their
diverse needs & requirements.
Balance between management and workforce: One of the main responsibility of
manager is to interest of both management as well as employees. Sincerity, cooperation, loyalty,
commitment, profit etc. are the variables that are expected by manager while career
development, security and safety, participative working, better salaries & wages etc. are the
elements that are expected by staff members from their administration.
CONCLUSION
It has been concluded from the whole assignment that strategic HRM is essential for
business in order to carry out all the procedures of business. Further HR manager require to
formulate various policies and procedures on the basis different function and purpose of business
are establish on the basis of which overall operations of business has been carried out effectively.
Various HR policies and practices provides directions to managers on several concerns regarding
employment. It covers various things from recruitment to resolving issues of workforce. Various
roles are played by line manager in firm's operations and face many challenges regarding
employment. Apart from it, organisation need to scan all the changes coming in external
environment on the basis of which overall operation of business has been taken to full-fill criteria
of organisation.
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REFERENCES
Books and Journals
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Van Buren III, H. J., Greenwood, M. and Sheehan, C., 2011. Strategic human resource
management and the decline of employee focus. Human Resource Management Review.
21(3). pp.209-219.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Roles and Challenges of Line Manager, 2017. Online available
through<https://www.thebalancecareers.com/role-and-challenges-of-a-line-manager-
2275752>
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