Report on Managing People in Waitrose: HR, Motivation, and Behavior

This report examines the people management practices at Waitrose, a British supermarket chain. It begins by analyzing the recruitment and selection processes, including job advertisements, descriptions, and the use of both internal and external recruitment sources. The report then evaluates the importance of induction programs in onboarding new employees and the challenges Waitrose faces in this process. Different training programs, such as on-the-job training including job rotation, internship, and coaching, are also assessed. Furthermore, the report covers employee motivation and individual behavior at work. The report provides recommendations for improving recruitment and selection processes, emphasizing the importance of evaluating job descriptions, providing adequate training, and creating a timeline for the selection process. Overall, the report highlights Waitrose's efforts to manage its workforce effectively through various HR strategies.

Managing People In
Organisation

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Recruitment and selection............................................................................................................1
TASK 2............................................................................................................................................5
Training and Development..........................................................................................................5
TASK 3............................................................................................................................................8
Motivation....................................................................................................................................8
TASK 4..........................................................................................................................................12
Individual behaviour at work.....................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management is responsible for managing all the functions of business
enterprise. HR Team focuses on strategically managing workforce as company's resources.
Human Resource Professionals tries to maximise the worker commitment towards organisation
(Berdrow and Evers, 2010). This generally includes managing and hiring people, coordinating
staff benefits and propose various training and development approaches which increase the
productivity level of employees. HR is also responsible for welcoming new joiners and give
them clear description about job profile.
HR Department ensures to maximize the performance of its staff members effectively
and efficiently in order to achieve overall objective of business firm. Basically, Human Resource
members provide essential tool, management advice, administrative services, and knowledge that
they entire workforce requires for effective operations. HR is mainly deals in handling the
employees of an organisation so that they can extract best out of them. This project report is
based on managing people in Waitrose which is a chain of British Supermarket headquartered in
Bracknell. This assignment usually covers the recruitment, selection, induction and training
process which enhance the productivity level of the employee's as well as they also ensure
motivating workforce and analyse individual behaviour at work which retain them for longer
period.
TASK 1
Recruitment and selection
Evaluating the purpose of job advertisement, job description in context of organisation:
The recruitment process begins with the permission of an organisation. The concern
section who needs workforce send a draft with their requirement. For instance they can write
about job description and job specification related with current vacancy and also mentioned the
skills and knowledge which they are looking for (Blandford, 2010). After the acceptance of draft,
company approaches to the human resource team so that they can start looking for the
candidates. Further, the recruitment and selection process takes place with the consent of
company.
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Position Description
Company are required to give accurate details concerning job description and specification to
HR Department. Based on their requirement, HR Department further advertise it so as to
generate awareness among the people regarding the vacancy (Blyth and Worthington, 2010).
Advertising
HR Team is now focusing on attracting pool of customer for the current vacancy by
advertising the draft in various sources such as television, newspaper, online sites, open
advertisement, print media etc. The advertisement describe about vacancy, concern skill and
knowledge, and salary criteria.
Person Specification
For HR Manager
Closing Date : 5 DEC. 2017
Location : Bracknell
Salary: 45000$ p.a.
Type of employment: Permanent
Job Vacancy: 5
Hours per week: 45
Responsibilities for the post :
 Managers are required to monitor the performance of all employees.
 Contribution in business strategy and policies formulation.
 Maintains healthy relationship between employee and employer
 Increase profitability ratio.
Required Skills:
 Applicant must have grade in business management. Preferably PGDM/ MBA in human
resource
 Candidate must have working license approved by UK Government.
 Candidate must have good command in English language.
 Prior Work Experience adds as an advantage.
 Applicant must have an effective communication skill.
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Evaluating Recruiting and Selection Process:
Recruitment refers to the process of attracting required applicant for jobs within a
business enterprise. Basically it is a hiring process which attract the pool of customer through
advertisement, referrals, print media, and social media in order to convince them to apply for job
in an organisation (Bush and Middlewood, 2013). Recruitment can take places internally and
externally depend upon the organisation.
Internal Source of Recruitment: It refers to the process where company fills vacancy within
the organisation. Such as Promotion, Present employees and transfers. Waitrose believes that if
higher post is filled with current employee, it motivates the other workforce to work hard.
Internal advertisement are used in order to aware staff about the vacancy.
Advantages Disadvantages
 Improves morale which ultimately
increase the productivity.
 Stimulates Loyalty.
 Lower the chance of error.
 No rushed decisions
 Self-Development
 Bounds the amount potential candidate
 No innovation and creativity
 Sometimes the qualification of existing
worker does not match with the
vacancy.
 Give rise to conflict among Employees.
External Source of Recruitment: Under this, enterprise select worker from outside rather than
existing employee. They assess the personnel from the pool of candidate which are having
required skills and knowledge as per the company's criteria. Methods of External sources are as
follows campus placement, advertisement, print media, employment exchange etc.
Advantages Disadvantages
 Select the best from the pool of
candidate
 Bring new creative ideas
 Hire people with wider experience
 Better competitive advantage.
 Time consuming process
 Costlier than Internal Source
 Difficult to reveal the best applicant
fully (Conventry and Chew-Graham,
2011)
 Demoralisation among existing
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employees.
After gathering pool of candidates from different sources, Selection process takes place.
In this Waitrose choose the best among them. Basically, it refers to the process of putting
foremost people at right job within the provide time frame. Following are the steps involved in
the process of Selection:
 Short listing: After getting application of various candidates, Waitrose shortlist applicant
on the basis of certain criteria set by Waitrose. Some of the common method of short-
listing are written exam, IQ Test, MCQ examination etc. on the basis of which candidates
are assessed.
 Interviews: After getting shortlisted, the HR Department of Waitrose arrange interviews
for their further assessment. Interviewer asked questions related to themselves, their
background education, past experience, area of interest etc. Their main aim is to check
the communication skills and confidence level (Davies, 2010). Appointment: Under this, Waitrose give letter of appointment to selected candidates
after being evaluated by the Interviewer. Only those individuals are selected who has
attain the defined criteria by the Waitrose. Letter of appointment generally includes date
of joining, salary description and job description.
Recommendation for improving Recruitment and Selection process:
According to my point of view, Waitrose mostly opt external source of recruitment for
hiring new employees. Being a Multinational Company, they are spending great portion of their
revenues in various methods of external sources such as print media. electronic media, campus
placement etc. Though the following company also uses internal source of recruitment but in rare
cases. I would recommend that Waitrose are required to evaluate the vacancy description and
specification first so that they can select the appropriate candidate on the basis of defined criteria
set by them (Fisher, 2011). For instance, if there is a vacancy for HR Manager, Waitrose are
required to evaluate existing employees first than look for the applicant from outside. If the
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existing staff members does not fit in their criteria, or they lack potential skills or ability then in
that situation company can hire people from external sources.
Also I would recommend Waitrose, to spend great portion of their revenues by providing
training and development to their workers which motivates them to retain for longer period
rather than spending unnecessarily on advertisement. Though it is important to advertise about
the vacancy but it should be in limits. Since Waitrose, is a MNC they are require to follow finest
talent selection process so that everything goes according the procedure. Waitrose can make a
timeline for the entire selection process (Hutchinson and Purcell, 2010). This makes easier for an
Interviewer to wind up the entire interview process effectively and efficiently.
TASK 2
Training and Development
Evaluating the importance of Induction Program
Induction and Orientation can be referred as a distinct type of training and development
process formed to guide new candidates to learn about their roles and responsibilities,
introduction with other colleagues, task to be performed and evaluate the culture of the company.
After selecting the desired candidates, Waitrose conduct Orientation for them. It is an
opportunity for Waitrose to communicate their Mission, Goals, and Values with the selected
person so that they adapt themselves according to the requirement of the industry. It is process of
providing company information to the new employees. Waitrose can tell their personnel about
their achievements, working environment, extra benefits which ultimately boost the morale of an
individual. Waitrose believes that if the workforce is satisfied than, only they will satisfy the
target customer. Therefore, Waitrose build effective communication with their new candidates so
that they feel as a part of the organisation. Following are the reason why induction programme is
essential for every business organisation no matter big or small.
 Workplace Culture: Waitrose are required to align new candidates with their
culture. It is important for new worker to understand the behaviour and value of
Waitrose so that they can drive such values (Lane and Down, 2010)
 Compliance: Waitrose educate workers regarding their policies on sexual
harassment, safety and other acute policies in order to protect interest of the
company
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 Retention: In order to increase the retention rate, Waitrose are required to specify
the employees regarding the task to be performed by them. This helps them in
adapting the culture of Waitrose easily and effectively which automatically surge the
rate of retention.
 Productivity: Waitrose believes that when an employee learns the way to do task
effectively and efficiently from the beginning, it will help them to increase their
productivity instead of taking any shortcuts (Liebhart and Gracia-Lorenzo, 2010).
 Company Reputation: Being a MNC, Waitrose is very distinct about their
goodwill, thus arranging induction program for the new employees which lasts
professional impression of the business on the other competitor as well as on
customer. Thus, gaining competitive advantage over rivals.
Challenges encountered by organisation during Induction program
Following are the challenges faced by Waitrose while doing their induction programme:
 Role clarity:
By simply defining roles and responsibilities to employees is not enough to increase their
morale or productivity. Waitrose is required to gear them up with realistic understanding of their
specific task which ultimately help them to adjust confidently and quickly.
 Co-Ordination between new manager and new hire:
It is not always about the HR Department, managers also plays a crucial role in guiding
employees and making them feel comfortable and confident. Therefore, maintaining good
relationship between employer and employee is very important for an organisation. Sometimes
situation arises when both manager and candidate are new to the company. In that case, new
manager cannot deal with the new employees effectively and efficiently. Thus, to avoid such
situation Waitrose are required to provide adequate training to both so to build healthier relation
among them (Mackay, 2010).
 Navigating the Culture:
The main reason behind the low retention rate of employees is, they do not adapt
themselves with the culture of the organisation and as a result they switch. Thus, Waitrose
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are required to accommodate the new candidates needs which makes easier for them to
become familiar with working environment of the Waitrose organisation.
Evaluate different Training Programme
In order to increase the productivity level of employees, Waitrose has opted two methods
of training which are as follows:
On-the Job Training Program: Under this learners are placed on a specific job in order
to get educated by various skills and knowledge which is essential to perform various tasks
(Manville and et. al., 2012). Following are the method comes under this:
 Job Rotation: This involves, movement of trainees from one place to another in order to
gain higher knowledge and competencies.
Challenge: Trainee may or may not satisfied with the new position.
 Internship Training: Under this, theoretical knowledge has been given to the trainees.
So that they learn about the roles and responsibilities of the Waitrose.
Challenge: Trainees might get bored with learning much theoretical concept.
 Coaching: Under this, trainees are placed under the guidance of supervisor who evaluate
the performance of trainee by correcting them where they are wrong.
Challenge: There might be chances when trainees are not comfortable with supervisor,
thus result in demoralizing employees.
Off the Job Training: Under this, trainees are kept away from the filed job.
 Case Study Method: In this, trainees are provided with case studies dealing with various
issues, so that trainee can evaluate them and find solution accordingly. This makes to deal
with different situations
Challenge: Trainees might get bore with studying cases repeatedly. Waitrose are required
to transform their theoretical knowledge into practical.
 Incident Method: Under this, Incidents are made on real situations faced by company
and trainees are required to make decisions on assuming that if they are dealing with real
life situations (Mendenhall, 2102).
Challenge: Employees deals with such situations personally.
 Lectures: Waitrose adopt this method, when the number of trainee are quite large. It help
in explaining them the concept, policies and principles of the following company.
Challenge: There are chances when trainee may not hear Lecture carefully.
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Measures to overcome training challenges
Waitrose are required to provide consistency, flexibility and real logic in their training
and development programmes which increase the performance of employees effectively and
efficiently. Also the company are required to include the trainee in their decision making process
which makes them feel contributed toward the Waitrose. Being a MNC, Waitrose are required to
spent great portion of their income in order to arrange training programme for the trainees so that
they it can positively influence them (Olins, 2017). Also Waitrose are required to use technology
in their program which engages training effectively with the learner, hence increase productivity.
TASK 3
Motivation
Definition:
Motivation is a word which derive from “motive”. Motive is an aim of target which direct
behaviour of an individual so that every individual will going to incorporate their business in an
appropriate manner. Motivation is a willingness to exert the efforts towards target
accomplishment so that better and appropriate outcomes would be gain. There are various
famous authors prescribed their viewpoint on motivation factor so that better understanding
about this concept get underpin properly:
According to Fred Luthans, “Motivation start with a psychological deficiency and needs
that activates behaviour or work as a drive in order to ascertain goals and targets properly”.
On the other hand as per the view point of Stephen P. Robbins, “ motivation is consider
as a willingness to exert more and more appropriate level of efforts in order to achieve all
organisational goals so that better and appropriate results get derive properly”.
Thus, on the basis of above definition, a major thing get determine about motivation
which stated that motivation is a terminology which encourage an individual towards dedicated
working for target ascertainment so that an association become able to ascertain all their targets
in minimum time frame by overcoming from all barriers as well as a person skills also get
improved.
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Theories of motivation:
Waitrose is one of the supermarket retail company where wide number of employees are
working together whom are dedicatedly working towards their goal in order to maximise
profitability of business as well as productivity (Pereira, 2015). HR manager of company major
role is to manage each and every personnel in an association so that confidentiality in an
association could manage properly.
Retention is a major task for HR department which become possible only by identify the
needs and demands of every staff member and then deliver quality based services to them
properly. This enable in making an individual more dedicated towards their working so that
every target get ascertain in an appropriate manner. Although, factor of motivation have to
identify properly under which several employees require financial motivation where as few of
them get satisfied through promotion and transfer to other department for enhancing their skills.
Above mention three theories are helpful for organisation like Waitrose because wide
number of employees are working in an organisation which belong to different groups and
sector. Thus, it is essential for business to determine all elements of motivation for an individual
so that better and appropriate outcomes could be gain. A general description of such context will
carried down properly in context of selected association so that its applicability get done on
suitable organisation. General theories in context of selected association are described as follow: ERG theory of motivation: This theory get incorporated by Alderfer's in 1969 whom
categorise the five needs of Maslow into three categories. Thus, Alderfer stated three
categories as: Existence, Relatedness and Growth which divide each and every needs on
the basis of priorities of each and every individual. This theory is also called as three
factor theory in which writer use employees in an organisation to better understand about
motivational factors (Alderfer's Theory of Motivation, 2016).
◦ Existence: This includes all the starting two level of Maslow theory in which basic
needs have to get fulfil properly. This includes salary, job security, food etc. which
consider as the basic requirement of every individual (Thomas, 2012). These are
general requirements which usually present in an environment and motivates a
person more and more. It is a duty of manager to identify the stimulus needs and
requirement of their each and every employee so that if any of them is suffering from
low salary factor then manager have to determine such thing and increase their
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