A Report on Human Resource Management Practices at Morrison's

This report provides a comprehensive overview of Human Resource Management (HRM) practices within WM Morrison Supermarket plc. It begins by outlining the purpose and functions of HRM, focusing on workforce planning and resourcing, and the importance of aligning HR practices with organizational goals. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment methods. It further explores the benefits of various HRM practices for both employers and employees, such as performance management, training and development, and compensation strategies. The report analyzes the effectiveness of these practices in raising organizational profit and productivity. It also examines the significance of employee relations and the impact of employment legislation on HRM decision-making. Finally, the report applies HRM practices to the context of Morrison's, providing a practical analysis of how these principles are implemented within the organization.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM for workforce planning and resourcing in Morrison's........1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................3
TASK 2............................................................................................................................................5
P3. Benefits of different HRM practices within Morrison for both employer and employee....5
P4. Effectiveness of different HRM practices to raise organizational profit and productivity...7
TASK 3............................................................................................................................................9
P5. Importance of employee relations that influences HRM decision-making..........................9
P6. Key elements of employment legislation and impact on HRM decision-making..............10
TASK 4..........................................................................................................................................11
P7. Application of HRM practices in Morrison's......................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is the effective process of managing people in an
organization in a thorough and structured manner that involves recruiting, hiring, inducting
employees and rendering training and development in an organization (Armstrong and Taylor,
2014). It is the effective strategic approach for efficient management of employees in an
organization to enable business attain a competitive advantage. The report on HRM is prepared
with purpose of understanding principles, purposes and functions of effective human resource
management. For conducting the research WM Morrison Supermarket plc is chosen and report
will explain the several tools and techniques used by HRM of organization to maximize
employee contribution and attain competency in marketplace. Morrisons is the fourth largest
supermarket chain in UK, headquartered in Bradford, West Yorkshire, England. Assessment will
also study the importance of training and development to build and extend skills and abilities of
workers of Morrison to support changing business environment.
TASK 1
P1. Purpose and functions of HRM for workforce planning and resourcing in Morrisons
Major purpose of HRM is to coordinate people within Morrisons to achieve
organizational goals, fulfil staffing requirements and maintain satisfaction of workforce.
Functions and principles of HRM is concerned with acquiring, developing, maintaining and
rendering remuneration to employees in Morrisons. HRM practices are set of programs
developed and implemented to maximize both employee and organizational effectiveness that
maintains good relations with workforce to utilise them effectively.
Purposes of HRM
 HRM improves the efficiency and effectiveness of employees of Morrisons by proper
utilization of staff, establishing desirable work relationships between all workforce.
 HRM assists in maximum individual development by building better employee morale
that leads to efficient team and employee performance thereby seeking mutual
advantages of groups, staff and organization (Guest, 2011).
 To enhance job satisfaction and self actualization of workforce in Morrisons HRM assists
and encourages every employees to realize their full potential.
 HRM develops and creates a fair organizational environment in Morrisons to motivate
employees to develop their skills and capabilities efficiently
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 It is necessary for Morrisons to establish and maintain safe, healthy work environment,
keep harmonious relationship between employer and employee.
 HRM is necessary to ensure availability of competent and willing workforce for
Morrisons for maintaining contribution of department at an appropriate level with
effective allocation and utilization of resources (.Jiang and et.al., 2012). HRM develops coordination among individuals and teams within Morrisons work
environment to secure integration of organization.
Functions of HRM
HRM performs an important function of equipping Morrisons for meeting challenges of
expansion and increase competitive advantage in marketplace by rising staff members,
diversification and demographic changes. Functions of HRM are correlated with objectives of
Morrison's HR practices that are responsive to current staffing needs and can be active in shaping
organizational goals (Bakker and Demerouti, 2014).
HR planning: Planning is essential for managing workforce at Morrisons that connects
human resources need of organization to its strategic plan to ensure that talented, skilled and
knowledgeable staffing is adequate and competent to meet objectives of firm.
Recruitment and selection: Recruiting and staffing of appropriate individuals according
to the needs and job roles in Morrison are necessary to fill jobs in organization. Job analysis,
recruitment and section are the major functions in staffing. HRM aims at recruiting employees in
an effective manner focusing on efficiency of individual and their effectiveness towards
Morrisons.
Training and development: HRM provides training programs to develop and increase
performance of employees in Morrison and assist in development of individual for improving
their current performances to an effective way. HRM focusses on employee development
through rendering adequate training programs and sessions to increase organizational
sustainability and create an effective workforce (Wright and McMahan, 2011).
Compensation: Morrison's renders good pay or salary to their employees and HRM believes that
staff will be satisfied only when they are provided with effective remuneration that will enable
business to improve performances of workforce for achieving organizational objectives.
Assessing how functions of HRM can render talent and skills appropriately to fulfil business
objectives
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HRM helps managers leverage the combined talents and skills of employees of Morrisons
so that all business objectives can be fulfilled by experimenting with performance management
strategies for which effective HR practices and processes are necessary to motivate workforce
and maintain loyalty (Lengnick-Hall and et.al., 2011).
Staffing objectives: HRM ensures that staffing is adequate to meet the objectives of
Morrisons and plans organizational structure by identifying different job roles and
responsibilities and then recruits or develops right talented or skilled individuals to fill the
position (How Does HR Fulfil Organizational Goals & Objectives?, 2018).
Performance objectives: HRM makes sure that employees are motivated and dedicated
to maximize performance by using various motivational techniques like promotion, increased
pay benefits etc. To improve performance of workforce HRM also renders various training and
development programs that will increase skills and abilities of workforce.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process of inviting applications from qualified candidates by posting
job advertisements in mass media, online, TV or social media to fill up the vacant job position in
Morrison. This process can be conducted in two major ways; Internal and external recruitment.
Selection process done by HRM of Morrison includes identifying the right individual by
conducting written, oral tests, group discussions and final job interview (Campbell, Coff and
Kryscynski, 2012). Morrison uses various recruitment and selection approaches for effective
staffing of talented and skilled employees for meeting the organizational goals and objectives of
organization. There are several challenges that HRM of Morrison need to undergo while finding
new and fresh talents for their workforce. To make the business more competitive and effective
understanding of the advantages and disadvantages of recruitment and selection approaches
followed by the organization is necessary.
Internal recruitment: Morrison follows an internal recruitment that is done within the
organization's workforce to find out skilled and talented staff who are already working for the
organization (Chuang and Liao, 2010). For example; transfer of the employees will enable
Morrison to fill the vacant job role easily, promotion given to deserving staff that helps firm to
select workforce etc. Internal recruitment also uses employee referral o select talented and
capable staff.
Strengths
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 Time consuming and can be done without many expenses
 Effective hiring technique that avoids risk of employing unqualified staff No need to conduct tests and interviews as employees are already a part of Morrison's
workforce
Weaknesses
 Demotivation and chances of conflicts from employees who are not promoted
 Limits hiring of fresh and innovative candidates (Renwick, Redman and Maguire, 2013.) It creates discrimination, political and ego clashes between employees
External recruitment: Morrison's HRM uses this method to recruit employees from external
sources through advertisements on mass media, TV, social media etc., to recruit fresh and
talented minds to fill in job positions within organization.
Strengths
 Helps in recruiting talented, skilled, knowledgeable and innovative young creative minds
from universities, colleges, etc., through campus recruitment and placements
 Large number of applicants will assist in identifying talented and best employee’s Ensures productivity and growth of Morrison's.
Weaknesses
 Time consuming and expensive
 Absence of knowledge about past performances, true quality and morale of candidates
cannot be determined
 Risk of hiring unsuitable individuals. Requires additional screening, assessment, training and development (Bloom and Van
Reenen, 2011)
Online recruiting: Due to advancements in technology Morrison and several other companies
are using internet and other technologies to recruit individuals as employees for firm by
advertising through social media, internet websites etc., that helps them to find large number of
applicants and individuals in search of jobs.
Strengths
 Easy and convenient method or approach
 Easy managing of data and information of applicants Easy to reach, practice and implement
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Weaknesses
 High costs of implementation and operating
 Not used by all applicants or individuals
TASK 2
P3. Benefits of different HRM practices within Morrisons for both employer and employee
HRM of Morrison involves various practices implemented by managers, leaders and
automated systems to manage workforce effectively like; performance management, recruiting,
selection, payroll etc. HRM has several responsibilities within the organization as they safeguard
interests of both employer and employee (Daley, 2012). For employers they manage good
relations with workers, identifies and reduces labor costs etc., for employees they ensure
employers are operating within the necessary employment or labor law enacted by government
and protecting their rights. HRM practices benefits Morrison in achieving competitive advantage
with various behaviors and capabilities to execute strategies successfully by aligning business
plans to policies, procedures and frameworks of HR. It helps in bringing innovation to
Morrison's by associating employer and employee by creating a good relation among them.
Effective HRM practices will enable Morrison to reduce employee turnover that can hamper
organizational performance, increase cost of HR department operations and delayed work in the
business (Wang and Shultz, 2010).
HRM practices resolves issues and conflicts within Morrison's work environment
whether it sis between employers and staff or among workforce by mediating the arising
disputes. They interpret firm's policies and procedures and defines appropriate workplace attitude
and behavior. HRM also resolves matters like poor employee attitude, disrespectful behaviors
and insubordination in Morrison by rendering training and development to staff and managers
which will assist determination of appropriate delivery of organizational plans and strategies.
Flexibility in job definitions, cross training, reward systems and performance management will
improve the performance of employees making them satisfied and dedicated towards Morrison
(Kim and Gao, 2010.). It will help employees in achieving personal growth, improve skills,
abilities and knowledge that will assist in attaining increased work performance towards
attainment of Morrison's higher productivity and gain competitive advantage. HRM practices are
integrated with business strategy of organization to provide increased performance and
productivity through fair employee attitudes and behaviors.
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HRM practices helps Morrison in bringing organizational culture that involves its
mission, vision, objectives and working systems and also renders health and safety benefits to
workforce to avoid risks and accidents that might cause danger and injuries (Kehoe and Wright,
2013). These practices will help employees attain peace of mind that will lead to motivation and
satisfaction which will benefit employers to attain productivity with creative and innovative
work environment. HRM also provides various benefits like PF, incentives and bonuses to render
enjoyable work experience to staff of Morrison. The HRM activities of Morrison are directly or
indirectly related to challenges of financial, organizational and human resources that will render
increased customer and stakeholder satisfaction. Transparent and participative style of
management of Morrison will help employees involvement in decision making processes of
organization that may include innovative ideas and suggestions of workforce towards gaining of
effective organizational structure and operations of business.
Different methods used in HRM practices
Methods HRM practices
Human resources requirements
determination and Manpower planning
 Placing a systematic information plan
 Career interviews arranged for
workforce and offering guidance
 Regular review and updation of plans
and competency
 Posting policies and defining career
paths to employees
Performance management system  Reviewing performances of employees
within Morrison's (Vörösmarty and
et.al., 2010)
 Objective setting from top management
that are linked with departmental
objectives
 Information collecting from
performance cycle connected with
other HRM functions
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Training and development  Individual and departmental training
and development plans that are
strategically linked to objectives of
Morrison
 Collecting feedbacks from managers
regarding learner's performances
 Implementing diverse set of programs
and sessions for developing skills and
abilities of workforce (Blume and et.al.,
2010).
P4. Effectiveness of different HRM practices to raise organizational profit and productivity
HRM aims to manage and maintain effective relationships between employees and
employers of Morrison that are essential to attain organizational goals, objectives, profit and
productivity. Effective HRM practice enables Morrison to reduce employee turnover and costs of
operations with an aim of raising productivity and profitability of business to attain a competitive
advantage in marketplace. Reducing turnover of employees are targeted at improving
performances of workforce by retaining skilled and talented staff of Morrison without losing
them. HRM practices of Morrison helps firm in upgrading its organizational effectiveness and
performance that attracts, identifies and employs talented, knowledgeable and skilled employees
by acquiring them to behave and perform in a fruitful manner and support goals and objectives of
business. Improved organizational performances by providing elasticity of employees and use of
strategic plans and obligations by HRM will help Morrison to achieve increase in productivity
and profits (Gruman and Saks, 2011).
By making the best use of available workforce Morrison need to embrace HRM practices
that rise organizational performances with a good association between high performance work
practices and measures of organization's execution. Strategic management processes are mainly
depended on HRM functions and practices as increased involvement of staff requires training of
appreciation by employees. Different HRM practices effectively implemented in Morrison are
aimed at ensuring employee retention and long term employment connected with organizational
performance. Long term employment and retention of workforce requires them to believe in
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values of both organization and themselves. Effectiveness of organization can be increased by
ensuring profitable experiences for workforce that are correlated between positive economic
performances and skilled practices of HRM that includes; Employer branding, performance and
rewards management, leadership development etc.
Various practices and approaches like workforce planning, recruitment, selection,
training and development, performance management and rewards systems are applied by HRM
of Morrison to attain organizational profit and productivity (.Ployhart and Moliterno, 2011).
Innovative workforce planning enables organization to achieve its strategic vision through
potential and skilled employees with right knowledge and attitudes that are linked to proper
structure and delegation of authority and responsibility. Strategic workforce planning
implemented by Morrison enables leaders to understand the requirement of employees to attain
and execute action-plans regarding productivity and profitability. Analytical workforce planning
approach will assist Morrison in understanding behaviours of employees by reviewing effective
recruitment process, promotions and pattern of turnovers that will reveal low performance,
overtime causes and absenteeism in organization. Various training and development programs to
low performing employees, removal of poor performers and recruiting new talented individual
for the vacant positions are ways to render productivity and profitability to organization.
Training and development programs rendered by HRM of Morrison will help staff to gain
knowledge, improve skills and abilities and prepares them to efficiently work towards attainment
of organization's goals and objectives.
Shared understanding of employee's contribution to Morrison's goals and objectives by
aligning workforce, building competencies, improving performances of workforces by
developing their abilities and meeting target of firm in an efficient and effective manner is a way
to attain organizational profit and productivity (Kraaijenbrink, Spender and Groen, 2010). HRM
of Morrison focuses on every department and employees in organisation to analyse the
performances of staff, promote and improve workforce effectiveness. With this continuous
process managers and employees of Morrison work together to monitor, plan and review an
employee's work objectives and their overall contribution to organization's productivity and
profitability. HRM of Morrison also follows and renders a rewards and recognition system for
employees which is an effective tool for encouraging and motivating workforce towards
attaining organization's productivity and profits (Reward System, 2018). It includes several
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monetary and non monetary rewards based on performance, team and competency based pay that
are positive reinforcement methods of HRM where employees desired behaviours and challenges
are understood and regarded for organization's increased productivity and profit to attain a
competitive advantage in the market place.
TASK 3
P5. Importance of employee relations that influences HRM decision-making
Maintaining a good relation with employees and workers is the pre-requisite of
Morrison's success that also influences decision making power of HRM (Crook and et.al., 2011).
Strong employee relations are necessary for attaining high productivity and satisfied workforce
which will render an effective work environment. Good relationship between employer and
employee will enable Morrison to attain success with advantageous results like; productive
employees, efficient work, fewer conflicts and loyal workforce. Healthy relations between
workers makes the work easier as it can be shared among them to increase productivity and
decision making of managers will be easier with less conflicts and disputes. Employees will be
motivated and feel positive regarding their identity with fair treatment by the management and
eliminate favoritism. By addressing the rights of employer and employee and maintaining a
legally managed relation with employees and labor unions will assist HRM of Morrison to
preserve a fair working environment and will facilitate smooth decision making.
The importance and benefits of strong employment relations are:
Conflict reduction: Efficient and friendly work environment of Morrison will help in
reducing conflicts that may hamper productivity and operation of organization. HRM aims at
eliminating disputes and conflict at work environment to make employees concentrate on work
thereby developing a productive workforce to benefit firm with increased revenues (Why Strong
Employee/Employer Relationship is Important and How to Achieve This?, 2014).
Employee loyalty: Pleasant and productive work environment directly affects employees
behaviors and attitudes towards Morrison making them dedicated, motivated and productive in
their work and towards organization (Tarique and Schuler, 2010). Morrison benefits from such
workforce who are skilled, trained and talented in matter of reduced turnover and recruitment
cost and will help in employee retention which will increase their loyalty.
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Productivity: Strong employee relations will develop a pleasant work atmosphere which
will encourage individual to work effectively with increased motivation and improved morale
that will help Morrison in achieving productivity that will eventually raise profits (Fine, 2012).
Effective communication: United and cooperative workforce will help in better
communication process which is necessary for Morrison to exchange information between
management and employees regarding operational activities.
Delegation: Effective employee relations are important for authorization of work and
tasks by teaching and empowering workforce to acknowledge and understand their skills and
capabilities. Shared understanding and clarity of decision making are based on trust and mutual
respect which is supported by fair employee relations (Farndale, Scullion and Sparrow, 2010).
Career development opportunities: HRM of Morrison should render its workforce with
various career advancement opportunities to build their careers which help them in developing
their abilities and enable to grow that will also benefit organization by having a talented and
efficient human resources.
Motivation: Employees of Morrison should be motivated by HRM to maintain effective
relationship with them by rendering rewards and recognition for their performances which will
encourage them towards their work and stay dedicated to the organization.
P6. Key elements of employment legislation and impact on HRM decision-making
For the HRM practices, it is very important to have a good knowledge of all the
employment legislation which can have a huge impact on the HRM decision making process.
Employment legislation are those laws which helps in governing the employment in the
organization effectively. These legislations have direct impact on the employer as well as on
employees (Zhao, Seibert and Lumpkin, 2010). These are very essential for Morrison in order to
enhance their performance and to make a good relationship with their employees as well
(Employment Legislation, 2015). There are various legislation which are important for Morrison
to follow and implement carefully. The key elements of employment legislation are as follows:
 Laws related to wages and hour: It is very important for any organization to have good
rules and regulation related to wages and working hour the employees. The Fair Labor
Standards Act (FLSA) is a federal law which helps in maintaining the minimum wage of
their employee which can be revised on a periodic basis in the organization. This will
help Morrison to maintain a good environment in their organization (HR Policies &
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