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Human Resource Assignment | Benefit of Different Human Resource Practice

Task 1

1.1 Explanation of the benefit of different human resource practice that is implemented in Morrison’s for both employee and employer

The Morrison’s Company is dependent upon various Consultancy Service in order to carry out the recruitment process and select candidate at different departments. One of the major aims of the human resource policy in the organisation is to provide high quality training and communication skill to the workers. One of the major benefits that is gained from this context is due to the fact that it can help the employee to provide immediate chance to improve upon their professional skills that is needed to develop strong career in large scale business organisation. With professional Training, it is also possible for the recruiter to establish long term working relationship with every employee (Jabbour et al. 2013).

Hence, one of the major benefits of Human Resource policy implemented by Morrison’s is due to the fact that they are able to reduce the rate of employee turnover. As an employee is able pursuit there working career for longer period, it is also highly possible that the employee will provide full dedication in improving the overall productivity of the company.

For both employee and employer, it is important that the contribution in the current scenario keep up the change factor to work prudently in Morrison’s Company. Few of the benefits listed apart from the above discussed are:

1. HRM helps in training and hiring the workforce because labour planning is important to assess the responsibility for HR department. They would describe the job descriptions that are suited for the productive role of the company (Hutchinson et al. 2015).

2. HR practices also cares about performance managing system because HR is very much accountable for keeping people motivated for the ongoing w ........

and select candidate at different departments. One of the major aims of the human resource policy in the organisation is to provide high quality training and communication skill to the workers. One of the major benefits that is gained from this context is due to the fact that it can help the employee to provide immediate chance to improve upon their professional skills that is needed to develop strong career in large scale business organisation. With professional Training, it is also possible for the recruiter to establish long term working relationship with every employee (Jabbour et al. 2013).

Hence, one of the major benefits of Human Resource policy implemented by Morrison’s is due to the fact that they are able to reduce the rate of employee turnover. As an employee is able pursuit there working career for longer period, it is also highly possible that the employee will provide full dedication in improving the overall productivity of the company.

For both employee and employer, it is important that the contribution in the current scenario keep up the change factor to work prudently in Morrison’s Company. Few of the benefits listed apart from the above discussed are:

1. HRM helps in training and hiring the workforce because labour planning is important to assess the responsibility for HR department. They would describe the job descriptions that are suited for the productive role of the company (Hutchinson et al. 2015).

2. HR practices also cares about performance managing system because HR is very much accountable for keeping people motivated for the ongoing work. This would help in aligning personal goals and organisation objectives for Morrison.

3. HR also helps in building values and culture because the performance of a particular individual is dependent on work atmosphere that prevail Morrison (Kew and Stredwick, 2016).

4. HR practices also workable for developing effective relations as this coordinates HR to hold the meetings, seminars and other official gathering that embarks the marketing plans of a company (Tarique et al. 2015).

5. Conflict management would also account for HR on occasions for both employee and employer, and the role of the department takes timely actions for making these things sort within a specified time.

1.2 Evaluation of the effectiveness of different HRM practices that are implemented by Morrison’s in context of improving organisational profit and performance

As mentioned in the previous section one of the major aims of the Human Resource Department of Morrison’s is to ensure long term official relationship with every worker. According to Amin et al. (2014), one of the major benefits of establishing long term relationship of an organisation with employees is due to the fact that it is possible for the company to use the experience of the respective worker. This is highly important in the context that with effective experience it is possible for an employee to provide training and mentorship to the newly recruited candidates. The company can also use the experience of old workers in order to predict all future crises and adapt proper sustainability measures.

Hence, with long term relationship with an employee it is possible for the organisation to improve upon the working experience and thereby ensure that the workplace reputation of the company is maintained. This in turn can also help to attract young talented candidates to the organisation and provide them an opportunity to build strong professional careers.

For Morrison, it is been analyzed that the relation between variables may vary due to the influences such ass company ownership, unionization, capital intensity, industry, and the size of industry. It is set that commitment for the HR practices may have a closer link to correct the prototypical system, which is greater than performance. As opined by Bergstrom and Randall (2016), the focus made on productive research is been divergent and it is clear that training and reward for the company can be disproportionate. Accordingly, this could work with selective hiring process to active participation of major employees in effective decision making. However, it is related closely that effectiveness of HRM practices of Morrison have a positive impact that would make a wide impact to HR sophistication when been measured by development of employee in case of hiring for the capital intensive organization (Tarique et al. 2015). Thus, it is also synthesized that high performance working system could effectively contribute to improve performance of organisation by increasing productivity level.

1.3 Exploration of different methods used in HRM practices of Morrison’s to provide support to the Employees

One of the fundamental principles to deal with the issues of employee performance in a large scale organisation is to ensure that safety and healthy environment is being maintained in the workplace (Alfes et al. 2013). The Human Resource Department of Morrison’s has implemented mentorship program, which is aimed to provide valuable working skills the workers in the context of modifying their individual working characters.

In case of Morrison’s, the workers are provided with regular training and meeting, which is aimed to discuss all the major issues faced by the workers. This is believed to be one of the effective ways to motivate the employee to take up new challenge and deal with crisis situations. In order to support the employees productively for Morrison, the major methods that are been used are as follows:

1. Conflict resolution could help the HR managers to help in to mediate the disputes within the organisation to see productive link between employees and the management. This will also help in to sort the matter like inappropriate language, poor attitude and insubordination.

2. Effective training and development is always a proper measure for every organisation that accounts for helping employees to receive good support (Tillsley and Taylor, 2017). Human resources are regularly provides the training opportunities to gain advantage with additional exposure in working activities.

3. Information resource is another source that could benefit employees by supervising the responsibility of the managers. In case, if the employee needs some personal assistance, then HR managers should provide productive confidential guidance.

1.4 Critical evaluation of human resource management practice and application in context of Morrison’s

One of the major aspects of Human Resource policy that are being implemented is Morrison’s is characterized by the cultural diversity that is being maintained within the workplace. It is believed that cultural diversity can help to maintain high level of employee motivation and organisational reputation. Nevertheless, one of the negative aspects of having highly diverse culture within the workplace is due to the fact that it can increase the risk of organisational conflict.

It is also believe that one of the major cause of success of Morrison’s over the past many years is due to the fact that it has been able to deal with all type of organisational issues due to highly efficient HRM policy. The company also conduct effective research work in order to ensure that proper marketing of the human resource policy is done that will ultimately help to improve upon the organisational reputation of Morrison’s. Workplace motivational theories are also one of the important aspects in the context, which can help to deal with the issues related to poor level of employee performance.

However, to devise a critical evaluation, as opined by Mossialos et al. (2015), it is important to make a common approach that wakes up with recruiting, training and selecting of employees. Rather, it is analyzed that a reasonable organisation structure for Morrison should have a proper agenda set in order to achieve the actions plans for a specified period.

 

Task 2

Analysis of internal and external factors that affect human resource management decision making including employment legislation

2.1 Analysis of the importance of employee relations in respect to influence of HRM decision making in Morrison’s

One of the important aspects of effective HRM policy is dependent upon relationship between the workers and employers. As mentioned by Boella and Goss-Turner (2013), there are several factors that can influence upon the relationship status between the employee and employer in large-scale private organisation like Morrison’s. The primary element in this context is to maintain healthy workplace culture, where there will be equal benefits for all employees. Discrimination in the name of cultural difference can highly compromise upon the quality of workplace. It is important for the management of Morrison’s to give private importance to the opinion of every employees, before they are implementing any major managerial decisions.

There is also special policy within the organisation that focuses up on improving the communication skill of every worker. This is believed to be effective in highlighting up on the issues that are encountered by employees that are faced within the workplace.

The importance of employee relations in case of effective decision making for Morrison accounts on few areas:

  • When employee does not behave with the accepted behaviour or norms, absenteeism is defined with the change criteria with slow performances, employee’s behaviour and the grievances to set up the management expectations with their standard behaviours.
  • Employees accordingly in Morrison also expect from management to provide safe environment in work that aids with proper incentives, participation in productive decisions and satisfaction measure (Boella and Goss-Turner, 2013).

To improve these criteria, the importance of employee relations are needed at best, which are been followed by:

1. Employees have expectation of justice and fair by working with the management. They should treat all employees in an effective manner irrespective to the change aided in training programmes.

2. Maintain continuous interaction that could help in to update the policies of Morrison and keep the employees informed (Mossialos et al. 2015).

3. Employees at the same time must be awarded with meeting their targets, and notably this could help in to align their performance for a long time.

4. Give the employees a productive salary, so that they can work freely and contribute to Morrison with high acquisition of talent, competencies and skills (Tillsley and Taylor, 2017).

2.2 Identification of key elements of employee legislation and its impact upon the HRM decision of Morrison’s

The Government of UK has passed several legal policy, which is mainly aimed to protect the interest of the employees at various level in all types of Multinational Corporation. The employment act, which is a special part of union Labour Law, helps to ensure that there is no form of unethical discrimination maintained within the workplace. The equal pay act is also an important part that helps to ensure that there is no form of salary issues that are given to the Employees. It also helps to ensure that the salary package given to the employee will be critically evaluated based upon the job profile (Mossialos et al. 2015).

One of the significant part of the HR in policy that are implemented in Morrison’s is highly dependent upon the employment act implemented by the UK Government. With the legal procedures being implemented in HR policies it is possible to ensure that there is no on ethical measures adopted within the workplace that can have a serious risk upon the work place environment and reputation. The employment Act 2002 is a significant part of the HR policies that are implemented within Morrison’s (Tillsley and Taylor, 2017).

2.3 Identification of key elements of employee legislation and its impact on HRM policy of Morrison’s

The major key elements related to employee legislation are believed to significantly affect the performance level and organisational policies of Morrison’s. One of the major key elements of the labour law that have been implemented by the UK Government is to promote effective relationship between employee and employer (Bergstrom and Randall, 2016). This is a significant part of the organisation the policy that are being implemented within Morrison’s with the aim of enhancing the work level performance. The legal requirement and cumulative relationship can help in the development process of improving the overall performance of economy of the nation. This can be promoted by enhancing the employment relationship by effective mode of communication. It is also necessary for the company to ensure that they are able to implement proper relationship strategy from third party trade unions. This is believed to be Highly Effective in improving upon the network channel of large-scale Multinational Corporation.

Ensuring the health and safety of the employee is also one of the major components of the labour law. In the given contacts, Morrison’s has implemented proper workplace safety protocols, which is necessary in maintaining upon the health of the workers. The company has implemented compulsory health insurance policy and health check-up package for every employees. This is believed to be one of the effective ways to ensure safety of every worker (Tarique et al. 2015).

Rightfully, it can be devised that the individual contract for employment is imperative in most of the civil countries and for the concerned company and it is iterative that the legislation has deep rooted to cater the employment services, which mainly include labour availability and apprenticeship (Bergstrom and Randall, 2016). Unlike, the nominal laws for employee remuneration and wages include the fringe benefits, judicial supplies and different forms of payment.

2.4 Critical evaluation of employee relationship and application of HRM practices that can help to inform and influence the decision making process in Morrison’s

As mentioned in the previous section, one of the major aims of the employment act that are implemented by the UK Government is to promote the relationship between employee and employer.  One of the major positive aspects of this policy can be witnessed within the HRM policy of Morrison’s. The key aspects of employment are dependent upon effective official relationship between employee and employer. The manager at each department of the organisation has a special built on effective long term relationship with every level of employees. This will effectively help them to gain significant experience within the workplace (Kew and Stredwick, 2016).

As opined by Tarique et al. (2015), the employee relationship and the major application of HRM practices is analyzed with the role that decides upon the responsibilities for both employee and the employer. It is analyzed that collective bargaining could be a situation that represents parties to come together and negotiate the matter in working conditions and employment terms. Besides, for Morrison, employee involvement could also be a factor that allows effective participation of the influential workers in effective decision making. Moreover, considering the change in competitive nature for industries with the rise in technological advancements, the importance of relation becomes critical and meets with the ever changing customer needs.

Task 3: Application of Human Resource Management practice in work related context

3.1 Preparation of job description and personal specification for team leader in Morrison’s

For team leader and manager in large scale organisation like Morrison’s it is important to have effective communication skills. The team leaders also need to have proper knowledge in leadership Theory, which is highly essential in motivating the workers. The leaders also need to understand the HRM policy of the company, which will help them to provide proper guidance to all newly selected candidates (Hutchinson et al. 2015). It is also essential for the team leader to properly understand the significance of each terms and conditions that are provided within the employability act. This can help to ensure that proper management guide can be provided, which will ultimately help to deal with the issues related to workplace performance and reputation.

The company also need to recruit effective legal advisor, which will help to provide them proper legal guidance before officially implementing any human resource policy. It is also important to ensure that proper salary structures are being implemented that can help to deal with essential issues related to workforce Employment. For Morrison, both the personal description and job area are significant because this resides how important the working area is progressing. It is also important to put the essential criteria with the listings described and find out the equivalent professional experience needed in a job (Kew and Stredwick, 2016). Thus, these attributes help the person to assess the selection process in terms of recruitment and practicing objectives in an organisation.

3.2 Rationale of the job description and person pacification in recruitment process of Morrison’s

The purpose of rationally of job description is to provide detailed information about the job profile within an organisation (Hutchinson et al. 2015). It is important for Morrison’s to properly provide detailed information about job profile and necessary skills that are needed within an organisation. Proper information about the salary package also needs to be given to the workers.

After the selection procedure of the candidate, the rationale of job needs to provide proper guideline to every employee. This will help to ensure that there is minimum chance of organisational conflict between the employee and employer. The job description also needs to provide details related to the training session that will be provided to the employee. It is important for every interested candidate of Morrison’s to have proper prior experience in respective domain, which will help to improve upon their working capability in the multinational corporation and adjust themselves in culturally diverse workplace.