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HRM Practices And Employment Relation | Morrisons Case Study Assignment

Task 1

1.1 Benefits of HRM practices in Morrisons for employee and employer (P3)

A comprehensive recruitment and selection procedure allows the employer to have an understanding of the intricacies of the personnel requirements in the organization for its future growth. It has been seen that the present employment procedures have future implication on the planning of the future strategies aimed at company’s growth and development (Santhanam et al. 2017). Thus best HRM practices, including proactive recruitment and selection; employee retention and benefits; effective employee management can altogether create a solid foundation upon which the company can grow its future business (Santhanam et al. 2017). By deciding what kind of talent is required for the company, the effective supply of talent in the different growth phases of the company can be ensured. From the view of the employees it can further be added that employees’ interests and needs are best supported by effectively planned HRM practices (Theriou and Chatzoglou, 2014). Promoting a positive behavior in the working environment is necessary for a successful working in the organization. The managing employees must follow the company’s culture and laws and create a better standard of employment. They are also responsible to keep the employees satisfied at all points and encouraging them to contribute to a company’s intellectual assets. Workers knowledge and skills plays a significant role in increasing a business’ competitive advantage. The Employers are responsible to hire managers who can manage and look after the employees more effectively. Helping the people increase their feelings of competency for better positions may result in bringing a positive impact in the company. The provisions in the HRM practices are not just for supporting the interests of the company and the employer but also for prot ........

h. It has been seen that the present employment procedures have future implication on the planning of the future strategies aimed at company’s growth and development (Santhanam et al. 2017). Thus best HRM practices, including proactive recruitment and selection; employee retention and benefits; effective employee management can altogether create a solid foundation upon which the company can grow its future business (Santhanam et al. 2017). By deciding what kind of talent is required for the company, the effective supply of talent in the different growth phases of the company can be ensured. From the view of the employees it can further be added that employees’ interests and needs are best supported by effectively planned HRM practices (Theriou and Chatzoglou, 2014). Promoting a positive behavior in the working environment is necessary for a successful working in the organization. The managing employees must follow the company’s culture and laws and create a better standard of employment. They are also responsible to keep the employees satisfied at all points and encouraging them to contribute to a company’s intellectual assets. Workers knowledge and skills plays a significant role in increasing a business’ competitive advantage. The Employers are responsible to hire managers who can manage and look after the employees more effectively. Helping the people increase their feelings of competency for better positions may result in bringing a positive impact in the company. The provisions in the HRM practices are not just for supporting the interests of the company and the employer but also for protecting the interest of the employees and supporting them with employee benefits to enhance their contribution (Brewster and Hegewisch, 2017). The effectiveness of the practices that are being practiced in the company would be helpful in the provided ways through which the company would be able to make an effective move through which it would be effective for the company to work on and make the necessary changes that would be required in the company to meet the wants of the customers.

 

1.2 Effectiveness of HRM in increasing profit and productivity in Morrisons (P4)

The HR department has never been as strategically located in organizations’ strategic and financial objectives as it is seen now. For instance in Morrisons the HR department has been strategically invested in many such responsibilities that have direct impact on the shareholder returns and increased company’s profits (Brewster and Hegewisch, 2017). Studies have demonstrated that HRM practices such as employee recruitment and selection; information sharing; rewards program; skill training; employee empowerment efforts have bottom line returns (Armstrong and Taylor, 2014). In the case of Morrisons it has been witnessed that with more employee involvement practices, Morrisons was able to register 66% higher returns on the sales and about 22% higher returns of the assets. This in turn had led the company to have 20% more investment returns in the past decade. From these statistical figures, it can be added that the best HRM practices can be positively correlated with the improvement in the efficiency of an organization (Mostafa, Gould?Williams and Bottomley, 2015). The relation between HRM practices and financial outcomes can be best envisaged by the proposition that HRM helps to align the employee recruitment, selection, management and training practices with the organizational outcomes such as productivity, efficiency, quality management; satisfaction  of the clients (Armstrong and Taylor, 2014). Thus HRM provide the foundation through which the organizational objectives can be achieved and thus in turn the financial objectives can be met and profits can be increased. Through the provided effectiveness of productivity and profits it would be effective for the company in various ways through which the company would be able to make the works of the company and effective one to deal with and change whatever would be unnecessary.

1.3 Different methods and practices used in HRM practices in Morrisons (M3)

HRM practices include various methods through which the management of the human resource is done. There are three basic functions of the HRM such as:

  • Managerial methods
  • Operative methods
  • Advisory methods

As per the managerial methods; the HRM practices involve planning of the organizational objectives; organizing the staff and the employees; directing the staff at the stores and the employees in the organization to follow the given instructions and accomplishing the tasks and also controlling the employees so as to ensure that there are no deviations from the actual performance (Armstrong and Taylor, 2014).

The operative methods of HRM, the major components include:

  • Recruitment and selection of employees as per the organizational objectives of Morrisons
  • Deciding on the job design by dividing the work as per the qualification and skill of the employees.
  • Undertaking measures for performance appraisal of the employees for motivating the desired candidates (Armstrong and Taylor, 2014).
  • Training and development of the employees for improving efficiency
  • Labor welfare measures are taken under HR for protecting the interest of the labor

The HR department also provides advice and suggestions to the top management executives and department heads at Morrisons.

Fig: HRM functions in Morrisons

Source: (Armstrong and Taylor, 2014).

1.4 Evaluation of HRM practices and its application in Morrisons (D2)

As it has already been established in Morrisons, the HRM practices in this organization can be grouped into three basic divisions in which the HRM have extended its practices. An evaluation of the HRM practices would reveal that the HR department at Morrisons has a very strategic role to play in the company’s activities and operations at the retail outlets. The HRM practices such as the recruitment, selection, training and staffing policies are aligned with the planning, organizing and directing of the employees as per the job assigned (Subramaniam, Selvanayagam and Yogarajah, 2016). The functions of HRM makes the works of the company an effective one through which it may be good for the company to inhale all the works that may be practiced and through which the applications that had been practiced would be suitable in various ways. As per the points that had been provided in the company, it may be said that the points would be helpful for the company through which it would be able to make the necessary changes and work its way out of it effectively. The HRM practices also includes undertaking control measures such as performance appraisals and regular performance measurement measures for risk assessment and evaluation in performances at the outlets. The acquisition, training and development, motivation; of the employees which are included in the crucial practices of HRM practices have a very important role to play in maintaining the workforce department (Rees and Smith, 2017). For meeting the organizational objectives of Morrisons and for proper administrative decision making the HRM activities also includes maintaining records, personnel records, and also taking measures for ensuring that the employees are given adequate remuneration and conducive working conditions are maintained (Rees and Smith, 2017). All these practices are carried out in alignment of the companies’ policies and objectives.

Task 2

2.1 Importance of employee relations and its impact on HRM decision making (P5)

Maintaining healthy and effective employee relations has always been a pre requisite for Morrisons as at Morrisons the management has always stressed on building the employee relationships for maintaining healthy work environment and empowering the employees. Employee relations have direct relation with resolving issues and conflicts that might arise in any work situation so that effective work conditions can be maintained (Armstrong and Taylor, 2014). Good employee relations hint towards effective management capabilities in the organization. Strong employee relation depends on the involvement of the employer as well as the commitment and involvement of the employees in the workforce of the organization (Armstrong and Taylor, 2014). There are several other factors such as incentives to the employees, effective communication system, adequate remuneration and compensation system and effective motivation can altogether contribute to effective employee relation that would in turn contribute to effective quality management and greater productivity (Rees and Smith, 2017). When there is good employee relationships create a favorable work environment and that helps better decision making process at Morrisons since there is greater contribution of the employees to the workforce. Employee effectiveness may be considered to be one of the main things in the works that are being done in the company through which if the employees would be happily working in the company then it would be good for the company to work and expand its business in various ways possible. This would impact the works of the company in various ways through which the company would be able to create a space for itself in the market.  Thus effective employee relations and better decision making supportive of organizational objectives have direct correlation between them and function in a cyclical way: one leading to the other.

2.2 Key elements of employee legislation and its impact on HRM decision making (P6)

Regulatory framework is very important for any organization and Morrisons has always believed in undertaking all its activities and operations as per the legal framework and regulations. legal regulations have significant impact on the human resource management and employment practices in the organization. There are various regulations and employee legislation that controls the HRM practices at Morrisons that can be listed as:

Equal Pay Act which ensures that equal pay is given to the all the employees irrespective of the gender, race, color

As per the provision of National Minimum Wage Act, every employee is entitled to receive equal remuneration for doing equal amount of work. The employees must also be paid minimum wage per hour.

Morrisons also follow the Employment Rights Act that guarantees to all its employees certain rights in the workplace which includes basic rights such as clean drinking water, decent working conditions, notice before termination and others (Griffith and Macartney, 2014).

The Family and Medical leave Act also empowers the employees to avail unpaid leave and job secured leave and security against termination

Morrisons also takes rigorous measures under then Civil Rights Act to maintain records and documents of the employees (Griffith and Macartney, 2014).

All the stated legislations play a great role in ensuring that all the HRM practices follow legal framework and legislations and to make sure that the rights of the employees does not get suppressed by any means. This is also required to maintain healthy employee relations in the organization that would contribute to better productivity from the motivated employees.

2.3 Impact of employee legislation and employee relations management on HRM in Morrisons (M4)

Morrisons has always felt the need for using the best practices for the organization and the best practices in HRM also includes following the employee legislation practices. Such legislations are considered to have great impact on governing the employee relations. The Employment Rights Act governs the employment terms in the organization and the services of the employees are governed as per the terms of the Act. The HR manager also ensures proper documentation of the records of the employees so that proper record keeping can provide better support to the organization. The Equal pay act and National Minimum Wage Act ensures that no employee are discriminated against in terms of payment of wages and the minimum age limit for employment is also not exploitation of the employees (Griffith and Macartney, 2014). This would also ensure that the employees feel motivated to work for the organization. Such is also the aim of the Family and Medical leave Act that guarantees that benefits are provided to the employees such as paid lave during sickness and benefits are also provided to the family members after the retirement of employees and workplace accidents. Employee effectiveness and its legislations needs to be kept effectives for the company through which if the employee would need to set free to work as per the their needs and if any problems arises then it would be harmful for the company to work and make the necessary amendments to make the employees feel free to do their works effectively. This would make the employees more motivated to contribute to the workforce that would be positively for building the employee relations in the organization (Griffith and Macartney, 2014).

2.4 Evaluation of employee relations and HRM practices that influence decision making in Morrisons (D3)

Morrisons take most effective measures for improving the employee relations in the organization. Lately Morrisons has been facing issues in the organization as the management has not been found to be very effective for managing the employee relations. Resultantly there have been complaints from the end of the employees in different departments. It was seen that there was dissatisfaction among the employees as the HRM practices and legislations have not been able to foster effective employment relations Thus Morrisons had mode certain altercations to the employee relations legislation so that employee relations can be improved. This has also altered the decision making of the management and they have attempted to take measures for providing more benefits to the employees and has also taken measures to improve the working conditions. This has enabled the management to undertake better decision making as the employees are more satisfied and motivated to contribute increasingly to the organizational workflow and welfare (Albrecht et al. 2015). Thus it can be said that there exists direct and positive relationship between employee relations and the operative methods and measures of the HRM practices that enables the management to undertake better and conducive decision making.

Task 3

3.1 Job description and specification of team leader in Morrisons (P7)

The role of a team leader in the operations of Morrisons is very significant and crucial and the management takes measures to ensure that the team leader is appointed in a manner that they justify their responsibilities as a team leader.

 The Job description of a team leader would be:

Job title: Team leader

Responsibilities:

  • Develop strategy for the team to reach the goal
  • Provide training to the team members
  • Communicate instructions clearly to the team members
  • Monitor the day to day participation and performance of the team members (Wang,Waldman and Zhang, 2014)
  • Formulate reports of team performance

3.2 Rationale for Job description and specification of team leader in recruitment process (M5)

The rationale of the job description of tea leader is governed by various factors that dominate the objectives of the organization and the need for growth and development. Thus the team leader needs to be appointed keeping in mind the objectives of the organization of commitment to excellence and service to the customers. The recruitment of the team leader also needs to be done as per the need for developing the employee relations that has in past received setbacks thus the recruited and selected team leader needs to justify the organizations’ need for a supervisor and an anchor for maintaining employee relations (Albrecht et al. 2015).

Conclusion

From the above discussion it is clear that the HRM practices include the personnel and their management for supporting the organizational activities. The HRM practices have a great a role to play in the selection of appropriate candidates that would be able to justify the workflow. Thus best HRM practices, including proactive recruitment and selection; employee retention and benefits; effective employee management practices can create a solid foundation upon which the company can grow its future business. The positive relation between HRM practices and financial outcomes can be best envisaged by the proposition that HRM helps to align the employee recruitment and selection with the organizational objectives and success.