Strategic HRM at Morrisons plc

Executive summary:

Human resource management is an important part of organizational management strategy which is associated with wide ranges of function such as selection and recruitment, performance management, job designing and enhancing the competitive advantage of the organization. In terms of implementing HRM strategies into the work context, the HR manager can face both the limitations and benefits. The HR manager of an organization needs to modify HRM policies in terms of transforming the limitations into strengths that will improve the professional standard of the workforce in making the company stronger than others in the market. For those who are seeking guidance in this particular area, seeking HRM dissertation help can provide the most valuable insights and support in navigating the complexities of organizational management and human resources strategies. This report will critically analyze the strength and weakness of selection and recruitment approaches of Morrisons plc. This report will also make a critical discussion of the human resource management process of Morrison's plc, with analyzing the HRM policies and procedures that are implemented by the HR manager in terms of enhancing the productivity of the origination.

Introduction:

Human resource management process is associated with wide range of functions such as selecting appropriate personnel for the organization, improving productivity of the existing workforce and improve professional standard of staffs in term of assisting them to achieve the common organizational goals. This report is going to make a critical discussion of human resource management process of Morrison’s plc, with analyzing the HRM policies and procedures that are implemented by the newly appointed HR manager in terms of enhancing the productivity of this company. Through using relevant resources, this report will critically analyze the strength and weakness of selection and recruitment approaches of Morrisons plc. Finally, this report will also make a critical evaluation of employee retention strategy and the HRM practices in terms of influencing the HRM decision-making process.

Job specification:

Name of the designation: Senior HR executive

Exempt/ non-exempt Status: Exempt

Department: Human resource

Job Summary: The HR executive will provide counsel and advice to HR staffs in terms of understanding and following proper HRM practices in term of enhancing the productivity of the company. The HR executive is also assigned to make proper strategic planning in enhancing the professional standard of the existing workforce. In addition to this, the HR executive will be obliged to report each information regarding human resources practices and policies to the HR manager HR supervisor, in terms of maintaining a transparent information delivery system.

Responsibilities and essential duties:

Provide proper assistance in understanding, following and implementing the human resources policies and practices within an organization

Assist HR managers and supervisors in conducting an interview and hiring eligible personnel

Conducting an assessment of each staffs working in a different department of the company to analyses the professional standard of workforce

Assist in surveying reviewing employee journey, prepare work report of staffs and track employee performance

Prepare the HR updates on each week and send it to the higher HR official for maintaining clarity in the information delivery process

Managing a professional and personal database of each staff safely with using cloud computer software

Maintain confidentiality in managing and storing the official database on unemployment compensation, workers compensation and personnel files.

Required skills:

The senior HR executive should have the following skills in getting this job:

Strong interactive ability in terms of maintaining useful communication with employees regarding any HR related matters

Sharp knowledge of managing and implementing HRM policies in the organization

Strong time management skill in term of completing each HRM task within the given deadline

High level of adaptability for working with HR staffs belonging to different background

Quick decision-making skills in terms of making useful HRM decisions that will assist the entire HR team to deal with human resource matters effectively

Good knowledge on MS Excel, PowerPoint, Publisher, Word and Outlook.

A typing speed of 50 + WPM

Education experience:

The eligible candidate will have the following educational qualification:

Degree on the human resource with two years' work experience as an HR executive

Curriculum Vitae:

Name: John Ponting

Address: 14C, 2nd Floor, Wrottesely Road, NW105XR

Email Address: pontingjohn123@gmail.com

Mobile: 09461358086

Designation applied for an HR intern

Personal Statement:

I am a highly ambitious, positive and hard-working person with strong adaptability. I have good interactive and communication skill to conduct useful interaction with my teammates and higher officials. I am an enthusiastic and well-organized person who can accept challenges in the adverse condition in term of maintaining the values as well as principles of my workplace. In addition to this, I have strong time management skill, that allows me to complete tasks that are delivered to me within the deadline with maintaining proper quality and authenticity. I love to work in a team with the highest level of cooperation and assistance in term of maintaining synergetic work environment. I believe in a positive and clear point of view that assist me to resolve different issues in my professional life.

Educational qualification:

The Manchester College (2012-2015)

BSc in human resource management

University of Manchester (2015-2017):

MSc in Human resource management

Professional skills:

Good knowledge of Human resource management in the workplace

Strong knowledge of HRM policies and practices that needed to be implemented in any organisation

Efficiency in working with different teams on a particular target

Strong knowledge on processes of employee management and employee retention strategy that are important or HRM policies of an organisation

High level of adjustment power in terms of maintaining operative relation among different teammates

In-depth knowledge on MS Office (MS Excel, PowerPoint, Word and access).

String knowledge on cloud computing process

Typing speed in shorthand is 60+ WPM

Declaration:

I, hereby announce that all the personal and professional information that ae provided in this document are true. I case of any type of discrepancy I will be responsible.

Preparatory notes:

Be prepared:

Candidate needs to be prepared for the interview by collecting entire information about the company for which he or she is applying. The information includes founder, head quester, total employees and branches of the company, its organizational mission and vision, policies and organizational strategies.

Dress code:

Dress of the candidate should be formal, clean and wrinkle-free. In the case of both males and female dress will be simple, which will represent the soberness and decency.

Manage time:

The candidate should be present at the interview venue on time, which will represent his or her time management quality.

Eye contact:

The candidate needs to make direct eye contact with the interviewer. If a candidate avoids the gaze toward the interviewer, it will show a lack of self-confidence and low experience of the candidate.

At as a team player:

The candidate needs to pretend that he or she is a team player with full of energy and self-confidence. Moreover, this will show the adjustment ability and level of cooperation of candidate in front of the interviewer.

Maintain decency and politeness:

Candidate needs to maintain decency ad politeness in term of representing his or her patience and level of obedience in front of eth interviewer.

Be honest:

Make an honest conversation with the interviewer to form the positives image.

Show professionalism:

Candidates need to represent the level of professionalism by showing their smartness, punctuality, time management skill and strong communication skill. Low level of professionalism represents lack of self-confidence within the candidate.

Job offer letter:

Morrisons plc

42, Queen Street, Blackburn

Preston, England

Dear applicant,

We are glad to inform you that you have bn selected for the post of HR Executive at Morrisons plc, UK. We think that your effort and skill will be valuable assets for developing the productivity of our company.

If you are interested in this job, you need to sign in the space provided in the job acceptance form.

Regards

Human resource manager

Pamela D’Souza

Purpose and functions of HRM:

Following are the important functions and purpose of the Human resource management the HR anger of Morrisons plc is going to consider

Job design and job analysis:

According to Albrecht et al. (2015), the HR manager needs to form clear and well-organised job design, that will assist candidates to understand the required qualities, job description, allocated task and work schedule of the designation for which the candidates apply. In Morrisons plc, the HR manager needs to set proper standard of personnel, based on which the HR team can compare the skills and quality of each candidate. As stated by Bratton and Gold (2017), job analysis is the process of collecting clear information regarding the responsibilities and operations of a particular job. The HR manager of Morrisons plc needs to will assist the selected candidates to make an effective analysis of the job that is assigned to the candidates, this process of job analysis will assist each selected candidate to understand their duties, work process and daily work target.

Recruitment and selection:

According to Cooke and Bartram (2015), recruitment and selection are one of the most important tasks of HR manager in any organization, which assist the organization to get eligible candidates who can meet the organizational target. In case of Morrisons plc, the HR manager is going to interview selecting or hiring eligible candidates, who can meet the professional standard that is set by the HR team in terms of getting the job opportunity in this company.

Employee training and development:

HRM is associated with providing training to staffs in term of developing their professional standard and knowledge (Higgins, 2017). in case of Morrisons plc, HRM process set by the HR manager will conduct a professional training program for each staff, managers and higher officials. In addition to this, the HR manager will also arrange the self-assessment program for the old staffs, in terms of shaping their skills and knowledge, which will assist the older staffs to understand the modern work process as well as ever-changing market trend.

Performance management:

Performance management is an important function of HRM which is associated with analyzing the professional standard, quality and personality of selected candidates (Khan, 2019). In Morrisons plc, HRM process aims to conduct proper performance management of each staff in the existing and newly set-up workforce, through improving their work process, professional knowledge and performance standard. The HR manager of Morrisons plc will apply different approaches in term of conducting proper performance management process such as reviewing the performance of each staff, analysing the productivity of the organisation, providing proper training and development program to staffs and conduct yearly performance improvement discussion with staffs.

Compensation and benefits:

Benefits and compensation represent the inevitable part of the cost management framework of any organization (Bratton and Gold, 2017). Through setting proper compensation and benefits, the HR department of an organization can maintain the proper balance between the overall cost and spending of the organization. in the case of Morrisons plc, the HR manager needs to set appropriate standard fir compensation and benefits which will assist this company to make the relevant hike in salary of staffs and enhance organisational productivity. in addition to this through conducting effective benefits and compensation process, the HRM process of Morrisons plc can maintain equitable and fair remuneration system for all staffs.

Critical evaluation of Strength and limitations of different recruitment and selection approaches:

Types of recruitments and their strengths and limitations:

The recruitment process can be classified into two categories such as internal recruitment and external recruitment.

Internal recruitment:

Internal recruitment is the process in which employees are selected internally, from the existing staffs of the same company (Stenberg et al. 2017). The HR manager of Morrisons plc is going to make a critical evaluation of the strength and limitation of the following internal recruitment process in terms of conducting the appropriate type of recruitment process.

Promotion:

Promotion is the process elevating the class or level of current position or designation of staff. The HR manager of Morrisons plc can use this internal recruitment process in terms of enhancing the interest and engagement of employee towards their job. Strength of this recruitment is it will assist the HR team of Morrisons plc to save their time as well as cost by selecting candidates in the higher designation from the existing staffs. limitation of this process is, it can make the Morrisons plc to face some kind of conflict among other staff who are unable to grab promotion. In this aspect to Stenberg et al. (2017) mentioned that promotion has limitations in terms of developing unfair selection of candidates by how the HR managers use their personal preference in term of providing the promotion. In this aspect, the HR manager of Morrisons plc needs to make sure that the promotion will be based on the merit and performance standard but not on the personal interest.

Transfer:

The transfer is the process through which an employee is shifted to another designation from his or her current designation (Guest, 2017). Strength of this process that the HR manager of Morrisons plc will experience in this process will assist the HR manager to enhance opportunity f all staffs in the workforce to grab higher designation by showing their impressive performance standard. on the contrary, Bratton and Gold (2017) argued that, although this process is associated with benefiting staffs to garb opportunity in elevating their designation, the transfer is not always preferable for all staffs. The limitations that the HR manager f Morrisons plc can face in implementing this process is, some staffs may not be convinced for interchanging their professional position.

Job posting:

The HR manager of Morrisons plc can use internal advertisements, in which staffs from this company can apply for the vacant position. Strength of this recruitment process is it is highly time-saving and cost worthy which promotes employee engagement and organisational productivity. on the contrary Brewster et al. (2016) argued that internal job positing is associated with some limitations such as unfair selection, discrimination and inner conflict among staffs. in case of Morrisons plc, the company have chances of facing some limitation while implementing this process such as the HR manager may prefer candidate based on personal preference rather than consider the skill. the internal job posting has limited vacancy which cannot provide an opportunity for huge staffs in the company, thereby developing dissatisfaction and frustration.

External recruitment process:

Employment agencies:

The HR manager of Employment agencies can appoint eligible candidates through employment agencies. Strength of this process is, this process is time-saving in which entire interview and section process are arranged by the employment agency rather than the company. Therefore, this process will assist Morrisons plc to save most of the times that they can use in performing important tasks such as performance management process and conducting training for the staffs. limitation of this process is it is a costly process which can raise the overall spending of the company (Reiche et al. 2016).

Professional association:

In this process, Morrisons plc can choose some professional origination in terms of selecting eligible candidates for this company. Strength of this process is it is the highly time-saving process, that will assist Morrisons to select suitable candidates within the limited time. The limitation of this process that the professional organizational can charge high amount of money which will enhance the overall spending of the company.

Advertisements:

Through publishing the job description on newspaper, social media and company website, the HR manager of Morrison can get huge number of candidates for the job designation the strength of this process is it provides opportunity to the HR team to select best candidates from huge number of applicants which enhance the chances of getting high skilled staffs (Albrecht et al. 2015). Limitation of this process enhances the overall cost of promotion and advertisement of Morrison, which will enhance the financial burden for this company.

Selection process:

There are different types of selection process that the HR manager of Morrisons plc needs to consider while applying suitable selection tools.

Preliminary interview:

This is also referred to as the screening interview, that will assist the HR manager of Morrisons to eliminate candidates who are unable to meet the minimum eligibility standard. Strength of this process is it assists the company to select high skilled staffs in term of enhancing the productivity of the workforce as well as of organization (Albrecht et al. 2015). the limitation that the HR manager of Morrisons can face is that this process is time-consuming and costly, which can not only enhance the overall spending of the company but also create time shortage for setting proper organizational strategy for the company.

Written test:

The HR manager of Morrisons can apply various written tests such as personality tests and reasoning tests and intelligence test, in terms of selecting suitable candidates for the particular designation. Limitation of this process, is sometimes only tests are not the proper way to determine the actual intelligence or merit of candidate (Guest, 2017). therefore, this process can raise the chances of eliminating the high skilled and best candidates.

Evaluate effectiveness of key elements of HRM:

Effectiveness of HRM practices for employers and employee:

HRM practices are associated not only with enhancing organizational productivity but also benefiting employers and staffs financial, psychological and physical aspects. One of the most important HRM practices is providing security to employers and employee of an organization (Guest, 2017). Through implementing this HRM practice Morrisons plc can provide the employers as well an employee with economic, physical and emotional support. by providing hike in remuneration of staffs and managers, managing health and safety in workplace and conducting reward management process, Morrisons plc can meet the basic security needs of both the employee and employers.

Through selecting and hiring eligible people within the workforce, Morrison Plc will assist both the employers and employee in terms of enhancing eth organizational productivity. As stated by Nankervis et al. (2016), if right people are selected in an organizational t will enhance the professional standard of workforce, which will not only assist the staffs to achieve the common organizational goals but also benefits the employers to improve the brand reputation and competitiveness of their organization.

Conducting self-managed and efficient team is one of the most important HRM practices which will assist both eth employee and employers of Morrisons plc to develop high skilled workforce. This HRM practice is associated with improving the overall performance management of the company that will assist both the employers and employee to improve their overall performance standard.

Analyzing importance of employee retention in respect of maintaining HRM decision making:

HRM decision making process is an important part of company's human resource strategy, which assist the HR department to make effective decision about wide ranges of topic such as employee retention, hiring, selection, performance management, promoting strong relationships among staff and reward management (Reiche et al. 2016). in case of Morrisons plc, the HR manager needs to take positive and productive decision that will hold the interest of employee towards their work. According to Jamali et al. (2015), HRM decision making process is associated with setting effective strategies in term of enhancing employee engagement, staff’s professional standard and organizational productivity. Here the HR manager of Morrisons plc needs to consider the employee benefits, staff’s preference and the professional capability of each workgroup, for taking organizational decisions. On the contrary (Buettner (2015) argued, although HR mangers take effective decisions for enhancing organizational productivity, sometimes the decision poses a negative impact on the employee’s mind. For example, job transfer of candidates, regular inspection of performance and sudden assessment of performance equality enhances the lac od job satisfaction and reduce the job security in the staffs, thereby provoking most of the staffs to quit the job. Therefore, the HR mange of Morrisons plc needs to take such a decision-making process that will consider the strength, weakness and preference of the staffs in term of strengthening the employment base of this company.

The key element of employment legislation and its effects on HRM policies:

The HRM policies of an organization are immensely influenced by the employment legislation of the home country (Taylor et al. 2015). The newly appointed HR manager of not only will consider different employment legislation in the UK for maintaining transparency as well as authenticity in HRM policies. Under the Employment Policy and Legislation Employment Act 2002, the HR manager of Morrisons will set such HRM policies and practices that treat each staff with proper respect and dignity. The National Minimum Wage Act 1998, impact on HRM policies set by Morrisons in terms of setting the minimum wage for labour and staffs based on their work position or designation. Under the Employment Right Act 1996, the newly appointed HR manager of Morrisons plc will set discrimination-free HRM strategies that will provide equal opportunity for each staff in this company for maintaining bias-free workplace. in addition to this, Disability Discrimination Act (DDA) will make legislative obligations for HRM policies of Morrisons plc, in terms of providing the equal and discrimination working environment to all staff irrespective of their physical and mental disability.

Application of HRM in work-related context:

HRM Policies is important for improving the work-related aspects such as work culture, work process, working strategies and performance of the workforce. The newly appointed HR manager of Morrisons plc needs to develop such HRM practices that will be relevant to the work schedule, work culture and organizational strategies of this company. According to Jamali et al. (2015), sometimes HRM strategies are not relevant with the strength and preference of the workforce which then interact with the productivity of granitization. In this aspect, the HR manager of Morrisons plc needs to make effective discussion with its higher officials and staffs in terms of setting useful HRM strategies which will assist this company to have the high-skilled workforce and positive work culture that are important for enhancing competitiveness of this company.

Conclusion:

From the above-mentioned discussion, it can be concluded that human resource management is an important part of organizational management strategy which is associated with wide ranges of function such as selection and recruitment, performance management, job designing and enhancing the competitive advantage of the organization. through setting useful HRM policies, organization can enhance the productivity of its workforce. In terms of implementing HRM strategies into the work context, the HR manager can face both the limitations and benefits. The HR manager of an organization needs to modify HRM policies in terms of transforming the limitations into strengths that will improve the professional standard of workforce in making the company stronger than others in the market.

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