Morrison Plc.

University Name

Student Name
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Table of Conten
Morrison Plc....................................................................................................................................3
Case Brief.....................................................................................................................................3
P1: Purpose and the functions of HRM.......................................................................................3
P2: Strengths and weaknesses recruitment and Selection of Morrison.......................................5
Internal Vs External Recruitment.............................................................................................5
Internal recruitment..............................................................................................................6
External Recruitment............................................................................................................6
P3: Benefits of HRM practices....................................................................................................7
Performance Management:...................................................................................................7
Training and Development...................................................................................................8
Higher Profitability...............................................................................................................9
Flexible practices and working options................................................................................9
P4: HRM practices; Productivity and Profitability......................................................................9
Performance Appraisal.........................................................................................................9
Career Management............................................................................................................10
Training and Development.................................................................................................10
Reward System...................................................................................................................10
P5: Employee relations in Morrison..........................................................................................11
P6: Employment legislations.....................................................................................................12
P7: Application of HRM practices.............................................................................................14
 Morrison Plc.
Case Brief

Human resources are the effective asset for any organization in terms of abilities and

skills. They are personnel, individual or workforce who are responsible for the management of

whole task for organization successfully. The tasks encompass selection, recruitment, vetting,

hiring of company, on boarding, promotion of the company, paying and the organization’s

administration. HRM is the organizational department that deals with the proper management

and the effective working practices in place at all levels. HRM is also deemed as the

management of human capital responsible for the implementation and development of policies

and strategies of the companies. HRM is the unique approach for managing employees which

aim at achieving competitive advantage via the strategic deployment of the highly capable and

committed workforce, utilizing the array of structural, cultural and personnel tools. The company

that is selected for this study is Morrison Inc.

P1: Purpose and the functions of HRM

The companies such as the Morrison plc deems the employees as a unique and

competitive function playing for organization. All employees and employers of the organization

maintains effective employee engagement and democratic policies. Workforce planning states

the continuous process for the need assessment of the Morrison. The company is aimed at the

analysis and execution of key activities for workforce planning. The company aims at the sales

and the management strategies. The company will provide direct link with the enhanced

profitability and the customer satisfaction (Ehnert, 2009).

 Figure 01: Functions of HR: [Source: (Kong and Thomson, 2006)]

a. The primary HRM objective is identification of the vacant positions for Morrison.

Company will utilize the job demands, anticipating vacancies, determination of recruiting

sources and job description (Kong and Thomson, 2006). Workforce will gain the

competitive edge chances through key specifications highlighted in the job assessment by

line managers and higher management.

b. After establishing the developed plans and objectives, organizational alignment should be

developed for different operations. It adds assignment of various functions, alignment of

activities and authority delegation. Morrison will provide the activities of the HR person

including direct dealing and authority based working in the company setup.

c. Employee motivation is also crucial for the employee’s working in Morrison. For this

process, the company will provide the intrinsic as well as extrinsic motivational tools
 (Canos and Liern, 2004). The company will mention in the job advertisement to attract

talented people.

d. For assuring proper direction, monitoring and controlling is pivotal. It pertains to the

comparisons and observation of the results with corrections and planned standards for

deviation can occur. The results will include the IQ based results as the company is in

need of the highly intelligent persons.

e. For good competency development, training is effective function for the human resources

management. Employees can be trained for performance of the jobs. Development and

training programs can support the effective sources which ensures that employees are

capable for efficient performance for acceptable levels.

So the objectives of HRM in the Morrison is developing, planning and administration of

programs and policies for effective utilization of HR which is pertained to people at working.

P2: Strengths and weaknesses recruitment and Selection of Morrison

Procedure of recruitment and selection is highly effective for the business establishment

such as Morrison. Recruitment process encompasses the identification of organization needs for

employing someone as per the criteria of position’ application (Kang and Snell, 2009).

Internal Vs External Recruitment

Internal recruitment is hiring or upgrading inside the organization whereas the opposite is

external recruitment. The companies prefer internal recruitment due to the less cost of

advertisement, higher focus on the referrals, low cost and chances of employee resignation.

External recruitment is highly recommended in the case of people required for projects of short

nature as well as projects with the highest expertise.

 Figure 02: Internal Vs. External recruitment: [Source: (Ordonez de Pablos, 2005)]

Internal recruitment

It is speedy as compared to the external process as this consists of the most of the stages

like collecting applications, advertising, shortlisting and screening applicants, interviews,

conducting most tests and trainings etc. The internal recruitment does not require higher

demands. Internal recruitment is cost effective as compared to the external. The internal

recruitment provides limited talent for internal hiring.

External Recruitment

On the other hand, the external recruitment is also providing the effective outcomes and the

various issues. (Ordonez de Pablos, 2005). The external sources are effective due to the effective

traininsg, new blood availability, professional available, no chances of the political interference

in hiring, can bring the new insights from market. The issues those are linked with this method of

selection are encompassing no selection of candidates, cannot select someone who will be

effective for the project or company, longer time orientation. This is the reason that this method
is not preferable for Morrison. The company will use the two methods as per their chances of the

best fit for any situation. For the permanent positions, the internal hiring is effective whereas the

external hiring is also crucial for expertise hiring in the Morrison for upgrading sales department.

P3: Benefits of HRM practices

For improving employee’s efficiency and productivity, they utilize the new mobile app

known as “My Team” that is including the 3000 employees through 250 line managers. This is

effective innovative practices for engagement of all employees and employers in one frame and

assuring employee interactions on the effective time. It is innovative practice for the HRM

benefits for both employees and employer (Jorgensen et al., 2008).

Performance Management:

Morrison can get the benefits of performance management system in the six steps. The

first one is the definition of the performance related yield of Morrison for their various

departments. The company will relate the sale and marketing departments so that they will not

work on different goals. The second one is the employee behavior development whereas the third

one is the providing ongoing performance and support. The company will evaluate performance

and training employees as per latest sales techniques. The step five and six will provide the

outcomes.
 Figure 03: Performance management system: [Source: (Boon et al., 2018)]

Training and Development

The most valuable assets of the organization are human as they operate the entire

business. So it is very crucial for employers to train the team for competency and the level of the

training. The training and development also enhances competency level and productivity (Boon

et al., 2018). Employees will receive the training twice per year so that there will be less or no

issues of the latest updates.

Higher Profitability

When most of the workers operate effectively, it will be easier for gaining competitive

advantage and organizational objectives. By controlling, directing and motivating the employees,

it creates the high performance which enhances the business profitability.

Flexible practices and working options

It is one of the key practices of HRM for the organizations which enhances the job

rotation options and the flexible working hours for the employees.

P4: HRM practices; Productivity and Profitability

One of the key goals for human resources management is enhancement of productivity

and organizational profitability by maintaining well developed practices of Human Resources.

HRM practices can be varied as per the organizational culture and business type. Morrison is

also well known for the HR practices and innovative culture of organization. However, in the

form of the productivity and higher rate of the organizational profitability, the effectiveness of

various HR practices are analyzed here,

Performance Appraisal

It is the process of measuring, evaluating and influencing the employee’s behaviors,

attributes and outcomes. The objectives is the management of people for organization and goal

management (Wright and McMahan, 2011). Through this process, the supervisor can gain the

opportunity for specification of employees that the company is aimed at the development and

performance. This recognition can also be applied as the positive effect of motivation which

enhances the productivity of employees with the efficient results. It also enhances the employee

productivity and organizational profitability.

Career Management

Career is the process of lifelong nature. It shows the setting and selection of developing

strategies and personal goals for achievement of the goals. Morrison also provides the employee

career management strategies and the individual learning accounts, providing open business

briefings, maintain the talent banks and internal job which enhances the employee morale. It also

has the key role in effect on the productivity. This generates the higher profitability for

organization in the future.

Training and Development

It supports in the employee’s skill development. The trained employees have better

knowledge regarding job roles and performs effectively. It also supports employees in

performance of the current jobs efficiency and effectively and making them more aware for the

performance of their current jobs. Organization is also gaining benefits by the higher profitability

(Chelladurai and Kerwin, 2018).

Reward System

This is the practice of effective form for enhancing productivity and organizational

profitability. Employees receive the extrinsic and intrinsic rewards for their higher rate of the

performances. It can generate the job satisfaction and enhances the productivity of organizational

employees. Employees also gain the motivation for their willingly working to meet up the

standards. This system supports the sustainability in competitive business operation and gain the

long run profitability.

According to the model of Charles handy, the company provides that there are mainly the

three forms of workers encompassing the permanent, flexible and the core workers. The

company will select the flexible workers for their performance enhancement and the cost cutting.
Company aims at the hiring of key persons and their training in the model of sales. The teams are

working on the core tasks for research and development so that they can gain the target in

minimum time span. The company will also organize the goals and objectives as per the

management by objective approach. This approach will shape the mindsets so that the technical

and the non-technical aspects will be understood by the teams in an easiest way.

P5: Employee relations in Morrison

Employees are the key driving forces for the companies. Good relationship among the

employees is key for building the effective working environment. If all employees are working

together as the team so there will be effective results in the organizations. In the same way, the

decision will be more accurate and the effective if it has been taken in the collective manner

through the mutual agreement of the employees as they can share the ideas, views, thoughts and

the opinions. Effective relations can lead to the higher level of the employee engagement.

Organization must build the environment that encourages the communication among the team

personas and their working with one another. In the form of decision making, there are the

various stages which are also affected by the employee relations in the company. The following

the HR decision making (Chen et al., 2011).

The first stage for the HRM process of the decision making and analyzing and defining

the issues. Most of the decision making starts with the issues. God relations can provides the

employees an opportunity for easy and collective identification of the issues. After the

identification of the issues, the employees are in the need of the finding out the methods of

problem solving. Healthy relations of the employees in the workplaces can extract the best out of

the individuals. The individuals can be assigned the responsibilities as per the interests.

Involving the team members is necessary so that they can share the views and the thoughts for
development of the alternative solutions of the issues. The third stage is the evaluation of the

problems effectively (Jorgensen et al., 2008). There will be the team leader who will collect all

the alternatives and evaluate those alternatives as per the democracy for the employees.

After the completion of the evaluation of the solutions in the accurate ways, the

employees will select the effective solutions for the issues. The direct link exists between the

employee engagement and the employee’s sense of the value as well as ability for giving

feedbacks pertained to the best solutions. When there is the identification of the effective

solutions, the HRM provides the next stage of the decision implementation. Organizations whose

employees can believe strongly, creatively contribute and firmly belongs to the enhanced efforts

with the operational advantages when implementing the action plans or the decisions. The last

and the final stage of this process is pertained to the follow up whether the decisions are

implemented and working effectively or not. If there is no proper implementation for the

decision making, then the employee must follow up the collection of more information to

execute the exploration of additional alternatives or the decisions. Via the true engagement or the

effective sources of the communication, the employees for the HRM decision making can be

performed effectively which is effective for the companies like the Morrison.

P6: Employment legislations

All the businesses utilizes some form of the legislations and the employment laws. The

employment legislations is the expanded level of the information collection covering collective

bargaining and labor law. Mainly, it is the area of law that pertained to the duties and legal rights

for employees and employers. It also states the relationship of employee and employer. These

laws are also composed of the state laws and federal laws including most of the differences

subjective serving the common goal of the protecting rights of workers. In the Morrison, the
employment standards legislations offers the minimum level of the laws where employers

provide the opportunities for free development of the practices and the policies which also

increase the corporate cultures. The legal system has the effective role in the decision making as

it is pertained to the responsibilities and the rights of employees. The key perspectives of the

employment laws and legislations are also provided as follow,

1. First one is the Equal pay act 1970. It also protects the rights for getting the equal

treatment and equal compensation for the females and male employees in the terms of

their conditions and positions of employment.

2. The second one is the Sex discrimination Act 1975. It is the act of protection in the UK

that also creates no discrimination for the women and men in the terms of their marital

status or gender. This act also provides protection against the rights in the other key areas

encompassing employment, training education, harassment, disposal of premises and

provision of services and goods.

3. Third one is the disability discrimination Act 1995. If the employees are disable on the

basis of the diseases and any issue, they must not be discriminated as per this law.

Employers must develop the adjustments of reasonable forms for supporting disable

employees.

4. Fourth one is the race relation act 1976. It put off the differentiation on the basis of race

which encompasses nationality, color, ethnic, religion, education and employment

position etc.

5. Fifth one is the employment relation act 1999. This act also supports the employees for

maintaining and developing cordial relations between employees and employers.

 6. The sixth one is the national minimum wage 1998. UK, in 1998 provides that the worker

must get the minimum level of wage. Workers age more than 25 should get a wage of

$7.50 per hour whereas the workers in the age range of 21 to 25 receive $7.05 per hour.

P7: Application of HRM practices

To gain this objective and organizational goals, the employers utilize various application

of the practices of Human resources management. The Morrison Company is effectively

operating in the market as they have the excellent practices of the HRM applications in the

companies. The company will select the recruitment and the selection process through the calling

of the relevant changes and the correlation of the already existing standards with the new system

of the changes. The problems can also be managed through the hiring and the training of people

for their professional development.

 Curriculum Vitae
John Allen
John@gmail.com
Address: Manchester
Contact Number: +9432445609292

Profile Objective: To gain the competitive edge through selection of the right environment for

learning and the professional growth. The companies can also gain the benefits from me as the

changes through the concise and the effective results identification. There can be the more than

one outcomes and their combination in long run.

Education

Master Master in the marketing management

Bachelors Bachelors in marketing management

Experience

Worked as the Assistant manager marketing and information system for last five years.

References

I will provide references upon need.

 References

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