This report will be focused on the Human resource report of business organizations including Morrison’s. The first content of this report will be included the literature review on the evaluation of the effectiveness of recruitment and selection strategies, talent management systems and HR systems and processes of an organization. Then, the second content will be contained the analysis of the recruitment and selection strategies, talent management systems and HR systems and processes of Morrison. The final content will be contained some recommendations recommend to Morrison for developing its quality in the field of recruitment and selection, talent management systems and HR systems
Table of Contents
1.1 Company’s Overview.
2.0 Literature Review.
3.0 Discussion and Analysis.
According to Frenkel (2017), Human resource management is the typical task of every business organization because it ensures effective recruitment and selection functions, talent management and establishes HR policies in the workplace. Business firms need to use effective recruitment & selection strategies and maintain employment law with proper talent management for achieving ultimate goals. This report focuses the Human resource report of business organizations including Morrison’s. The first content of this report includes the literature review on the evaluation of the effectiveness of recruitment and selection strategies, talent management systems and HR systems and processes of an organization. Then, the second content contains the analysis of the recruitment and selection strategies, talent management systems and HR systems and processes of Morrison. Finally, some recommendations recommend to Morrison for developing its quality in the field of recruitment and selection, talent management systems and HR systems.
1.1 Company’s Overview
Morrison Supermarkets plc is operating its business functions as Morrison. It has gained 4th position of the supermarket throughout the UK. The head office of Morrison is situated in Bradford, West Yorkshire, England. At present, this company has spread its business functions in England, Wales and Scotland. Now, this company has 498 stores around England, Wales and Scotland (Morrison, 2020). The market share of this company is 10.14% in 2018. Normally, this company offers various products including food and drink, clothing, books, magazines, CDs and DVDs. According to the Annual report (2019), this company has earned GB £17,735 million as revenue, GB£465 million as operating income and GB£244 million as net income. The website of Morrison reveals that this firm has 110,000 employees and it has provided services to 11 million customers every week. Therefore, this company has to consider the HR policies, procedures for managing its vast employees.
2.0 Literature Review
2.1 An evaluation of the effectiveness of recruitment and selection strategies in an organization
2.1.1 Effectiveness of recruitment and selection strategies in an organization
The term recruitment is the process of finding and recruiting eligible candidates to meet the ultimate targets of the organization (Luenendonk, 2016). Recruitment has several steps by which an organization can find fit employees.
Job analysis: The organization firstly requires doing the analysis job to identify the qualities of the potential employees for the post (Fischer, 2017). It helps to find the vacant post and the qualities required to fill the vacancy.
Job advertisement: After doing job analysis, the business organization requires to advertise the vacant post of the job. The organization uses several offline and online media for advertising for the vacancy post.
Job description and Person Specification: The advertisement of the jobs contains enough information related to the job and qualities required for the applicants (Richardson, 2016). The job description includes the job position name, scope and responsibilities of the job holder. The person specification includes the necessary skills of the potential applicants to get the job.
Application Form: The application form can be in a good format by which to fill up the fit jobholders. The application form includes all the personal and educational backgrounds of the potential employees (Richardson, 2016). The application form can be distributed to the applicants through online or offline methods.
Curriculum vitae (CV): CV is the detailed statement of the potential candidate’s personal information that includes personal information, educational background and experience in detail (Richardson, 2016). An organization has to collect CVs from the applicants and review the information of CV for finding quality employees.
Interview and Tests: After evaluating a CV, an organization needs to take interviews and tests for determining the potentiality and capabilities of the applicants (Richardson, 2016). Interviews and tests help to find the best and quality employees for the post.
Contracts of employment: This is an agreement between employer and employee about the job position, duties, salaries and other roles and duties (Richardson, 2016). This contract acts as evidence in a future conflict between employee and employer due to any violation of rights and duties.
Check references: Before selection, the organization needs to check the information of the potential applicants by communicating with the reference people (Richardson, 2016). It helps the organization to know the additional information of the candidates.
Selection: It is the final part of the recruitment process. After completing all the activities of recruitment, the applicants are selected on the basis of their overall eligibility (MSG, 2018). An organization has to consider selection as an important task because the effective attainment of goals depends on effective selection.
2.1.2 Employment laws
The employment laws are also maintained by an organization at the time of recruitment and selection. Firstly, the organization has to ensure the Equality Act 2010 for providing equal opportunities for all applicants (Sheehan and Conway, 2018). The recruitment and selection process should be free from gender discrimination, religion and age discrimination and sexual harassment. Then, the organization needs to obey the Rehabilitation of Offenders Act 1974 to avoid the recruitment of any criminal applicant for the post. Additionally, the organization also obeys the Equal Pay Act of 1963 to pay the salary and wages to the employees at a fair range and without discrimination. An organization also fools the Health and Safety Act 1974 to protect the employees from several kinds of physical hazards. The Working Time Regulations 1998 of the UK must be fulfilled by an organization to provide guidelines to the employee not to work additional time. These acts help an organization to create a strong relationship with the employees and the central authority of the country (Sheehan and Conway, 2018)…………………