In Human Resource Management the assignment writing is one of the most difficult tasks for a student. As HRM involves many types of assignments like research papers, essays, term papers and case studies. Assignments are for everyone both diploma students and graduates are asked to do many assignments. Moreover, in the case of HRM the professors or teachers never appreciate a mediocre work from students. They are bound to submit a high on quality work in order to match their professor’s expectations. So, if a student has set a benchmark when it comes to quality automatically he will start feeling pressurized, but, there’s no need to stress yourself as you can take human resource management assignment help from My Assignment Services. Our experts from HRM assignment help hold relevant experience in academic writing and dedicatedly work for your assignments. They are capable of doing the best assignments from choosing some human resource management assignment topics to writing a brilliant assignment for you. Thus, if even you wish to score a high distinction in your assignments then approach our human resource management assignment help. Given below is one of the assignments done by experts which reflects their intellect and the quality of work they do.
Prepare a report that covers the following criteria, using a workplace of your choosing. The report must cover the following and your report must be structures under the following headlines;
The report must have;
The human resources are the most crucial assets of a business organization. They are important in developing competitive advantage and survive in the complex business scenario. With the changing economic and business scenario, it has become important that the business organizations implement effective human resource strategies. Morrison Plc is an international business organization which is running its business on domestic and international level. Morrison PLC is a supermarket chain which is fourth largest in the UK and spread across several other countries. This report focuses on Morrison’s Human Resource (HR) policies of staffing which are used for improving the productivity of the employees. As human resources are inevitable for the organization’s success, the companies use several recruitment or staffing strategies to attract the best candidates in the organization. In the similar manner, it is important that Morrison also use effective recruitment strategy to attract the best talent within the organization.
Morrison Plc is an international business organization which belongs to the retail industry. At present, company is having total turnover of £ 16540 million which is 25% more as compare to last five year data. The first self-service store was created by Key Morrison in Bradford. Over the years, the company has also increased its employees strength to 1, 17,000 employees who are providing their services to customers (Morrisons PLC. 2016). The company has included an HR department which focuses in hiring and selecting qualified employees in the business organization. The human resource department also deals with the termination of non-performing employees and deciding the remuneration of newly recruited candidates.Morrison Plc follows a comprehensive staffing strategy for the selection of the best candidates in the organization. It has collaborated with various staffing agencies for finding the best candidates in the organization. The human resource managers also tries to find the best candidates by searching for them in professional websites such as LinkedIn and publishing job vacancies on online platforms. There is also the provision of referral hiring in the organization (Stevens, et al. 2006).
Human resources management strategic plan is mostly used by organization for hiring talented people and reducing employee turnover. It helps companies to identity present and future human resources needs for an organization.This HR strategic plan will involve assessing the current HR capacity, forecasting HR requirement and developing HR strategies to support organizational strategies. The HR department of the organization should regularly collaborate with the operational departments to identify the human resource needs of the organization.
The HR department of an organization could implement management information system in HR process such as hiring employees and performance management. It can be used to maintain data and information about candidates who have applied for a particular job position in its database. This information can be used later when there is again a vacancy in the organization. The Human resources management strategic plan will help Morrison plc to maintain effective level of business functioning. Morrison plc has vision and mission to increase its overall productivity and total turnover of business. Therefore, Human resources management strategic plan should focus on hiring candidates who can contribute to the success and the vision of the organization. In higher managerial positions, the company should focus to hire the best candidates irrespective of their current location and try to retain them by providing them an attractive compensation package.
Strategic HR planning is also important as it reduces the overall budget of the recruitment process. Therefore, if proper HR planning process is implemented in Morrison Plc then it will reduce the cost involved in recruitment, training, and hiring of employees.
This process system will improve employees working behaviour and overall business working conditions of Morrison plc in determined approach. Once these HR strategies in Morrison plc have been implemented then company could see the achievement in its objectives and goals (Furuya, et al 2007).
This analysis provides key details on the strength, weakness, opportunity and threats of recruitment stratrgyprovided by the HR department of Morrison plc.
It is evaluated that HR department of Morrison plc is accompanied with 200 employees.
Remuneration provided by HR department to the employees of Morrison plc is very high as compare to other competitor’s organizations. It is important to attract the best candidates in the organization.
HR department has followed standard remuneration policies to avoid possible conflicts.
Salary and remuneration of employees are based on the calibre and position of employees in organizations.
It has collaborated with a large number of staffing agencies so that the database of the best candidates in the industry can be accessed by the organization
The recruitment system of Morrison Plc is more inclined towards hiring male employees in organizations process system. Company should have proper level of balance in male and female employees.
Remuneration provided to male employees is comparatively high as compare to other male employees in the organization. It impacts negatively on the organization culture and creates dissatisfaction among the female employees.
HR policies in determining remuneration for employees are not dynamic which hinders the organization’s productivity.
Equal level of Remuneration may increase the overall production cost eventually.
With the changing in economic and business complexity, HR department can create dynamic and flexible remuneration structure for employees.
The Company can also implement flexible working hours and shifts to provide flexibility to the employees.
Morrison plc has been planning to follow international workmen compensation act to give proper remuneration to its employees (Almond et al. 2005).
HR department has been facing problems in complying with HR policies and international rules and regulation under international workmen compensation act.
The workforce of the organization is not diversified and inclusive which can negatively impact n the image the organization
Remuneration provided by HR department to its employees is average. But other rivals in market could offer higher package to employees to attract them to join their ventures.
Use of international HR policies may result into confliction in set up remuneration policies and measures.
Company may face high level of cost in setting proper remuneration policies in organization.
The Service Level Agreement is the agreement or contract which is made between service provider (either internal provider or external provider) and the ultimate users that demonstrate the level of services expected from the provider. It is observed that with the changing economic times and complex business organizations, service line agreement have been used by various multinational companies to increase the overall productivity of organization. Service line agreement is useful in case of staffing, recruitment and selection of employees in organizations. For instance, if Morrison plc uses the service line agreement then they could determine the level of salary or remuneration on target basis. It will strengthen the remuneration services of HR department. Moreover, these SLM will help in setting standard targets and goals for HR department. It will provide required number of employees hiring, staffing, and selecting for particular works. Proper level of SLM will not only increase the efficiency of business but also reduce the overall cost of organizations. It provide specific and measurable target for the service providers and set level of targets for HR department of organization (Almond, et al. 2015).
Service Level Agreement
|Vacant position is posted after discussion with the hiring manager||HR Manager and Recruiter|
|Diversity and sourcing of potential candidates||HR Manager and Recruiter|
|Candidates Review and hiring decision||HR manager|
|Offer extension and Pre-employment check||Recruiter|
|On-boarding of candidate||Hiring manager|
Almond, P., Edwards, T., Colling, T., Ferner, A., Gunnigle, P., MÜLLER?CAMEN, M.I.C.H.A.E.L., Quintanilla, J. and Wächter, H., 2015. Unraveling home and host country effects: An investigation of the HR policies of an American multinational in four European countries. Industrial Relations: A Journal of Economy and Society, 44(2), pp.276-306.
Almond, P., Edwards, T., Colling, T., Ferner, A., Gunnigle, P., MÜLLER?CAMEN, M.I.C.H.A.E.L., Quintanilla, J. and Wächter, H., 2005. Unraveling home and host country effects: An investigation of the HR policies of an American multinational in four European countries. Industrial Relations: A Journal of Economy and Society, 44(2), pp.276-306.
Furuya, N., Stevens, M.J., Oddou, G., Bird, A. and Mendenhall, M.E., 2007. The effects of HR policies and repatriate self-adjustment on global competency transfer. Asia Pacific Journal of Human Resources, 45(1), pp.6-23.
Morrisons PLC. 2016. Company History. [Online]. Available at: http://www.morrisons-corporate.com/about-us/company-history/ [Accessed on: 14th June 2016].
Stevens, M.J., Oddou, G., Furuya, N., Bird, A. and Mendenhall, M., 2006. HR factors affecting repatriate job satisfaction and job attachment for Japanese managers. The International Journal of Human Resource Management, 17(5), pp.831-841.
The students often feel the burden because of their HRM assignments as they are supposed to strictly abide the rule of their University. Moreover, the assignment should not reflect any of the inaccurate information which means they always have to cross-check the facts. Students who seek HRM homework help have often faced the challenge of selecting the topics as a majority of the times they remain confused. Time-crunch also plays an important role while writing an assignment, as the students’ rusk through the assignment and end up with very poor quality.
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