|Strength 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||Weakness 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.|
|Opportunity 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).||Threats 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.|
|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|
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