Human Resource Management and Organizational Success

This assignment delves into the critical role of Human Resource Management (HRM) in driving organizational success. It examines various HRM practices, such as recruitment, training, performance management, and compensation, and analyzes their influence on employee productivity, engagement, and retention. The focus is on understanding how effective HRM strategies contribute to enhanced business performance and competitive advantage.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction................................................................................................................. 3
Task 1......................................................................................................................... 3
1. Explaining functions and purpose of HRM, applied on workforce planning as well
as resourcing in Kingfisher..........................................................................................3
a) Recruitment and Training:...................................................................................3
b) Performance appraisal:........................................................................................3
c) Maintaining work atmosphere:.............................................................................4
d) Managing disputes:..............................................................................................4
e) Developing public relations:.................................................................................5
2. Explaining weaknesses and strengths of various approaches of selection as well
as recruitment used by Kingfisher...............................................................................5
a) Internal recruitment and selection:.......................................................................5
b) External recruitment and selection:.....................................................................5
Task 2......................................................................................................................... 7
3. Explaining benefits of various HRM practices within Kingfisher for every employee
as well as employer 383..............................................................................................7
4. Evaluate the efficacy of several HRM practices by means of raising productivity
and profit of Kingfisher................................................................................................ 8
Task 3....................................................................................................................... 10
5. Analysing importance of employee relations in Kingfisher in the context of
influencing HRM decision making.............................................................................10
6. Identifying prime elements constituting employment legislations and impact of
decision making of HRM...........................................................................................11
Task 4....................................................................................................................... 12
7. Illustrating applications of HRM practices in work-related context using certain
specific examples......................................................................................................12
Conclusion................................................................................................................ 14
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References................................................................................................................15
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Introduction
It could be stated that there would be lack of efficient team working professionals in
an organisation provided there is an absence of Human Resource Management. As
a matter of fact, in order to thrive in a chaotic as well as turbulent environment of any
business organisation, every firm is required to consistently innovate as well as be at
the apex in respect of business strategies and human resource practices.
Considering this motivation, it is valuable tool to consider HRM in order to ensure
success in the organisation. The study is based on the case study related to a well
renowned company Kingfisher plc which has been a leading company operating over
Europe and Asia.
Task 1
1. Explaining functions and purpose of HRM, applied on workforce
planning as well as resourcing in Kingfisher
Being a newly appointed Human Resource Manager of Kingfisher plc, various
purpose and functions of HRM could be evaluated as follows:
a) Recruitment and Training:
This could be considered as one of the major responsibilities of team of human
resource.HR managers produces new ideas, strategies and plans in order to hire
eligible and able people for suitable job domains. According to Misra (2014, p.1347),
HR managers design criterion best suited for any certain job description. Significant
training sessions are also provided by these HR managers to the employees or
staffs in order to excel their skills in a far better way.
b) Performance appraisal:
HRM encourages employees working in Kingfisher to work accordingly with their
potentialities and provides them salient suggestions which could help them to
improvise their working abilities. Communication with the staff is predominant for HR
managers in providing necessary information regarding their work performances and
defining their own respective roles. It efficiently enables them to get a brief outline
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about their estimated goals with more clarification and thereby helping them to
execute goals with best possible work efforts.
Figure 1: Purposes and functions of HRM
(Source: Ahlvik and Björkman, 2015, p.500)
c) Maintaining work atmosphere:
This has been a vital purpose of adopting HRM practices effectively in Kingfisher
since; any individual’s performance is hugely driven by work atmosphere or culture
that is prevailing at Kingfisher. Any good condition of working is considered to be a
significant benefit that employees might expect from an effective team of human
resource. In words of Ahlvik, C. and Björkman, I., (2015, p.500), a safe, clean as well
as healthy work environment gives staff members sufficient satisfaction from the job
he is employed to and bring the best out of him or her.
d) Managing disputes:
in organisation like Kingfisher, several issues prevail over which disputes might arise
among employer and the employees. Ueno (2014, p.27) suggested in his words that
conflicts are mostly inevitable and hence HR department acts as a mediator or
consultant in order to sort out these issues in an effective way. HR managers come
up with effective and wise solutions by taking timely actions with no harm caused to
any of the employees.
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e) Developing public relations:
This is to be considered as another most important responsibility that could establish
good relations among employees to a greater extent. In responsive with this, HR
managers engage in organising seminars, business meetings and several official
gatherings on the company’s behalf so that crucial relationships build with business
sectors. According to the statements of Zehir and Basar (2016, p.40), HR
department takes active participation in preparing marketing and business plan for
Kingfisher as well.
2. Explaining weaknesses and strengths of various approaches of
selection as well as recruitment used by Kingfisher
Recruitment has been considered to be an effective process of sourcing and finding
quality profiles for companies. As per the words of Jamali et al. (2015, p.130), in
order to recruit or select employees, recruiters engage in finding profiles on social
sites, resume database, job boards, references as well as head hunting methods.
Mainly two approaches to recruitment and selection procedure is followed up in
Kingfisher which are-
a) Internal recruitment and selection:
This approach of recruitment is followed up while selecting internal candidates from
the company like anybody is promoted or departed from one location to another for
promotion. In opinions of Kriege et al. (2016, p.80), the company is ready to provide
training if extra skills are required when employees occupy higher post according to
their degree of performance. Methods of internal recruitments include selection of
talents within the company, internal advertisement and promotion, retired employees
in order of freelancing and making temporary employees as permanent ones.
b) External recruitment and selection:
External approach of recruitment involves selecting candidates from external
sources for better performance. According to the observations of Harris (2014,
p.112), external employees feel innovative and young for new business
organisations and become active to find solutions for problems and fix them.
Methods include job portals, websites, recruitment through social media, direct walk
in, campus recruitment and referrals of internal employees.
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Both the methods involve specific strengths as well as weaknesses like in case of
internal recruitment, it is easiest, less time consuming, no requirements of deep
interviews and prevalence of competition among employees to occupy high
positions. In words of Mohammad and Nicoleta Camelia (2016, p.220), similarly
weaknesses include evolution of discrimination among employees in respect to
religion, caste and language for promotion, lack of innovation, less or hardly any
opportunities for external employees and dissatisfied co-employee might quit out of
partiality or jealousy.
Strengths for external recruitment process include increase of branding and creating
opportunities for new job seekers as well as experienced employees. As per the
statements of Greiner (2015, p.115), ability to select or recruit candidates possessing
extraordinary skills and high productivity along with innovative ideas could be
evaluated by selection of candidates through external approach to recruitment.
Weaknesses include higher time consuming, less cost effective, higher salary and
benefits to be provided and sourcing of quality profiles become problematic. Hence,
both strengths and weaknesses comprise of the methods of selection and
recruitment procedure of HR department.
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Task 2
3. Explaining benefits of various HRM practices within Kingfisher
for every employee as well as employer 383
As supported by Ali and Zill (2015, p.168), the development of the organisation is
based on the proper managing of the human resource in an organisation. The
human resources are one of the most important resources available to every
organisation. The support of the human resource to every organisation is so
important, that the development of the organisation is totally depended on the proper
working of the human resources. The kingfisher also maintains the proper
development of the work in the organisation. The organisation need to understand
the importance of the HRM practised in order to implement the work to the
organisation. The support of the human resources needs to be so utilised that the
organisation also gains the benefits out of the development of the human resources,
and the training of the workforce. The proper working of the organisation depends
upon the proper development of the workforce. As inferred by Roy (2013, p.74), the
development of the workforce can be only determined by proper training and support
from the managers.
The HRM practices help in the hiring and the training of the workforce in a proper
manner. The kingfisher used the HRM practices in order to maintain the proper
instances of the hiring and the maintaining of the standard of the team work. As
supported by Taylor et al. (2013, p.451), the proper use of the HRM practices helps
in the proper management of the workers and their development.
The HRM practices also act as a measuring instrument for the standard of the
services provided by the organisation. The support of the standard provided by the
organisation needs to be managed in terms of the, maintaining the standard of the
service provided. The Kingfisher’s uses the HRM practices as a measuring
instrument in maintaining the standard of the service provided.
The culture and the values of the organisation are also developed by the proper
usage of the HRM practices in an organisation. The Kingfisher’s uses the HRM
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practices in the proper maintaining of the culture and the values of the organisation.
As mentioned by Tomar (2014, p.1304), the performance of an individual depends
upon the proper managing of the environment of the organisation.
The proper management of the HRM practices helps in the management of the
conflict in an organisation. As mentioned by Meijerink et al. (2016, p.239), the
occurrence of conflict in an organisation marks the rise in the communication
between the workers and the managers. The better management of the conflict in
Kingfisher is managed by the work of the HRM practices.
4. Evaluate the efficacy of several HRM practices by means of
raising productivity and profit of Kingfisher
As mentioned by Du Plessis et al. (2013, p41), the management of the HRM
practices is overall development in one sense to the organisation. The proper
achievement of the organisational goal can only be achieved in terms of
understanding the factors of the changes in the organisation. The development of
the organisational aspects is directly related to the development of the workforce in
an organisation. As mentioned by Bos‐Nehles et al. (2013, p.876), the development
of the organisational workers marks the development in the overall aspect. The
proper development of the organisation is, marked by the organisational
management of the HRM and the development of the workers of the organisation.
The management of HRM is marked by the proper development of the organisational
workers. As supported by Chatterjee and Banerjee (2013, p.17), the management of
the organisational development is managed by the proper development of the
human resources and the proper understanding of the fact and the issues of the
workers. The development of the workers and the use of the motivational factors
mark the change in the development of the organisation. The use of the performance
and the rewards help in the motivation of the workers in the organisation. The
motivation of the workers in an organisation helps in the encouraging of the workers
in better working. The development of the workers in the form of motivating needs to
be substituted with the help of their organisational help. The operation of the
organisation and Kingfisher is determined by the working of the workers of the
organisation. The work of the organisation totally depends upon the smooth work of
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the members of the organisation encouraged by the performance reward system. As
supported by vBos‐Nehles et al. (2013, p.876), the methods of determination used
by the Kingfisher marks the development of the workers in the form of skill and the
increasing of the productivity. The productivity of the organisation depends upon the
rise in the potential of the workers in the organisation. The workers in the
organisation are depended upon the development standards by the organisation.
The Kingfisher uses the performance monitor to make the development of the work
of the individual and the management of the skill of the workforce in general.
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Task 3
5. Analysing importance of employee relations in Kingfisher in the
context of influencing HRM decision making
As inferred by Johansson et al. (2014, p.164), the importance of the employee
relation plays an important role in the determination of the work and the development
of the organisation. The support of the organisation from the development of the
employee relation is one of the most important aspects of modern day business. The
Kingfisher maintains the development of the employee relation in order to maintain
the development of the organisational reputation. As suggested by Korn and
Einwiller (2013, p.467), the achievement of the organisational goal is partially
maintained by the achievement of the proper employee relation. The employee
relation is the system that marks the development of the relationship between
management and the worker of the organisation. The workers of the organisation
generally get in contact with the development in the relation between the employees
and the managers. The proper management of the relation between the managers
and the workers of the organisation is better supported with the work of the
organisational success. The achievement of the organisation and the achievement of
the workers needs to be so supported that the work of the organisation is
coordinated among the work of the organisation. As supported by Do Paco and
Cláudia Nave (2013, p.558), the maintenance of the employee relation in an
organisation marks the smooth operation of the business. The smooth development
of the business and the operation of the business marks the development of the
organisational support towards the development of the employee relation. The
proper support of the employee relation towards the development of the organisation
is further marked with the development of the work and the support of the
organisational members. The decision of the members in terms of the organisation
thus is affected by the relation of the employees with the managers.
As identified by Coe and Hess (2013, p.7), the supporting of the expectation of the
employees by the managers mark the development on the relation between the
workers and the organisation. Proper and continuous interaction also helps in the
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easy flow of the information of the ideas among the employees and the magers of
the organisation. This results in the rise in the proper interaction of the of the work
and the development of the employee relation with the changes in the situation.
6. Identifying prime elements constituting employment legislations
and impact of decision making of HRM
The decision-making process is invaluable important for the decision-making a
process of the HRM practices. The Kingfisher follows the required steps and the
policies of the past in terms of the organisation and the development of the
organisation. The steps and the standard of the legislation supported by the
government help in the better maintaining of the relation between the managers and
the workers of the organisation. The proper support and the organised work of the
workers in the organisation help in the development of the organisation work. The
Support of the organisation work is developed in terms of the developed work. As
supported by Woodhams et al. (2015, p.76), the support of the employees is through
the support of the data protection act. The data protection act provides the
employees with the support of confidentiality. The data protection act helps in the
maintaining of the privacy regarding the information shared with the employer in
case of the job. The data protection act suggests that the information provided to the
job assistance in case of attaining a job becomes a personal evidence in the form of
the availability of the of the work. The health and the safety act provide the care and
support to the employees of the workers in the organisation, regarding the protection
from the unfavourable occurrence in the organisation. The support of the health and
the safety act is the form of backup to the workers of the organisation regarding the
help of the organisation in the protection of the health and the life of the workers. As
supported by Hambler (2016, p.418), the equality act provides with the chance of
equal opportunity t everyone. This adds extra support to the determination of the
workers of the organisation in marking the objective of the organisation.
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Task 4
7. Illustrating applications of HRM practices in work-related context
using certain specific examples
Being an intern under HR department of Kingfisher plc, it could be stated that job
specification is considered to be any statement that signifies minimum acceptable
qualities of any candidate that might help to perform any job (Black et al. 2016,
p.200). Job specification for the role of HR Assistant would include:
Job title: HR assistant
Educational Qualification: MBA in Human Resource
Physical attributes: Physically fit
Special attributes and abilities: Fluent in English with sufficient convincing skills
and leadership abilities
Maturity and dependability: independent of creating innovative thoughts and ideas,
flexibility, memory power and ethics
Relation to other job: circulator of information regarding selected candidates to
other departments and utilising skills to enhance their productivity by offering training
sessions and lessons.
Table 1: Job specification for HR assistant role
(Source: Mahmood, 2015, p.334)
Curriculum Vitae (CV) has been the resume that is to be prepared or designed by
each of the candidates in order to deliver their knowledge of understanding and skills
that they possess in an attractive and impressive way to grab attention of HR
managers (Mahmood, 2015, p.334). CV for any HR assistant must contain contents-
Aim:
Name:
Educational Qualification:
Employment status:
Previous workplace (not for fresher):
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Previous Job description (not for fresher):
Areas of expertise and skills:
Other co-curricular activities:
Projects accomplished:
Rewards and benefits (if any):
Table 3: CV of candidates
(Source: Greiner, 2015, p.120)
An effective documentation for preparatory notes and interview notes is beneficial for
the candidates to know about their own areas of improvements and improvisations.
Even HR managers could clearly make them understand about their shortcomings
and ways to improve their techniques and skills to be presentable. According to the
suggestions of Greiner (2015, p.120), this would be necessary for candidates as well
to get detailed information about their abilities and capabilities to opt for any
interview round.
Job offers are necessary to make the selection and recruitment of any candidate
official. It contains the joining date, job designation, negotiated pay scale and few
terms and conditions to be followed as per the company’s rules and regulations
(Black et al. 2016, p.203). A productive process evaluation along with rationale by
conducting proper HR practices must be performed in order to identify the strengths
and weaknesses of HR managers in the company.
The application of HR practices include selecting and recruiting candidates,
compensations, rewards and benefits, incentives for motivation, training and learning
sessions and so on. Each of the application could be illustrated through an example.
HR practices are more vigilant in selection and recruitment procedure like employees
face direct as well as indirect interviews with HR during selection procedure (Jamali
et al. 2015, p.140). HR offers rewards, benefits and incentives on more efficiency
and productivity of any employee of Kingfisher plc like they might enhance selling
incentives with lesser man hours of work. Employees with either less knowledge or
experience are being trained under the responsibilities of HR department of
Kingfisher plc. Any employee working more than what he works for achieving their
targets might charge an early departure from office premises which would be
counted under HR’s compensation.
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Conclusion
The study entails procedures and practices of HR management. It could be deduced
that HR practices are a lot essential for developing efficient team in the company and
excelling skills of employees in different ways. Various roles and responsibilities of
HR managers could be evaluated through effective methods and approaches that
they use during selection procedure. Different work legislations also influence HR
practices in any organisation and analysis of elements engaged in defining employee
relations have also been clearly stated in the study.
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