Human Resource Management Functions and Recruitment

This assignment provides an overview of human resource management (HRM) functions and recruitment methods. It discusses the importance of HRM in organizations, including its role in making better relations between employees and creating a better environment within the organization. The study also highlights the significance of job descriptions in recruitment by identifying all necessary requirements. It concludes that HR departments play a crucial lead role in recruitment by considering essential needs, emphasizing the importance of HR functions, practices, and the HR department in an organization.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose and functions of HRM in relation to workforce planning....................................1
2. Strength and weakness of different approach of recruitment & selection: .......................2
TASK 2............................................................................................................................................4
3. Benefits of HRM Practices.................................................................................................4
4.HRM practices which increases profitability and productivity in an organization.............7
TASK 3............................................................................................................................................8
5.Importance of employee relationship..................................................................................8
6. Key elements of employee legislation and impact.............................................................9
TASK 4..........................................................................................................................................10
7. HRM practices of a work related context.........................................................................10
Job Description ....................................................................................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource department’s main purpose is to recruit “Right person at the right place
at the right time” who has ample amount of talent to perform a particular job effectively and
efficiently. Present report focuses on Kingfisher plc. It have 1302 stores in 10 countries across
Europe, Russia and Turkey. Kingfisher plc. Company has employed 79000 people and has nearly
attracted 6 million customers across the world through various online digital channels and stores.
This study will cover purpose & functions of HRM, effectiveness of different HRM practices. In
this report importance of employee relation will analyse and impact of employee legislation on
HRM decision making will be identified.
TASK 1
1. Purpose and functions of HRM in relation to workforce planning
Kingfisher plc focuses on providing flexible training to enhance productivity of an
workers and achieve set targets of the organization. Training and development makes it easier for
the employees to perform work in ease and with no complexity. Purpose behind training and
1
Illustration 1: Functions of HRM
Source: (Human Resource
Management & Its Core
Functions: Managerial &
Operative, 2016)

development of the employees of King is that to Retain those employees and achieve new
heights. It makes the workforce of company highly efficient and skilled.
Recruitment is the process of attracting, finalising and selecting the candidates. Selection
is the process of choosing the right candidate for right position at right time. Purpose behind
recruitment is that when vacancies come in the Kingfisher, the employer of company can get
suitable candidates for the suitable vacancies Employees are sent to various seminars and events
to enhance their working skills and knowledge and help them grow professionally and learn
more about corporate responsibilities. Workers get reward and other benefits like compensation,
incentives and bonus for the work performed by them. The purpose of compensation is to
providing monetary value to employees in exchange for work performed. The performance of the
employee is evaluated on basis of the work performed by each individual and human resource
management team evaluate whether target or goals has been achieved by an employee or not
(Human Resource Management & Its Core Functions: Managerial & Operative, 2016). Human
resource department of an organisation should be well aware about the policies and laws that
relate to working hours, working conditions, safety and health measures, employment, timings,
overtime, minimum wage, tax allowance, etc.
BEST FIT APPROACH AND BEST PRACTICE APPROACH
Best fit approach is more of a complex strategy than best practice approach. In best fit
approach there should be an integrated relationship between organisation strategy and human
resource strategy whereas best practice approach is more of a modern approach which focuses on
high performance and high commitment. It states that there should be a standard way of doing
things accurately. Best practice approach is based on universalism (Bratton and Gold 2017).
Hard and soft models of Human resource management
Hard model of HRM: Human resource treats workers as a resource of an organization. It is a
traditional approach and is measurable in terms of overall function and responsibility.
Soft model approach: This is the modern approach where human capital is considered the most
important asset of the company. Employees are encouraged and rewarded for the work
performed by them.
KEY ROLES AND RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT
The key role and responsibility of human resource management team is to retain workers
in an company and reduce employee turnover rate, building professional commitment and
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capacity of employee and also to make workers work in synergy with the organization and
addressing issues and finding appropriate solution to it.
Workforce planning: It' is a process of analysing and formulating plans . It also
forecasts demand and supply and assessing gaps and finding solution to the deviation. It also
ensures that right person is appointed at the right place , at the right time and at the right cost
with aptitude amount of skill and knowledge.
Employee relations: It is a heart of organization. There should be a healthy relationship
between employer and employee for better functioning and understanding in an organization.
Payroll : Payroll consists of list of employees that receive compensation from the
organization. It is the total amount of money that company pays to its employee which includes
bonus, compensation, tax(Brewster, Chung and Sparrow 2016).
2. Strength and weakness of different approach of recruitment & selection:
Recruitment: Recruitment is a process through which a pool of candidates is created. In
this process company identify, screen, short list and hire potential candidates for vacant posts.
Recruitment is done by these sources(Budhwar and Mellahi 2016)
Internal Recruitment: In this method employees are hired internally. This is an
important source of recruitment which provides the opportunity for the development of existing
resources. Internal recruitment is done by promotion, transfer, recruiting former employee,
employee referrals etc (Recruitment and selection methods, 2017).
Strength and weakness of internal recruitment:
Strength Weakness
It is easy, quick and cost effective process It has limited scope because all vacant
positions can't be filled.
It motivates workers to work hard and improve
work relationships.
It avoids arrival of fresh talent which may be
more efficient than the existing employees
It develops employee loyalty towards
organization as promotion can motivate them
Employees who are not promoted, may end up
being unhappy and demotivated.
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to perform better and improve there
relationship with organisation
External Recruitment: It is the method in which workers get hired through outside sources of
the organization. Employment agencies, employment exchange, advertisements, campus
recruitments are some methods of external recruitment. Kingfisher uses external recruitment
methods or filling its vacant posts.
Strength and weakness external recruitment:
Strength Weakness
It encourages new opportunities for Kingfisher
and job seekers.
It consumes more time, because selection
process is very lengthy in Kingfisher.
No biasing or partiality between employees
from Kingfisher.
In this process cost incurred is very high
compare to internal recruitment.
Kingfisher has more options for selecting right
candidate.
External candidate demand more remuneration
and benifits.
Selection: Selection is the process which means wedding out unsuitable candidate and choose
most suitable candidate. To select a suitable candidate several methods are used such as
psychometric test, physical test, intelligence test, personality test etc (Delery and Gupta 2016).
Psychometric testing is mainly used by kingfisher. This method helps them to ability testing,
aptitude testing, knowledge testing etc.
Strength and weakness of selection:
Strength Weakness
Psychometric test supports to avoid any
biasing while recruiting the candidate.
Selection is a time consuming process.
Psychometric test helps to eliminate candidate Results of psychometric test may different by
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who are lacking in ability, aptitude and
knowledge.
age, gender, place etc.
It assist in evaluating candidates decision
making and intelligence.
It does not take into account cultural
background and language barriers
TASK 2
3. Benefits of HRM Practices
HRM practices as a system that helps in develoing, attracting motivating and retaining
employees to organization. HRM practices of kingfisher is performance appraisal, career
management, training and development, reward system, recruitment etc.
Methods used to monitor employee performance:
Performance Management: It is continuous process for identify, measure and develop the
performance of workforce. Kingfisher checks employee's performance by using methods of
(Huselid 2015).
Benefits of HRM practices Employee Employer
Performance Management  By performance
management,
employees of
Kingfisher feel that
their work are
important for employer
and organization so
they do more work
hard and give better
performance.
 By performance
management,
Kingfisher employees
 Through performance
management time is
saved and conflicts are
resolved related to
efficiency as the
performance are been
managed according to
the priorities.
 Through this practice a
employer can create a
motivated workforce
which directly related
to improve the quality
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can get chance for
promotion/demotion,
which is important for
their work life.
of work and they can
contribute well in
raising profitability of
organisation.
Flexible Organization: A flexible organization structure is one in which workers can
easily adapt to their customers' needs, efficiently complete their work and expedite decision-
making when necessary. (Kavanagh and Johnson 2017.).
Benefits of HRM practices Employee Employer
Flexible Organization  Provide opportunity to
workers to learn new
things, and utilise
them. This gives more
career development or
growth opportunities.
 Employees get more
job satisfaction and feel
happy towork in
organisation.
 Improved
competitiveness
between employees.
 Reduced turnover of
valued staff.
 Enhance company
image as family-
friendly place to work.
Reward System: The achievement and benefits received by employees for their job performance
is bonus or incentives . It can be of these types such as extrinsic reward(Bonus, salary raise, gifts,
promotion etc.), intrinsic reward(information, recognition, trust, empowerment etc.)(Reiche,
Harzing and Tenzer 2018)
Benefits of HRM practices Employee Employer
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Reward System  If rewards are been
provided to
employees, workers
increased their
productivity,
happiness, loyalty etc.
 Employees get job
satisfaction.
 Increase workers
engagement at
workplace that supports
in minimising conflicts.
 Attract and retain top
talent in organization.
 Team culture is
improved by providing
rewards because
employees create a
good culture.
Training and Development: It is a program to develop skills, ability and productivity of human
resource.
Benefits of HRM practices Employee Employer
Training and Development  Improve quality, skills
and safety of workers
working in Kingfisher.
 Keeps employees
motivated and
refreshes to their goals.
 It gives employees of
Kingfisher to enhance
their competitive level
to perform their job
well.
 It gives opportunity to
employees grab in new
skills and self
 Employer of Kingfisher
can involve in optimum
utilization of human
resource after T&D.
 Training and
development increase
profitability for
employer.
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confidence.
4.HRM practices which increases profitability and productivity in an organization
Training and development is the most crucial practice performed by human resource
department. Only those employees should be hired who add value to the organization and are fit
for the job to achieve goal and objective of the organization. Employees are sent to various
seminars and events to enhance their working skills and knowledge and help them grow
professionally and learn more about corporate responsibilities. Kingfisher plc ensures effective
training of employee's so that they can perform better. This aids in raising productivity and
meeting with the customer needs. These talented employees provide high quality services to
consumers and try to retain them in firm for longer duration.
Kingfisher uses most efficient training and development technique to increase productivity
and efficiency of the organization. Kingfisher plc organises necessary training sessions for its
workers so that people can develop new skills and can minimise their mistakes. This aids in
reducing wastage and increasing productivity. That is why Kingfisher plc is able to meet the
demand. This has helped the firm in resolving customer’s complain soon and raising satisfaction
level of consumers those who travel by Kingfisher plc. Training improves knowledge of staff
members and they becomeable to give quick response to consumer’s complains.
Employees get rewarded for their work and are also entitled to other benefits like
compensation, incentives and bonus for the work performed by them. Kingfisher plc uses both
monetary and non-monetary reward practice to motivate its workers so that they become positive
and contribute well in increasing productivity and profitability of organization. Monetary
rewards include bonus, commission, stock option, profit option, vacation time and non-monetary
reward includes healthcare benefits, life insurance, vehicle allowance, promotion. This
motivation makes the workers satisfy and they put hard efforts to increase sales of the company
and enhancing satisfaction level of consumers. That has supported the cited firm in increasing
productivity and profitability of business (Collings, Wood and Szamosi 2018).
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TASK 3
5.Importance of employee relationship
Employee relation is a relationship between employer and employee of organisation. It
helps in retaining committed employees to the enterprise.
Kingfisher plc maintains good workers relation by conducting meeting with them. In this
meeting company takes opinion of workers and get to know about their needs. It focuses on their
grievance redressal in case of any professional issue and help employee redress the issue as
quickly as possible so that trust of workers can be build. Kingfisher plc provides rewards to
workers in case of overtime and workers are also provided necessary benefit like accommodation
and compensation for their good work. It builds healthy relationship with staff members and
develops confidence of them. This aids in retaining staff in the firm for longer duration and
minimising conflicts in business unit. HR manager of Kingfisher makes necessary changes at
workplace timeto time, For instance if company plans to make changes in its technology then
healthy relationship aids in minimising resistance and enhance acceptance of decision taken by
human resource manager of company.
Kingfisher plc’s strategy of building workers relationship is to keep employee excited and
motivated from the first day of work and make them feel valuable in company. It aims at
improving and giving positive feedback to employees and praising staff for their
accomplishment. Firm involves workers in meetings and goal setting activity. Furthermore,
transparent communication helps in building a sense of encouragement and enthusiasm in
employee. That makes the person loyal and develops healthy relationship between employees
and Kingfisher Plc. By this way conflicts get reduced and skilled workers retain in firm for
longer duration.
Kingfisher plc improves good employee relation by taking workers input in strategic
decision making which helps to bring innovative ideas in the company. Strong relationship
assists to strengthen productivity and efficiency of employee and reducing stress level and
absenteeism. If government makes changes in legislation then it becomes essential for the
company to implement new laws. In such condition HR manager makes slight modification in
HRM practices. Due to healthy relationship people understand necessity of these changes and
they accept all new modification and work accordingly (Wright 2018). That aids firm in gaining
competitive advantage.
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6. Key elements of employee legislation and impact
Employee Legislation: These are laws which are developed for governing
employer/employee relations and protecting rights of them in workplace (Marchington, 2016).
Health and saftey (1974): Health and safety law introduced in 1974. This law can severely
impacts HR decision-making because this law is made for employees and includes physical and
psychological conditions which effect health of employees. HR conducts proper training
programs for better understanding of safety rules to workers of kingfisher. Like for example by
getting influenced through this law HR persons provide health insurance and policies to
employees of kingfisher because if any employee have health and saftey related issue because
due to any physical and psychological than HR have to compensate to them. This rule is effected
HR in positive way because through applying this rule employer and employees both get health
benefits(Stone and Deadrick, 2015).
Equality Act (2010): This law defines equality of pay, diversity, anti discrimination, human
rights as defining rights of society. After come in force of this act HR of Kingfisher needs to
check there policies to make sure they are complied with equality act. After applying this act HR
of Kingfisher have to follow anti discrimination policy they can not be biased with any
employee in form of age, sex, religion etc. This law is helpful for employer and employees both
because employee's get same rights, opportunities and benefits (Nankervis 2016.).
Data protection act (2018): Data protection Act is come in force in 2018. This law controls how
personal information of employee is used by HR. It can positive impact on decision-making of
HRM because, after this law a transparency is come between the employer and employee that
how and where is personal data of employees are used. Like for example HR of Kingfisher has
made the policy that no outsider can ask for personal information of employees working with
them. (Wright 2018).
Employment Relation Act (1999): This act comes in force in 1999, this give number of rights
at workplace to workers such as trade union recognition, unfair dismissal or strikes, maternal-
paternal leaves etc. This put negative impact on kingfisher because after following this law if any
conflict arises between employer and worker of kingfisher than they can strike or make trade
union or use rights which provided in this act. This act works in fever of workers and employees
(Hughes and Weisbrod 2016). Like for example HR of kingfisher has taken decision that before
terminating any employee, they will provide them with dismissal letter.
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TASK 4
7. HRM practices of a work related context
Job Description
Job Title Human resource assistant
Reports to HR Director
Roles (main purpose) Deals with day to day HR responsibilities
Administration, benefits and PTO management
Responsibilities Recruiting, hiring and training to new employees
Assembling, preparing and analysing data
Maintain attendance records and payroll.
Qualification MBA/PGDM Specialization (HR/Industrial Relations)
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Person Specification
Title of the job Human resource assistant
Date: 11/02/19
Qualification required Essential Desirable Met
 2year full time
MBA from
recognized
university.
 Graduation & PG
in 1 class.
 BBA in graduation
& advanced
courses in relevant
field.
Yes
Yes
Need of Experience
 Minimum 2 Yr
experience in
related field
 2-5 Yr experience
in recruiting.
Yes
Yes
Personal characteristics
& conduct
 Good
communication
skills
 High power of
Yes
Yes
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decision making.
 Able to handle
bulk recruitments
if needed.
CV of Candidate
Resume
Freddie James
Contact:[phone]
Email:[e-mail]
Address: 10 Downing Street, New York
Objective: A position as an active employee, including responsibility and working as a manager
to achieve advancement and growth.
Education: University at Buffalo, THE STATE UNIVERSITY OF NEW YORK
Masters of Business Administration, May 2017
Human Resource
GPA 3.58/4.00
Bachelor of Science in Business Administration, May 2014
GPA 3.52/4.00
Experience: 2 Yr of experience in-
Handling overall responsibility of man power planning and recruitment.
Developing the induction program for new recruiters.
Developing and implementing disciplinary policies.
Honors: Career Advantage competition, 1st place team, 2017
Recipient of UB School of Management Alumni Association Scholarship
Skills: Microsoft word, excel, power point and projects, SAP
Good communication skills, punctual
Date: Name:
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Interview Notes:
 Introduce yourself?
 Tell me about your last work experience?
 In what capacity have you worked in HR field?
 What software application are you proficient with?
Job Offer:
Paul Peter
Kingfisher Plc.
New York
13/02/2019
Dear (Freddie James)
Kingfisher is pleased to inform you that you are placed on board as HR Assistant. We’re just a
few formalities away from getting down to work. It includes important details about your
compensation, benefits and the terms and conditions of your anticipated employment with
Kingfisher. Kingfisher is offering a full time position to you as HR Assistant, reporting to HR
Head starting on 15/02/2019 at New York. In this position, Kingfisher is offering to start you at
a pay rate of 30,000 Pounds per year, that will be paid you on monthly basis. As an employee of
Kingfisher you will be eligible for getting benefits of health insurance, stock plan,dental
insurance.
Please indicate your agreement with these terms and accept this offer by signing and dating this
agreement on or before 15/02/2019.
Sincerely,
Paul Peter
(HR Executive)
Rational of Job Description:
Writing job description is important because it assit to identify the right employee, as well as it
makes more interactive process of recruitment and training. What minimum qualification is
necessary for the job and background of employee is needed is identified by this.
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Rational for person specification:
Person specification is description of skills, knowledge, experience and other selection criteria. It
must be specific, justified, measurable and non-discriminatory. Selection criteria can be
qualification, skills, experience, knowledge, competencies etc.
CONCLUSION
It has been summarized from the above study that recruitment and selection is key
element of an organization through which right person is identified for right job. Strength and
weakness of the recruitment and selection is covered in above study. In this study it has
identified that employee legislations affects HR decision-making. In this study it has also been
described that job description played a lead role in recruitment by identity all needs that are
compulsory. Importance of HR functions, practices and HR department in an organization. From
the above study it is concluded that HR department helps to make better relations between
employees and to create better environment in organization.
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REFERENCES
Books and journals
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016.Globalizing human resource management.
Routledge.
Budhwar, P.S. and Mellahi, K., 2016.Handbook of human resource management in the Middle
East. Edward Elgar Publishing.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters.Journal of Organizational Effectiveness: People and
Performance.3(2). pp.139-163.
Huselid, M.A., 2015. Human resource department effectiveness.Wiley Encyclopedia of
Management. pp.1-3.
Kavanagh, M.J. and Johnson, R.D.., 2017.Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Reiche, B.S., Harzing, A.W. and Tenzer, H., 2018.International human resource management.
SAGE Publications Limited.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management(pp. 1-23). Routledge.
Wright, P., 2018. Fundamentals of human resource management.Management.5. p.27.
Marchington, M. and et.al., 2016.Human resource management at work. Kogan Page Publishers.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management.Human Resource Management Review.25(2). pp.139-145.
Nankervis, and et.al., et., al, 2016.Human resource management: strategy and practice. Cengage
AU.
Wright, P., 2018. Fundamentals of human resource management.Management.5. p.27.
Hughes, H. and Weisbrod, B.., 2016.Human Resources, Employment and Development. Springer.
Online
Human Resource Management & Its Core Functions: Managerial & Operative. 2016.[ONLINE]
available through <https://medium.com/@swaticbindia/human-resource-management-
its-core-functions-managerial-operative-fc0335ef616a>
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Recruitment and selection methods. 2017.[ONLINE] available through
<https://yourbusiness.azcentral.com/recruitment-selection-methods-1383.html>
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