Analyzing the Purpose and Functions of Human Resource Management in Kingfisher Plc

This essay analyzes the different purpose and functions of Human Resource Management in Kingfisher Plc, including the strengths and weaknesses of recruitment and selection approaches. It discusses the best fit and best practice approaches, hard and soft models of HRM, sources of recruitment, and impact of regulatory and legal framework. The essay also highlights the strengths and weaknesses of different approaches of recruitment and selection.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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The essay helps in analyzing the different purpose as well as functions of the Human
Resource Management in Kingfisher plc. The proper analysis of the importance of the HRM
has to be described as this will help in understanding the strengths as well as weaknesses of
different kind of approaches of recruitment as well as selection that is used by Kingfisher
Company.
The main aim and purpose of the essay is to properly analyze the strengths as well as
weaknesses of the different approaches of recruitment as well as selection of the respective
organization. Proper importance of the human resource management has to be analyzed as
this will help in understanding the internal as well as external sources of recruitment in the
respective organization.
The structure of the essay includes the purpose and functions of HRM that is
applicable to HRM planning as well as resourcing in the respective organization. The
different strengths as well as weaknesses have to be explained as this will help in analyzing
different approaches of recruitment.
Answer 1
The different vital functions of HRM of Kingfisher Company are proper
compensation and benefits, development of human resource, proper HR planning,
recruitment as well as selection as well as safety and health of individuals (Armstrong and
Taylor 2014).
There are different activities that include proper development of thorough knowledge
about corporate plans, culture along with policies of Kingfisher Company. Proper initiation of
the alterations as well as modifications as this will help in playing the responsibility of expert
and facilitator.

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The best fit approach vs. best practice
Best Fit Approach Best Practice
It generally provides importance of reward
system that has to be aligned with strategies
of company.
It states that there are different policies
relating to HR that includes reward plans
Best fit results in proper achievement of the
competitiveness as well as benefit for
respective company (Collings 2014)
IN this kind of practice, HR of the company
leads to better commitment of the employees
and provide motivation to employees as well.
There are different models of HRM that include hard and soft. The Hard HRM is
wherein the employees. In this kind of model, HRM will help in significantly focusing on
requirements of the workforce as well as manage and recruit professionals as per
requirements of Kingfisher (Walker et al. 2013). On the other hand, in soft HRM, employees
receive proper treatment as one of the primary resources of Kingfisher Company. This will
help in keeping the entire company in a competitive edge. In this model, HRM mainly
focuses on requirements of workforce along with roles and responsibilities with extra reward
system as well as motivations.
Planning of workforce
Kinds of firm Kinds of Labor power market
Core wherein large firms with power of market
and ability too
Independent Primary Subordinate
Primary
Control and line
employees, it includes
salaried employees in
professional and technical
The workers who
are productive in
nature and gets
unionized by

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fields competing with
union
Periphery wherein small firms offers an ability to
make good plan
Craft Secondary
Highly skilled individuals
who are unionized by
craft union
Low skill with high
turnover for chance
of proper
advancement. These
are dead end jobs
Table 1: Kinds of labor market
(Source: Created by author)
Impact of regulatory and legal framework
There has to be proper protection of employees from unfair practices and
discrimination and protection of investments of employees (Greiner 2015). The HR will be
properly developing policies that will ensure employees and managers are aware about legal
restrictions and conscious about different ways of dealing with potential issues.

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PESTEL ANALYSIS
Figure 1: PESTEL Analysis
(Source: Created by author)
Sources of recruitment
External Recruitment Internal Recruitment
This will take place when the team of HRM of
Kingfisher is hiring from different external means
such as advertisements as well as agencies (Nagi
2017)
This will take place when team of HRM look for
employees from referrals of existing workforce
(Dandaro, Silva and Carvalho 2017)
Selection
Reliability has been measured by test-retest kind of approaches that will help in achieving
consistency with measurement of repeated use.

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Validity encompasses kind such as validity of content, criterion as well as construct validity.
Answer 2
Approaches of recruitment are in house recruitment, outsourcing as well as employment
agencies.
Strengths of approaches of recruitment and selection
It increases the chances of knowledge and ability to handle the job. It is cheaper and
quicker in nature to recruit (Breaugh 2017)
Individuals are aware about the operations and its operations and they even have wide
range of experiences as well
It provides opportunities for promotion in the business and the individuals who are
coming from outside generate new ideas as well
Weaknesses of approaches of recruitment and selection
It is a longer process and expensive in nature due to different requirements of
interviews and advertisements
The process of selection is not efficient in nature in order to reveal the best candidate.
This even limits the number of potential candidates or applicants
It creates other vacancy that has to be filled and there is no new ideas that will be
introduced from outside (Kundu et al. 2015)
Therefore, it can be concluded that proper analysis has been essential in nature as this
helped in understanding the approaches and purpose of the human resource management in
Kingfisher. The different approaches such as best fit and best practice approach has been
discussed properly as this helped in understanding the sources of recruitment as well as
selection. The different strengths and weaknesses of approaches of recruitment and selection
have been essential in nature in order to understand the importance of recruitment in
Kingfisher Company. Lastly, the approaches have been discussed as there is a both external

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and internal approach of recruitment and selection that has huge role to play in the success of
the organization as well. The proper difference between the approaches and sources of
recruitment and selection has helped in understanding the hard and soft models of HRM in
the respective organization.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Collings, D.G., 2014. Integrating global mobility and global talent management: Exploring
the challenges and strategic opportunities. Journal of World Business, 49(2), pp.253-261.
Dandaro, F., Silva, A.C. and Carvalho, D.O.D., 2017. Human Resources: The Process of
Recruitment and Selection in Small Businesses. Weber Business Management.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), pp.114-125.
Kundu, S.C., Rattan, D., Sheera, V.P. and Gahlawat, N., 2015. RecRuitment and Selection
techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational
companieS. Journal of Organisation and Human Behaviour, 4(4).
Nagi, M.S., 2017. A Conceptual Study on E-Recruitment System and Its Efficiency in Indian
MNC Companies. Imperial Journal of Interdisciplinary Research, 3(8).
Walker, H.J., Bauer, T.N., Cole, M.S., Bernerth, J.B., Feild, H.S. and Short, J.C., 2013. Is this
how I will be treated? Reducing uncertainty through recruitment interactions. Academy of
Management Journal, 56(5), pp.1325-1347.