HRM Report: HRM Practices, Employee Relations, and Profitability

This report examines the human resource management (HRM) practices of Kingfisher PLC, focusing on how these practices impact employee relations, organizational productivity, and overall profitability. The report begins with an introduction to HRM, its advantages for both employees and employers, and then delves into specific HRM practices such as development and training, reward management, and job design. It highlights how HRM activities, including conflict resolution and employee development, contribute to a positive work environment and a flexible workforce. The report also discusses the importance of training and grooming, and managing employee relations effectively. The conclusion emphasizes the critical role of HRM in fostering a productive and profitable enterprise, summarizing the key functions of planning, rewarding, and hiring, and highlights the importance of HRM in creating a successful and sustainable business environment. The report provides references to support its findings.

Human Resource
Development
(TASK 2)

TABLE OF CONTENT
• Introduction
• Advantages of HRM for both employee and employers
• HRM practices for increase organisational profit and
productivity
• Conclusion
• References

Introduction
Human resource management is the process of managing
employee in a structured and organised way. This includes
recruitment and training, development, compensation,
productivity management and induction many other. This
help in gaining more productivity and proper use of
employee abilities. It will also evaluate impact of human
resource management activities on ER and how it affect the
decision making process.

Advantages of HRM for both employee and
employers
Kingfisher .Plc is a emerging organisation which have
expanded its business in more than 104 countries which
deal wide range of services and products in Not only
United Kingdom but may other nations. HRM of
organisation not only render assistance to the company
in increasing the productivity but also employee and
employer of the company.

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Benefits to Employee
 Developing employees: HRM practices tries to satisfy
employees and encouraging to contribute in the activities
that re being conducted in an organisation.
 Promoting positive behaviour: A successful organisation
always tries to maintain a positive working environment
which Kingfisher imply.
 Create flexible Workforce: HR managers always tries to
maintain a flexible work environment

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Benefit to Employer
 Disputes Resolution: HR managers helps in solving
conflicts that have been arise in an organisation, whether
among members of staff.
 Training and Grooming: HR managers also helps
employees by providing proper training & grooming.
 Managing ER: HR managers always support those
employees who have a feeling that their rights have been
violated in an organisation.

HRM practices for increase organisational
profit and productivity
Human resource management provide various advantages
for both entities employer and employee as well as
render the organisation support in increasing the
productivity and profitability of the enterprise.
 Development and Training: This activity is conducted
for increasing the knowledge and skills of the worker of
the Kingfisher new as well as existing for introducing
with the new technologies and abilities.

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Reward Management: This is also one of the most effective
strategy or function of human resource manger which is
organised for the development and motivation of
employee. These reward can be both non-monetary and
monetary form.
Job Design: It is the duty of human resource management to
work and design various planed for the development of
worker.

CONCLUSION
From the above report it can be concluded that human
resource management is very important for managing
employee and employer relation. This help an enterprise
in growing their overall profitably as well as performance
of worker. There are few purpose and functions of HRM
i.e. planning, rewarding, hiring and others.

REFERENCES
 Rousseau, D. M. and Barends, E. G., 2011. Becoming an
evidence‐based HR practitioner. Human Resource
Management Journal, 21(3). pp.221-235.
 Wilson, A. and et. al., 2012. Services marketing:
Integrating customer focus across the firm.
 Farndale, E., Scullion, H. and Sparrow, P., 2010. The role
of the corporate HR function in global talent management.
Journal of world business. 45(2). pp.161-168.

THANK YOU