HRM Practices and Employee Recruitment

This assignment highlights the importance of proper Human Resource Management (HRM) practices in employee recruitment. It emphasizes that if not done correctly, it can affect organizational goals, individual performance, and profitability. The assignment also explores various research studies and articles on HRM practices, employee recruitment, and selection processes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing...............1
P2. Strength and weakness of different approaches to recruitment and selection......................2
TASK2.............................................................................................................................................3
P3. Benefits of various HRM practices for employer and employee..........................................3
P4 Evaluate effectiveness of HRM practice for raising productivity and profit.........................4
TASK 3 ...........................................................................................................................................5
P5. Importance of employee relation with respect to influencing HRM decision-making.........5
P6. Key elements of employment legislation and its impact on decision-making......................6
TASK 4 ...........................................................................................................................................7
P7. Application of HRM practice in work related context using specific examples..................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is a continuous process of selecting, recruiting, training
and motivating employees in the organisation. Major purpose of HRM is to maintain and
enhance productivity of the organisation so that the goals are attained in the coordinated and
sequential manner. Functions of human resource management are inter- related with each other.
This means if one function is not performed in appropriate manner than other function will
automatically be affected(Arrowsmith and Parker, 2013). This report will be based on Kingfisher
plc which is one of the leading retailer of Europe. Company deals in electrical and general
merchandise. Topics covered in this report are strength and weakness of recruitment and
selection process, function and purpose of HRM, key elements of employment legislation, etc.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing.
Human resource management is generally concerned with recruiting and training the
employee's in a sequential manner to achieve the targeted goals. Manager of Kingfisher can do
this by analysing the future needs of the company. Major functions of HRM which the manager
of Kingfisher can perform are discussed below-
 Training and development- Training is generally given to employee's to increase their
skills and performance in the organisation. Manager of Kingfisher can provide proper
training to the employee's. So that their capability to perform better is improved. These
training and development programmes can be organised by the HR manager of
Kingfisher on regular basis so that employee's skills are regularly improved.
 Recruitment and selection- Another major function of HRM is to hire skilled and
talented employees for the organisation. The Kingfisher management development
scheme is planning to recruit graduates for the growth and expansion of the company. So
the focus must be on recruiting right candidate for the right job(Bondarouk, 2011).
Purpose of HRM function
 Managing employee relation- One of the most important function of HRM is to
maintain and facilitate proper relationship with the workforce of the organisation. This
will directly lead to managing disputes and conflicts of Kingfisher. If there is good
relation between the superior and subordinate than work of the company will not be
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affected. It is the duty and responsibility of HR manager to engage its employees in the
process of decision-making so that better relationship can be maintained.
 Performance Appraisal- Second most important purpose of HRM is to appraise the
employee's for better work done. Appraising the employee's for improving the
performance will directly lead to increase in motivation among the workforce of
Kingfisher. Management of Kingfisher can appraise its employee's after regular intervals.
Approaches to HRM
Major focus of HRM is to improve the performance and productivity of employee's by
motivating them in the coordinated manner. This can be by using various approaches to Human
resource management. As with the help of these resources manager will have a idea in dealing
the work and functions of Kingfisher. These approaches are of two types- Soft Approach and
Hard approach. According to soft approach each and every need of the individual is kept in mind
by the management of the organisation. As in this the individuals are considered as a valuable
resource for the organisation. So plans and strategies in Kingfisher can be made for the
achievement of those needs. Whereas hard approach says that negative motivation can be applied
by the management of Kingfisher to extract work from its employee's(Brannan and et. al., 2011).
M1 The functions of HRM can provide talent and skills appropriate to fulfil business objectives.
If the management of Kingfisher is successful in providing better training and
development programmes to the individuals in the organisation than the employee's will
automatically perform better. It the duty of the organisation to perform various functions in the
proper manner. As this will help in achieving goals and objectives in the best possible manner.
The various HRM functions will help in reducing the chances of employee retention and will
lead to performance appraisal of the valuable employees of Kingfisher.
P2. Strength and weakness of different approaches to recruitment and selection.
Selecting right person from the available pool of candidates is very much necessary for
the manager of Kingfisher. The company follows both internal and external recruitment
procedure so that they can choose from wide range of options. The process for recruitment and
selection in Kingfisher is discussed below-
 Internal recruitment - Under this method of recruitment candidates are selected from
the organisation. This means employees already working in the organisation applies for
the vacant job position. As per KMDS company can choose candidate from the already
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existing employee's. Choosing candidate from internal sources will save time and cost of
the Kingfisher.
Strength- Using this method will lead to increase in motivation among the employee's as they
will be directly promoted. Cost and time of the organisation will also be saved.
Weakness- Kingfisher might not be able to promote each and every individual and promoting
one employee will lead to demotivation among the rest of the employees of Kingfisher(Breaugh,
2013).
 External Recruitment- Under this process candidates are selected from the various other
sources. If manager of Kingfisher uses this method than best candidate will be selected
for the available job position. Company is currently using online recruitment for selecting
desirable candidate.
Strength- External recruitment process will give wide options and the candidates applying for
the job will have good set of skills and knowledge(Paik and Navarre-Jackson, 2011)).
Weakness- The chances of getting wrong data about the candidates increases. As while applying
online for the job candidates sometimes provide improper information. This may waste time of
the HR manager of Kingfisher.
Selection method used in Kingfisher- Company is currently using interview method for the
process of selecting candidate for the job. By using this method company can easily analyse the
skills and knowledge of the individual. As by using this company will get to know that
individual is fit for the job or not. Interview method has its own strength and weakness which are
mentioned below-
Strength- Chances of miscommunication is reduced in this to method as the interview is
conducted in the physical presence of interviewee and interviewer(Donate, Peña and Sanchez de
Pablo, 2016).
Weakness- The writing skills of the candidate is not tested so this process can be said as
incomplete. If the interviewer is not efficient in performing the duty than right candidate might
not be selected.
M2 The strength and weakness of different approaches to recruitment and selection.
The various approaches of recruitment and selection has its own pros and cons. If these
procedures are not performed in the systematic manner than the resources of the organisation
will be wasted and the employees will not be able to perform the assigned task in the best
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possible manner. One of the biggest strength of recruitment process is the motivation level of the
employees will be increased and the employee's. Whereas the weakness is it can sometime lead
to miscommunication in the organisation.
D2 Evaluate the strength and weakness of different approaches to recruitment and selection.
Recruitment and selection process in the organisation has its own pros and cons. As if
skilled and talented employee's are hired in the organisation than they will be able to perform in
the best possible manner. Overall productivity of the organisation and employee's will be
increased. Whereas if proper selection method is not chosen in the organisation than employee's
might get demotivated and chances of employee turnover will be increased.
TASK2
P3. Benefits of various HRM practices for employer and employee
HRM practices are the set of various skills by which work can be managed in effective
manner and performance is enhanced. These practices can be considered as one of the most
important tool for managing working in any business organisation. As these practises also helps
maintaining good relationship with subordinates in Kingfisher. HRM practices followed by the
manager of Kingfisher are stated below-
 Training and development- According to this practice company needs to organise
proper training programmes for the betterment of employee's and organisation as well.
By giving training to the newly recruited candidates kingfisher will be able to maintain
proper working environment in the organisation. The skills and personality of the
individual in Kingfisher will be developed(Gama, McKenna and Peticca-Harris, 2012).
 Recruitment and selection- Proper and structured recruitment process is being done in
Kingfisher as the company believes that employees are the valuable assets of
organisation. Each and every step in recruiting and selecting candidate is carried out in a
sequential and coordinated manner.
Benefits to Employees- HRM practices has various benefits for the employee. Some among
them are discussed below-
 Skills and knowledge of the individual can be increased by providing proper training and
development.
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 These practices reduces the chances of discrimination and unhealthy environment in
Kingfisher which means every individual is given equal opportunity.
 Employee will feel motivated towards their work and will be loyal towards their work
and organisation.
Benefits to Employer- Benefits of HRM practices with regards to employer are as follows.
 Chances of employee turnover and absenteeism is reduced which directly leads to
increase in productivity of employees and organisation. This means employees will stay
in company for longer period of time.
 Competitive advantage can be easily achieved by the employer as every work will be
managed in a desired manner.
 Organisational goals will be easily achievable because right candidate will be given
opportunities. Target of increase in Market share and productivity will also be easily
achievable by the management of Kingfisher(Greenwood,2013).
M3 The different methods used in HRM practices, providing specific examples to support
evaluation.
There are various methods of HRM practice such as training ,development, recruitment
and selection. These practices helps the employee's and employer in achieving the desired goals
and target in the best possible manner. For example if proper training is given to employee's
than their skills and productivity will be increased. While on the other hand after introducing
such practices chances of employee turnover in the organisation will be decreased. The
organisation will also be able to gain competitive advantage in the systematic manner.
P4 Evaluate effectiveness of HRM practice for raising productivity and profit.
HRM directly helps in improving the productivity and performance of Kingfisher. HRM
practices consist of various tasks such as hiring candidate, providing trainings to them,
motivating and guiding them. HRM practices focuses on maintaining positive working
environment in organisation. The major HRM practices which help Kingfisher in achieving
profitability and productivity are discussed below-
 Sharing information- Necessary information can be transferred in a hierarchical manner
with the help of HRM practices and procedures. This means information is passed from
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superior to subordinate for proper management of work. If right information is passed out
than productivity and profit will be automatically increased as there will be
miscommunication in Kingfisher. Proper sharing of information will also reduce the
chances of conflicts and disputes in Kingfisher and will promote productivity.
 Performance management system- Under this process the performance of employees is
evaluated and analysed. Manager of Kingfisher can evaluate employee's performance on
basis of current and past performance. As after doing this probable areas of improvement
can be known by the manager of Kingfisher. If performance is improved than employee's
will automatically give their best output which will leads to increase in profitability and
profit of Kingfisher(Hennekam and Herrbach, 2015).
 Coordination- Proper management and coordination of each and every activity will
result in less error in the work of Kingfisher. If the management of Kingfisher is able to
handle and coordinate the work in desirable manner than the organisational goals will be
easily achievable by the management. This will directly lead increase in profitability and
market share of Kingfisher.
D2 Critically evaluate HRM practices and application within an organisation.
If the management of the organisation is able to use the various HRM practices than there
will be better coordination of activities, vital information will be easily transferred and chances
of miscommunication will be decreased. This is because each and every activity will be
conducted in the best possible manner. For example if the management of the organisation is
successful in managing the complex task by providing better training and development to the
employee's than their skills will be improved than organisation will be able to compete with the
competitors in the appropriate manner.
TASK 3
P5. Importance of employee relation with respect to influencing HRM decision-making.
Managing employee relation and engagement in kingfisher can be done with the help of
collaborative approach. According to this approach good employee relation will directly lead to
success of Kingfisher. If there is healthy relationship between superior and subordinate than
Kingfisher will able to make better plans for the future course of action. This will also lead to
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increase in satisfaction among the customers of kingfisher. Collaborative approach has its own
effectiveness some of them are.
 Chances of conflicts and disputes will be reduced as employee's will know what is to be
done and how it is to be done.
 New and innovative ideas can be generated by using this approach in the best possible
manner. Employee's will be able to give better plans for the completion of task and they
will also help the manager of kingfisher in taking best decisions for the management.
Kingfisher is considering their employees as the most important asset for the organisation. So
company is trying their best to involve its employee's in the process of decision-making.
Company is also focusing on building adequate relationship with its subordinates. It is seen that
the employee's of Kingfisher are performing their task in effective and efficient manner because
management is taking care of the needs of its valuable employee's. Major benefits of employee
relation for taking effective decision are-
 Needs and wants of employees will be taken into consideration by kingfisher. So
manager and individuals will work accordingly because those needs are to be achieved.
 Chances of disputes will be minimised in Kingfisher as employee's will not be against the
decision of management.
 Employees will feel motivated and encouraged at the workplace and they will also be
loyal towards their work(Lievens and Chapman, 2010).
So it can be conclude that manager of Kingfisher can focus on maintaining proper, adequate and
effective relationship with its employee's to increase the productivity of their company.
P6. Key elements of employment legislation and its impact on decision-making.
Employment legislation is taking care of the rights of the employee's and protecting them
from any misleading behaviour of management. There are also some legislation which has been
incorporated by the manager of Kingfisher these laws are discussed below-
 Equality Act 2010- According to this law every employee in Kingfisher must be given
equal rights and opportunities to grow in organisation. Salary or wage of every employee
respective of their gender, caste, creed, race must be equal. Management of Kingfisher
must not discriminate between the males and females in the organisation. Major motive
behind implementing this law is giving equal roles to employee's according to their
performance and not according to their background or gender.
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 Employment rights act 1999 and 2003- As per this law every employee in Kingfisher
has certain rights which must be followed in the sequential order. These rights include
minimum wage right which means every individual in Kingfisher will get a fixed amount
of money as salary or wage according to the time period worked by the individual.
Kingfisher must focus on safeguarding the interest of employee's(Mahmood, 2015).
TASK 4
P7. Application of HRM practice in work related context using specific examples.
It is very much necessary for Kingfisher to manage its workforce in a effective manner as
this will help in enhancing performance and reducing disputes. This can be done by using
KMDS in a structured manner. Company also needs to recruit right candidates having desired
skills, knowledge and talent. For this company must be clear with its needs for the future. This
means company must know what type of candidate will be required for vacant job
position(Marescaux, De Winne and Sels, 2012).
JOB DISCRIPTION
Job Details
Post- HR Senior Consultant
Company- Kingfisher
Job Purpose
Energetic and dynamic candidates are required for managing and handling the work and
products of Kingfisher. Candidate must also have skills of selling the products of Kingfisher.
Roles and Responsibilities
 Human resource polices and procedures must be properly known.
 Developing and implementing HR polices
 Ensuring HR polices and laws are properly followed by the organisation.
 Preparing projects related to Human resource.
 Conduction of sequential audit
 Conducting training session for the employee's of organisation.
Person Specification
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Post- HR senior consultant
Department- HR
Key- (A) Application From, (I) interview, (R) role
Attributes Essential Desirable
Qualification & Experience Post-graduate in
management. Minimum 5
years of experience in the
field of HR department.
Experience in HR
departmental with regards to
management sector.
Skills or knowledge Proper written annd
communication skills.
Must know how to handle
customer
Structure of interview- Basic questions which can be asked by the interviewer in Kingfisher for
selecting the right person are as follows.
 Tell your strength and weakness
 what can be the responsibilities of HR senior consultant(Mariappanadar, 2013)
 how can better relationship can be maintained in the organisation.
Offer letter
Name
Address
City,Code
Dear Mr,( last name)
Kingfisher is pleased to appoint you as the HR Senior Consultant. As per the prior discussion
with you the joining date will be 1 may , 20XX. Your salary will be paid on monthly basis.
Details regarding the medical and other benefits will be given to you after the joining date
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mentioned above.
We are looking forward for your welcome in Kingfisher. For further queries you can contact the
HR department.
Sincerely,
Name
Director(HR)
Kingfisher
By following this I will be able to know my strength and weakness the appropriate manner.
Various ways can be adopted to improve the weakness, so that I will be able to achieve my
individual goals with the limited period of time. I will also be able to handle and guide various
individuals because my skills and knowledge will be improved.
CONCLUSION
From the above given report it can be stated that HRM is very help full in managing each
and every task of the organisation. If the company wants to achieve its desired goals and
objectives than the major focus must be on selecting right candidate. If this is not done than the
organisational and individual goals will not be achieved and profitability of the organisation will
also be affected. With the help of proper HRM practices company can satisfy their customer in a
sequential manner.
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REFERENCES
Books and Journals
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement’for the values and
roles of the HRM function. The international journal of Human Resource management.
24(14). pp.2692-2712.
Bondarouk, T., 2011. Chapter 1 Theoretical Approaches to e-HRM Implementations. In
Electronic HRM in theory and practice (pp. 1-20). Emerald Group Publishing Limited.
Brannan, M.J., and et. al., 2011. Branded lives: The production and consumption of meaning at
work. Edward Elgar Publishing.
Breaugh, J.A., 2013. Employee recruitment. Annual review of psychology. 64. pp.389-416.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Gama, N., McKenna, S. and Peticca-Harris, A., 2012. Ethics and HRM: Theoretical and
Conceptual Analysis. Journal of Business Ethics. 111(1).
Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda. Journal of
Business Ethics. 114(2). pp.355-366.
Hennekam, S. and Herrbach, O., 2015. The influence of age-awareness versus general HRM
practices on the retirement decision of older workers. Personnel Review. 44(1). pp.3-21.
Lievens, F. and Chapman, D., 2010. Recruitment and selection. The SAGE handbook of human
resource management. pp.135-154.
Mahmood, M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources.53(3). pp.331-350.
Marescaux, E., De Winne, S. and Sels, L., 2012. HR practices and HRM outcomes: The role of
basic need satisfaction. Personnel Review. 42(1). pp.4-27.
Mariappanadar, S., 2013. A conceptual framework for cost measures of harm of HRM practices.
Asia-Pacific Journal of Business Administration.5(2). pp.103-114.
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Paik, A. and Navarre-Jackson, L., 2011. Social networks, recruitment, and volunteering: Are
social capital effects conditional on recruitment?. Nonprofit and Voluntary Sector
Quarterly. 40(3). pp.476-496.
Online
The employment act. 2019. [online] Available
through<http://www.ier.org.uk/our-work/reviewing-employment-relations-act-2003/>/.
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