Human Resource Management Assignment

This assignment provides a detailed overview of Human Resource Management (HRM) and its various methodologies. It discusses the importance of HRM in ensuring smooth business operations and managing human assets effectively. The assignment highlights the different steps involved in the selection process, including preliminary interviews, screening of applications, employment tests, physical examination, and final selection. Additionally, it provides a sample CV and an offer letter for a Marketing Manager position. The summary concludes by emphasizing the significance of HRM in meeting workforce demands and achieving organizational goals.

Human Resource Management

CONTENTS
Introduction:............................................................................................................ 3
Task One................................................................................................................. 3
P1. Purpose and the functions of HRM, applicable to workforce planning and
resourcing in Kingfisher........................................................................................ 3
2. Strengths and weaknesses of different approaches of recruitment and
selection............................................................................................................... 7
Task Two............................................................................................................... 10
P3. Benefits of different HRM practices within Kingfisher for both the employer
and employee..................................................................................................... 10
P4. Effectiveness of different HRM practices in terms of raising Kingfisher plc
profit and productivity........................................................................................ 12
Task Three............................................................................................................ 13
P5. Importance of employee relations in Kingfisher with respect to influencing
HRM decision-making......................................................................................... 13
P6. Impact it has upon HRM decision-making and key elements of employment
legislation........................................................................................................... 14
Task Four.............................................................................................................. 15
P7. HRM practices in a work-related context, using specific examples................15
Conclusion:............................................................................................................ 17
Reference:............................................................................................................. 18
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·INTRODUCTION:
The Management operation is worried with various undertakings running from detecting human
asset needs, distinguishing sources, drawing in appropriate competitors, staffing, circulation of
parts and obligations, compensation and advantages etc. Human Resource Management is a
component of general authoritative capacities that arrangements with the exercises of overseeing
work force viably to meet associations' human asset request so that the association can create the
deliverables by investigating human asset and different assets as well. Administrative capacities
and agent capacities are performed to meet the general human asset need of an association.
Choices should be taken with respect to determination of reasonable HRM rehearses the same
number of methodologies are accessible, for example, best fit approach, best practice approach,
configurational approach and each of the approach is portrayed by various treatment and
introduction towards workers.
·TASK ONE
·P1. PURPOSE AND THE FUNCTIONS OF HRM, APPLICABLE TO
WORKFORCE PLANNING AND RESOURCING IN KINGFISHER
The Management work has its motivation of powerful administration and productive use of
human asset to fulfill associations' human asset requirement for accomplishing hierarchical
objectives by working business consolidating different assets and use of all assets for performing
diverse exercises (Dessler and Tan, 2009). For Kingfisher, the essential reason for Human
Resource Management is to have a proper workforce that will encourage accomplishing
authoritative objectives by compelling administration of the workforce.
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Human Resource Management has its key reason for overseeing human asset to guarantee
business operation by giving and meeting human asset need of an association. The motivation
behind Human Resource Management has moved further nowadays and now the capacity has
extra reason for expanding the profitability of work force and productive utilization of human
asset to be aggressive in the market. For smooth business operation, an association needs some
crucial assets and human asset need is one of them and meeting and fulfilling human asset
require by providing reasonable work force the center motivation behind Human Resource
Management is served. Associations require human asset for performing distinctive exercises
like organization, operation, creation in truth all other practical exercises requires HR. Human
Resource Management has a few capacities to manage. The capacities can be separated into two
classes; initial one is authoritative or administrative capacities another is operational capacities.
The capacities are comprehensively portrayed by the beneath picture. The crucial elements of
Human Resource Management can be portrayed by five progressive strides. These means have
distinctive duties to manage and every these means on the whole play out the Human Resource
Management capacity to accomplish the motivation behind Human Resource Management.
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Work examination and Recruitment and Selection: The as a matter of first importance capacity
of Human Resource Management is articulating human asset require by dissecting distinctive
duties of various positions in an association. In the wake of deciding the human asset need,
enrollment and determination movement begins. For enlistment and choice there are some
different errands to perform which begins with distinguishing appropriate human asset (Noe,
2006). Drawing in craved human asset, assessing them, enrolling staff lastly selecting most
appropriate human asset expresses the limit of this capacity. The capacity can be depicted by the
underneath type of presentation:
Preparing and Development: Training and advancement is unavoidable capacity of Human
Resource Management which is worried with enhancing representatives' abilities, learning and
skill. Representative preparing and improvement is helpful for hierarchical accomplishment as it
expands worker profitability which empowers workers to perform errands all the more
effectively.
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The 'best practice' approach expresses that exercises of Human Resource Management are steady
to accomplishing authoritative goals paying little mind to the way of business. The approach
trusts that there are association between hierarchical objective achievement and human asset
exercises. 'Best practice' approach asserts that ideal human asset strategies will probably produce
better yield by making representatives focused on association, by expanding productivity of
workers and by decreasing non-attendance. Then again, 'best fit' approach explains that there
ought to be more prominent fit between hierarchical strategies and authoritative setting (Noe,
2012). Associations ought to concentrate on both the workers and the association all in all. This
approach concentrates on ideal human asset systems that is appropriate for the association which
will be helpful for general welfare for all. The hard model of Human Resource Management
organize the requirements of association and regards staff as physical asset where the delicate
models of HRM organize the necessities of representatives and workers are given most fixation
by keep up their pay, remunerate , tolerable workplace et cetera.
Introduction and usage: This capacity endeavors to lucid parts and duties of a position so that a
representative can comprehend the relationship position, work obligation, power and reporting
of the possessing position. The capacity additionally tries to build up a structure to use the
profitability of representatives productively for authoritative advantages.
Keeping up the workforce: Safety of workforce is another theme of concern. There are some
settled guidelines and controls that require wellbeing of representatives and conventional work
environment. For investigating the full profitability of representatives, it regards give workers a
decent working condition. Different worries of these capacities are encouraging representative
relationship, unionization and so on. The best possible correspondence of representatives with
administration and worker's guild can produce better yield and it encourages powerful support of
workforce.
Execution examination and Compensation and Benefit: Measuring the execution of
representatives of various positions and contrasting the execution with set norms by utilizing
diverse execution evaluation systems is the center worry of this Human Resource Management
work. At that point it comes the theme of giving workers money related advantages and
distinctive nonfinancial advantages which is conversely utilized as compensation of
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representatives. The terms of enlistment expresses the compensation frameworks and the
capacity is engaged to quantify execution of representatives and giving them legitimate pay.
L壱
L壱2. STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES OF
RECRUITMENT AND SELECTION.
Kingfisher can enlist from inside or outside sources. Choice need to made viewing selecting
wellspring of enlistment as there are tradeoffs between Internal enrollment can be
comprehended by distinguishing whether a position is topped off from work force inside the
association or from the outside source and if the position is filled from staff inside the
association it is called inner selecting. At the point when position of an association is topped off
from outside source, it is called outer enrollment.
-Internal Sources
-External Sources
-Advertisement
-Employment Agencies
-Schools Colleges and Universities Recruiting
-Unsolicited Application
-Temporary Agencies
-Outsourcing
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At the point when opportunity emerge there are many ways to deal with enlist and select for the
employment opening. Deliberate way to deal with enrollment and choice will be appropriate for
Kingfisher. This strategy will probably decrease inclinations in the enlistment and choice
process. There are an arrangement of techniques that keep up suitable enlistment and choice of
representatives. Customized enlistment and determination is inverse to the efficient approach
which organize relationship in times of the procedure. The efficient approach has a few
qualities. To start with, quality that is significant on the grounds that precise approach explains
set of working responsibilities before the enlistment and determination handle begins. The
precise approach is refined however it takes after far where successive strides may not be proper
for each association sort and this long procedure may cause colossal assets which are by one
means or another overstate the procedure and it is another shortcoming of this approach.
Accordingly there is clear data with respect to all parts of a position which empowers a person
to distinguish sought occupation position. Second, the precise approach portrays ability stock
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that is posting all required arrangement of aptitudes to hold a position in an association which
empowers an association to enlist and select suitable work force. Third, efficient approach
encourages break even with business opportunity and it has distinctive positive effect on the
operation and also goodwill. The shortcomings are; methodical approach will probably make
complexities while choosing work posting methodology as there may be subjective and obscure
characteristics required for a position. Another shortcoming of the approach is there may be
absence of close circle between subsystems that constitute general system which will bring about
poor enlistment and choice (Price, 2011).
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·TASK TWO
·P3. BENEFITS OF DIFFERENT HRM PRACTICES WITHIN KINGFISHER
FOR BOTH THE EMPLOYER AND EMPLOYEE
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The configurational approach expresses the authoritative logical reliance alongside general fit as
far as level and vertical view. The approach looks to coordination of HRM strategies with other
hierarchical arrangements alongside best practice claims. Diverse authoritative practices have
distinctive introduction toward preparing and improvement of representatives, occupation and
working environment plan, hierarchical adaptability, installment and reward framework,
execution evaluation and checking procedures. Best fit approach is circumstance and setting
escalated, so the approach will probably focus on preparing and improvement of representatives.
The employment and working environment plan and structure is more helpful for proficient
operation since best fit approach investigate hierarchical setting and consider extraordinary parts
of organizations. There are diverse prizes frameworks like inherent reward framework which is
worried about occupation improvement, pride in a position, work turn thus on where outward
reward framework manages materialistic advantages (Torrington, 2009). Best fit approach will
be fitting for representative and bosses of Kingfisher as far as reward framework as it is more
association situated and the approach additionally tradeoffs amongst monetary and nonfinancial
prizes. Associations are presently trying to be aggressive in the commercial center by different
Human Resource Management strategies and practices. HRM practices can be characterized as
coordinated framework that is proposed to recognize, pull in, enhance, rouse, remunerate and
hold staff to guarantee operation of an association and appropriate usage of human asset to
accomplish associations' long haul goals. The HRM practices are likewise centered around
keeping up consistency with different assets as far as strategies and systems so that the practices
encourage accomplishing association objectives. There are numerous HRM rehearses like, 'best
fit approach, best practice or widespread approach, possibility administration approach,
configurational Human Resource Management approach and vital Human Resource
Management hone approach (Simons, 2011). The widespread best practice approach treats
diverse issues of HRM correspondingly. HRM exercises like pulling in, enlisting, selecting, pay,
advancement and maintenance of workers are comparable in best practice approach paying little
heed to hierarchical changeability and the approach expected to reward representatives and
persuade them and give them a superior treatment. The advantages of best fit approach is that
the approach in planned to create better yield by embracing most fit systems for an association
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with higher level of coordinated strategies. More noteworthy coordination among HR strategies
and other authoritative arrangements is recommended by the approach the adjusted
arrangements will probably bring about upper hand for an association.
L壱
L壱P4. EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS OF
RAISING KINGFISHER PLC PROFIT AND PRODUCTIVITY.
Organizational circumstances and settings are considered alongside more noteworthy level of
underline on associations' flat and vertical fit in the configurational HRM approach. In this way,
the approach is said to be a blend of best practice approach with extra fit. Subsequently the
approach is relied upon to make organization operation smooth and modern as it industry best
practices are received alongside association responsive introduction HRM arrangements. This
will prompt to an expansion in the profitability of workforce which will bring a benefit
thankfulness for Kingfisher. These are the ways diverse techniques can be connected to
Kingfisher and the usage of this approach will bring distinctive results for the associations.
Diverse HRM hones create distinctive open doors for associations as their introduction towards
workforce is distinctive and these varieties in treatment of workforce raise benefit or
profitability in an unexpected way. The best fit approach will produce more benefit for
Kingfisher as it looks for propriety of the approach considering the unique circumstance and
circumstance of the organization. The approach will execute the HRM techniques that are ideal
for the association and there are more noteworthy consistency between HRM strategies and
hierarchical arrangements (Martin, 2009). The incorporated and composed strategies will
probably work well which will raise profitability and benefit by better planned working. The
approach is more centered around giving workers great reward and installment additionally the
approach is focused on representatives preparing and advancement which will most likely
increment effectiveness and efficiency that will bring about an expansion in benefit for the
Kingfisher. The universalistic or best practice approach will likewise be powerful in some sense
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since taking after built up methodology and measures will probably produce better yield.
Parallel relevance of HRM practices is kept up in best practice approach and the approach will
set up a sound hierarchical operation. The complex best practice approach will guarantee
business operation of Kingfisher in a decent way considering benchmark and standard and this
will definitely raise the profitability of representatives and receiving best practice approach will
return better yield and benefit (Snell, 2015).
·TASK THREE
L壱P5. IMPORTANCE OF EMPLOYEE RELATIONS IN KINGFISHER WITH
RESPECT TO INFLUENCING HRM DECISION-MAKING
HRM basic leadership ought to adjust amongst upsides and downsides of various accessible
HRM approaches as they produce diverse yields. For Kingfisher, HRM basic leadership ought to
embrace best fit approach of HRM practice to implement a decent representative connection
with business which is essential for authoritative benefit and efficiency. HRM choices making
needs to define plan and methodologies that will encourage great representative, relationship by
embracing diverse methodologies from options. Representative indiscipline can happen if there
is poor correspondence and connection and it will influence associations' operation
antagonistically. There are some essential necessities like average workplace, reasonable reward
and advantage strategy, engagement in basic leadership and nonattendance of these issues which
is known as worker grievance and this may bring about genuine damage to an associations''
general benefit. In this way, it is critical to have a decent representative connection which is an
element of HRM basic leadership and the basic leadership process is expected to build worker
engagement for better yield (Sims, 2007). HRM basic leadership is worried with choosing which
way to deal with embrace for HRM strategies, how to manage workforce related issues, how
representatives can be prompt to accomplish hierarchical objectives and how to arrange
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authoritative approaches with HRM approaches. It is critical to have great worker relationship in
an association for better working of the considerable number of exercises and projects that are
work concentrated. Representative relations implies methods for overseeing appropriate
correspondence with workers, giving legitimate treatment to them and considering their
advantage. Great correspondence and connection amongst worker and boss encourages viable
operation of business and it will probably create a few advantages like expanding profitability,
decreasing non-appearance, reinforcing representative duty to objective and targets and more
prominent engagement of representatives in business operation. A few techniques are accessible
for making great representative relationship and best fit approach is one of them.
L壱P6. IMPACT IT HAS UPON HRM DECISION-MAKING AND KEY
ELEMENTS OF EMPLOYMENT LEGISLATION
There are wellbeing and security issues like boisterous and unsafe creation prepare,
treatment of chemicals, intemperate temperature generation handle display hazard presentation
and workers' wellbeing and wellbeing issues shield and protect them from such dangers. Terms
of work, set of working responsibilities, wages and compensation, rebuilding and lay off issues,
unionization and outside relationship are some subject of business contract and associations'
have to take after these enactments as these are ties to them. The components of business
enactment have impacts on HRM basic leadership as HRM approach need to embrace these
prerequisites while executing HRM rehearses. These components are the ties that are set up by
various powers like government and universal administrative and global non-legislative
associations. Besides, these issues are morals issues of Human Resource Management that are a
few sorts of moral ties over association (Stewart and Brown, 2010). Subsequently associations’
embrace these issues in their basic leadership prepare and these issues shape HRM structure and
practices. In this way, components of work enactment have impacts upon basic leadership of an
association. The universalistic approach of HRM expresses a few standards and controls and
there are presences of a few rule that are acknowledged for the most part and legitimately
everywhere throughout the world with respect to work issues. All the HRM approaches
acknowledge business enactment and HRM basic leadership is done considering those
enactments. Break even with treatment of representatives and equivalent work opportunity is
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one of the enactments that support correspondence in business opportunity and treatment.
Businesses will undoubtedly give representatives a nice workplace that is free from dangers and
dangers, lewd activities and separation. There ought to be sufficient security and information
insurance for representatives and workers' private life ought to be shielded from undesirable
meddles. Information security, hereditary testing, individual data should be ensured by use of
enactments.
Data protection Act 2018 : Data protection act is required within the company
environment in order to ensure employee and customer secured data. In terms of present
scenario security is considered to be the foremost aspect of an organization (Armstrong and
Taylor, 2014). It is the responsibility of HRM to protect all employee or customer data from
hacking, threats, vulnerabilities or attacks. HRM needs play a critical role in helping to manage
better effective goals.
Health & Safety Act 1974: it is the foremost function of HR with organizations
employing a different person to handle each and creating separate departments around them.
This also helps to re control the major activity goals. HR needs to make many efforts and
planning to protect the health safety of their employees (Bratton and Gold, 2017). Changes in
employment law can affect or change the decision making approach of HRM.
Equality Act : Equality act is most considerable act that company needs to adopt into
their practices. Equality act must change the decision making approaches of HRM in terms of
making new policies and goals.
Discrimination Act : Anti Discrimination or civil act is the another significant culture of
task that affect the better growing performance (Brewster and Hegewisch, eds., 2017). HRM
practices get affected from the act through implemented new versions of task process.
·TASK FOUR
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·P7. HRM PRACTICES IN A WORK-RELATED CONTEXT, USING
SPECIFIC EXAMPLES.
For applying HRM hones for the post of HR collaborator of Kingfisher, firstly the
standards and duties must be recognized and the set of working responsibilities ought to be
refined. At that point, the HRM approach is to be embraced and for this association, best fit will
be more recipient. After that, capacities like occupation examination and enrollment and choice,
introduction and use, support of workforce, execution evaluation and pay and advantage lastly
preparing and improvement are should have been performed in a successive frame for
overseeing and meeting the human asset need of an association. HRM approach and other useful
and general authoritative strategy must be composed for strong business operation which will
build profitability and raise benefit for the association (Story, 2007). The general enlistment and
choice process can be portrayed by underneath flowchart: Application of HRM practices in a
business related setting will empower a person to obtain profound learning of the HRM
capacities and additionally general usage of the systems to procure viable information. Applying
HRM hones in the Kingfisher, the main thing is to do is selecting ideal HRM hones accessible
from various choices. The here comes the elements of HRM and it begins with examining
human asset requirement for an association. Parts and duties of the position are should have
been verbalized and afterward expected set of responsibilities should be determined. Pulling in
asset faculty, staffing them by fitting enlistment and area systems are the errands of next stage.
The choice procedure can be portrays graphically by underneath figure:
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At that point there are exercises like worker support, preparing and improvement, execution
examination, remuneration and advantages and so forth.
Selection process
It is the process where company selected the final candidates for the preferred
designation in order to meet the company needs of required candidates. In order to select
candidates from selection process company needs to adopt some following steps
Preliminary interviews : Selection process starts with preliminary process. In this
process company eliminate unwanted candidates and selected candidates will shift to the next
process (Chelladurai and Kerwin, 2017).
Receiving Applications : in this process candidates required to fill the standard
application form which include age, qualification, experiences etc.
Screening of applications : in this process of screening helps HR to take the right
candidates according to their needs and wants. Usually the candidates selected for interview are
four to six times the number of posts.
Employment tests: it is the another test after screening process of selected employees.
In this test candidate can able to crack intelligence tests, personality tests, aptitude tests etc.
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Employment interview : this is the main step of given interview in front of panel, this
helps to know more about candidates (Chelladurai and Kerwin, 2017). It helps to select the final
candidate for the specific job.
Physical examination: This tests helps to examine the physical strength of an individual
candidate.
Final selection: In this process final candidate will be selected or appointed for the
vacant position.
CV
CV
Jennifer Cruse
Education:
·MBA in Marketing communication
·BBA in management
·Certification in sales
Honors and Awards
·Certification in education
·Academic certifications
Hobbies & Skills
·Drawing
·Networking
·Creative
OFFER LETTER
The number store
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1fiji way
Number, UK 1547896
(458)- 9457
Bob Jostle
2 Heaven
London
United Kingdom
Dear Bob:
As per the recent sessions, we are pleased to offer you the position of Marketing Manager with
your organizations. We feel that your skills and background is perfectly matched with this
profile.
If you choose to accept this offer, please sign the second copy of this letter in the space provided
and return it to us. A Stamped self addressed envelope is enclosed for your convenience.
We look forward to welcoming you as a new employee is enclosed for your convenience
Sincerely,
John wisdom
HR Manager.
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·CONCLUSION:
Diverse methodologies of HRM have distinctive introduction towards representative treatment
and the capacities and obligations of HRM guarantee the successful HR administration. Human
Resource Management is a useful range of general hierarchical administration which is worried
with overseeing human asset and taking care of human asset demand of an association to
guarantee smooth business operation. Human Resource Management require leading a few
exercises like performing diverse elements of HRM, selecting HRM approach for compelling
support of workforce that is pivotal for an association's destinations.
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·REFERENCE:
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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