HR Management Practices and Organizational Outcomes

This assignment involves analyzing various research papers and articles to understand the role of human resource management in influencing organizational outcomes. It requires identifying key concepts, such as high-performance HR practices, strategic HR management, green HRM, and global talent management, and examining their relationships with employee attitudes and behaviors, knowledge sharing, and organizational performance. The assignment aims to provide a comprehensive understanding of how HR management practices can shape organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Evaluating strengths and weaknesses of different types of recruitment and selection process
......................................................................................................................................................3
TASK 2............................................................................................................................................5
Covered in PPT............................................................................................................................5
TASK 3............................................................................................................................................5
P5 Analyse the importance of employee which influence HRM decision making.....................5
P6 Element of employment legislation and impact of HRM decision making............................7
TASK 4............................................................................................................................................9
P7 Evaluate HRM practices in work location..............................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

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. This is crucial part of an organisation to retain the employee of the enterprise
for long term (Tarique and Schuler, 2010). This report will study the purpose and functions of
HRM in Kingfisher. Plc who is one of the emerging retailing company of Britain. It will also
evaluate impact of human resource management activities on ER and how it affect the decision
making process. This report will examine the impact of these activities at workplace along with
various legislation to provide fundamental rights to workers.
TASK 1
P1 Purpose and functions of HRM
HRM is the activity which carry entire worker together for purpose of accomplishing
company goals. This is majorly work for increasing the productivity of products and services
through enhancing the performance of worker of Kingfisher for satisfying the consumer needs
and demands. This is very essential aspect of the respected company which work for the issues
resolution and avoiding any kind of conflicts at the workplace. There are few functions of HRM
of this company which is their responsibility to attain.
Purpose of HRM is to support Kingfisher in attaining targetted objectives and goals.
Developing and improving some guidelines in order to reduce the issues and conflicts from their
workplace (Impact of Human Resource Management on Organizational Performance, 2017).
HRM makes sure the expectation of employee are being considered by the organisation as well
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as worker are satisfied with the company policies and terms along with the strategies and proper
operations functioning.
Human resource management is responsible for performing various functions to manage
the operations and workplace dignity. Few of those function are explained as below:
Manpower planning: This is the most essential function of human resource management
is to performs and design the plans for manpower of Kingfisher and conduct the activities
according to it (Schuler, Jackson and Tarique, 2011). Employee are main source of implementing
a strategy within the organisation properly. This is duty of HR make appropriate plans for the
worker because in case of not properly planned program, that will lead to reduce ion revenues
which can cause for the decrease the productivity and wage of worker.
Recruitment & selection of worker: This is the function of human resource
management of Kingfisher to conduct or organise the activity of hiring and recruitment. HR
make sure the best and effective approach of hiring and recruitment is used for the recruitment
process to get the best and skilled worker which can maximise the outcome of company (Schalk,
Timmerman and Van den Heuvel, 2013).
Education, training & development of worker: Every organisation need proper
training for the improvement of skills and abilities of worker and describe the policies and
guidelines of company to new employee. It is the duty of HR to determine the budget and
organise training as well as development activities which render better quality, knowledge and
information to them affect the Kingfisher productivity and avail in retaining worker with the
company for a long period.
Compensation & reward: This is the remunerations form that are given to the worker
for the effective and better performance. This is a crucial part which is essential or the
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motivation and stimulation of worker and retaining them. This is the major source of motivating
worker of the Kingfisher for better performance and work in the competitive industry.
These all function and operations assist Kingfisher in attaining their goals and targets of
the company. Workforce planning is designed and organised by HRM through managing the
function which help in proper organisational generations. They manage personnel of Kingfisher
to obtain and achieve the target according to their skills and abilities which is the major reason
behind the aggressive development of organization among competitors.
Best Fit Approach vs. Best Practice
Best practice Best fit
Best practice argues that distinct policies of
HR will be included in compensation and
activities of rewarding of worker.
This activity encourages a framework aligned
with organisation's strategies.
According to this, HR promote commitment of
workers through supporting stimulative
activities.
This results in rendering competitive edge to
enterprise.
P2 Evaluating strengths and weaknesses of different types of recruitment and selection
process
Selection and recruitment is a process of hiring new employee and assigning them on the
right place according to their specialised area. This procedure is utilised for rectifying best
candidates from the pool of applicant for organisation. Kingfisher HRM organise this process for
identifying or selecting the best and skilled employee for which they make sure of effective
approaches according to the budget. There are various types of both activities to gain the
maximum results according to the consequences. There are various selection approaches such as
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job description, interviews, candidate selection which indirectly come under the recruitments
approaches that have been explained as below:
Internal recruitment in which the selection of employee for the vacant job profile is
made from inside the company (Rousseau and Barends, 2011). These employee work in the same
company. This process take place through undertaking various process such as promotions, job
posting, bidding etc. This approach is utilized four the accessing the abilities and skills of worker
in more efficient way. External source whereas is the method of hiring new candidates for the
enterprise in by using external tools of recruitment. Firm use this method for accessing new skills
and abilities within the company for the new and more creative ideas. This process is considered
more expensive the internal hiring and the candidates recruit proper training and development.
Third party recruitment is process in which the firm take help of headquarters and placement
agencies for the new candidates for the vacant job positions. These agencies utilised various
techniques and tools for the proper applicants selections. Through this the organisation oneself
do not have to make efforts but the agencies seek the proper and perfect candidates for enterprise
in order to make the best efforts accordingly. These sources utilise several different types of
technologies and tools for finding effective and suitable applicants for examples more flexible
advantages packages. Kingfisher can use these approach but first of all this is required to analyse
its strengths and weakness in proper way which is mentioned as below:
Strength
The internal recruitments aid in decreasing the cost of hiring of new worker as well as
help in accessing new abilities and skills of their employee. This motivate to the worker for
performing more effectively as well as required less training for the employee as they are already
familiar with the working environment. It save the cots of trainings and development as well as
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enrich the abilities, skills and morals of the worker as well as their fellah. This is proper and
traditional way of recruiting that is more reliable and credible approach. The major facility that
the external recruitment provides is render new abilities, creativity, and talent to the organisation
support innovative ideas for the strategies and plans. This also help in gaining more positive
results such as fresh work environment, increase in revenues and productivity etc. It avail the
company in getting the best worker among the candidates full of abilities and skills. It render
various chances of improvement as well as particulate in new activities. Whereas Third party
recruitment approach avail company in managing the time and cost through getting assistance
of another agency for attain purpose. This save the time, cost and efforts of organisation also
help in seeking desired candidates for work profile.
Weakness
Internal recruitments limits the abilities and skills of the workforce which is the major
recruitments of the time in the industry. It an cause of favouritism and nepotism which is
inappropriate for the workplace which can demotivate other worker an employees of the
company. This conjuncted the abilities and skilled criteria of company and restrained new and
innovative thoughts form organization. It can also demotivate other worker in case of biasses and
other conflicts situation. External whereas is a very expensive process of recruitment which can
cause of loss of money if the employee leaves the office after the recruitments. This is time
consuming, and take a lo of efforts (Renwick, Redman and Maguire, 2013). This is a very long
process which also requires training and development for the employee for induction and
introduction with the company policies and terms. Third party recruitments whereas not
reliable, credible process. There are not trustable also there are more probability of scam or faults
in this process. This can lead the confidentiality of company as well as leak their secrecy.
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TASK 2
Covered in PPT
TASK 3
P5 Analyse the importance of employee which influence HRM decision making
Ms. Rosily William
142, London, United Kingdom([e-mail])
October 24 2017
Chief Executive Officer
Paddington, City of Westminster
London, United Kingdom
Ms. William Black
Workers are indispensable part of an organisation which support it in developing and emerging
in the competitive market. They are the assets which increase the power, profitability of
organisation well as help in executing the strategic and plan in systematic way. Along with this,
Kingfisher should try to stimulate their worker to engage and involve in the decision making
activities of Kingfisher. This aid the company in gaining more involvement in the procedures
and increase the contact or communication between organisation and employee. From this,
worker feel more stimulated and motivated.
Employer should give preference to the choice and ideas of the worker. This make them
feel more responsible and active in the processes of organisation which impact more positively
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in the Kingfisher (Kehoe and Wright, 2013). For managing and maintaining healthy employee
relation, manger should organise and coordinate creative activities includes team work
practices. This create more creative and innovative environment at the workplace as well as
allow the worker to communicate with the authorities and other member of staff. This avail in
establishing transparent relationship among worker and employer and create a open workplace
environment.
If the kingfisher maintain a strong ER in the enterprise it will create more powerful
internal environment and effective services and products. The Kingfisher invest time and
money on the development and training for their employee for their proper grooming and
enhancing their skills and abilities as well as improve their judgements. This maintain the high
performance of worker and result in overall development of firm (Makri, Hitt and Lane, 2010).
Thank you for support and time.
Best
Ms. Bella Grandeur
P6 Element of employment legislation and impact of HRM decision making
Ms. Rosily William
Chief Executive Officer
Paddington, City of Westminster
London, United Kingdom
Ms. Rosily William
142, London, United Kingdom([e-mail])
October 24 2017
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Chief Executive Officer
Paddington, City of Westminster
London, United Kingdom
Ms. William Black
Various types of issues and conflicts arises among the organisation which can be either in
internal or external environment (Wilson and et. al., 2012). This is the function and duty of
human resource manager to avoid and reduce the conflicts from workplace for which hey
comply all state laws and regulation related top the employee. Government also conducted and
executed some fundamental rights for the development for protecting employee from
exploitation and provide them justice.
Equal Wage act was made for reducing the discrimination between the women and
men and to provide justice to them. According to this law, every employee have the rights to be
paid same and equal pay for their work. There should be no biasses on the grounds of gender,
race, religion and other factors. Minimum payment act states that the government have
determined a fixed wage mount in UK on the basis of age (Jiang and et. al., 2012). No company
can deny the employee for paying them under this certain amount which is determined by the
government of United Kingdom. Kingfisher have to comply this act under the policies and
guidelines to reduce the conflicts with government and to provide justice in company. in their
company as it is having various stores al over world and this act is mainly for workers.
Discrimination act states that every disables person have right to be treated equally in the
workplace. They should be not victimised for any kind of discrimination on the basis of the
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their disability. Kingfisher should include this law and make the fair treatments in their
workplace for the proper treatments and retention of worker for a long time. Working Time
Act was formed in was made in 1997 in which the state have ensured the worker are not being
exploited in the industry. The have determined the working time of employee i.e. 48 hours. In
case of more time than the limited, employee should be getting extra wage or they can call
company for trial. Health and safety act was formed by the parliament of United Kingdom win
which the government provided some fundamental rights to the labour of a company. It have
stated that the company support their worker with giving them rights of safety and security of
their job. No company can dismiss them from their working profile without a fair reason. Work
and Families Act which was formed in 2006 for facilities some benefits to the child and family
worker through rendering paternity, maternity and benefits of adoption in order to fulfil their
basic needs. This includes pay extensions, wage benefits etc. Data Protection Act was formed
in 1998 by parliament of United Kingdom according which an organisation is responsible for
keep the data and information of worker confidential in order to provide safeguard and
protection to them. This was organised for their employee protection and personal safety
benefits. On the other hand, Employment Act provide some basic rights and laws to the worker
working in the industry to provide fundamental rights to them. These rights includes directive
working time, equal wage etc.
According to these laws, every worker which work in as company or under an
organisation structure would have rights for the fair treatment, fair wage, fair rewarding system
as well as proper working hours along with health and safety tights at workplace. These are
essential to provide to the worker to reduce the conflicts with governments and employee. This
rights not only aid the employee in proper facilities but also help government and company in
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managing good relation with their worker. These laws and acts are made for providing
employee better treatment and effective participation of them in operations of Kingfisher.
Thank you for support and time (Wright and McMahan, 2011).
Best
Ms. Rosily William
TASK 4
P7 Evaluate HRM practices in work location
Job Description
Kingfisher. Plc
20, Buckingham street, London
Date: 4 November, 2017
Time: 11:00Am
Work Profile: Care Worker
Place: London
Wage: 55,00 Euro -14,510 Euro
Job Detail
Our company is looking for more skilled and talented employee who have better decision
making process and good communication skills in regard of work (Huselid and Becker, 2011).
The person should be quick learner and more friendly personalty to gratify the expectation and
needs of consumers according to the situation.
Professional Qualifications
1. Required Post Graduation and Under graduation
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2. Training & Certification computer abilities
3. Alternation with recent activities
4. Excellency in interactive skills
5. Job experience of 2-3 years minimal in any retailing stores
Description of Job
The applicant should have great skills of speaking English and preferences to multiple language
speaker. Candidate must have general computer knowledge and other linked work consist of
paying bills etc. Also, job experience in few acknowledged company is needed.
Name: Mr. Nile Wilson
Address: 3 Sheldon Square, Paddington, London
Mobile Number: [phone]
Email: [e-mail]
Carrier Goals: To engage with a developing organisation that support improvement
opportunities to develop my basic abilities and potential (Han, Chiang and Chang, 2010).
Qualification of Academics:
1. Bachelors from Advertising and Marketing
2. Masters in business administration specialisation in finance
Experience:
 Interned 6 months(in tesco)
Competencies:
 Specialised in Java C++
 Knowledge of Microsoft ASP, NET.
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 effective communication skills
 Appropriate Behaviour
 Time Management
 Innovative and Leadership abilities
Declaration:
I solemnly declare which respected data are proper and pure.
Signature
Kingfisher. Plc
3 Sheldon Square, Paddington
London, United Kingdom
Greetings,
This is the privilege of the organisation to have a person like you as the employee of our
company. We are so glad to inform you that you have been selected as the profile of care
worker in Kingfisher. Plc. Your knowledge and information would be taken care by company.
Date of joining would be 15. 11. 2017 and the salary would be between 22,00- 50000 Euros
accordingly (Farndale, Scullion and Sparrow, 2010).
Kindly interact with the company if you are agrees with the terms.
Sincerely
Will William
HR manager
Kingfisher. Plc
Rationale and Analysis
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Modification in the training and development process have altered the method of
recruitment according to the consumer demands and expectation. This is required to have a
proper plan for this entire process that can aid in achieving and increasing needed for the
applicant for work. The audit of HR avail in meeting the objectives by using most appropriates
strategies for a specific period of time.
CONCLUSION
From the above report it can be concluded that human resource management is very
important for managing employee and employer relation within an organisation as well as
controlling personnel of a company. 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. HR of an organisation avail in managing the employee relation of a
company. There are few laws and legislation which is stated by the government which a
company have to comply in the policies for proper administration of affairs.
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REFERENCES
Books and Journals
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.
Han, T. S., Chiang, H.H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of organizational
commitment in Taiwanese high-tech organizations. The International Journal of
Human Resource Management. 21(12). pp.2218-2233.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Makri, M., Hitt, M. A. and Lane, P. J., 2010. Complementary technologies, knowledge
relatedness, and invention outcomes in high technology mergers and acquisitions.
Strategic Management Journal. 31(6). pp.602-628.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal, 21(3). pp.221-235.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’ back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Impact of Human Resource Management on Organizational Performance. 2017. [Online].
Available through: <https://www.omicsonline.org/open-access/impact-of-human-
resource-management-on-organizational-performance-2168-9601-1000213.php?
aid=85645>. [Accessed on 24th October 2017].
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