HR Management and Legislation Analysis

The given assignment requires analyzing the impact of legislation on human resource management (HRM) policies and practices. It discusses how HR personnel make decisions to ensure fair and equal treatment of workers, including framing policies and creating special HR plans. The assignment also highlights the importance of monitoring implemented HR policies to sustain fairness and equality in the workplace.

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

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Task 1
1.
The best practice approach considers to the series of activities which exist universally to
support the companies to achieve their goal along with competitive advantage. It imply a close
connection between the HRM policies and the performance of the organization. This best
practice approach is characterized with the activities that shape high level workforce and
encourage the employees by creating motivation and introducing to a kind of work design where
the employee workforce results into high quality, productivity and low rates of absenteeism. The
Best fit model is based on developing HR activities according to the business nature and strategy.
The business environment is based on internal and external components. According to the
various environments the organization should align and frame appropriate policies to create
competitive advantage (Veth et al. 2017).
The Hard and soft model of HRM are based upon the needs and strategy of the business.
Hard HR management is considered as treating the employees as resource of the business. It is
strongly linked with the corporate business planning as in the sense of the requirement and cost
of the resources. on the other hand soft HR management is considered as treating the employees
as the important resources in the business and for achieving competitive advantage. In this model
the employees are treated as individuals and the focus is more towards motivation and rewards to
the employees (Shields et al. 2015).
Workforce planning is the major activity proposed by HRM in two manners namely, strategic
and operational. Workforce planning is mainly aligned in an organization’s human capital to
achieve its business direction. It enables the HR managers to analyze and identify the gaps

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between the present and future performance, future workforce needs and the proper way to
implement solutions in the organization (Michael 2017).
Recruitment and selection is process of hiring human resource or manpower to achieve
the goals and objectives of the organization. It is necessary to hire proper human resources in
proper ways. The company Kingfisher performs the recruitment and selection process accurately
to hire effective and efficient human resources. Kingfisher mainly focuses to hire employees that
are suitable as per the job role (Shackleton 2015).
Training and development is a crucial process that is performed by the Human resource
management department. Kingfisher works carefully on this activity to train the employees in
order to develop through training. Kingfisher aims to increase the sustainability of the
organizational goals by developing the employees through training (Ford 2014).
Kingfisher also focuses towards the overall performance of the management by
monitoring and reviewing the performance of the employees by assessing the present
performance of their. In case if any action needed to cope with the performance then it is
implemented to handle the deviations (Deery and Jago 2015).
HRM at Kingfisher is also responsible to improve the employee performance at the
workplace. The main highlight is given on the relations of the employees with the executive of
the organization such that it does not hampers the work efficiency and productivity.
2.
Being a large retailer and operating in various section of the world, Kingfisher will needs
a large number of human resources to achieve success by accomplishing its goals. The company

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Kingfisher uses both the internal and external source of approach for the recruitment and
selection process of the employees.
Internal source of approach
The internal recruitment process involves hiring the candidates who are already working
within the organization. This is completely based on the merit cum seniority process. The main
source of the recruitment is transfers, promotions, references and other processes.
Strengths
 This can be conducted within a short period of time and easily.
 The company will not need any kind of interview to dig information of the employees as the
employees information will already exist in the employee record of Kingfisher. This will help
to reduce time that would be needed for the interview.
 The employees would be more effective as they were hired before with the organization.
 The risk of hiring unqualified employees will not be there.
 It will not take time for the organization and the employee to cope and settle with the new
workplace.
Weaknesses
 The internal source of employee hires the existing employees which as a result can de-
motivate some of the employees who are not being promoted.
 A sense of discrimination an also be created with this process.
 This can limit to the opportunities of hiring the fresh and new innovative employees who can
bring new ideas and methods to work.

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External source of approach
The external process involves the recruitment of the candidates on the basis of the merit
cum qualification. The candidates are hired with the help of the external process such as the
schools and institutions. The sources of its are mainly did by advertisements, causal callers,
employment agencies, management consultant, colleges or recommendations (Cascio 2018).
Strength
 It will enable to recruit fresh and innovative ideas along with young and creative individual
will get opportunity.
 The external mode of recruitment will benefit the organization to promote and advertise its
brand externally.
 The fresh and young creative will ensure high productivity and efficiency in the work.
 The company will get a range of applicants to hire.
Weaknesses
 Time as well as cost will be raised for this recruitment process of Kingfisher.
 The risk of hiring unfitted and inappropriate employee will be raised with this process of
recruitment.
Task 2
3.
The HRM practices are more focused towards establishing and maintaining effective
human resource in an organization.

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The Kingfisher uses good HRM practices to ensure a healthy environment at the
workplace. Kingfisher focuses towards implementing flexibility in the work environment which
will lead to fulfill individual satisfaction and increase employee motivation for better work
output. The human resource at Kingfisher improves the employee performance by increasing the
satisfaction and comfortable level of the employees in the organization. The employee needs are
important to fulfill by any of the organization. Kingfisher do focus on its employees as it thinks
that the employees are one of the main resources of the organization which result in the output
calculating the profit after deducting the cost of each employee that the company invests while
training, hiring and other administration charges.
Kingfisher Management Development Scheme (KMDS) provide with trainings and other
development programs to all the employees in order to enhance their skills and ability
(Kingfisher.com 2018). It focuses to motivate and create loyalty of the employees for the
organization. This scheme also helps t0o improve the employee performance. It also contributes
towards the flexibility of the employees. Developing morale, employee engagement, team work
skills and commitment of the employees towards company objective is another aim of
Kingfisher.
Employee engagement and commitment towards work shows the significance of the
organizations objective that is determined by the employees which is a good sign for the
organization. The performance of the employees are based over the mindset of the individual and
the kind of bond the team share which will show output in the end of the period of the
assessment. For the reason of an efficient workforce the HR in Kingfisher formulates the policies
in such a way and encourages the employees to engage in the activities where each of them could
interact and come across each other.

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The basic necessity can be provided to the employees such as family term insurance, paid
sick leaves, flexible week offs, long duration holidays. These basic necessities can help to
improve the effectiveness of the employees in terms reducing the rate of absenteeism and by
providing these facilities the natural reasons of employee getting affected by their personal stuffs
will be reduced. This in term will help to gain the trust and loyalty of the employees by helping
them with their small necessities. The basic benefits can even bring the company a range of
candidates such as students, part time workers and even can make the plan of existing full timers
to stay long in the company.
4.
It is the duty of Human resource management to maintain good relationship and positive
work environment in the organization. These both the factors are critical in order to increase the
profit and productivity of the organization. The internal customers achieve the objective of the
company by working together.
The more the employees are trained with new technology and methods they will be
serving the company with more hard works and effective results. The development of employees
will give the business to boost their workforce and update accordingly to gain competitive
advantage. The learning process goes throughout the work cycle. Learning and development
within the organization helps to build the team confidence and contribute towards achieving
strong employee relation.
Human resource management practices enhance the development of the employees and
the performance is automatically affected by the policies framed by the HR. These policies affect
the employees overall output by reducing employee turnover. Employee turnover can affect the

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organization’s productivity and profit as the internal customers are an important resource for the
company. It also increase the cost o the management and reduces the profit by ample amount of
figures. Effective performance and job satisfaction increase the profit and productivity of the
organization by reduction employee turnover and low performance. This automatically raises the
organizations effectiveness and efficiency and in turn increases the confidence among the
employees.
The basic necessities can help out the internal customers of the company to build a long
stay plan and for the existing employees and grab the employees with such flexible terms and
conditions. Overall these factors will help to motivate the employees and keep their work attitude
positive so that the employees make a strong bond as a result of strong internal relationship.
Task 3
5.
20th March 2018
To: Executive officer, Kingfisher
From: Assistant Human Resource Manager
Employee relations can be defined as one of the important discipline in an organization
which is interlinked with almost all the aspect of employment. Employee relation is based on a
purpose to maintain solid working relation between the employer and employees. This role is to
be established by Human resources department. The HR focuses more towards strengthening
employee relationship to make the achievement of the goals of the organization easily.

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It is important to maintain a strong relationship in an organization including relations
between the employer and employee, employee and employee and executives, employee and
managers. This strong bond brings success to an organization. This will benefit the organization
by bringing more productive, efficient and by creating less conflict among the employees and
resulting into loyalty from the internal customers of the organization. A happy workforce will
ultimately result in to good management. A strong relationship will enable effective
communication in the organization (Karanges et al. 015). Kingfisher establishes a state of
equality for all the employees to create a workforce with fair and supportive environment.
To build a strong employee relationship in an organization it is mandatory to involve all
the employees in any sort of event such as birthday, holiday parties, and other occasions at the
workplace and there should be small moments created among the employees to strengthen the
bond. Te individuals are to be praised for even small exceptional results and are to be provided
with suitable rewards. Sharing the task among the employees and encouraging and motivating
each other to complete the taken project or task with added value. The employees should be
leaving no gaps in between which can lead to confusion and misunderstandings. Written modes
of communication have to be promoted along with verbal modes to increase the efficiency and
accuracy of the employees. Team meetings both formal and informal to be framed and attended
to maintain a healthy relationship within the organization.
To enhance and improve the workplace in terms of employee relation and engagement an
organization has to promote healthy communication at first to implement transparency among
the employees. There must be an interaction between the employees and managers or the team
leaders on a daily basis to increase the performance. By establishing and improving work life
balance policies can make the workforce more flexible and constantly motivating for better

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output (Zheng eta al. 2015). Improving work life balance for the employees include making
flexible work schedules and providing them health benefit plans to build long term relation
between the organization and the employees.
Healthy engagement can be established in Kingfisher with the help of activities such as
fun activities taking place weekly or events organized by the management yearly basis to bring
all the employees at one place and create a level of enjoyment among the people (Earl and
Taylor 2015). This will help to improve the employee relations from the lower level to higher
level authority in order to benefit the organization and fix analyst profit and productivity figures.
6.
Employment Right Act of 1999 the employment right act is established in an organization which
states that all the employees of the organization have equal right to employment (Bratton and
Gold 2017).
While several employment law are implemented to safeguard the employees from discrimination
on the basis of race, sex and age. The acts which includes this type of clauses are The Sex
discrimination Act 1975 The Equal Relation Act 1976. The equal protection clause requiring
states that equal protection laws are to be extended to all the people within their states. The age
discrimination in employment act, disabilities act and equal pay act are all part of the legislation
which promotes and protect equal employment opportunity. Kingfisher provides this opportunity
to all the people of the organization in order to make them available and free of the
discrimination which will enhance the productivity and employee work attitude.
The Kingfisher must implement plans and opportunities for the employees as the
employees nowadays focus more on their career which will help to build their future. In such

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manner Kingfisher should offer with career development opportunities to the employees. This
commitment should be based on the performance of the employee. This in turn can motivate the
employees to work efficiently to enjoy the benefit. This will also improve the employee relation.
Te employer should provide its employees with the health insurance agreement in order
to show the care and responsibility of the company towards their resources. Kingfisher provides
with a good environment and travel opportunities to the employees within its work process. This
will also help the company to maintain good relation with the employees. Hence, this will also
help to make the employees stay for long term employment purpose. It should consist of primary
health facilities such as dental and sick. Kingfisher should provide the employees with the
training on the health and safety management. It will enable the company to gain competitive
advantage as compared to its competitors.
Both employers and employees must have the right to terminate the job any time if it seems that
the discipline of the organization is affected negatively. However, the termination terms used
here will be dismissal for the employers and resignation for the employees. The legal rule
complies to both the parties which is stated from the beginning of the employment contracts.
This contract is present in the form of a written document to both the parties namely the
employee and the employer. However, both the parties are obliged to follow the legal rules and
regulations of employment.
Privacy in a workplace it is mandatory to maintain and provide privacy protections for
employees at work. Under this act the employee phone conversations personal life and other
related stuffs are to be protected as to protect privacy act. This act also included the protection
of the data, information and various other records such as the employee personal data, customers

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data and other confidential data of the organization are not to be shared outside of the
organization or with any other organization.
The impact of employment legislation on the decisions that are taken regarding any of the
task, jobs and entire company can be conversed in various ways. The first impact can be in terms
of decisions related to the workplace designs and safety measures of the workers. For example
when the HR personnel takes decision for the worker taking the minimum requirements he or she
has to frame accordingly to practice fair and equal decision making otherwise they will be
legally penalized (Shah 2015). The key objective of legislation is to protect the workers from
discrimination and inequality due to which the managers have to formulate the policies and
create special HR plans accordingly.
Legislation also affects the payroll policies, remuneration and other benefit plans which
include work schedules, task completion time and other related planning in order to accomplish
right HR decisions. The HRM is responsible for monitoring that whether the implemented HR
policies are frames accordingly to sustain the fair and equality practice. This legislation provides
the organization to work smoothly and operate all over the world according to the laws and
regulations (Sadgrove 2016). In such manner the Human Resource Department is hugely
responsible for the evaluation, framing and implementation of the policies that are to be followed
by all the existing and the new employees.
Regards,
Assistant Human Resource Manager

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Reference
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