HRM Functions and Practices

This assignment provides a detailed report on the importance of Human Resource Management (HRM) in an organization. It highlights the various purposes of HRM, including developing effective teams, managing employee performance, resolving workplace issues, and improving competitive positioning. The report also emphasizes the role of HRM in ensuring a willing and competent workforce is available within the organization.

Human resource management

INTRODUCTION
Human Resource Management refers to strategic approach by Organisation for effective
management of their employees or personnel’s, so that they contribute in gaining competitive
advantage for business. It is a process of recruiting people, developing or training, forming
policies or strategies regarding workplace and retaining employees, etc. (Armstrong and Taylor,
2014).
Kingfisher plc is one of UK's leading retailer engaged in Electrical, DIY and general
merchandise sector. Across 15 countries they have 2900 stores, and employs over 130,000
people. Some of their retail brands in UK includes Comet, Castorama, B&Q, Superdrug,
Woolworths and Darty.
In this report the various functions and purpose of HRM, that are required for workforce
planning and resourcing is been identified. Different approaches of recruitment and selection
used by organisation, along with their strengths and weaknesses are determined. There are
certain HRM practices performed by organisation, whose benefits are identified for both
employers and employees. For rising organisation's productivity and profits, different HRM
practices effectiveness has been determined.
TASK 1
1. Purpose and functions of HRM
Human resource management is concerned with human being within organisation. In an
organisation it is very much challenging task because of dynamic nature of people. Each person
or individuals have difference in their behaviours, skills, mental abilities, etc. HRM primary
objective is to ensure that willing and competent workforce are available within an organisation
(Storey, 2014).
There is certain purpose of HR department in Kingfisher, such as:
 The 'Best Fit' approach vs 'Best Practices': HR department in Kingfisher plc have to
determine whether to use best fit or best practice approach. Best Fit model stress on
proper alignment of HR and organisational strategies. Along with culture and operational
process, have to make sure that in different situations HR strategies are suitable.
Whereas, Best Practice assumes that there is ultimate one practice, which is better than
rest of other and fits all (Brewster, Chung and Sparrow, 2016). These are type of
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practices that are helpful enough to make employees to perform their set of roles in
effective manner.
 Workforce planning: Kingfisher's HR department makes strategies for workforce
planning for forecasting various labour needs and position employees effectively, with
use of advanced human resource technology. Further, the purpose of HR is to hire skilled
workers who will be able to support the firm to grow in an effective manner.
 Recruitment and selection: This is one of the most important aspects of operating a
business. Main aim of HR at Kingfisher is to recruit and select appropriate or right
candidate or employees for job.
 Determining labour market trends: HR department is responsible for determining
current labour market for hiring the best and competent employees for the organisation.
 Employee relation: An organisation with better employee relations, have loyal and
committed workforce. Kingfisher's HR's focus on maintaining a good relationship with
their employees, by providing them with pay & benefits, safe and better working
conditions, etc. (Purce, 2014). This would reduce the level of employee turnover.
Functions of HR:
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Illustration 1: Functions of HRM
Source: Armstrong, and Taylor, 2014)

Human Resource management functions can be categorized into following 3 categories: Managerial functions
◦ HR Planning: Required number and types of employees are determined for
accomplishing various organisational goals of Kingfisher plc.
◦ Organising: HRM in Kingfisher, allocates tasks to their members, identify
relationships, and activities are integrated towards common objectives of organisation
(Wilton, 2016).
◦ Directing: Kingfisher's HRM through proper motivation and directions, make their
employees at different levels to contribute their maximum to the organisation.
◦ Controlling: HRM of an organisation check actual performance of their employees
and compares them with standards. Controlling measures are being taken by HR
improving their performance. Operative functions
◦ Job Analysis and Design: HR department in Kingfisher describes the nature of job
and define human requirements like skills, knowledge, experience, etc. to perform
that job.
◦ Performance Appraisal: Kingfisher's HR department appraise performance of their
employees for ensuring it is at acceptable level.
◦ Employee Welfare: HR at Kingfisher provides various benefits, services and facilities
to employees for their well-being (Taylor, Doherty and McGraw, 2015). Advisory functions
◦ Advise to Top Management: For formulation and evaluation of HR policies,
programs or procedures, HR manager gives advice to their top management of
Kingfisher plc.
◦ Advice to Departmental Heads: On various matters such as manpower planning, job
design, placements, training, job analysis, performance appraisal, etc. are advised by
HR manager to various departmental heads of Kingfisher plc.
PESTLE analysis
 Political factors- political factors influence about the funding that is available in cited
organisation. It also involves the tax that has to be paid, minimum wage rates, quality and
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quantity of staffs need to be hired. Thus, this factor affects the planning and decision
making of HRM.
 Economic- this factors includes the money that is available in the stated company for the
purpose of salaries, training and equipment. This is the most immediate concern that
comes in planning of human resource. Thus, to build economic factors in terms of human
resource plan that later helps in predicting number of employees that is needed.
 Social- there are many social factors influencing planning of HR. thus, where there is
clear discrepancy of one social group, building good ideas the ways to open up new
opportunities.
 Technological- new technology helps in bringing new skills that makes company aware
of proficiencies and training needs when planning about human resource. This will also
require high skilled employees or training the existing employees to meet the needs.
 Legal- the law of employment is important sector of legal system that influences planning
of human resource. It changes all the time. Thus, employment law changes and it must be
reflected in policy of company and implement on ground by managers and supervisors. Environmental- this includes the location of business in relation to find sufficient and
appropriate staff or changes to environment that mean a need for more or few employees.
Soft hard model
Hard HRM
 The worker are treated simply as a asset of a particular concern like machines or
buildings.
 There is a strong link with business planning of corporate about resources that are needed
, finding of that resource and cost of that particular resource.
Soft HRM
 In this the employees of Kingfisher are treated as the most crucial resource of the
business and also make them as a source to achieve competitive advantage.
 The employees are treated as an individuals and their necessarily are also planned
accordingly in an appropriate manner.
2. Strengths and weaknesses of different approaches of recruitment and selection.
Recruitment is termed as to the process of attracting potential candidates and motivating
them for applying and selecting right or skilled employees for right job.
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Different approaches for recruitment and selection:
There are two sources of recruitment and selection which has been described that are as follows: Internal recruitment: It refers to encouraging employees within structure in order to
apply for the openings. This is further being used by Kingfisher for motivating employees
that are skilled, that will help in reducing cost, employee turnover and to get advantage
that is competitive. Various methods of internal sources are:
◦ Promotions: Kingfisher fill their emptiness by promoting expert employees and
motivate them by, providing higher place, increased responsibility, state and salary
(Storey, 2014).
◦ Transfers: Organisation transfer their employees to related jobs at other sector or
branch. It helps in reducing monotony and dissatisfaction of worker or to fill
vacancies with appropriate inside nominee.
◦ Retired employees: If Kingfisher HR, didn't find right kind of persons for filling out
the vacancy of key managerial positions, they can call back their retired employees
for attaining their goals (Sanders and Yang, 2014).
Strength and Weaknesses of Internal Recruitment:
Strength Weaknesses
 Employees loyalty towards
organisation increases, as given chance
for higher positions.
 Maximizes job satisfaction and high
motivates employees.
 Reduces employee turnover.
 Maximizes job security.
 Reduces cost and efforts for induction
programs (Snell, Morris and Bohlander,
2015).
 This approach is not suitable for all
organization.
 It reduces scope of finding more
efficient and skilled peoples.
 With this approach, it is not possible to
introduce new strategies and methods
(Bamberger, Meshoulam and Biron,
2014).
 It can become a competitive advantage
for kingfisher's competitors, as they los
more efficient persons from external
environment.
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 External sources of recruitment: Kingfisher HR recruits through acting skilled and
efficient candidates from external environment and applying to vacant position in
structure. Below are some external sources of recruitment which has been explained as
per below context-
◦ Advertisements: Advertisements are given by Kingfisher plc in order to find more
prompt and complete manpower for empty position in organisation. It can be given
through print or electronic media (Armstrong and Taylor, 2014).
◦ Job portals: These have become a major tool in order to find right candidates for
right jobs, with increase in use of internet and technology. Portals of jobs provides up
to date job alerts to candidates and cut down Kingfisher's efforts in finding skilled
candidates.
◦ Placement agencies: Kingfisher approach placement agencies for reducing their time
and efforts for searching right candidates from pool of skilled employees (Storey,
2014).
◦ Campus interviews: Organisation through campus interview programs recruits fresh
candidates for their work. Candidates hired through campus interviews can be easily
moulded as per their requirements.
◦ Job fairs and walk in interviews: These are being conducted by Kingfisher for
finding eligible and skilled candidates. Job fairs and walk in interviews are effective
for bulk human capital requirements (Purce, 2014).
Strength and Weaknesses of External Recruitment:
Strength Weaknesses
 Encourages young and fresh bloods to
enter organization with new ideas.
 Less chance of partiality or bias.
 It offers Kingfisher's with wide scope
for selection.
 No need to maintain confidential
records (Brewster, Chung and Sparrow,
2016).
 These methods are time consuming, as
selection process is very lengthy.
 It's a costly approach, because of
various recruitment process done such
as advertisements, interviews, tests etc.
(Weaknesses-Recruitment-Process,
2016).
 Existing managers may leave
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organization if outsiders are given
greater posts.
 Loyalty among existing employees are
lost.
TASK 2
3. Benefits of different HRM Practices
There are certain benefits of HRM practices:
 Employees Development: Competitive advantages of business can be increased by
worker's skills and knowledge. HRM practices satisfy employees and encourage them to
contribute to company's intellectual assets. Positive effect of HRM by helping improve
employees’ effectiveness (Wilton, 2016).
 Conflict resolution: Disputes within an organisation can be resolved through HRM
practices, between employees and management. For defining appropriate workplace
behaviour, they interpret company policies and procedures. HRM practices also attempts
to resolve matters such as poor attitude, insubordination, poor attitude and other
disrespectful workplace action, which would lead to disciplinary action or conflict
(Taylor, Doherty and McGraw, 2015).
 Employee Relations: HRM practices support worker who feel their rights is desecrated.
They assist employees with legal matters, harassment and interpret anti-discrimination
laws. This practice of human resource manager help in providing high level of
satisfaction to workers. It also assists an organization in reducing the employee turnover
rate. Hence, which will lead to increase in productivity and profitability.
 Job and workplace design: It's a continuous and evolving process which aims to help
employees to adjust according to changes at workplace. HR professionals at Kingfisher
properly design jobs and workplace for reducing dissatisfaction, enhancing employee
engagement and motivation (Kramar, 2014) This would benefit both employees and
organisation to improve their productivity, hence would increase profitability.
 Types of reward and payment system: Employees are motivated and can be engaged
through types of payment or reward system that Kingfisher HR plans for their staffs.
There is certain reward system, such as Intrinsic vs. extrinsic rewards. reward system
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help[manager or leader in motivating employees to work for the benefit of an
organization and encouraging them to increase their participation in various business
activities (Sanders and Yang, 2014).
 Performance management: It helps organisation to monitor performance of their
employees. Kingfisher's employees for improving their performances, uses various tools
for self-monitoring. HR of organisation keep track of their staffs for knowing their
current standing, and help them to improve their competitive positioning (Snell, Morris
and Bohlander, 2015). This would help Kingfisher for determining training needs,
increasing morale and develop required skills or abilities within employees.
4. Effectiveness of different HRM practices.
HRM practices of organisation can be effective in many ways for increasing productivity
and profit. That are as follows:
 Developing employees: Employee development and training can be economic in many
ways in order to improve productivity and profit of organisation. It is impressive in many
ways, first it would create skills and quality of Kingfisher's staffs or teams. When skills
and psychological feature of personnels are improved they will lead in working better and
effectively, which would increase their as well as organisation's productivity and
profitability (Bamberger, Meshoulam and Biron, 2014).
 Conflict resolution: Resolving conflicts within organisation can increase coordination
and harmony among employees or management. It would be beneficial for having better
understanding and employee relation. This would enhance their commitment towards
Kingfisher, and motivate them to perform with their full efficiency for higher profitability
through increase in productivity.
 Employee relation: Productivity of Kingfisher would improve through enhanced
relationship with employees. They are motivated to build a commitment towards
organisation, this would increase staffs’ loyalty and trust towards management. They
work with their full efficiency & commitment to rise productivity of organisation and
gradually rise their productivity (Purce, 2014).
 Job and workplace design: Kingfisher makes various changes in their HRM practices
regarding their job & workplace design. If jobs are properly designed, this would reduce
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wastage of time, which would enable employees to perform well. Maximising workplace
design's potential can help to boost employee engagement. Employees feel motivated and
committed towards organisation, which would make them perform their best for
improving profitability and productivity of the firm.
 Effectiveness of Performance management: Kingfisher's HR manager measures their
performance of employees, how they do and their achievement. This help them to self-
assess their own skills, ability and performance within a system. Further, this would help
them in order to change their work, develop new power and knowledge for exploding
ratio and gain of business. Performance management is the foremost practice of human
resource manager, as it helps an organization in identifying the area in terms of
betterment and also aid in finding the way that will help in bringing positive change at
work (Wilton, 2016).
CONCLUSION
HRM plays an important role in an organisation's functions and operations. There are
certain purposes of HRM within an organisation. It has been concluded from the report that the
purpose of human resource manager is to develop the team of effective as well as talented
workers. The other thing which is concluded from the report is that developing employees is an
effective practice which is performed by human resource team. Its primary objective is to ensure
that willing and competent workforce are available within organisation. Human Resource
Management practices also attempts to resolve matters such as poor attitude, insubordination,
and other disrespectful workplace behaviours, which would lead to disciplinary action or
conflict. HR professional keep track of their staffs for knowing their current standing, and help
them to improve their competitive positioning. If jobs are properly designed, this would reduce
wastage of time, and enable employees to perform well in company. When acquirement and
knowledge of employees are improved they would work in effect, which would increase their as
well as organisation's productivity and profitability.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sanders, K. and Yang, H., 2014. How to make sense of human resource management:
Employees’ attribution to explain the HRM-performance relationship. Human Resource
Management.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Weaknesses-Recruitment-Process. 2016. [Online] Available through:
<https://smallbusiness.chron.com/weaknesses-recruitment-process-15741.html>
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