Human Resource Management Practices at Currys: A Case Study Report

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HUMAN RESOURCES MANAGEMENT

Executive Summary
Human resource management is a critical operation in a company to attain and maintain
operational proficiency in a specific business. The case study report focuses on Currys, a reputed
electrical retailer brand operating in United Kingdom. With changing environment of
contemporary markets, management of human resources is not limited to conventional labour
trends. Policies for training and development are outlined as per benefits of personal and
professional levels for the employees of Currys. It can be concluded that practice of human
resource management poses multiple benefits for Currys to attain success and sustainability in
the global platform.
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Table of Contents
Introduction......................................................................................................................................4
Company background......................................................................................................................4
LO1: Purpose and scope of human resources management............................................................4
P1: Purpose and function of human resources management........................................................4
P2: Strength and weakness of different approaches.....................................................................6
M1: Identification and explanation of HR functions...................................................................7
M2: Evaluation of strength and weakness of different approaches.............................................7
D1: Critical evaluation strength and weakness of recruitment....................................................8
LO2: Effectiveness of key elements of HR...................................................................................8
P3: Benefits of different HR policies...........................................................................................8
P4: Effectiveness of different HR practices.................................................................................9
M3: Different methods of HR practice......................................................................................10
D2: Evaluation of HR practices.................................................................................................12
LO3: Internal and external factors of human resources management...........................................12
P5: Importance of employee relation in HRM decision making...............................................12
P6: Key elements of employee legislation and its impact.........................................................13
M4: Key aspects of employee relation.......................................................................................14
LO4: Application of human resources management practices in work.......................................14
P7: Application of HRM practices...........................................................................................14
M5: Rationale for application of specific HRM........................................................................16
D3: Critical evaluation of employee relation and HRM practices.............................................17
Conclusion.....................................................................................................................................17
Reference list.................................................................................................................................18
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Introduction
Human resources management (HRM) can be defined as a strategic approach which is structured
to mediate effective management of individuals in an organisation. The process is essential in
order to attain a competitive advantage in specific business. The framework of management
system is such organised so that respective performance rate of employees can be maximized.
The management system should also suit current business objective of the particular
organisation. This study gives a detailed overview on the different aspects of human resource
management of Retail Company entitled Currys. In this study, the researcher will highlight
weakness and strength of human resource management to recommend appropriate strategies.
Company background
Currys is a reputed electrical retailer brand of the United Kingdom. The company has been
owned by another multinational brand named as Dixons carphone. The company usually deals in
household appliances, telecommunications, information technology and home electronics. There
are about 295 megastores available in the retail market of the United Kingdom along with 73
street shops (Currys, 2019). The number of human resources engaged with Currys is
approximately 10,762. The minimum revenue of Currys ranges from £7.23. Mission of Currys is
to make their position of organisation stable in the global retail market. Vision of Carry is to
provide fair and just services and products to all over the world.
LO1: Purpose and scope of human resources management
P1: Purpose and function of human resources management
Human resource is considered as a chief resource of an business organisation. It refers to
development of talents, aptitudes, creativity, skills, knowledge and managing those optimally.
Human resource management is all about managing emotional and physical capital of
employees. With the changing environment of this modern era, the management of human
resources is not limited to conventional things. The scope of respective human resource
management is far reaching and extensive. This can be explained as following.
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Figure 1: Function of HRM
(Source: Learner)
● Employee welfare: Human resource management works for the sake of employee welfare
by dealing with amenities and working conditions at workplace. In order to perform
welfare for employees, an array of services and responsibilities need to mediate (Bou
Llusar et al. 2016: 648). Such responsibilities include provision of medical services,
social security, welfare funds, health services and safety services. Another functions or
responsibilities include providing family benefits, unemployment benefits, maternity
benefits, injury benefits and sickness benefits. Other significant duties are giving medical
care, sanitation, lighting and proper ventilation, cleanliness, safeguarding machineries
and job safety. The HRM also should take care in eliminating hazards that occur in any
workplaces. They must present an environment that is worth working for both the
employees and managers.
● Personnel management: The function of personnel management involves management
of direct manpower. It has also different strata of division of work such as planning,
orientation and induction, employee productivity and compensation (Al-Refaie, 2015:
301). In addition to that, other features are promotion, transfer, retrenchment and lay off.
The overall goal of human resource is to enhance development, effectiveness and
individual growth. Combatively it can be commented that human resources aids in the
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Personnel
management
Employee
welfare
Industrial
relations

organisational development of Currys (Chambel et al. 2016: 672). Additional features
that can be included in personal management is performance appraisal, travelling
procedures and policies. Providing allowances, incentives, disbursement of wages and
also generating new skills or talents are responsibility of human resource department.
● Industrial relations: Making an effective industrial relation is highly sensitive. Careful
and attentive interactions with employees and labours unions are mandatory in this case.
In order to keep harmony and peace in workplace of Currys, grievances should be
addressed tactfully. These types of confrontation must be diminished effectively as soon
as possible. HRM is a way of understanding disciplinary procedures, employee relations,
work relations and bargaining disputes. It is a science of understanding nature of human
behaviour. Xing & Liu (2016: 2573) comment it teaches staffs of Currys to solve issues
with mutual efforts and understanding. Functions of HRM within sphere of industrial
relation also involve joint consultation and also safeguarding of preferences of employees
of Currys. Additionally it promotes industrial democracy so that choices of both
management and employees of Currys can be safeguarded.
P2: Strength and weakness of different approaches
There are several modes of recruitment and selection an organisation like Currys can adopt. All
of these modes of hiring employees have their own disadvantages and advantages. Recruitment
of fresh talents can be mediated through several media like websites and online job boards,
search consultants, recruitment agencies, press advertising, social networks and several others.
Websites and online job boards:
The retail company, Currys can hire employees through websites and online media. The
advantages of this mode of recruitment is that it is cost-effective, streamlining administration is
fast and supports internal vacancies (Furusawa et al. 2016: 89). In addition to that, through
websites, Currys can reach up to global extent. Vacancies can be managed effectively with aid of
technology. The major disadvantages of this mode of recruitment are that it can draw attention of
huge mass of inappropriate applications. The brand name can be disrupted in case of any
technological difficulties or poorly designed websites. It will be discriminatory for those talented
candidates who have lack in computer knowledge.
Recruitment agencies:
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There are several recruitment agencies situated in the United Kingdom ready to provide
permanent or temporary placements to needy candidates. Key advantages of this mode of hiring
are that, it gives speed in recruitment process. As per Helmreich & Merritt (2017: 53), the news
of vacancy does not attract inappropriate applicants and therefore promotes selection of high
quality candidates. In severe cases, it has been observed that, candidates prefer to deal with
agencies rather directly to employer. The cons that can be mentioned here is that it is costly
mode of recruitment. Additionally, some small scale agencies can send many candidates not up
to mark with employer’s preferences.
Press advertising:
The major advantages of recruitment of employees through press advertising are that it helps in
creating brand awareness and also reinforce corporate messages. It also demand fixed amount of
costs and target individuals with appropriate experiences and skills. It also broadcasts positive
message regarding Currys’ fortune and brand name (Mao et al. 2016: 53). The key disadvantages
are that particular message reaches to only those candidates who buy that respective journal or
newspaper.
M1: Identification and explanation of HR functions
The effective structure development of human resource management depends upon correct form
of manpower and their retention. In order to organise a proficient human resource management,
several programmes, procedures and policies must be incorporated in department of human
resource management (Brueller et al. 2018: 1801). The typical roles involved in human resource
management are legal procedures, grievance handling, industrial relations and recognition and
rewards. Other roles include payroll management, development and training, selection and
recruitment and also HR planning. Supervision, establishing superior and beneficial relationship
with employees, providing training and educations are also mandatory for this department.
M2: Evaluation of strength and weakness of different approaches
Currys have several options to select talented and suitable candidates for their organisation.
Some of available options are conventional and some are updated with this modern technological
era. Both conventional and trendy mode of recruitment procedure possesses various
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disadvantages along with specific advantages. Being a retail company, employees of Currys must
possess good communication and negotiation skills. In respect to that, social networks or
websites can be selected for purpose of recruiting (Boon et al. 2018). Currys can even select
more than one mode of recruitment procedures so that they can attain perfect candidate who best
suits for job role.
D1: Critical evaluation strength and weakness of recruitment
In spite of presence of multiple cons, respected human resource managers of Currys need to
select one of these recruitment procedures for supporting their organisation. They must match
and evaluate their criteria of selection with those pros and cons of selected mode of hiring. On
basis of reduced disadvantages, Currys must select one of aforementioned recruitment
approaches.
LO2: Effectiveness of key elements of HR
P3: Benefits of different HR policies
Human resource department is the main part of interaction for management of Currys with their
workforce. The main policy of human resource department of this retail organisation is to recruit
new candidates and maintain the workforce. There are various benefits of human resources
management in the business of Currys.
Figure 2: Benefits of HRM
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Recruitment and
selection
Training and
professional
development
Handling employee

(Source: Learner)
● Recruitment and selection: Policies regarding to selection and recruitment process is
the main establishment to develop a workforce. Managers of Currys must have a well
organised workforce plan to manage new recruits and develop their skill sets as per
industrial standards. According to Noe et al. (2017: 88-93) This planning helps to
develop policies like staff development that benefits present employees as well as new
recruits in Currys.
● Training and professional development: Supply for employee training and their
development includes in human resources development policies. This helps new
employees to understand what kind of professional development they need to work in the
retail industry (Albrecht et al. 2015: 7-35). In addition to that, various policies regarding
to training and development encouragement in the creation of various employee
development plans and improvement plans for workplace performance. Policies for
training and development work as an outline of benefits that is available for the
employees of Currys.
● Handling employee: Currys has written procedures t handle employee issues. These
issues can be internal and also external. In case of internal, informal complaints are
formed about workers to Human resources department. One of the benefits of this policy
is to write down commitment of Currys towards practices which is non-discriminatory. In
addition to that, these policies also provide employees of Currys helpful information
about communication method in the work environment.
P4: Effectiveness of different HR practices
There is a huge impact of human resource management department in the business of Currys.
Those effects are described here.
● Promoting positive behaviour: Management of Currys try to develop a positive
working environment that can provide benefits to employees. This also helps staffs to
stay happy as well as productive in the workplace (Stone et al. 2015: 216-231). Human
resources department Currys provide rewards to the employees who shows good
behaviour in the work environment. This kind of management behaviour fits with the
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organisational culture of Currys and conform to employment standard of UK and there
laws.
● Create a flexible workplace: HRM department of Currys shows shifting demographics
in the work environment. In present day, workers of UK are more diverse. There are
employees who are relatively older than other and staffs with disabilities. Additionally,
there are also part time workers in the team of Currys. Because management of Curry
want to retain their workers, human resources department has to focus on the flexibility
in work. Human resource management also giving stress on providing work assignment,
work schedule. Locations according to the capability of employees so that positivity can
be maintained in the workplace (Jabbour & de Sousa Jabbour, 2016: 1824-1833). In
flexible workplace employees feel free to work and productivity of the organisation
started to increase. In order to maximise employee performance, Human resource
department of Currys also focusing on the employee motivation. Provision of rewards
according to works, organising various social gathering after work is managed by HR
department to motivate employees.
M3: Different methods of HR practice
Various leading techniques or methods are usually implicated in practice of human resource
management. These techniques are useful in structuring and giving a basic framework to role of
human resource management practices. These techniques are listed below.
1. Determination of need of human resources: Proper analysis of job roles, scenario and
workday tasks determines the need of human resources (Gutierrez-Gutierrez et al. 2018:
55). The value of productivity of work must be assessed properly before taking decision
of recruiting.
2. Broadcasting recruitment news: Delphi method or any additional method can be
incorporated for selection of mode of recruitment. Selection of a way of recruitment is
essential because it gives specification to criteria of respective employees.
3. Selection of human resources: Proper interview and series of analytical tests must be
performed in order to search for the best talents. Critical evaluation of curriculum vita of
particular candidates is also required.
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4. Integration of employees: Specific seminar and workshops can be organised to integrate
all recruited employees of Currys. Integration of all available employees can also be
achieved through open discussion with employer or manager (Carrys, 2019).
5. Providing training and education: Case study, workplace apprenticeship, mentoring,
coaching and sensitivity training can boost up employee skills in a directed orientation.
6. Having communication with human resources: In order to maintain a good and viable
relationship with employees of Currys, managers must continuously communicate with
respective employees.
7. Assessment of human resources: Self-assessment tests, work productivity and functional
evaluation is mandatory to mediate human resource assessment.
8. Career development: Analysis of jobs and making a proper career plan can guide
employee of Currys in a progressive direction of employment.
9. Structuring promotions: Human resource managers should support and motivate
employees with providing stages or gradation with similar job roles.
10. Building relationship with stakeholders: Stakeholders are key driving forces for a
business organisation like Currys. They can be motivated by offering additional
incentives and sponsorship by Currys (Stone & Deadrick 2015: 141).
11. Providing motivation to human resources: Gratification, bonus, profit sharing are some
of useful strategies that can motivate employees to a large extent. Giving positive or
negative feedback on a regular basis not only motivates employees but also helps in
improving their performances.
12. Giving social protection to human resources: labour protection training and discussion
of safety standards to respective employees helps to build a safe organisational culture.
Individual labour contract along with collective labour contract must be provided to
them.
13. Designing organisational culture: Finally a sustainable and healthy organisational
culture motivates new employees to join Currys. It also positively affects rate of
employee retention. Remodelling of employee status or roles also gives inspiration to
valuable human resources (Shen & Benson 2016: 1735).
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