Analysis of HRM Practices and Applications: KFC Case Study Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Kentucky Fried Chicken (KFC). It begins with an introduction to HRM, defining its core activities and importance in organizational success. The report then delves into specific HRM practices, incl...Read More

HRM ASSIGNMENT 2

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 4.......................................................................................................................................1
P7 Applications of HRM practices.............................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
HRM is an activities of selecting, recruiting, managing, developing and controlling of
employees (Alfes and et. al., 2013). Human resource manager organise a training session for
workers in order to increasing knowledge as well as skills of employees through which it will aid
in enhancing overall companies performance. Kentucky Fried Chicken is an American fast food
chain. It is introduced by Harland Sanders in 1991. They are giving employment to 20,952
approx workers. Their main products are fried with bone of chicken pieces and so on.
TASK 4
P7 Applications of HRM practices
In an organisation employees are working together continuously to grab the
organisational goal as well as their personal goals with in the targeted time. This helps them in
completing their whole business activities for a long term process in effective way. It is the
province of the human resource department or manager to recruit the skilled applicants who ca
perform all the official work effectively. Recruitment is the process through which HR finalizes
the desired candidate. Recruitment can be further classified into two sources, they are internal &
external recruitment. Both the have there own Pro's & cons.
Job Design: It is the process in which the HR manager works on analysing empty or free
position of the organization and move forward for the recruitment procedure to finalise the
required candidate. HR of KFC sets the outline framework of tasks, responsibilities in a single
work for particular objective (Brewster, Mayrhofer and Morley eds., 2016). The HR works on
Jobs specialisation which includes designation, job roles, department, job details etc. this helps
him to understand that which kind applicant are required in KFC according to job specification.
Job specification:
Job specification
Details of Job:
Department: Management
Post: Human Resource manager of KFC organisation
Job aim:
Manager should able to hire a talented employees within our company. They have to make
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plans and strategies for workers as well as encourage their workforce for focusing on set targets
and objectives within a limited period of time. They should give training to their employees for
enhancing their productivity towards their goals.
Role and Duties:
 Increasing of sales as well as revenue.
 Develop positive and strong image of brand within customers mind.
 Decline the rate of workers turnover.
 Make healthy as well as safe working environment.
 Increase or enhance the satisfaction level of buyers by providing high quality of goods.
Curriculum Vitae: It is the brief representation of candidates career who have applied for
the Job. HR of KFC receive various CVs from different job applying portals. After receiving CV,
his role is to do screening of all the received CVs according the requirement. Further it is
followed by conducting interview of all the candidates who have qualified screening round, this
interview is taken by the HR manger (Buller and McEvoy, 2012). Curriculum vitae should
always be forwarded after updating it. Manager of KFC are very busy schedule so they prefer
accepting only updated CV's.
Curriculum vitae
Name: XYZ
Contact number: 9674567433
Email ID: [e-mail]
Address: Street no 34, Plot no 232, United Kingdom.
Objective: I can able to accomplish my job within a target given as well as operate entire
Human Resource functions in an proper manner. I am able to manage all activities of HR like as
recruiting, payroll, training, motivation and performance appraisal. I an enough capable to make
strategies along with that introduce a better network of communication within all group
members it will aid in declining of conflicts and enhance motivation for improving overall
performance.
Qualification:
Particulars University Grade Year of passing
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Graduation (BBA) LKJ College of
London.
A+ 2011
Master in business
administration(MBA)
University of
Birmingham
A 2009
Diploma in HR. University of
Birmingham
B 2006
Experience:
Nine years of experience of working in the sector of fast food restaurants.
Personal Skills:
 Good way of communicating with others.
 Research knowledge.
 Having a skills of learning at a very high level.
 Manage a team effectively. Strong skills of interpersonal by this I can able to motivate or encourage workers
behaviours in an positively manner.
Declaration- I hereby declare that whole information which is provided above by me in this
written document is true and correct as well. If in case it found incorrect then I will be
responsible for it.
Place:
Date:
CURICULAM VITAE (2)
Curriculum Vitae
Name – ABC
Address – 30 street, Plot no 45 London.
Phone No. - 12643578
Junior Human Resource manager
I am having four years of experience in management of all the human resource activities as
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well as ability of managing a team as well. By this, it will able to meet targets and goals within
a given period of time properly.
Skills –
 Making a plan for managing activities
 Coordinating teams in an effective manner
 Strong skills of interpersonal.
 Ability to introduce better network of communication within peoples. Making of policies and strategies properly.
Qualification Detail: -
 Bachelor in BBA having a commerce department
 (MBA) Masters in business administration with specialisations in Human resource and
marketing management Diploma in Human resource
Declaration - I hereby declare that all the above information which are provided in this written
document is true as well as free from misleading data. If in case it is found incorrect I will be
responsible.
Place:
Date:
Documentary of preparatory notes to selected candidates for interviews: This involves
lengthy process with various steps. Selected applicants who have qualified the screening round
they are now applicable for the interview. HR of KFC prepares the preparatory notes to conduct
interviews of qualified candidates. There are various stages through which the candidate have to
go through in R & S process (Crook and et. al., 2011). Capable candidate will qualify the whole
process and will be expected to perform all the duties for which he has been selected.
Documentary of preparatory notes can be divided in several steps before the start of the
interview, after qualifying the interview, and during the interview timing.
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Before the interview Before interview there are different kinds of things that are to be
performed which belongs to mental stability rather than analytical. Basically, developing
interview plan and questionnaire is difficult in comparison with actual interview. Further for
this, HR manager prepares a draft of questions in which questions that are to be asked are
included and majorly this involves, questions related to personality traits, measuring attitudes
etc., Some of the elements are mentioned that are to be executed before having conversation
with candidates are mentioned below:
 Prepare a set of questions that are to be asked by interviewer and interviewee in order to
evaluate whether a person acquires all the traits that are required for the respective post
or job.
 Give information about venue and time of examination so that candidates can come for
their interview or respective work.
 Further for giving proper information they can call individuals for providing details
regarding time, place, documents that are required (Employment legislation and its
impact on decision-making process of an organisation, 2018).
 Before filling the vacant seats respective departments must take permission form their
superiors so that the entire process can be conducted in a systematic manner. Further for bias results, company must arrange penal members who can hire eligible
candidates purely on the basis of skills and knowledge they acquire.
During the interview
Under this process, duty that is to performed by HR manager is to collect all the
documents that are required by company for short listing eligible candidates. Along with this,
they gathers information of the firm regarding their history, growth rate in a year, future plans
and many more. As a result it will help them in evaluating the interest fields of individuals. In
terms of manager of KFC, they are performing some task during the conduction of interview
process and these are explained below:
 Ask questions about education and background of a candidates.
 Give ample amount of time to individual so that they can set themselves in interview
room so that they can give answers effectively without any hesitation or problem.
 Interviewer can start conversation in a normal manner if he feels that interviewee is
feeling comfortable.

 After the competition of interview, interviewer can tell the candidate about the positive
feedbacks which will help the person in keep his/her morale boosted and negative as
well so that changes can be done for getting a positive outcomes.
After interview
Human Resource manager of Kentucky Fried Chicken has make a final selection of candidates
after accomplishing the process of interview successfully. In this procedure they rate every
question as well as evaluate or calculate all candidates rating. At the end, search out the
candidates those who are having high rating in all level of stages. Some of the points which are
followed by the manager of human resources for accomplishing the process of after interview
are given below in detail:
 Candidates who are having higher ratings are selected as well as make a small level
alternative portfolio 2 to 3 prospect approx.
 Check their history of medical to find out whether she or he is able to accomplish their
duties and role in an adequate way (Guest, 2011).
 After accomplishing of background details, Human Resource executive once again
screening the selected applicants. .
 Make a offer letter as well as give job offer to the final candidates by post, calling, mail
or many others which is suitable for both to inform about selection of applicants in their
organisation.
Justification of the final selection: This refers that selected candidate has agreed for the
job responsibilities. He has been selected on the basis of his education, experiences and Skills.
KFC prefers the candidates who are highly qualified as per there requirement and their
experiences meets up with the company and agreed to the policies of the company. HR manager
have huge responsibility to select the appropriate candidate from the pool of applicants, it
becomes easy for him when is hiring for the good brand name like KFC but its very difficult for
the HR of low goodwill company to hire employees (Ployhart and Moliterno, 2011)
Job offer: It is a invitation document for potential or selected applicants to join on
specific post with in an company which are known as employment offer . It involve various
information linked with work, duties and roles etc. XYZ has chosen finally as well as KFC HR
manager has make a offer of job letter for them which is given below in detail:
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Job offer letter
Date:
Name: Mr. XYZ
Hello XYZ,
I am delighted to give you offer letter for marketing manager position at full period in company.
As interacted wit you at interview time that you will be employed as marketing manager in
south west regional. Induction program will be given to you be head which will provide you
data about team development. Group of people are provides so that appropriate activities are
conducted which help in accomplishment of objectives and goals within defined duration.
By taking and accepting offer letter which defines complete information about role,
responsibilities, leaves, compensation and various other essential data in respect to job profile
of marketing manager. It would be pleasure to construct healthy relationship for long period
which help in achievement of goals.
Mail copy of letter on company website within 2 weeks by signing it and accepting all
conditions which are mentioned in document. I will be glad to have you as part of organisation
and take responsibilities.
Sincerely
DEF
HR manager
I accept firm job offer letter of employment as well as acknowledged receiving current workers
handbook. No one oral commitment have been done related to employment.
Signature:
Name:
Date:
Place:
CONCLUSION
As per above report it has been concluded that HR management as well as its practices is
very main for an company for hiring, selecting, training, appraisal, making a healthy workplace,
decline disputes, manage, control, direction and so on.By this practices of HRM, companies are
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able to operate entire enterprise activities in an effective way hence make a positive image of
brand within customers mind. So that HR management is very essential for firms to achieve
sustainability for a long period of time.
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REFERENCES
Book and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Crook and et. al., 2011. Does human capital matter? A meta-analysis of the relationship between
human capital and firm performance. Journal of applied psychology. 96(3). p.443.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
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.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
Employment legislation and its impact on decision-making process of an organisation. 2018.
[Online] Available through:
<https://www.eurofound.europa.eu/observatories/eurwork/articles/the-impact-of-
employment-legislation-on-small-firms>.
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