Comprehensive Analysis of Human Resource Management at Kingfisher PLC

This report provides a detailed analysis of Human Resource Management (HRM) practices at Kingfisher PLC. It begins with an introduction to the role and functions of HRM, emphasizing its importance in workforce planning and resourcing. The report explores various recruitment and selection approaches, comparing internal and external methods, and discussing their respective advantages and disadvantages. It then delves into the benefits of different HRM practices, such as training and development and performance management, for both employers and employees, and evaluates the effectiveness of these practices in enhancing profitability and productivity. The report also examines the significance of employee relations in influencing HRM decision-making, highlighting the role of communication, development opportunities, and employee engagement. Furthermore, it covers key elements of employment legislation and their impact on HRM, concluding with an illustration of the application of HRM practices within Kingfisher PLC. The report includes an introduction, task-based sections, and a conclusion, providing a comprehensive overview of HRM strategies in a real-world business context.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose and functions of HRM applicable to workforce planning and resourcing in
Kingfisher...............................................................................................................................3
2. Different approaches of selection and recruitment with their advantages and disadvantages 4
TASK 2............................................................................................................................................7
3. Benefits of different HRM practices for both employer and employee.............................7
4. Effectiveness of HR practices in terms of raising profits and productivity of Kingfisher. 8
TASK 3............................................................................................................................................8
5. Importance of employee relations in Kingfisher to influence HRM decision-making......8
6. Key elements of employment legislation and its impact on HRM decision-making.........9
TASK 4..........................................................................................................................................10
7. Illustrating the application of HRM practices .................................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management of an organisation plays an important role as it helps
organisation to recruit and select the best employees who aims at accomplishing the overall goals
and objectives. Different tools and approaches are used by HRM to improve the performance of
employees and increase the effectiveness of business operations and activities. Kingfisher PLC is
leading retailer company that operates 2900 stores around 15 countries. Kingfisher provides
employment to 130000 people around the world, therefore, it aims at properly managing its
human resources the lifeblood of company. In this report, functions and purpose of HR are
explained with key roles and responsibilities of HR. benefits of different HRM practices for both
employee and employer are explained and also evaluation of effectiveness of HRM practices is
done.
TASK 1
1. Purpose and functions of HRM applicable to workforce planning and resourcing in Kingfisher
Purpose of HRM
Human Resource Management of an organisation aims at coordinating people in order to
effectively achieve the business objectives and goals. HRM focuses on maintaining effective
relationship between employee and employer so that employees feel motivated and satisfied
which leads to bring effectiveness in business operations and activities. HRM uses different HR
practices and approaches to select and recruit the best employees, providing them with training
and development programs and improving their performance level in order to effectively achieve
business objectives.
Functions of HRM
Workforce-planning: Effective workforce-planning helps organisation to effectively manage
human resources. Kingfisher being a retailer needs effective employees who bring innovation
and leads to improve effectiveness of operations.
Selection and Recruitment: Kingfisher aims at recruiting the best personnels who can put their
best efforts in business operations and achieve targeted goals. HRM focuses on using best
approaches of selection and recruitment to bring better results and outcomes.
Training and development: This HRM function aims at improving the performance of
employees by providing them with proper training as it leads to increase effectiveness of

business activities (Horwitz and Mellahi, 2018). HRM of Kingfisher focuses on providing proper
training and development to employees so that it can lead to sustain in competitive business
environment.
Job analysis: This HR function aims at identifying job nature, skills and knowledge of human
resources that is required in business. HR helps Kingfisher to properly assess duties and roles of
employees and according recruit them.
Benefits and compensation: HRM provides benefits to employees by monitoring their
performance so that they feel motivated and encouraged. Kingfisher aims at satisfying its
employees so that they retain in organisation and put efforts for accomplishing goals.
Employee relations: HRM also aims at making effective relationship between employees and
employer so that it leads to satisfy employees. Kingfisher maintains effective relations that
allows employees to share their ideas and views and they also take effective part in decision-
making (Collings, Wood and Szamosi, 2018).
The Best Fit vs Best Practice Approach
Best practice approach states that various HRM practices are universal in nature and fits
best in for any situation, and it brings effective results and increase overall performance of
organisation. Whereas, best fit approach refers that HR approaches and strategies needs to made
according to the situations and circumstances happening in organisation (Wright, 2018).
Hard and Soft models of HRM
Kingfisher aims at combining both hard and soft models of HRM so that it can
effectively manage the organisation and human resources. Hard models of HRM treats
employees as resources of organisation and it focuses on workforce-planning and allows minimal
communication. Soft models of HRM treats employees as the most important resource and aims
at satisfying their needs. Soft models focuses on appraisal systems and allows two-way
communication.
2. Different approaches of selection and recruitment with their advantages and disadvantages
Kingfisher Management Development Scheme aims at recruiting personnels from
external and internal business environment (Haneda and Ito, 2018). Talented and potential
candidates are required to achieve the goals and objectives of Kingfisher. Following are given
internal and external source approach that are used by Kingfisher.
Internal Recruitment And Selection

This approach aims at recruiting and selecting employees from internal sources i.e. from
within organisation. Kingfisher uses different methods of internal recruitment in order to feel the
vacant post within organisation (Kanki, 2019). Internal selection and recruitment is done by
transfers, promotion and referral of employees.
Transfer: This refers to that employees are transferred from one post of job to another within
Kingfisher.
Strength:
 Transfer of employees within organisation is easy and it saves time.
 Employees are already familiar with working environment therefore training is not
required.
 This method is cheaper and quick process (Nie Lämsä and Pučėtaitė, 2018).
Weakness:
 Transfer of employees within organisation blocks entry of new ideas and talents within
Kingfisher.
 It limits potential applicants' entry within organisation.
 Transfer of employee to another post may create dissatisfaction which may also affect
their performance.
Promotion: Employees are promoted with new and higher position within organisation.
Strength:
 Employees feel motivated when they get promoted (Hong and et.al., 2016).
 Organisation is also familiar with strength and weakness of employees.
 It creates competition within other employees and they come up with improved
performance.
Weakness:
 Promotion of employee within organisation creates another post vacant.
 It may also cause resentment and bitterness among other employees who did not get
promoted (Analoui, 2018).
 External potential candidates does not get chances when organisation adopts internal
promotions.
External Recruitment And Selection

Kingfisher adopts external source of recruitment and selection so that it can welcome
new and fresh ideas in the organisation. There are various methods of external recruitment such
as: recruiting applicants from colleges and universities, websites, advertisement in newspaper,
employment exchanges, etc.
Advertisement in newspaper: Kingfisher provides ad in different newspaper, magazines and
journals in order to attract talented and potential candidates.
Strength:
 This method attracts large number of candidates (Sheridan, 2017).
 This method allows entry of new ideas and talents in the organisation.
 It also creates competition within organisation which leads to create improvements in
performance of existing employees.
Weakness:
 It attracts large number of candidates and selecting the best and potential becomes
difficult.
 This method is a long process and consumes time (Banfield, Kay and Royles, 2018).
 Kingfisher have to spend much on advertisements and job interviews.
Social media recruitment: LinkedIn and Twitter allows online recruitment and selection of
potential candidates. Kingfisher makes uses of these networking sites to attract candidates and
recruits them.
Strength:
 This method of recruitment attracts large pool of applicants.
 Experienced people can be employed in Kingfisher who can effectively achieve targeted
goals.
 This method allows Kingfisher to recruit young and innovative candidates who can
improve effectiveness of operations.
Weakness:
 This method is time consuming and long process (Collings, Wood and Szamosi, 2018).
 Candidates recruited through external sources requires training sessions which increases
operational cost.
 Organisation is unfamiliar with characteristics, knowledge and skills of candidates.

TASK 2
3. Benefits of different HRM practices for both employer and employee
HRM aims at properly managing the working of organisation so that it leads to effective
achievement of overall goals and objectives. Different HRM practices used by Kingfisher
ensures that it brings positive outcomes and results for both employer and employee (Top 10 HR
Best Practices, 2016). Following are explained some practices adopted by Kingfisher and their
benefits:
Training and development: HRM practices aims at providing proper training and development
programs to employees so that they improve their skills and knowledge and come up with
innovative and creative ideas.
Benefits to employees:
 Various training and development programs ensures that skills and knowledge of
employees improves (Kanki, 2019).
 These skills are beneficial in both personal and professional career of employees.
 Training and development programs ensures satisfaction of employees.
Benefits to employer:
 Training and development programs increases performance level of employees which
leads to bring effectiveness in business operations which may increase productivity and
profits.
 These programs ensure satisfaction of employees which reduces employee turnover rate.
 HR practices also benefits employer to bring innovation and creation in business
activities and operations.
Performance management and reward system: Kingfisher aims at measuring and monitoring
performance of employees so that it can provide them with rewards and benefits. HR practices
ensures that employees get benefits for their improved performance level,
Benefits to employee:
 Employees feel motivated when get rewarded for their improved performance level.
 Employees gets higher position and promotions in form of rewards.
 Performance management and reward system ensures employees satisfaction and
motivation (Shen, Messersmith and Jiang, 2018).
Benefits to employer:

 Motivated employees put their best efforts in business activities which brings benefits to
overall organisation.
 Potential employees come up with innovation and creation in order to get rewards.
 Performance management ensures that employees feel satisfied which reduces employee
turnover rate.
4. Effectiveness of HR practices in terms of raising profits and productivity of Kingfisher
Different HR practices used in Kingfisher ensures that it leads to bring innovation and
creation in the business activities and operations. HR practices ensures that training is provided
to employees which improves their performance and they also feel satisfied and motivated. HR
practices provides benefits to organisation in form of improved performance of employees and
their satisfaction which reduces the turnover rate (Koch and McGrath, 2016).
Kingfisher aims at maintaining good relationship with employees so that they feel
comfortable and motivated. Effective relationship between employer and employee leads to open
communication within organisation and also improves brand image and reputation of the
company. Good brand image leads to increase the profits of Kingfisher.
Kingfisher ensures that proper training is provided to employees which can lead to
develop their skills and knowledge (Wright, 2018). Improved knowledge of employees brings
innovative and creative ideas which improves the business operations of organisation.
Effectiveness in business operations brings benefits of increased productivity and profits as well.
Performance management and reward system used in Kingfisher aims at monitoring
performance of employees which makes employees to come up with innovation and creation in
business activities in order to get rewarded. Improved performance level of employees leads to
bring effectiveness in operations and increases overall productivity and profits.
TASK 3
5. Importance of employee relations in Kingfisher to influence HRM decision-making
Employee relations maintained by HRM in Kingfisher brings effective results and
improves performance of employees. Various strategies and practices are used to improve the
relationship between employee and employer. Followings are given some strategies used by
HRM to effectively build employee relations:

Communication: HRM aims at developing effective communication between different levels of
management and with employees as well. It leads to bring easy flow of information within
organisation and employees also feel satisfied (Chen and Huang, 2019). Effective
communication within Kingfisher brings effective results and also increases loyalty of
employees.
Development Opportunities: Various development programs are arranged by HRM in order to
build effective employee relations. Performance management is done in order to monitor
employees performance and provide them with benefits and rewards. This provides motivation
and encouragement to employees and they come up with innovative and creative ideas and bring
effectiveness in business operations.
Employee Engagement: HRM aims at motivating employees and encouraging them to come up
with and creation by involving them in different activities. Effective engagement of employees in
business and related activities leads to build employee relations. Employee also take effective
part in decision-making of Kingfisher.
Importance of effective employee relations to Kingfisher:
 Employee relations provides motivation and satisfaction to employees which results in
increasing employees' morale and loyalty.
 Employee relations helps in engaging employees in different activities of business and
decision-making process.
 Satisfied and motivated employees come up with innovative and creative ideas that helps
in improving business operations and activities (Huselid, 2015).
 Effective relations ensures that employees retain in Kingfisher and leads to reduce
employee turnover rate.
 Effective relations develops communication within organisation and reduces conflicts.
 Employee relations brings effectiveness in business operation and activities and also
leads to increase productivity and profits for Kingfisher.
6. Key elements of employment legislation and its impact on HRM decision-making
HRM of Kingfisher aims at satisfying and motivating employees so that they take
effective part in business operations and activities. Different employment legislation affects
business and its decision-making process, which are explained as follows:

Equality: HRM aims at providing equal opportunities to all and does not discriminate them.
Equality Act, 2010 allows equal opportunities for every employees and does not allow
discrimination on the basis of sex, age, race, religion, caste. HRM makes its different strategies
and decisions according to Equality Act and provides equal opportunity to all.
Data Protection: Kingfisher ensures that it follows rules, regulations and guidelines provided by
government and also ensures privacy of its employees (Ichniowski, Shaw and Prennushi, 2015).
Data Protection Act, 2018 aims at protecting personal data of employees within organisation.
This act controls use of employees personal data within business organisation. HRM makes its
decision by considering that it does not breach law and hinders the privacy of employees and
data.
Health and Safety: Kingfisher focuses on providing safety to employees so that they feel
satisfied and motivated. Health and Safety at Work Act, 1974, ensures that employees are having
safe and healthy working environment. HRM ensures that primary health services are available
to employees and safe access and exit for emergency. Decisions are also made to provide
employees with training regarding health and safety management.
Dismissal and Employment Contracts: According to common law regarding employment
contracts, both employer and employee can terminate the employment relationship in absence of
any agreement. Employer and employee if do so needs to comply legal regulations. Kingfisher
allows employees to terminate job by presenting written statement around a week (Koch and
McGrath, 2016). Under the rules of dismissal and employment contracts, employer needs to
follow various legislations.
TASK 4
7. Illustrating the application of HRM practices
Following is given the document portfolio for testing the recruitment and selection
process for HR Assistant role.
Job Description
HR Assistant
Kingfisher PLC.
Reports to:
HR Assistant will report to HR Manager and HR Director.

Job Purpose:
HR Assistant assists the HR Manager and HR Director for providing effective HR services for
different practice areas and also to support other groups.
Internal Contacts: Regional Managers and Directors, Site Managers and Employees.
External Contacts: Suppliers, Clients, Government agencies and authorities.
Duties and Responsibilities:
 Assist HR Manager for recruitment and selection process
 Maintain and update record of employees
 Input data on HR payroll systems
 Assist consultation meetings
 Provide effective support in meetings
 Assist general and payroll queries of employees and clients
Person Specification
Human Resource Assistant
Kingfisher PLC
Experience and Qualifications:
Criteria Essential Desirable
Qualifications  MBA Degree in Human
Resource Management from a
reputed University.
 Professional Certificate in
Personnel Practice.
 BBA Degree in Human
Resource Management from a
reputed University.
Experience  Work experience within office
environment.
 Work experience of managing
repetitive task within
timescales in any recognised
organisation.
 Work experience in HR
department in any recognised
organisation.
 Experience of TUPE and
administrative work.
 Experience of using HR

 Experience of managing legal
and professional service
environment.
database system.
Skills and Abilities:
 Ability to work in a team
 Experience of Word Office, Excel and Power Point & other systems
 Effective communication and Problem-solving skills
 Good organisation skills
 Ability to plan and organise administration work related to recruitment process
 Able to manage paperwork data and information
 Knowledge of various employment laws and regulations
Personal Attributes:
 Good interpersonal skills
 Young and energetic
 Knowledge of different languages
Following is given the Curriculum Vitae for one of the position advertised by another team.
Curriculum Vitae
Personal Details:
Name:
Address:
Email id.:
Mobile No.:
Educational Qualification:
 BBA from Harvard University, 2011.
 MBA from Harvard University, 2012.
Professional Experience:
 2 year's experience as Assistant Manager in Tesco PLC.
 Worked as an internee for six months in reputed college.
Key skills: