HRM Report: HRM Practices, Employee Relations, and Legislation at B&Q

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at B&Q, a British multinational DIY and home improvement retail company. The report begins with an introduction to HRM and its strategic importance in achieving business objectives, followed by an overview of B&Q. Task 1 explains the purpose and functions of HRM, emphasizing workforce planning and resourcing. Task 2 explores the strengths and weaknesses of different recruitment and selection approaches, along with the benefits of various HRM practices for both employers and employees. Task 3 examines the significance of employee relations in HRM decision-making and the impact of employment legislation. Task 4 illustrates the practical application of HRM practices with specific examples. The report concludes with a summary of key findings and recommendations for improving HRM effectiveness at B&Q, drawing on relevant academic literature and industry best practices. The report also covers topics such as compensation, benefits, performance appraisals, and legal compliance within the context of B&Q's operations.

HR management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................3
TASK 2............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both employer
and employee..........................................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
TASK 3............................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................8
P6 Identify the key elements of employment legislation and the impact on HRM decision
making....................................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Illustrate the application of HRM Practices in a work related context using specific
examples...............................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resources management is the strategic approach that is used by the company to get
manage the employee will more effectiveness by which the objectives and target of the business
will get achieved with more easiness and also helps to gain the higher advantage from their
competitive market. It is the contemporary term that is based on the development of the
employee and by which each and every employee will get takes the responsibility and performed
their work with more perfection (Analoui, 2018). It is a broader term that includes the
development of personality, skills, attitude, belief, knowledge, experience, talent etc. Human
resource management will performed their function to strengthen the stronger areas of the
employee while recovering the loopholes or the weaknesses in order to make more profit. This
report is based on the B&Q that is the retail company and a British multinational DIY and home
improvement having the headquartered in Chandler's Ford, England, UK and it is owned subsidy
of the Kingfisher plc. It has been founded by the David Quayle and Richard Block in the year
1969 and working with the 296 number of stores with 27000 numbers of employees. This report
includes the purpose and functions of HRM, benefits of the HRM, strengths and weakness of
diverse approach to recruitment and selection, importance of employee relation, impact on HRM
decision making and application of HRM practices.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Human resource management plays a vital role in the success and development of the
different individual that get worked within the company and support to gain the better advantage
from the market competition. It is the department that have the concern for hiring, motivating
and maintain the advancement within the workforce of B&Q. They have also dealt with the issue
that is more related to the training and development, compensation, administration,
communication and motivation as well (Armstrong, 2020). It is the department that will design
to get developed the performance of the employee and for this they have achieved their
objectives within the timely manner. The purpose of human resource management is that they
have managed the different needs that are associated with the satisfaction and motivation of the
employees. It is the department that is worked to enhance the working ability and efficiency of
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the employee that directly raise the working standard of the company. There are some of the
major purposes of the HR management that are as defined below as:
Staffing needs- The HR department play more important role as they perform the
recruitment and the selection process and they have identifies the different candidates that are
more appropriate for the vacant job application. It is the department that place the validate
candidate and with that identify the skills and ability that is required to get performed the certain
task for that certain post (Bailey, 2018). They have ensure that the employee must get performed
their work with more perfection and that is completely from any dishonoured. While managing
the staffing the promotion and the transfer will get performed that is performed within the
working workforce and thus all the needs of the employee of B&Q will get managed in
satisfactory manner.
Compensation- It is the minor aspect that the employee will get motivate if they get the
fair and adequate payment and thus they have B&Q must provide the balanced payment and in
that they have provide the better wages as per the job role and also provide balanced promotion
as per the performance. In this the HR management will provide the adequate change in their
payment policy and provide the promotion as per recital. In this the HR department of B&Q will
manage the different policies by applying the federal, local and the state laws as to provide the
Fair labour Standards Act and provides the minimum payment.
Benefits- The HR department has more prominent to gain the excess competency within
the business and thus the HR will conduct the effectual recruitment and selection through which
appoint the employee that are more appropriate to the B&Q. The HR also have provide the
administrating benefits and with that retain the employee for the longer period of time by which
more and more employee get linked within the company and higher profit will get attained by the
business. In that B&Q provides the different benefits to their employee as well provide the health
insurance, retirement plans, conveyance, voluntary health care plans, special discount and other
as well.
Performances Appraisal- The HR management will collect the appropriate information
from the different department about their employee and analyses as well as evaluate the
performance of the employee (Banfield, 2018). The HR manager of B&Q will provide the
appraisal to al the employee and they have performed that once in a year that is in the month of
April and with that provide adequate rewards according to the promotion. That promotion might
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have been the retention, termination, bonus, perks etc to the employee by which they will get
more satisfied.
Law Compliance- The HR department of the B&Q will provide the complete safety and
the security to the employee. For that they have follow the different laws to protect the employee
from different redundancy. It will provide and promote the safest workplace that act as the
motivation for the employees thus in that the HR will induce the new updates within the
business by which they have insert different regulation that made more comfort for the
employees (Berman, 2019).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
The recruitment and selection is the is procedure through which HR management get hired
the employee that are more skilled and talented by which they could make the effective change
within the business as from their ideas and creative thinking. It is more important to get conduct
this process because it is also be needed that new candidates that have fresh knowledge must get
come to the business by which they have develop the working culture in a positive manner. After
that the HR manager of the B&Q provides the training and development, provides promotion,
incentives, appraisal, recognition of their work that emphasis the working standard of the
company. The human resource manager of B&Q must have some responsibility and with that
manage the overall workforce with more perfection and also follow some approaches that are as
defined below as:
Approaches to workforce planning- The planning for the workforce is a process through
which the HR allocate the goals and the objectives to the employee by which they have achieved
the aim of the B&Q. They have made the effective change within the business and thus have
made the efforts to develop and enhance the working skills and ability of an each individual that
will perform their worked within the company (Boon, 2018).
Approaches to training and development- The HR of B&Q provides both type of
training as like on job and off job too and this is to developed the working ability and the
capability of an employee. It would help to in particular manner as like the orientation,
mentoring, coaching, apprenticeship and the health and safety of the employees.
Approaches to rewards- It is the process through which the HR manager of B&Q will
managed and performs the reward management and thus they have focused to influence the
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working skills of the employees. In that both kinds of rewards as like tangible that includes the
financial balance and intangible that includes the luxury.
Approaches to performance management- The performance of each employee of B&Q
will get managed by the HR manager and in that they have analyse the performance on timely
manner by which provide the adequate learning and feedback by which they furthermore
developed their performance with more adequacies (Brewster, 2018).
Recruitment and selection process of B&Q
The recruitment and selection process of B&Q will include both type of recruitment as
internal as well as external to that is as defined below as:
Internal Recruitment- It is the process in which the HR will promote the employee as
from within the B&Q as per their performance and it is provided in the form of budget. There are
some strength and weakness that are as defined below as:
STRENGTH WEAKNESS
 It is a cheaper process and there is no
need to spend more money for
recruitment and selection.
 There is no need to develop the skills
and to get provide the orientation as
they are already get aware about the
different action that is performed within
the business.
 The employee gets more motivated as
they get promotion and it increases the
profitability of business.
 The employee and the company both
know the working attitude and
behaviour thus it is easier (Cooke,
2018).
 It has resisted the entry of applicable
candidate by which somehow the
potential get decreased.
 It might that employee feel so special
and didn’t look forwards for its job role
that affect the performance of company.
 The entrance of new employee will get
stop by which the innovation will not
get induced within the business.
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External Recruitment- It is the process through which the HR of B&Q will get select
the newer candidate for the vacant position of the company. In that the company mostly recruit
the fresh candidates and for the adequate budget will get assigned to the HR department and have
some strength and weakness that is as defined below as:
STRENGTH WEAKNESS
 The fresher or new candidates are full
of new ideas that brings nuance in the
company.
 The HR has a lot of candidates and
from that they have select few as per
their convenience.
 It is more time taken and costly process
as it includes the advertisement to
spread information in the market about
the vacancies.
 It is not easy to know the every skills of
the candidate at first time (Glaister,
2018).
Methods of selection in B&Q
The B&Q have followed the newer approach and have followed the procedure to get
select the candidates or the vacant position within the B&Q and that is as defined as:
Register interest: In this process the appropriate candidates must have fill the form and i
consist all the personal information with more aptitude question.
Business insight stage I: In this the hypothetical situation is provided to the candidate
and they have to provide the solution that help to know the thinking ability of the candidate.
Business insight stage II: It is the stage in which the reasoning question has been asked
and some task it provided by which HR know the ability of an individual.
B&Q Business meeting: It is the last stage in which the candidate must get talked about
the terms and condition that get associated with the business.
Offer or feedback: In this B&Q offer the appointment letter for the final call that
includes the date and time of joining and other appropriate detail as well (Gutierrez-Gutierrez,
2018).
Strength Weaknesses
 The CV will provide 70% connection
with the candidate thus it is easy for
 It is time overriding method.
 The candidate who didn’t selected get
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HR.
 Provide feedback those who required
updating some skills.
de-motivates.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both employer and
employee
Human resource management practise is a very important thing and also plays an
important role in an organization. Such type of management is taken care by the department of
human resource in an organization. It is also considered to be an element that is required to
strengthen base of an organization (Huemann, 2018). Role played by this is related to
implementation of strategy and those rules which are required to be formed under HR strategy
and system that is required for completing of daily task and business activities. A best human
resource is a practice through which an employee is able to create satisfaction to employees and
workforce. A different HRM practice that has to be followed by them is recruitment, training and
development, work life balance, compensation. Following are HRM practises that have been
explained as follows:
Recruitment and selection – B&Q ha a structure that has its recruitment process in which
employees are being hired by the company. In order to recruit a five stage process has to be
followed by the company in which employees who are having skills and abilities which are to be
required for job role of HR. The recruitment process has to evaluate the individual upon the basis
of different types of business scenario. This is an effective way of hiring best employees those
are fit to be working in an organization as an employee. It also effective in making hiring of an
employees who suit best the criteria of job and has potential to make company achieve goals,
objectives set-up by it. This is an expensive and time consuming process and provides quality of
employees (Kanki, 2019).
. Training and development programs – Also human resource management of B&Q has
been organised based upon various training of career growth and development of its employees.
Workforce in B&Q has to be given special training like apprenticeship training, health and safety
training, mentoring and coaching, employee orientation program etc.
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Benefits to employees Benefits to employers
 Training and development of programs
is helpful in making them aware about
the situation of competitive market.
.
 Practices of HRM is going to provide in
maintaining of management within
B&Q in order to make an positive
impact upon the business environment
at workplace and also motivation level
of employees increases because of this
which helps them in giving better
results with more efficiency.
 Employers are able to help in increasing
of efficiency and profit making in a
manner that Markets and Spencer has to
provide different career development
training of its employees.
 HRM practices helps in retaining of
employees.
 Recruiting and selecting appropriate
candidate for organization is going to
help in achieving of goals in faster and
more effective manner. This is very
helpful for an organization as it results
into achieving of profit at faster rate in
an organization (Meyer, 2018).
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
The HR managers have performed the different function and some operation as well by
which the performance of the B&Q will get developed by developing the routine of employees.
Thus the HR must have provided the training and development to the employee by which they
have induced the most improved place of work for the employees. The major function of HR is
to perform the recruitment and selection process and with that have also follow some practices as
well. There are some different HRM practices that is followed by the HR of B&Q and that are as
defined below as:
Manpower planning- It is the overall plan that is designed and have some diverse
strategy and policies that must get followed by the entire employee that are working within the
B&Q (Nankervis, 2019). It is a plan that includes the action that is taken by the company to
reduce the skills gap by which the demand has been increased and company make more success
and competency. The employee of the B&Q will get performed the task by making effective
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evaluation of all the activities by which they have the adequate path that helps to attain the goals
with sufficient period of time.
Performance management system- It is the system by which the performance of the
working employee of B&Q will get evaluated by the HR manager. In this the HR provides the
clear vision, mission, aim and objective of the company by which the target has been achieved
with more effectiveness (Morgeson, 2019). It is the system through which the HR will provide
the training and development by which the employee get developed their skills and achieve the
standardised target.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making
The employee relation has been more important while working within the company and in
that the employee get shared the better and strong bond by which they have more competency
and it helps to make more sufficient change. It is the approach of HRM through which the
employee engagement and participation will get developed and thus the B&Q will get more
profit (Noe, 2018). It helps to emphasis the healthy surround under which the employee get more
motivated and have easy understanding that furthermore reduce the complexities and conflicts
from the company. It is the aspect that develops the employee engagement and thus the
efficiency of the working of employee will get enhanced and it is more useful as company gets
the collective effort of all the employees. The B&Q have induced the different innovatory
changes within the company and that induces more effectual growth and the development that
helps to make more profit. It also has huge impact on the decision making process of HRM and
that is as defined below as:
 The work of HR management will get associated with the employees thus the decision
making also get affected and in that the B&Q must have take decision that is in the
favour of employees.
 The employee relation relates with the healthy relationship in between the employees and
it increases the working tendencies by which the need of each other will get fulfil with
more easiness. The decision making of the HR will more related to the need of the
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employee and in that the B&Q implement the better strategy by which more sufficiency
will get induce (Peccei, 2019).
 The effective relation in between the employee helps the manager to remove the
negativity from the business and in that the different conflict gets reduced.
The human resource department has managed the different function by which the positive
environment will get developed within the B&Q and thus it support to bring the better
productivity within the business.
P6 Identify the key elements of employment legislation and the impact on HRM decision making
It is more important that the companies must get followed the employment laws that
helps to make the smooth flow of information and in that B&Q have ensure that it always be
needed for the business and have follow all legalities (Ren, 2018). There are some different laws
that are followed by the HRM of B&Q and that are as defined below as:
Occupational Health and Safety Act, 1970: It is the act that comes in existence in the
year 1970 and it is also known as the US Labour Law. It is the law that is published by the
Occupational health and safety administration and used by B&Q to manage the better culture that
promotes the safety of the workers. B&Q has understand that it is more important and the higher
authority must get ensure that they get followed that with more competence in order to avoid the
intervention.
Civil Rights Act, 1964: It is the law that come in existence in 1964 and it is followed by
the B&Q to protect the workforce from all the discrimination that is relative to the regions,
background, colour, race etc. The B&Q will use that to make sure that business will follow the
different norms with fairness (Stewart, 2019).
Fair Labour Standards Act, 1938: This law came in existence in 1938 and it is related to
the wages that is more required to get provide that to the employee and they must have worked
for 40 hours in week and that will same get followed by B&Q.
The Equal Pay Act, 1970: It is the law that promote the removal of all the
discriminations and racism in between the male and female on the basis of payment. It is more
followed by the B&Q and thus they promote equality and diversity within the workplace.
Impact of employment legislation upon HRM decision-making
Human Resource Management will have take different decision for the betterment of the
employee and they get follow all the rules and regulation by which they get ensure that more
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flexibility will get impart within the business. The HR manager of B&Q make sure that all the
employee must get more relative and aware about all the legislation and with that perform all
function in accordance to that in predetermined of these laws (Zaid, 2018).
TASK 4
P7 Illustrate the application of HRM Practices in a work related context using specific examples
Application of HRM practices in B&Q
The human resource management of the B&Q manage all the requirement of the
employee with more easiness that helps to reduce the employee turnover ratio by which
performance get developed with more perfection. The HR must follow some practices to
improvise the productivity of employees and thus the vision, mission get achieved with more
relatedness. They have provided the training and development, guidance, coaching to enhance
the ability of all individuals.
Job Description
Job Details
Post : Customer service team leader
Company : B&Q
Job Purpose
Passionate and active applicants are invited for the job position of Customer service team
leader. The applicants must have a good communication skill and support customer service
activities and direct the employee. Additionally, the candidate develop program to enhance
performance and productivity.
Roles & Responsibilities
 The Customer service team leader guides the employee to accomplish the project in
timely manner.
 They take the responsibility and implement the project with the time limit.
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Person Specification
 Post: Customer service team leader.
 Department: HR department
 Key: This shows what is required as an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Post-graduation in
management ground
from any college.
 Minimum 3 years
working experience as
Working Customer
service team leader.
 Experience of working
in customer services.
 Skills or knowledge  Efficient
communication
Skill in equally written and
verbal.
 Ability to recognize
market competency and
implementing the task
in delegator manner.
Creation of structured interview- The HR management of B&Q invites candidate by
giving the advertisement in the newspaper, job portals and social network sites. The HR of B&Q
conducts the interview and asks some relative questions.
 What are the roles of Customer service team leader in expansion and enlargement of
company?
 Why there is the need to develop constructive connection with employees at place of
work?
 How can leadership influence the recital of employee?
 Why our company should hire you?
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Job Offer Letter
Mr./Ms,Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Our company B&Q is fortunate while working with you for position Customer service team
leader. Your skills and experience are so special for us and you will fulfil all the requirement of
the business.
As discuss in consideration your joining date is 1st June, 2020. The salary offered to you is
£18500+ £507 allowance+ bonus+ pension+ 20% discount+ benefits per year. B&Q is offering
LOP facility, as if urgent leave is requisite by any employee. In addition with this, the contract
type is full time and 39 hour in a week.
If the offer is accepted by you then must comes with second copy of offer letter and
document for the documentation process.
As the acknowledgement is inward bound, will discuss about other formalities.
If you have any qualms or query then please let us inform thus we provide all additional
information to you.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
B&Q
____________
I hereby accept the Customer service team leader position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSION
It has been concluded from the above report the HRM is being the most important for the
company and also plays the vital role and by this also gets ensured that the business will attain
the continuous growth and more development. The HR manager performs the different function
and purpose that help to perform the different factor as like planning, coordinating, controlling,
implementing and managing of different aspect. The HR must follow the soft and hard skills to
get managed the work with more correctness and also have follow the practices by which the
profitability and productivity get enhanced. The human resource manager must follow some
different methods to hire the employee and the legislation as well to make effective decision-
making.
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