Human Resources Management Practices at KFC: A Detailed Report

This report delves into the Human Resources Management (HRM) practices employed by KFC, a prominent fast-food chain. It begins with an introduction to HRM, highlighting its role in selecting, hiring, and managing employees to enhance organizational performance. The report then focuses on Task 4, specifically addressing the application of HRM practices in a work-related context, using KFC as a case study. It examines job design, including job specifications for a marketing manager position, and the screening of curriculum vitae (CVs) to identify suitable candidates. The report details the documentation prepared for interviews, outlining the processes before, during, and after the interview, including candidate selection and the job offer. The justification for the final selection of a candidate is provided, emphasizing their qualifications and experience. The report concludes with a sample job offer letter, providing insights into the formal process of employment.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 4............................................................................................................................................1
P7 Application of human resources management practices in work related context .................1
M5 Explain rationale application of specific human resources management practices work
related context.............................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................9

INTRODUCTION
Human resources management is a activities of selecting, hiring, recruiting, developing,
managing and controlling all staff members. HR manager conducting training program for
employees in order to enhance workers skills and knowledge by which they are able to increase
overall organisation performance (Alfes and et. al., 2013). In this report select KFC that stand for
Kentucky Fried Chicken. It is a American based fast food chain established by Harland Sanders
in the year of 1991 with all most 20,952 employees. Their core goods is pressure fried with bone
chicken pieces and many others.
TASK 4
P7 Application of human resources management practices in work related context
With in a work place there are several employees are work together in order to achieve
common goals and objectives in limited period of time. By which they are able to run whole
business activities significantly in long run and get sustainability. So that, it is a HR manager
responsibilities to hire talented as well as skilled candidates in order to operate all task
effectively (Alfes and et. al., 2013). There are two kind of recruitment sources external as well as
internal both have their own strength and weaknesses so that human resources execute have
chose best method accordingly their requirement.
Job Design: Human resources manager of KFC has find out vacant position of marketing
manager with in an organisation and develop process of selecting best candidate according to
their requirement. For this they are develop job specialisations in which they are includes job
detail, post name, department, job purpose, role and many more others things thus help to know
which kind if application want to receive in order to full fill vacant position.
Job specification:
Job specification
Job Details:
Post: Marketing manager KFC company
Department: Management
Job purpose:
Manager are answerable for enhancement of product sales and promotions of KFC goods. They
1

are able to develop strategies as well as plan for employees and motivating their team members
in order to achieve goals and objectives in given time frame.
Role and Responsibilities:
 Enhance sales and overall revenue.
 Develop strong as well as positive brand image in consumers mind.
 Reduce employees turnover.
 Make safe and healthy working culture.
 Rise customer's satisfaction by offering higher quality commodities.
Curriculum vitae: HR manager of KFC has receive several kind of job application with
candidates curriculum vitae. They are examine each one CV and compare it with job
specialisations to select best one application from all available alternatives. this process are
called screening of CV according to their own requirement (Brewster, Mayrhofer and Morley,
2012). Through this method, HR executive have analyse all candidates personality traits and find
out best one application and schedule interview.
Curriculum vitae
Name: ABC
Email ID:[e-mail]
Contact number:00011110000
Address: Plot no 325, 34 street, United Kingdom.
Objective: I am able to completing my job under target pressure and run whole marketing
activities in an effective ways. I am capable to manage all inventory inputs as well as outputs
according to market trends. Capable to develop strategies and established strong communication
network among all team members which me to reduce conflicts and increase motivation by
which overall performance are improve.
Education Qualification:
Fields University Grade Passing year
Master in business
administration
ASDF university A 2010
2

Graduation LKJ University A+ 2008
Diploma in IT. LKJ College of
London.
B+ 2005
Experience:
Seven years of experience in fast food restaurants chain.
Skills:
 Effective communication quality.
 Analytical knowledge.
 Higher learning skills.
 Able to manage large team with in an organisation. Strong interpersonal skills through this I am able to influenced employees behaviours
positively.
Declaration- I here by, entire information given by me which are mentioned in this written
document are totally correct.
Date:
Place:
CURICULAM VITAE (2)
Curriculum Vitae
Name – TTUYY BGFJ
Address – 31 street, City of London.
Phone No. - 0002222111111
Junior Marketing manager
I am having 5+ years of experience in sales and distribution management and handle a team
with the members of 40. through this, I am able to achieve goals as well as target in limited time
period effectively.
Areas of expertise –
 Develop marketing plan
 Build team to achieve target on time.
 Strong interpersonal skills.
3

 Ability to established effective communication network among team members. Best consumes services delivery.
Educational qualification: -
 Bachelor in Commerce. (B.com). Masters in business administration (MBA) with specialisations in marketing and
distribution management.
Declaration - I here by, all information which are mention in given documentation are correct
and free from misleading data.
Date:
Place:
Documentation of preparatory notes to selected candidates for interviews: HR manager
of KFC has prepare documents in order to take interviews of selected candidates. In this process,
human resources executive are develop several stages which are follow in duration of entire
recruitment and selection work that help them to choose best one applicants for an organisation
thus enhance performance as well as productivity all business activities in run period of time
(Buller and McEvoy, 2012). So that all procedure are divided into three step before the
interview, at the time of interview and in end of interview.
Before the interview
There are several things are done before the interview process and it is more mental rather then
analytical. Usually, develop of interview plan has much more nerve – wrecking as compare to
actual interview. In this process HR manager has prepare documents related to what kind of
question should be asked, what is major personality traits, behaviours attributes and many more
(Brewster, Mayrhofer and Morley, 2012). Some task completing by HR executing before taking
consultation with candidates are as follows:
 Develop question which are asked by interviewer to interviewee that help to match all
requirement with employees personality traits.
 Fix location and time of examination in order to organise task in an effective manner.
 Call all screen in candidates and provide information related to time, place and required
documents etc. of interview process.
 Take permission from hire authority to conducting interview process to full fill vacant
4

position. Arrange all penal members and provide them full information related to interviews as
well as screen in candidates, so that they are prepare their questions effectively.
During the interview
In this process, HR manager has gather all candidates and provide information about company
history, market position, growth rate, strategies and future plan. Through this, they are able to
promote firm in front of applicants which help to analyse their interest as well as opinion that
they want to join enterprise or not (Buller and McEvoy, 2012). Human resources manager of
KFC is completing some task in during interviewing process are explain as follows:
 Ask question related to candidate background and education.
 Provide time to applicants to set in interview room so that they are able completing all
examination work in an effective manner.
 If prospect can not feel comfortable then provide time and start conversion with normal
interaction. After ending the interview process provide positive feedback to them, by this they are
able to build positive image in front of candidates.
After interview
HR manager of KFC has make final selection of applicants after the successful completion of
interview process. In this process they are rate each one question and calculate all ratings of all
applicants. In the end, find out those applicants those have highest rating in all stages. There are
some points that are follow by human resources manager in order to completing after interview
process explain below:
 Higher rating applicants has selected and make a little alternative portfolios approx 3 to
4 prospect.
 Check out all information given by applicants in order to know there are no wrong data
or information which affect organisation performance negatively.
 Check medical history to identify whether he or she is able to completing their role and
responsibilities in an appropriate manner (Crook and et. al., 2011).
 After the completion of background checking activity, HR executive again screening
one finally selected candidate.
 Prepare offer letter and provide job offer to last applicants by calling, mail, post or any
5

other suitable mode in order to inform about final selection.
Justification of final selection: In this hiring process select ABC candidate. The
selection criteria of this applicants is he is meet with all job requirement points, education of
ABC has first class and highly participative in all social cultural activities for example they are
participating in Common wealth as volunteer in during education. Applicants have seven year of
experience to fast food sector with big brand with the team of 50 members thus shows their
leadership skills and abilities through which they are able control, manage, directing, supervising
etc. group people (Guest, 2011). Finally chosen individual have high market knowledge, large
clients portfolios, analytical capabilities and many more. So that, in the end ABC has selected
according to their highly educational as well as experience knowledge that help organisation to
achieve goals and objectives in given time frame effectively.
Job offer: It is a document of invitation for selected or potential candidates to join on
particular post with in an organisation which are called offer of employment. Whether she or he
have applied for the vacant position or not. It is contain several information related to work, role
and responsibilities etc. ABC has selected finally and human resources manager of KFC has
make job offer letter for them which are detail as follows:
Job offer letter
Date:
Name: Mr. ABC
Hello ABC,
I am pleased to provide you offer letter of full time position of marketing manager with in
organisation. As we discussed at the time of interview you will work as our south west regional
marketing manager and report to directly to our Vice - President of the country. After finishing
orientation program, you are responsible for developing team and achieving goals as well as
objectives in specific period of time through group people.
By accepting our job offer letter of employment, you are full aware about your employment has
on at – will basis, and neither ABC nor any firm has take representative benefits in order to
inter into contract regarding duration of your working activities. I hope, we both have executing
6

out healthy relationship mutually in long period of time so that easy achieve goals.
If this job offer letter has accepted by you then sign a copy of this letter and mail it on company
website with in 15 days. I looking progressive to having you join out organisation as a staff
members.
Sincerely
TYHFD
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:
Print name:
Date:
Place:
M5 Explain rationale application of specific human resources management practices work
related context
Human resources manager has played vital role with in an organisation which help to get
growth and success for company. Main two major practices of HRM is job description and
specialisations. These document help to select best candidates according to their requirement.
Apart from this, KFC has used training and development program in order to enhance employees
skills and knowledge (Crook and et. al., 2011). Through this activities, firm are able improve
staff members performance as well as productivity in long period of time thus help to achieve
aim in limited period. HR manager has evaluate all workers presentation to appraise them which
help to motivate them effectively. It is human resources executive responsibility to choose best
HR practices according to their needs and wants by which firm increase employees satisfaction
and build loyalty among them.
CONCLUSION
From the above report it is concluded that human resources management and its practices
has very important for an organisation in order to hire, select, trained, appraise, make healthy
7

working environment, reduce conflicts, control, manage, direction and many more. Through this
HRM practices, organisation are able to run whole business activities in an appropriate manner
thus build positive brand image in consumer's mind. So that human resources management is
very important for company to gain sustainability in long run.
8

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>.
9