Human Resource Management Report: Kingfisher Plc, Unit 3 Analysis

This report examines the Human Resource Management (HRM) practices of Kingfisher Plc, a British multinational retail enterprise. It begins by outlining the core functions and purposes of HRM, including staffing, rewarding, training and development, and employee relations. The report then analyzes the strengths and weaknesses of different recruitment and selection approaches, contrasting internal and external recruitment methods, as well as third-party recruitment. Furthermore, the report explores the importance of employee relations and its influence on HRM decision-making, emphasizing the role of ER in fostering a positive work environment and supporting company goals. The report also highlights the key elements of employment legislation and its impact on HRM. Finally, it evaluates HRM practices in a work-related context, providing a comprehensive overview of HRM strategies at Kingfisher Plc.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Functions and purposes of HRM...........................................................................................1
P2. Strengths and weaknesses of different recruitment and selection approaches......................4
TASK 2............................................................................................................................................6
Covered in PPT............................................................................................................................6
TASK 3............................................................................................................................................6
P5 Analysis of importance of employee relation and its influence on HR decision making.......6
P6. Key elements of employment legislation and the impact it has on HRM decision making..7
TASK 4............................................................................................................................................9
P7. HRM practices in a work related context..............................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is an activity which includes organising, directing,
controlling and managing the personnel of a company (Tarique and Schuler, 2010). HRM is
responsible for coordinating several important activities such as hiring, training & development,
staffing, rewarding and many other. They act as a bridge between employer and workers to
maintain the flow of communication among functional parts. This report will study the purpose
and function of HRM in Kingfisher plc which is a British multinational retail enterprise that
provides various services expanded in all over Europe. The report will analyse the effectiveness
of HRM as well as impact of ER on decision making of HRM. Also, it will evaluate
effectiveness of human resource management at workplace.
TASK 1
P1. Functions and purposes of HRM
Human resource management decides guidelines and policies of Kingfisher Plc and
maintain the interactive activities of various departments by establishing an effective
communication. They play a significant role in the issue resolution practices of Kingfisher which
makes the brand more interesting and productive (Schuler, Jackson and Tarique, 2011). It avails
company in retain worker through providing them training and development programmes for
enlarging their skilled areas. Here are few functions of human resource management of
Kingfisher Plc as shown below:
Human Resource Management Functions
Staffing
This is essential activities which not only increase the interest of employees at workplace
but also enhance the productivity of enterprise. Human resource management of Kingfisher
organises and completes the process of staffing. This includes assigning employees on the
specific place to get the maximum outcome of all activities. This require few phases to comply
on which are as followed:
 Investigation of Work
 Assortment
 Designing
 Recruiting
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 Selection
Illustration 1: Function of HRM
Source 1: What do Managers do?, 2014
Rewarding
The function of compensation is organised by the human resource management of
Kingfisher in order to improve and enhance the performance of workers as well as motivate them
for boosting their morale and values. This undertake the rewarding through monetary and non-
monetary methods such as retention, appraisals, bonus, pension, incentive, promotions and
rewarding for best performing and potential employees of a company. This process is adopted by
Kingfisher Plc for motivating the workers of company to perform better than previous time. The
most popular scheme of enterprise is to choose salary amount for their pension according
themselves for the future plans.
Training and Development
For proper induction of new employees and to enhance the skills of existing workers,
activity of training and development are being coordinated by the human resource management
of Kingfisher. Company invests approximately 15% of its income in grooming and training of
their workers which is necessary to function according to the trends and market (Rousseau and
Barends, 2011). Also, company optimizes the online training programmes as well to inform and
communicate with those workers who are far from trainer. This helps in training workers as well
as enlarging their area of knowledge and information.
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Management of Employee
The role of human resource manager of Kingfisher includes controlling and monitoring
the activities of employees at workplace to operate activities in a disciplined way (Wilson and et.
al., 2012). HR of company undertake the required activities according to the change in market
and new trends. Those changes are occurs after the evaluation of internal environment of the
company.
Managing ER
Employee relation administration is the function of human resource management of an
organisation. This is the duty of Kingfisher's HR manager to strengthen the communication
bridge between employer and worker of an enterprise. For proper administration, Kingfisher has
adopted various creative ideas including diversity of gender, religion and culture.
Supervising and Staffing
The function of HRM includes the staffing and supervising of worker to get the
maximum outcome out of all activities which is implemented in the organisation. This is duty of
HRM to select the worker and assign them in a group which is more productive and efficient for
them. They supervise and monitor worker through assigning them targets and gaols and record
all actions of them as well.
Payroll Determination
This is the function of HRM to determine the wage and salary of recruited employee
according t their skills and abilities. This is their role to decide and negotiate with the worker for
a fixed wage as well as satisfy them as the same time. The wage they decide should be minimum
at the organizational level but more than their last job.
Policy Determination
Human resource management determines the policy and guidelines of the organisation
complying every rules and laws of government. Those guidelines include such policies that are
able to includes secrecy of enterprise as well as provide satisfaction to employee as well.
Strategic Resource
This is the function of HRM to manage the strategic resources and allocate them within
the organization to get the maximum outcome and fill the unlimited demands of organisation.
HR organise and plan such activities which help in filling this function of HRM to attain the
activities which meet this requirement.
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Best fit approach and best practice
Best practice Best fit
This argues over including various plans of
rewarding in HR policies.
It focus over framework of aligned with plan of
company.
Encourage worker for motivation and better
commitment.
Delivering competitive edge and benefits.
Purpose of HRM
Major purpose of HRM in Kingfisher Plc is to retain the employees by facilitating them
various creative approaches for their development and increment in decision-making process of
the company. Also, it help in maintaining the understanding between investors and other entity.
This also aims to increase the overall productivity of company by managing internal
environment.
P2. Strengths and weaknesses of different recruitment and selection approaches
Business organisation seeks for those applicants that can support the organisation in
accomplishing goals and objectives within a stipulated period of time. This is the duty of HRM
to organise recruitment and selection process. This is a complex process which requires various
approaches and techniques to meet the skilled and qualified group of people. Once the company
selects person, the development and training process begins.
Each entity has their own process of recruitment and selection and so as Kingfisher Plc.
Firm uses traditional as well as modern approaches of hiring to get the minimum qualified and
talented people and balance the entire activities (Renwick, Redman and Maguire, 2013). The
people are hired for different work profile to accomplish the specific tasks for the enterprise. But
in the advanced frame of time, HRM has expanded its reach to more areas for enabling more
diverged people for their organisation. Kingfisher prefers diversity in gender, culture and other
factors which aid them in profitability and productivity of a company.
Kingfisher Plc desires younger worker in their company working with more new and
innovative ideas according to the present scenario. For the same, they also use college hiring
procedures. This is the duty of HRM to monitor turnover of senior staff. For making appropriate
decision, human resources have to analyse the weaknesses and strengths of approaches used by
company for hiring and selection process. The administration has determined two strata
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according to interview basis which is senior and lower. Thus, the department of HRM have to
recognise the profits and disadvantages for better and effective use of activities for long term.
Internal Recruitment External Recruitment
Profits: Kingfisher Plc can optimize such
approaches which can help in switching the
internal worker for the recent job profile. This
can be called house recruitment which raise the
chances of confidentiality, validity as well as
relatability with worker.
Profits: The chances of proper hiring have
become high as internet has provided the
facility to gain and get more number of
candidates.
Use of internet made them capable to recruit
talented personalities in college so that chances
of accurate knowledge providing become high.
This is considered as the promotion among the
worker which stimulate the motivation levels
and willingness of employee while performing
in the enterprise.
They contain more effective and creative
options which render the opportunities to select
the best and fresh for the organisation.
Disadvantages: The main weakness of this
approaches is that it extinct or limit the
creativity and innovative ideas in Kingfisher
(Wright and McMahan, 2011). Which avoid
the more and new ideas from the enterprise.
Disadvantages: Currently using only one job
portal not another one. This restrict them to
hire high number of talented people.
This create the conflicts and issues amounting
the exiting worker through utilizing the process
of house recruitment.
Reliability as well as secrecy of data get void.
This can create more disturbed and fresh
environment which take time to get familiar
with the policies and culture as well as
workplace.
Third Party Recruitment
Benefits:
 This helps in gaining access to wide
number of applicants without wasting
resources.
Demerits:
 This have no credibility and trusts.
 There can be chances of fake and con
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 The HR do not surf internet and make
efforts for accurate candidate search.
worker.
 No secrecy and confidentiality
management will remain.
According to entire weakness and strength, the manager of human resource has to designs
various plans to hire the worker in adequate manner which can avail the company in attaining the
competitive objectives and target (Makri, Hitt and Lane, 2010).
TASK 2
Covered in PPT
TASK 3
P5 Analysis of importance of employee relation and its influence on HR decision making
Mr. Will Black
Chief Executive Officer
Paddington, City of Westminster
London, United Kingdom
October 24, 2017
MR. Black
Workers and workplace are those legitimate facts of a company that cannot be avoided. These
are those one which helps in attaining the goals and objectives of company more effectively. A
business organisation has to manage the relation of employee within the enterprise in adequate
manner for the proper functioning of operations.
The employee relation plays a very significant role in development and improvement of
enterprise which indirectly affect the process of decision-making. If the organisation has
maintained a proper relationship with their consumer, then it can influence the entire process
and activities of Kingfisher. The decision of human resource management should be more
factual and influence their worker to maintain the relationship and manage a better goodwill
company.
 In decision making of human resource management, ER enables an organisation to make
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important judgements that are impossible for an individual person.
 Human resource management perform some activities which is organised to motivate
the confidence and morals of worker such as training and development.
 They are responsible for the resolutions of conflicts for which they coordinate those
decision which can create more positive and optimistic environment for work.
 They organise and interact with the worker in various ways through applying activities
which allows worker to share their thoughts and opinions with company giving
Kingfisher more innovative and creative ideas.
The company Kingfisher which is one of the emerging merchandising company
expanding the business in all over United Kingdom, use various methods and approaches for
forming effective employee relation among the workplace to maintain the productivity and
environment of workplace positive. The company use various activities for the involvement of
workers such as suggestion strategy, behaviour and attitude analysis etc. The viewpoints and
opinions of the worker avail in gaining more creative and innovative ideas for the company
(Impact of Human Resource Management on Organizational Performance, 2017). Through the
negotiation and bargaining process, they maintain the issues and conflicts which can take a wide
face in the upcoming time.
Kingfisher. Plc choose a representative for the worker which represents their issues and
opinions before the management of enterprise. However, the company also manage the facility
of consultant in their workplace which render more friendlier and stress-free environment of
working as it allows worker to consult their issues with them. This can set the example f
effective elations of worker within the corporation.
In the organisation various laws and regulation are followed by the human resource
manner for facilitating worker their fundamental rights in Kingfisher which helps in maintaining
appropriate relationship with employee. Hence, it also increases flexibility in environment.
 Equality act, 2010
 Unfair dismissal act, 1977
The manager of human resources has to comply these acts under the guidelines and
policies. This is their duty to manage and monitor the affairs which is occurring within the
company that enables the administration a more healthier relationship.
Thank for the precious time of yours and consideration.
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Sincerely
Ms. Bella Grandeur
P6. Key elements of employment legislation and the impact it has on HRM decision making
Mr. Will Black
Chief Executive Officer
Paddington, City of Westminster
London, United Kingdom
October 24 2017
Mr. Black
There are individual organisations in then society who work to protect the fundamental rights of
employee within an organisation (Kehoe and Wright, 2013). Including European and Trade
Union: both defend the rights and regulations of worker to save them from being exploited. EU
have introduced some laws and rights called employment laws which avail worker few benefits
and prevent the issues. It also renders the facility of growing and managing the issues and
conflicts from enterprise by providing equality and understanding at workplace. Here are some
legislations significant to comply by HR: Equal Wage Act: For rendering equality to women and provide them justice at the
workplace, this act was passed by the parliament of Britain in the year 1970. According
to this act, every employee should be allotted same amount of wage including specially
men and women. There should be no discrimination on the grounds of colour, race,
gender, religion and other elements. In case of discrimination, the victim has right to
claims against the company. Right of Minimum Wage: British industry were dominating the worker employed under
their organisation by paying lesser then the labour. This act was instituted in 1998,
which was made to support with fair pay allotment. It has divided the wage on the basis
of age of a person which state that employee of 18 and above should get 5.60 Euros, 21-
25, 7.05 and above 25 ages should be paid minimum 7.25 Euros everyday as their
labour. Rights of Employee Law: According to this act, there are few rights which have been
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allotted to every worker including fair rewarding act, hearth and job security and may
others. This was enacted in 1996 by the British parliaments which is required to comply
in each enterprise. Worker Equality Act: This was modified version of Race relation law, 1976 passed
again in 2010 which was made to provide equality and justice to each employee. There
should be no discrimination on the basis of gender, religion, culture and race or such
factors. Disability Discrimination Act: According to this act, there should be fair treatment with
the disables people in the workplace (Farndale, Scullion and Sparrow, 2010). They
should be treated fairly in the working environment, there should be no discrimination
with them on the ground of their disability and inability. This act was passed by the
parliament of Britain in 1998. Working Time Directive Act: This was fist enacted in 1997 in which the state has
established limited working hours of worker which is 48 hours. If organisation want to
extra performance of employee, they will have to pay extra wage for according to
demands and circumstances. Data Protection Act: This act stress over the protection of personal information of
worker within the organisation in order to provide them security and secarcy to
information which employee shared with company with credibility.
 Health and Safety Acts: This act was formed by UK parliaments for providing some
extra benefits to worker through rendering them some benefits of health security and
workplace safety to ensure about their safety while at work.
The activities of human resource management are being complied after undertaking these laws
while determining the policies and guidelines of Kingfisher. HR organise and coordinate those
practices which fulfil the demands of those legislation as well as help them in managing those
affairs.
Thank you for consideration and precious time.
Sincerely
Ms. Bella Grandeur
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TASK 4
P7. HRM practices in a work related context
Job Description
Kingfisher. Plc
20, Buckingham street, London
Date: 24 October, 2017
Time: 10:00Am
Work Profile: Care Worker
Place: London
Wage: 44,00 Euro -14,510 Euro
Job Detail
Kingfisher is in pursuit of skilled and talented worker who have good communication abilities
as well as decision-making skills toward their work (Boxall and Purcell, 2011). The person
should be quick leaner and friendly personality to satisfy the consumer needs and requirements
accordingly.
Professional Qualifications
 Required Post Graduation and UG
 Training & Certification basic computer skills .
 Updated with the current affairs
 Excellency in speaking skills
 Jon experience of minimum 3-4 years in retailing stores
Description of Job
The candidate should have excellent speaking skills and good in English and other local
languages. They mus have basic knowledge of computer and other related work such as paying
bills etc. Also, job experience in some reputed enterprise is required.
Name: Mr. Nile Wilson
Address: 3 Sheldon Square, Paddington, London
Mobile Number: [phone]
Email: [e-mail]
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Carrier Goals: To become the part of a developed company that render same opportunities to
evolve my basic skills and my potential (Beardwell and Thompson, 2014).
Qualification of Academics:
 Bachelors from Marketing and Advertising
 Masters in Commerce with finance
Experience:
 Interned 6 months with ALDI
Competencies:
 Specialised in Java C++
 Know Microsoft ASP, NET.
 Perfect communication skills
 Organised Behaviour
 Time Management
 Creative and Leadership abilities
Declaration:
I solemnly declare that referred information are accurate and pure (Berman and et. al., 2012).
Signature
Kingfisher. Plc
3 Sheldon Square, Paddington
London, United Kingdom
Greetings,
It is the privilege of enterprise to have a candidate as you as an employee working in our
organisation. This organisation is pleased to inform you that you have been selected for the
profile of Software engineer for the organization. The knowledge & competences of you will be
valued by our company. The date of joining will be 2.11.17 and wage have determined
55,00Eiuros each months.
The employee would also awarded on the basis of their performance.
Other information have bee enclosed with the email.
Kindly communicate with the organisation in you are accepting this.
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Sincerely
Will William
HR manager
Kingfisher. Plc
Rationale and Analysis
Alternation in the development and training process have modifies the way of hiring
according to the demands of consumers (Armstrong and Taylor, 2014). A proper strategic plan is
required for proper hiring and recruitment process which avail in meeting and gaining required
candidates for the work. The HR audit helps in attaining the goals of business through optimizing
he appropriate plans for the particular time.
CONCLUSION
This report conclude that human resource management is a very essential part of an
enterprise which help in monitoring and controlling the personnel of a company. The functions
and purpose of HRM helps in gaining the overall productivity and profitability of enterprise.
Employee relation is significant for the development of a company according which the entire
activities of HRM is organised. Proper job description, advertisement can gain accurate and
skilled candidates amount for new hiring. It also studies that they comply employment laws in
the policies of firm according which the entire decision-making process is decided. Thus, an
organisation should manage an HR for controlling workplace activities.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Makri, M., Hitt, M. A. and Lane, P. J., 2010. Complementary technologies, knowledge
relatedness, and invention outcomes in high technology mergers and acquisitions.
Strategic Management Journal. 31(6). pp.602-628.
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.
Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal, 21(3). pp.221-235.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’ back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Impact of Human Resource Management on Organizational Performance. 2017. [Online].
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