Human Resource Management Practices at Kingfisher Plc.

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HUMAN RESOURCE
MANAGEMENT

Table of Contents
LIST OF FIGURES.......................................................................................................................4
INTRODUCTION........................................................................................................................5
TASK 1...................................................................................................................................... 6
P1. EXPLAINING PURPOSE AND FUNCTION OF HUMAN RESOURCE MANAGEMENT...........6
P2. EXPLAINING STRENGTHS AND WEAKNESSES OF TACTICS TO SELECTION AND
RECRUITMENT...................................................................................................................... 9
TASK 2.................................................................................................................................... 11
P3. EXPLAINING BENEFITS OF HUMAN RESOURCE MANAGEMENT PRACTICES FOR
EMPLOYER AND EMPLOYEE................................................................................................11
P4. EVALUATING THE EFFECTIVENESS OF PRACTICES OF HUMAN RESOURCE
MANAGEMENT FOR RAISING ORGANIZATIONAL PRODUCTIVITY AND PROFIT..................12
TASK 3.................................................................................................................................... 13
P6. ANALYZING THE IMPORTANCE OF EMPLOYEE RELATION BY INFLUENCING ON
DECISION MAKING..............................................................................................................13
P7. IDENTIFYING THE ELEMENTS OF EMPLOYMENT LEGISLATION WHICH IMPACT ON THE
DECISION MAKING OF HRM................................................................................................14
TASK 4.................................................................................................................................... 16
P7. APPLICATION OF HUMAN RESOURCE PRACTICES BY USING EXAMPLES.......................16
JOB ADVERTISEMENT..................................................................................................... 16
JOB DESCRIPTION........................................................................................................... 17
PERSON SPECIFICATION................................................................................................. 18
CV................................................................................................................................... 19
JOB OFFER...................................................................................................................... 21
EVALUATION OF THE RECRUITMENT AND SELECTION PROCESS........................................22
CONCLUSION.......................................................................................................................... 23
REFERENCES........................................................................................................................... 24

LIST OF FIGURES
Figure 1 HRM functions............................................................................................................5

INTRODUCTION
This assignment undertakes the definition of human resource management with its scope
and purpose. This will also tell about the functions and activities of HRM at Kingfisher Plc.
and the difference between human resource management and personnel management.
Kingfisher Plc. is a leading retailer in the major three sectors – electrical, general
merchandise and DIY. The company has over 1, 30,000 employees and around 2900 stores
across 15 countries and it has included the brands- Comet, B&Q, Darty, Castorama, BUT,
Superdrug and Woolworths in Europe.
This report will include the hard and soft HRM and the process of selection and recruitment
with recruitment sources of internal and external at Kingfisher. This report will evaluate the
effectiveness of the elements of human resource management including the training and
development, organization type and job design at the workplace of Kingfisher. It will analyse
the internal as well as external factors that will affect the decision making of HRM also the
effect of employment legislation as well as on raising the profit and productivity of the
business. This report also includes human resource practices at work by preparing job and
person specifications for the recruitment process under the legislation and company
policies.

TASK 1
INTRODUCTION
As an Assistant Manager of Human Resource for the company, HRM is a formal structure of
management which has the responsibilities of managing the organizational resources as well
as the employees at Kingfisher. According to Collings (2018), human resource management
is a strategic approach for managing effectively the people of the organization so that the
employees take participate in gaining the competitive advantage and maximizing the
performance of employees to achieve the employer's strategic objectives. The human
resource manager is responsible for maintaining the resources and the employees for
providing benefit to the company and increases its profit and productivity (Collings, 2018).
P1. EXPLAINING PURPOSE AND FUNCTION OF HUMAN RESOURCE
MANAGEMENT
HRM helps in building coordination between the employees and the management as it is
the basic function he performs for the achievement of the organizational objectives. The
HRM department keeps focuses on the internal environment of employee's requirements
and satisfaction instead of using people, processes and technology of the external
environment (Azeem and Yasmin, 2016).
Functions of human resource management include:
Figure 1 HRM functions
(Source Azeem and Yasmin, 2016)

The HRM includes 2 major functions which include managerial and operative functions. The
managerial functions performed under Kingfisher is planning, organizing, staffing, directing
and controlling. Operative functions involve hiring, job analysis, performance appraisal,
training and development, employee welfare, maintenance, labour relations, personal
research and personal record (Azeem and Yasmin, 2016).
Purpose of HRM includes:
Staffing Needs: HRM responsibility is to recruit employees which include creating and
offering the position involving the identification of the job responsibilities and examining the
skills and knowledge of the candidate needed for the particular position. This department
also involved in promoting and transferring process of the existing employees. For example,
Kingfisher hires a person who can freely communicate with others (Azeem and Yasmin,
2016).
Compensation: The employees are always concerned about fair payment. HRM department
helps them by evaluating the payment system of the organization by researching the trend
of compensation by having the aim of providing industry-acceptance pay to the employees
under the Fair Labour Standards Act. For example, Kingfisher provides remunerations to the
employees (Azeem and Yasmin, 2016).
Performance Appraisal: Human resource department works in combination with the
managers of the departments for the evaluation of the performance of the employees. All
the departments are responsible for evaluating the performance of the employees by
creating a process for performance appraisal. For example, Kingfisher appreciates the
employees for their performance (Azeem and Yasmin, 2016).
Benefits: Every employee gets job benefits within an organization in terms of health
insurance, retirement plan and dental insurance. Human resource persons analyse and
research the information to gain the best package for the employees for these benefits
while minimizing the employer’s cost. For example, Kingfisher provides benefits to the
employees like hospitality facilities, food shelter etc. (Azeem and Yasmin, 2016).
Law Compliance: Organizations are responsible for the equitable treatment and safety for
their workers. Under the U.S. Occupational Safety and Health Administration, a business can

reduce the cost stopping from illness and injury by proper safety facilities providing to the
employees at the workplace. For example, Kingfisher follows the laws related to labour and
provides benefits like maternity etc. (Azeem and Yasmin, 2016)
Scopes of HRM at Kingfisher are as follows:
Personnel aspect: This aspect is concerned with the company about the planning, selecting,
recruiting, placement, transfer, training and development, promotion, remunerations,
productivity, incentives etc.( Collings, 2018)
Welfare aspect: This aspect deals with the working condition of the employees in the
company which includes lunch rooms, canteens, health and safety, housing, medical
assistance, transport, education etc. (Collings, 2018)
Industrial aspect: This aspect covers the relations of union-management by collective
bargaining, joint consultation, grievances, settlement of disputes, disciplinary actions etc.
Roles and responsibilities of human resource functions:
Best Fit approach: This model emphasizes on the alliances of HR and organizational
strategies. This process is important to check the strategies of HR are suitable for the
circumstances with the operation process and culture as well (Pollock, 2015).
Best Practice approach: This model claims that the HR activities exist when they support to
Kingfisher in gaining the competitive advantage irrespective of the setting of the
organization.
Pestel analysis: The Pestel analysis used by Kingfisher to evaluate and identify the external
environmental factors which affect the recruitment and selection process as well as the
profit and productivity of the organization (Pollock, 2015).
Recruitment and selection: this is the process of selection of any candidate for the process
of hiring the suitable candidate for the right job at the right time (Collings, 2018).
Workforce planning: The workforce planning is the continuous procedure of the company
which helps Kingfisher to identify the needs of the business on the basis of type, size and
quality for achieving the business objectives (Pollock, 2015).

P2. EXPLAINING STRENGTHS AND WEAKNESSES OF TACTICS TO
SELECTION AND RECRUITMENT
SELECTION PROCESS
The selection process is selecting the right applicant for the right job at Kingfisher by
identifying the suitable qualification and capabilities of the candidates. This process requires
time to select the right candidate for the job and the process of selection includes:
The section process at Kingfisher includes preliminary interview, receiving applicants,
screening of applicants, employment test, interview, reference checking, medical
examination and the final selection.
RECRUITMENT PROCESS
The recruitment process at Kingfisher involves the internal as well as external approaches
for the section (Gilani and Jamshed, 2016).
Internal recruitment: internal recruitment is the process of hiring the existing employees for
another job within the organization. This is the process of hiring the best employees from
the existing employees for the betterment of the employees as well as the business (Gilani
and Jamshed, 2016). This process is cost effective and gets easily implemented within the
organization.
Strengths:
 The internal recruitment saves time
 This recruitment saves the cost of checking the backgrounds of the employees
 This recruitment process encourages employees to work hard (Gilani and Jamshed,
2016)
For example, The internal recruitment provides benefit to the Kingfisher as this is an easy
task to get performed within the business and the employees do not get training for their
development as they are already trained personnel.
Weaknesses:
 This process results in conflicts between the employees (Gilani and Jamshed, 2016)
 This may create a difference between the employees and the departments

 Limit the groups of candidates
For example, This recruitment process affects the Kingfisher as the employees do not work
as good as before.
External recruitment: The external recruitment is the process of selecting the best
candidate for the particular job profile from outside the business or from floating the
advertisement for the requirement of the candidate for the job. This process also includes
campus selection, job fair, direct interviews and employment exchange. Human resource
department selects a suitable employee for the job and starts giving him training for the
betterment of himself and the business (Gilani and Jamshed, 2016).
Strengths:
 An effective process of recruitment
 Innovative ideas generation for the betterment of organization form the new
employees (Gilani and Jamshed, 2016)
 It enhances the competitive spirit
For example, external recruitment is an opportunity for Kingfisher to get new ideas for the
growth and development of the company.
Weaknesses:
 The external recruitment is a time-consuming process
 It impacts on the morale of the existing employees
 It involves higher risk and higher cost (Gilani and Jamshed, 2016)
For example, It results in demotivation of the existing employees and impact on the
organizational growth and performance.

TASK 2
P3. EXPLAINING BENEFITS OF HUMAN RESOURCE MANAGEMENT
PRACTICES FOR EMPLOYER AND EMPLOYEE
The employer and employee relation play an important role in Kingfisher as the works for
the same objective and the benefits of human resource practices for the employer and
employees are as follows:
Learning: The employer and employees at Kingfisher are of different types and learns
different things. Learning is the process of acquiring existing or new knowledge, behaviour,
skills, preferences or values (Cascio, 2015). There are 3 types of learning styles- Auditory
learning which includes the information gathered by a learner through speaking or listening.
Visual learners are the finance and accounting professionals who gain information by seeing
the things are getting done by others. Last, are tactile learners who are the doers, they can
read or write but they will understand when they will do it practically (Cascio, 2015).
Development and training: Training and development help in motivating the employer and
the employees given by the human resource manager to increase the efficiency of doing
work for attaining the organizational objectives. This helps in encouraging the participants
for the welfare of them as well as of the organization (Pollock, 2015).
Performance management: HR managers guide the employer and employees to perform
together for the estimation to achieve the defined goal. Performance management helps in
creating a working environment where the employer and employee can work effectively by
showing thei9r abilities. It defines the interaction of the employee and the employer by
communicating with each other which is an opportunity to learn many things (Cascio, 2015).
Strategies used for the relation of employees
For improving the relationship of the employer and employee Kingfisher uses the strategies
of collective agreements, psychological contract, grievance practices and conflict resolutions
(Sonnenstuhl and Trice, 2018). These practices affect the relation of employer and employee
which helps them in managing the work and perform the task together for the attainment of
the organizational objectives (Sonnenstuhl and Trice, 2018).

P4. EVALUATING THE EFFECTIVENESS OF PRACTICES OF HUMAN
RESOURCE MANAGEMENT FOR RAISING ORGANIZATIONAL
PRODUCTIVITY AND PROFIT
The effectiveness of human resource management practices has proved that the practices
of human resource helped the employee and the employer by better utilizing it and by
communicating with each other (Sonnenstuhl and Trice, 2018). The HRM practices proved
that learning helped employer and employees to be an effective listener and doer and the
training and development encourage them to work for the organizational profit and
productivity (Cascio, 2015).
Learning
Learning provides knowledge and helps in enhancing the skills of both employer and
employee. Learning provides a suitable idea for doing the work effectively and efficiently for
gaining a competitive advantage and helps in increasing the profit and productivity of
Kingfisher. Learning always keeps the employer and employee to brink a positive attitude
and keeps them motivated towards the work (Cascio, 2015).
Development and training
Training and development activities help employer and employee to gain a competitive
advantage and motivate to perform well together for the achievement of the goals. The HR
manager supports the employer and employee relation by reducing their conflicts and
building understanding between them for increasing the profit and the productivity of
Kingfisher (Pollock, 2015).
Performance management
The performance management keeps the interaction of the employee and the employer by
communicating with each other as an opportunity to learn many things (Van Dooren, 2015).
This helped Kingfisher to achieve the objectives by the help of the good relationship
between employer and employee. The employer and employee relation affect the company
in increasing the profit and the productivity so that Kingfisher keeps its employees
motivated and manage their performance for increasing the profit and the productivity (Van
Dooren, 2015).

TASK 3
P6. ANALYZING THE IMPORTANCE OF EMPLOYEE RELATION BY
INFLUENCING ON DECISION MAKING
An employee relation plays an important role for any organization which also affects the
decision making of the organization (Sonnenstuhl and Trice, 2018). The importance of
employee relation and the strategies to build relationships with employees for their
engagement in the HRM practices are described below:
Employee engagement: The participation of employees helps the company to increase in its
profit and productivity which also results in gaining satisfaction by the employees regarding
their performance. It helps to increase the belongingness towards the management of
Kingfisher (Mone and London, 2018). The employee's engagement plays an important role
as it affects the decision making of HRM of the organization and it can become a flexible
approach by providing training and development to the employees (Mone and London,
2018).
Employee relationship: By proper communication, the relationship gets stronger of
employer and employee which are very precious for the organization. The employer and
employee are the assets for the company and a very important part of it (Hannis Ansah,
2018). The employee relations affect the decision making of HRM of the organization if their
problems do not get solved. The relation of an employee can influence by empowering
them and include them in taking the major decision of the company to achieve the objective
(Hannis Ansah, 2018).
HRM practices involve:
 The employee should be given compensation in a fair way (Mone and London, 2018)
 Proper flow of communication helps in creating the relations
 Empowering the team members helps in gaining the competitive advantage
 Working environment should be flexible for the employee
 Proper training should be given to the employees (Mone and London, 2018)
 Proper planning of human resource to achieve the objectives