Effective HRM Practices: A Case Study of Kingfisher Plc

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Human resource management

Table of Contents
Introduction......................................................................................................................................1
LO1..................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil the
business objectives.......................................................................................................................6
M2 Evaluate the strength and weakness of different approaches to recruitment and selection. .6
LO2..................................................................................................................................................8
P3 explain the benefits of different HRM practices within an organization for both the
employer and employee...............................................................................................................8
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................9
M3 explore different methods used in HRM practices................................................................9
LO3................................................................................................................................................11
P5 Analyse the importance of employees relations with respect to influence HRM decision
making.......................................................................................................................................11
P6 identify the critical elements of employment legislation and the impact it has on HRM
decision- making........................................................................................................................11
M4 Evaluate the key aspects of employee relations management and employee legislations
that affect HRM decision making..............................................................................................12
LO 4...............................................................................................................................................13

P7 Illustrate the application of HRM practices in a work related context.................................13
M5 Provide a rationale for the application of specific HRM practices in a work related context
...................................................................................................................................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18

LIST OF FIGURES
Figure 1: HRM Process...................................................................................................................2
Figure 2: Process of recruitment and selection at Kingfisher Plc....................................................4
Figure 3: Internal and External sources of recruitment...................................................................5

LIST OF TABLES
Table 1: Table 1: Job Description..................................................................................................13
Table 2: Job Specification.............................................................................................................13
Table 3: Offer Letter......................................................................................................................15

Introduction
HRM is the practice of managing the workforce in a manner that drives their hard work, along
with other resources towards the path of organisational success. This report is examined in the
context of Kingfisher Plc, a leading multinational retail organisation in home improvement. It is
the third largest organisation in the world that ensures quality home improvement products and
services to their millions of customers through more than 1300 stores worldwide. It is a well
known property developed in the Europe headquartered in London. Workforce in an organisation
is vital pillars that contribute in its long term success and growth. Hence, this report has
examined various HRM practise for the effective management of employees. Employment
legislations and their compliance is vital for an organisation to maintain healthy and trustful
relations with the employees, and therefore it is discussed in the context of Kingfisher Plc.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
Definition and purpose of HRM
Management of people in an organisation refers to a strategic approach that allows Kingfisher
Plc to gain a competitive position in the market. The main purpose of HRM is to deal with
various matters of the workforce, like, performance e management, motivation, compensation,
training, benefits, and others. All these activities are performed to accomplish organisational
goals effectively. HR manager in Kingfisher Plc accumulate the efforts of staff members and
integrate it with the systematic procedure so that the purpose of high productivity and
profitability can be achieved (Uysal, 2014).
Figure 1: HRM Process
Some of the HRM functions for workforce planning and resourcing
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HR manager in Kingfisher Plc is responsible for ensuring effective planning and recruitment of
the workforce so that talented and skilled employees can drive their efforts towards the success
path of the organisation. Following are some of the HR functions:
Recruitment: This function of HRM relates to the arrangement of skilled human resources for
the Kingfisher Plc through identification of vacancies in different departments. Also, before the
process of recruitment, HRM is needed to analyse the required number of vacancies to be filled,
as over or under recruitment may lower the productivity of the organisation.
Remuneration: Kingfisher Plc is a multinational organisation of home improvement and
therefore has employed thousands of people at its more than 1300 stores. Hence, HRM is
responsible for designing remuneration packages of different employees working at Kingfisher
Plc that satisfy their needs and motivate them to perform better for higher rewards (Singh and
Raghuvanshi, 2013).
Training and Development: Newly hired employees are required to be trained so that they get
well known with the different tools of improving commercial properties and other relevant
matters of Kingfisher Plc. Such responsibility of imparting training timely is performed by the
HR manager. Also, the arrangement of development programs is also essential to enhance the
current skills of existing employees.
Advisory Functions: HR manager provides a platform to the top management of Kingfisher Plc
and the employees for their effective communication. For example, issues regarding employment
policies to the employees may be conveyed to the top management through the HR manager at
Kingfisher Plc (Bal et al., 2013).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
The overall process of identification and stimulating prospective candidates for the vacant
position at Kingfisher Plc is termed as recruitment. While the selection is a further process in
which shortlisted candidates are selected on the basis of the outcome of the interview, screening,
personality tests, etc.
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Figure 2: Process of recruitment and selection at Kingfisher Plc
Different approaches to Recruitment
HR management at Kingfisher Plc can find out the potential candidates for the vacant position in
different departments through internal or external sources. The utilisation of internal sources
refers to the appointment of employees that are already working with the Kingfisher Plc and
having required knowledge and talent to perform the duties of the vacant position. On the other
hand, external sources are the identification of a skilled and knowledgeable person from outside
Kingfisher Plc that brings creativity and unique ideas in his job (Pittman, 2016).
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Figure 3: Internal and External sources of recruitment
Strength and weakness: The approach of internal recruitment at Kingfisher Plc is less
expensive and saves the time of HR manager utilised in the recruitment procedure. However, the
hiring of one employee may discourage others and affect their performance negatively. On the
other hand, the external recruitment procedure of Kingfisher Plc ensures the appointment of
talented employee that shares his creativity with others and contributes to the high sales and
profitability of the organisation. However, the HR manager requires sufficient time to identify
the right candidate for the right job (Bhattacharya et al., 2016). Also, the cost of this recruitment
is high as it involves advertisement cost and other relevant expenses.
Some approaches to Selection
Personality Tests: Different stores of Kingfisher Plc require good personality people that handle
the customers with politeness and good behaviour. Therefore, personality tests are essential to
test the traits and attitude of potential candidates.
Interview: HRM is responsible for conducting interviews that are supervised by the panel of
experts. Such an interview helps Kingfisher Plc to find out a talented, skilled and confident
employee that effectively deal with various issues of home improvement of the customers.
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Resume Review: Those Vacancies at Kingfisher Plc that are less important can be filled with this
selection approach. Resume are reviewed, and the potential of the prospective candidate is
judged by the HR manager on the basis of qualifications, skills, talent, knowledge, and other
relevant matters.
Strength and weakness: Resume review is an effective approach when a candidate is required
to appoint on inferior position; however, some of the essential vacancies require all the tests, and
interviews to select the final candidate (Powell et al., 2017). The interview approach helps the
HR manager of Kingfisher Plc to judge the interpersonal skills and body language of the
prospective candidates. However, it requires preparation of a set of questions and panel of
experts that consume time and cost to select an individual for the Kingfisher Plc. On the other
hand, personality tests help to identify the strength and weakness of prospective candidates.
However, these tests without screening and interview may not give the fruitful outcome.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil the
business objectives
The aim of Kingfisher Plc is to provide home improvement products that are accessible to
everyone. Hence, to accomplish such a goal, HR managers and workforce at Kingfisher Plc plays
a vital role and contribute to the success of the organisation. Vacancies arise in various
departments of Kingfisher Plc that are filled by the HR manager through recruitment and
selection function (Ekwoaba et al., 2015). The main role of HRM arises within the organisation
after the hiring process, as required training and other programs are essential that support the
effective utilisation of efforts of new candidates for the accomplishment of goals of Kingfisher
Plc. Also, the HR manager is responsible for creating a sufficient amount of remuneration
package that motivates employees to perform their job in an innovative way.
M2 Evaluate the strength and weakness of different approaches to recruitment and selection
Internal recruitment within Kingfisher Plc is highly effective in saving time and money of the
organisation. However, this approach may bring a sense of biased and inequality within the
culture of Kingfisher Plc. Also, for the fulfilment of the vacant position that requires creative
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ideas for the home improvement products designing, then it must be filled with external sources,
as it allows the HR managers to analyse and choose from different talented potential candidates.
For the selection of potential people at high designation, resume review, personality tests, and
interviews all are required (Wright, 2018). On the other hand, another position requires an
individual or combination of two selection approach, as excess utilisation of different approaches
may lead to a high cost to the revenue of Kingfisher Plc.
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