The best practice approach considers to the series of activities which exist universally to support the companies to achieve their goal along with competitive advantage. It imply a close connection between the HRM policies and the performance of the organization. This best practice approach is characterized with the activities that shape high level workforce and encourage the employees by creating motivation and introducing to a kind of work design where the employee workforce results into high quality, productivity and low rates of absenteeism. The Best fit model is based on developing HR activities according to the business nature and strategy. The business environment is based on internal and external components. According to the various environments the organization should align and frame appropriate policies to create competitive advantage (Veth et al. 2017).
The Hard and soft model of HRM are based upon the needs and strategy of the business. Hard HR management is considered as treating the employees as resource of the business. It is strongly linked with the corporate business planning as in the sense of the requirement and cost of the resources. on the other hand soft HR management is considered as treating the employees as the important resources in the business and for achieving competitive advantage. In this model the employees are treated as individuals and the focus is more towards motivation and rewards to the employees (Shields et al. 2015).
Workforce planning is the major activity proposed by HRM in two manners namely, strategic and operational. Workforce planning is mainly aligned in an organization’s human capital to achieve its business direction. It enables the HR managers to analyze and identify the gaps between the present and future performance, future workforce needs and the proper way to implement solutions in the organization (Michael 2017).
Recruitment and selection is process of hiring human resource or manpower to achieve the goals and objectives of the organization. It is necessary to hire proper human resources in proper ways. The company Kingfisher performs the recruitment and selection process accurately to hire effective and efficient human resources. Kingfisher mainly focuses to hire employees that are suitable as per the job role (Shackleton 2015).
Training and development is a crucial process that is performed by the Human resource management department. Kingfisher works carefully on this activity to train the employees in order to develop through training. Kingfisher aims to increase the sustainability of the organizational goals by developing the employees through training (Ford 2014).
Kingfisher also focuses towards the overall performance of the management by monitoring and reviewing the performance of the employees by assessing the present performance of their. In case if any action needed to cope with the performance then it is implemented to handle the deviations (Deery and Jago 2015).
HRM at Kingfisher is also responsible to improve the employee performance at the workplace. The main highlight is given on the relations of the employees with the executive of the organization such that it does not hampers the work efficiency and productivity.
Being a large retailer and operating in various section of the world, Kingfisher will needs a large number of human resources to achieve success by accomplishing its goals. The company Kingfisher uses both the internal and external source of approach for the recruitment and selection process of the employees.
The internal recruitment process involves hiring the candidates who are already working within the organization. This is completely based on the merit cum seniority process. The main source of the recruitment is transfers, promotions, references and other processes.
Strengths
Weaknesses
The external process involves the recruitment of the candidates on the basis of the merit cum qualification. The candidates are hired with the help of the external process such as the schools and institutions. The sources of its are mainly did by advertisements, causal callers, employment agencies, management consultant, colleges or recommendations (Cascio 2018).
Strength
Weaknesses
The Kingfisher uses good HRM practices to ensure a healthy environment at the workplace. Kingfisher focuses towards implementing flexibility in the work environment which will lead to fulfill individual satisfaction and increase employee motivation for better work output. The human resource at Kingfisher improves the employee performance by increasing the satisfaction and comfortable level of the employees in the organization. The employee needs are important to fulfill by any of the organization. Kingfisher do focus on its employees as it thinks that the employees are one of the main resources of the organization which result in the output calculating the profit after deducting the cost of each employee that the company invests while training, hiring and other administration charges.
Kingfisher Management Development Scheme (KMDS) provide with trainings and other development programs to all the employees in order to enhance their skills and ability (Kingfisher.com 2018). It focuses to motivate and create loyalty of the employees for the organization. This scheme also helps t0o improve the employee performance. It also contributes towards the flexibility of the employees. Developing morale, employee engagement, team work skills and commitment of the employees towards company objective is another aim of Kingfisher.
Employee engagement and commitment towards work shows the significance of the organizations objective that is determined by the employees which is a good sign for the organization. The performance of the employees are based over the mindset of the individual and the kind of bond the team share which will show output in the end of the period of the assessment. For the reason of an efficient workforce the HR in Kingfisher formulates the policies in such a way and encourages the employees to engage in the activities where each of them could interact and come across each other.
The basic necessity can be provided to the employees such as family term insurance, paid sick leaves, flexible week offs, long duration holidays. These basic necessities can help to improve the effectiveness of the employees in terms reducing the rate of absenteeism and by providing these facilities the natural reasons of employee getting affected by their personal stuffs will be reduced. This in term will help to gain the trust and loyalty of the employees by helping them with their small necessities. The basic benefits can even bring the company a range of candidates such as students, part time workers and even can make the plan of existing full timers to stay long in the company.
It is the duty of Human resource management to maintain good relationship and positive work environment in the organization. These both the factors are critical in order to increase the profit and productivity of the organization. The internal customers achieve the objective of the company by working together.
The more the employees are trained with new technology and methods they will be serving the company with more hard works and effective results. The development of employees will give the business to boost their workforce and update accordingly to gain competitive advantage. The learning process goes throughout the work cycle. Learning and development within the organization helps to build the team confidence and contribute towards achieving strong employee relation.
Human resource management practices enhance the development of the employees and the performance is automatically affected by the policies framed by the HR. These policies affect the employees overall output by reducing employee turnover. Employee turnover can affect the organization’s productivity and profit as the internal customers are an important resource for the company. It also increase the cost o the management and reduces the profit by ample amount of figures. Effective performance and job satisfaction increase the profit and productivity of the organization by reduction employee turnover and low performance. This automatically raises the organizations effectiveness and efficiency and in turn increases the confidence among the employees.
The basic necessities can help out the internal customers of the company to build a long stay plan and for the existing employees and grab the employees with such flexible terms and conditions. Overall these factors will help to motivate the employees and keep their work attitude positive so that the employees make a strong bond as a result of strong internal relationship.
Employee relations can be defined as one of the important discipline in an organization which is interlinked with almost all the aspect of employment. Employee relation is based on a purpose to maintain solid working relation between the employer and employees. This role is to be established by Human resources department. The HR focuses more towards strengthening employee relationship to make the achievement of the goals of the organization easily.
It is important to maintain a strong relationship in an organization including relations between the employer and employee, employee and employee and executives, employee and managers. This strong bond brings success to an organization. This will benefit the organization by bringing more productive, efficient and by creating less conflict among the employees and resulting into loyalty from the internal customers of the organization. A happy workforce will ultimately result in to good management. A strong relationship will enable effective communication in the organization (Karanges et al. 015). Kingfisher establishes a state of equality for all the employees to create a workforce with fair and supportive environment.
To build a strong employee relationship in an organization it is mandatory to involve all the employees in any sort of event such as birthday, holiday parties, and other occasions at the workplace and there should be small moments created among the employees to strengthen the bond. Te individuals are to be praised for even small exceptional results and are to be provided with suitable rewards. Sharing the task among the employees and encouraging and motivating each other to complete the taken project or task with added value. The employees should be leaving no gaps in between which can lead to confusion and misunderstandings. Written modes of communication have to be promoted along with verbal modes to increase the efficiency and accuracy of the employees. Team meetings both formal and informal to be framed and attended to maintain a healthy relationship within the organization.
To enhance and improve the workplace in terms of employee relation and engagement an organization has to promote healthy communication at first to implement transparency among the employees. There must be an interaction between the employees and managers or the team leaders on a daily basis to increase the performance. By establishing and improving work life balance policies can make the workforce more flexible and constantly motivating for better output (Zheng eta al. 2015). Improving work life balance for the employees include making flexible work schedules and providing them health benefit plans to build long term relation between the organization and the employees.
Healthy engagement can be established in Kingfisher with the help of activities such as fun activities taking place weekly or events organized by the management yearly basis to bring all the employees at one place and create a level of enjoyment among the people (Earl and Taylor 2015). This will help to improve the employee relations from the lower level to higher level authority in order to benefit the organization and fix analyst profit and productivity figures.
Employment Right Act of 1999 the employment right act is established in an organization which states that all the employees of the organization have equal right to employment (Bratton and Gold 2017).
While several employment law are implemented to safeguard the employees from discrimination on the basis of race, sex and age. The acts which includes this type of clauses are The Sex discrimination Act 1975 The Equal Relation Act 1976. The equal protection clause requiring states that equal protection laws are to be extended to all the people within their states. The age discrimination in employment act, disabilities act and equal pay act are all part of the legislation which promotes and protect equal employment opportunity. Kingfisher provides this opportunity to all the people of the organization in order to make them available and free of the discrimination which will enhance the productivity and employee work attitude.
The Kingfisher must implement plans and opportunities for the employees as the employees nowadays focus more on their career which will help to build their future. In such manner Kingfisher should offer with career development opportunities to the employees. This commitment should be based on the performance of the employee. This in turn can motivate the employees to work efficiently to enjoy the benefit. This will also improve the employee relation.
Te employer should provide its employees with the health insurance agreement in order to show the care and responsibility of the company towards their resources. Kingfisher provides with a good environment and travel opportunities to the employees within its work process. This will also help the company to maintain good relation with the employees. Hence, this will also help to make the employees stay for long term employment purpose. It should consist of primary health facilities such as dental and sick. Kingfisher should provide the employees with the training on the health and safety management. It will enable the company to gain competitive advantage as compared to its competitors.
Both employers and employees must have the right to terminate the job any time if it seems that the discipline of the organization is affected negatively. However, the termination terms used here will be dismissal for the employers and resignation for the employees. The legal rule complies to both the parties which is stated from the beginning of the employment contracts. This contract is present in the form of a written document to both the parties namely the employee and the employer. However, both the parties are obliged to follow the legal rules and regulations of employment.
Privacy in a workplace it is mandatory to maintain and provide privacy protections for employees at work. Under this act the employee phone conversations personal life and other related stuffs are to be protected as to protect privacy act. This act also included the protection of the data, information and various other records such as the employee personal data, customers data and other confidential data of the organization are not to be shared outside of the organization or with any other organization.
The impact of employment legislation on the decisions that are taken regarding any of the task, jobs and entire company can be conversed in various ways. The first impact can be in terms of decisions related to the workplace designs and safety measures of the workers. For example when the HR personnel takes decision for the worker taking the minimum requirements he or she has to frame accordingly to practice fair and equal decision making otherwise they will be legally penalized (Shah 2015). The key objective of legislation is to protect the workers from discrimination and inequality due to which the managers have to formulate the policies and create special HR plans accordingly.
Legislation also affects the payroll policies, remuneration and other benefit plans which include work schedules, task completion time and other related planning in order to accomplish right HR decisions. The HRM is responsible for monitoring that whether the implemented HR policies are frames accordingly to sustain the fair and equality practice. This legislation provides the organization to work smoothly and operate all over the world according to the laws and regulations (Sadgrove 2016). In such manner the Human Resource Department is hugely responsible for the evaluation, framing and implementation of the policies that are to be followed by all the existing and the new employees.
Reference
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Earl, C. and Taylor, P., 2015. Is workplace flexibility good policy? Evaluating the efficacy of age management strategies for older women workers. Work, Aging and Retirement, 1(2), pp.214-226.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal communication on employee engagement: A pilot study. Public Relations Review, 41(1), pp.129-131.
Kingfisher.com. 2018. Kingfisher plc. [online] Available at: https://www.kingfisher.com/ [Accessed 20 Mar. 2018].
Michael, F., 2017. Hard and Soft Human Resource Management Compensation Practices on Employee Job Satisfaction. ORSEA JOURNAL, 5(1).
Sadgrove, K., 2016. The complete guide to business risk management. Routledge.
Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology, p.153.
Shah, P., 2015. Caste Discrimination Legislation: Implications for Business, Employers and Organizations. In Against Caste in British Law: A Critical Perspective on the Caste Discrimination Provision in the Equality Act 2010 (pp. 64-82). Palgrave Macmillan, London.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Veth, K.N., Korzilius, H.P., Van der Heijden, B.I., Emans, B.J. and De Lange, A.H., 2017. Which HRM practices enhance employee outcomes at work across the life-span?. The International Journal of Human Resource Management, pp.1-32.
Zheng, C., Molineux, J., Mirshekary, S. and Scarparo, S., 2015. Developing individual and organisational work-life balance strategies to improve employee health and wellbeing. Employee Relations, 37(3), pp.354-379.
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