P1 Purpose and the functions of HRM applicable Kingfisher
P2 Strengths and weaknesses of different recruitment approaches
M1 How the functions of HRM can provide talent and skills to business objectives
M2 Strengths and weaknesses of different approaches to recruitment and selection
D1 Strengths and weaknesses of different approaches to recruitment and selection.
P3 The benefits of different HRM practices for both the employer and employee
P4 Effectiveness of different HRM practices in terms of raising organizational profit and productivity
M3 Different methods used in HRM practices.
D2 HRM practices and application within an organizational context.
P5 Importance of employee relations in respect to influencing HRM decision making.
P6 Key elements of employment legislation and the impact it has upon HRM decision making.
M4 Key aspects of employee relations management and employment legislation.
P7 Application of HRM practices in a work-related context.
M5 Rationale for the application of specific HRM practices.
D3 Employee relations and the application of HRM practices that inform and influence decision-making.
In this assignment there has discussed purposes and functions of HRM, workforce planning, responsibilities of HR managers, strength and weakness of different HRM approaches, recruitment and selection process procedure, HRM practices and their evaluation. All those things that are discussed in the assignment are based on Kingfisher plc. Perspective. From the discussion, there is figure out that the employees are considered as an asset for all the business organization. All decisions have to make considering the employees interest and employment legislation.
Purposes of human resource management:
As with the changes of competitive world more specifically in the business world, the firms and the companies have considered the employees are assets. By considering the importance of employees, any business organization like Kingfisher Plc. Has set their HR strategies for the betterment of the employees and the business organization.
‘Best fit’ approach vs. ‘Best Practice’:
The best fit model discusses that there should have aligned with both the HR strategies and the organizational strategies are set by the organization. Whereas the HR strategies have also made sure that the culture and the structure set for the business organization purposes are suitable with the organization atmosphere. The total management should ensure that the strategies that changes for the organization are applicable and relevant for the organization.
On the other hand the best practice model refers that some organizational activities that are as considered as universally supported for the companies because of gaining competitive advantage, increase performance for gaining better outcome and maintaining high commitment. The best practice model is also used for setting up a bridge between HR practices and organizational performance for gaining better commitment management.
Hard and soft models of HRM:
Hard approach discusses about the short term changes in different level of HR practices like changes in recruitment, paying system, lessening empowerment and finally it can be said that following autocratic leadership. Hard approach negatively affect in the employees’ mind because of the coercive attitude is shown towards the employees. On the other hand, Soft approaches focus on the long term changes in different practices like empowering the employees, provide awards on the basis of performance and overall following democratic leadership which also positive attitude towards employees.
Workforce planning focuses on the forces that are related in the workplace by the employees with engaging some activities production, regulations, services and legislative. Workplace planning is related with the organizational regular task and those tasks are to maintain in the right situation and also right time as it is a consequence.