Unit 47: An Assignment on Employability Skills

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Introduction

To bring about success in the working sector the employment skills are the most significant skill that a GE needs. There are decisions to make which are largely imposed on the employees and their colleagues of GE. Those decisions involve what is to be taken as the measure of further skill requirement (Morgan, 2011). Self management is a factor that enables employee to gather skill that is helpful.

Here, it is also shown how the skills required for an effective communication with the staff and how to use time in an effective manner for GE. The way of working as a part of a team is also discussed here. In case of any situation at the work place of GE, there are some measures to be taken which are also discussed here.

Task 1: Be able to determine own responsibility and performance

1.1 Own Set of Responsibilities and Performance

The caliber that is required to go with own business as well as the education provided by the college are discussed here largely. The degree provided by the college will provide with the knowledge needed to run own business or operate another business successfully. SMART is the responsibility that is set. It will help the employee of GE understand what is mainly expected from them. As performance is widely connected to the motivation of performing a duty in the workplace correctly, there are plans to maneuver the aims required for a career:

·         To identify the skills and knowledge

·         To explore the opportunities available

·         To make decisions

·         To take actions

Over times it will be difficult to focus on the operation of a business and learning at the same time while doing self management. The responsibility and objective of performance will serve the opportunity to develop GE in line with the manager and staff of the business.

Organization transforms which backs worker performance, advancement and achievement to be done successfully, and it is important that everybody remains on the board (Gravells, 2010). 

To gain quality direction in GE that is way better and cooperation in a relatively higher rate, it is important to attract educated officials, directors and representatives.

It is good to have relationship and good support which is good to carry on a congenial atmosphere in GE.  By this, they will be able to accomplish their deed without including all the associates of the organization.

SMART should be the responsibility and the performance objectives of an organization which is conceded by all the people connected with the business. Planning, organizing, decision making, problem solving, learning and adaptability, business code, employee legislation are the key responsibilities. It is important to know when the appraisal system is required to apply which will set the management to acknowledge the decision to be taken at the time of paying the bonus, promotion, job rotation and redundancies. It will also help the management to know when to conduct training and development required for the staff of the organization. 

1.2 Evaluating own effectiveness against defined objectives

It is mandatory to evaluate the effectiveness of responsibilities and for doing that one must use the decision. Here is a decision making process that goes in a cyclic manner:

One’s own accomplishment and finding approaches to enhance it through is to be considered here. Others are bound to distinguish the qualities and shortcomings here and sort out how the data and backing is taken to build up the arrangement to cover production and keep those changes without any place for confusion (Pavlina, 2010). It is required to use decision making process to judge the effectiveness of responsibilities. Which decision making process is to be chosen from a whole bunch just depends on the GE’s objective.

There are some requirements an organization must fulfil. Those are:

·         Monitoring the execution on a continuous basis to match plan with progress

·         Fining out the usual and effective input required for the manipulation

·         It is required to analyze and depict the expansion that is needed

·         Holding required amount of information to comprehend the power for adequacy

·         Changing the mode of act keeping pace with the new methods out there

·         Using raw materials from the customers, contacts or partners to see abilities

·         Developing a sense of self awareness plan and take it consistently

1.3 Recommendation for Improvements

The whole life, practice and continuous development will help produce the required ability. Transferable to different parts of peoples life are mainly liable to the aptitude of an employee. For instance, time administrator, initiative and activity that are applying. Chapman (2016) pointed that procuring, Master of learning connected to the work that is done might be as of now dealt with.

Key success to improve GE is being able to understand the strength and weaknesses one has.

It is ideal to conduct a self audit to know ones strengths and weaknesses. It consists of the skills and various qualifications that a worker usually has. It may be the computer skills, people management skill and even people skills and working as part of a team.

After judging the strengths and weaknesses by taking up a self audit technique here are the result below in the table.

Strengths	Weaknesses
·         Skill of communication ·         Excellent presentation of work	·         Technological skill ·         Expectation too high

Opportunities	Threats
·         Available jobs out there ·         Ample of sectors	·         Thought of hitting the rock bottom

It is suggested to turn the weaknesses into strengths to make further improvement which is to be done by taking advance courses based on technology of the computer literacy and other fundamental courses in order to increase skills by learning more of the pros and cons of technology.

Improvement can be brought about by the development plan which will also accompanied by the career development plan of the worker. Employees are also to have a good way of formative needs which they fortunately have managed and can be connected with the manager 

·         It is required to encourage staffs to bring them out of their comfort zone and push them to the exceeding of acquiring knowledge.

·         Replacement of the job is mostly required.

·         It is necessary to plan training for the staffs to develop the careers.

When managers can enhance their staff engagement and maintenance levels through the selection of chances for oneself and profession development and staff improvement, progress of the administration will be considered on the centre role.

1.4 Motivational Techniques that can be used to improve productivity

As per the recommendation of Cherry (2016) various motivational techniques that a business confront on the test of how to entice representatives to do at the most of their worth will be discussed in that part. Organizations that are working on leaner spending plans are most likely to surprise when it is tested. There are numerous motivational ideas which are being taught in various institutions around the globe.

There are five needs in depicted in the Maslow’s Hierarchy of Needs (French, 2011). Those are shown below in terms different stages:

         I.            Physiological needs: It includes the basic needs consisting of air, food, drink, shelter, warmth, sex, sleep and so on.

      II.            Security needs: This particular need involves the protection elements such as security, order, law stability and freedom from fear.

   III.            Social needs: This is the need which refers to the need of friendship, intimacy, affection, love and other relationships.

IV.  Self-esteem needs: need of achievement, mastery, independence, status, dominance, prestige, self respect is focus here.

V.  Self-actualization needs: In this case realizing personal potential, self fulfilment, seeking for personal growth and peak experiences are main fact for discussion.

Herzberg Motivation theory

Frederick Herzberg was considered one of the developers of management and motivation techniques. His theory involves that the performance at work is related to two prime factors which are motivational factors and hygiene factors (French, 2011).

Herzberg was a clinician whose encounters as a trooper in World War II drove him to study inspiration. Where Taylor trusted that specialists were fundamentally propelled by cash, Herzberg's hypothesis was that there are numerous variables, for example, work hours and conditions that rouse labourers other than cash. He likewise found that a few components, for example, obligation, accomplishment, a testing workplace and self-awareness, can make individuals more content at work, regardless of the possibility that these elements don't spur them. 

Task 2: Be able to develop interpersonal and transferable skills

2.1 Develop Solutions to Work Based Problems

Here in this task the way of team work as part of a team will be discussed and it is an inevitable element for the success of GE. This is one of the vital elements of an organization to get going successfully.

Liraz (2016) defined that each business issue appears to be exceptional, yet the systems for tackling business issues don't need to be re-evaluated every time one confronts a predicament. Receive a precise way to deal with tackling all issues so one won't discover your business in consistent emergency administration. Maintaining a business implies taking care of issues, so handle issues with a well thoroughly considered arrangement to abstain from settling on impulsive choices.

Identify the Problem

Individual might understand that something is not working in his/her business, but rather one will most likely be unable to put his finger on it. Take an ideal opportunity to recognize precisely what trouble rehashes it. Portray it in point of interest with the goal that one gets a reasonable picture of whom or what disturbs the gainful stream of his business operations.

Depict the Cause

Distinguishing the issue doesn't let one know the cause. For instance, if a worker always upsets gatherings, one may dive into the cause and discover she feels her gifts get neglected. Manager can address that. Alternately if items consistently dispatch late, he may find that a bit of apparatus continually separates. Finding the cause will propose arrangements.

Conceptualize Solutions

Managers may distinguish an income issue that repeats every month in the meantime. His first thought may be that he has to request instalment on every single remarkable record receivable, yet one could find that renegotiating a bill due date with a seller could without much of a stretch resolve the trouble (Mackall, 2014).

Actualize One Solution

Managers should utilize this metric to quantify the majority of the conceivable arrangements and settle on one. When manager settle on choice, confer completely to it and don't second-figure yourself.

Screen the Solution

One has to erasure the impacts of the arrangement that manager pick. They should watch to check whether it explains the past trouble, and ensure it doesn't exhibit new challenges. On the off chance that he is checking uncovers that manager decision of arrangements was off base, he can change promptly to another arrangement.

2.2 Communicate in a Variety of Styles and Appropriate Manner at Various Levels

According to Cristerna (2014) written correspondence is extremely regular in business circumstances, so it is critical for little entrepreneurs and chiefs to create viable composed relational abilities. The essential standards of composed correspondence are like those for general correspondence, for example, deciding the reason for composing, dissecting the gathering of people, sorting out the message, and editing. Subsequent to composed correspondence does not for the most part get prompt criticism, it is especially vital when utilizing this medium to utilize straightforward words and short sentences, and to dodge specialized language and adages.

Verbal Communication

Small entrepreneurs and chiefs are much of the time called upon to make presentations, conduct meetings, or lead gatherings, so oral relational abilities are another vital territory for advancement. Presentations may be made to representatives for preparing purposes, or to potential clients for deals purposes. In either case, great presentation procedures can produce intrigue and make certainty. Talking with aptitudes may be required for contracting new workers, directing execution evaluations, or doing statistical surveying. Gatherings or meetings can be imperative apparatuses for identifying with representatives or to invested individuals outside of the association keeping in mind the end goal to take care of issues or set objectives.

Nonverbal Communication

Nonverbal correspondence, for example, outward appearances, signals, stance, and manner of speaking—can help in the effective elucidation of a message. "In some cases nonverbal messages repudiate the verbal; frequently they express genuine emotions more precisely than the talked or composed dialect," Murphy and Hildebrandt noted. Actually, concentrates on have demonstrated that somewhere around 60 and 90 percent of a message's impact might originate from nonverbal intimations. In this manner, little entrepreneurs and chiefs ought to likewise know about the nonverbal pieces of information in their own particular conduct and add to the aptitude of perusing nonverbal types of correspondence in the conduct of others.

2.3 Effective Time Management Strategies

It's vital that managers create successful systems for dealing with their opportunity to adjust the clashing requests of time for study, recreation, winning cash and job hunting. Stoic (2011) stated that time administration aptitudes are important in job hunting, additionally in numerous different parts of life: from amending for examinations to working in a get-away employment.

Setting Goals

Managers set particular and unmistakably characterized objectives, and ensure that these are practical and achievable. To do this, they initially need to look at their current circumstance and evaluate what objectives are critical to them and what move they have to make to accomplish their objective. Have an emergency course of action or option course to your objective in the event that they need to change their arrangements, for instance, taking an applicable postgraduate course in the event that they can't land a position.

Organizing

Proficiency and adequacy are not the same. Somebody who buckles down and is very much composed yet invests all their energy in insignificant errands might be proficient however not powerful (Griffin, 2013). To be viable, they have to choose what assignments are earnest and imperative and to concentrate on these. This is called organizing.

Separating Undertakings

Managers should separate objectives into their segments with the goal that he can achieve them slowly and carefully. Record these strides, and attempt to be as particular as he can when he does this.

Task 3: Understanding the dynamics of working with others

3.1 Working Together to Achieve Shared Goal

Meredith Belbin's examination into specialist conduct prompted his generally respected group administration hypotheses. In view of his long haul perceptions of gathering conduct, he added to his Belbin Team Roles idea. The model depends on the nine parts that Belbin decided add to viable collaboration. He partitioned his nine parts into three classes: Action-Oriented Roles, People-Oriented Roles, and Thought-Oriented Roles.

By, his group parts don't speak to identity sorts, however certain identity sorts may be more qualified to specific parts. Maybe, group parts are those vital capacities that should be satisfied by individual colleagues (with every part here and there accepting various parts) for the group to work viably in general and effectively meet its goals. Belbin outlined the qualities of every part, portraying what every part adds to the group. He additionally delineated a percentage of the shortcomings intrinsic in every part. He trusted that, by comprehension these, colleagues could intentionally deal with expanding the qualities of every part's commitment to the general collaboration and minimize the effect of the shortcomings that have a tendency to go with them. Belbin's nine group parts are these:

1. Shaper

2. Implementer

3. Completer-Finisher

4. Coordinator

5. Team Worker

6. Resource Investigator

7. Plant

8. Monitor-Evaluator

9. Specialist

3.2 Analysis of Team Dynamics

Ways of Improving Team Dynamics:

Two ways of increasing team dynamics are given as follows:

§  Know the Team: As a pioneer, managers have to direct the improvement of your gathering. Along these lines, begin by finding out about the stages. When one comprehends these, one will have the capacity to seize issues that could emerge, incorporating issues with poor gathering motion (French, 2011).

§  Characterize Roles and Responsibilities: Managers should make a group contract Add to My Personal Learning Plan – characterizing the gathering's central goal and goal, and everybody's obligations – when he frames the group. It is to be ensured that everybody has a duplicate of the record, and help individuals to remember it consistently.

3.3 Alternative Ways to Complete a Task:

SMART goal setting is a way to complete a task in alternative ways. The approaches are as follows:

Specific

Particular answers the inquiries "what can anyone do?" "Will you know it is done?" and depicts the outcomes of the work to be finished. The portrayal is composed in a manner that anybody perusing the target will in all probability decipher it the same way. To guarantee that a goal is particular is to ensure that the way it is portrayed is recognizable. Recognizable implies that some person can see or listen somebody accomplishing something.

Measurable

Quantifiable answers the inquiry "by what method will you know it meets desires?" and characterizes the target utilizing assessable terms it alludes to the degree to which something can be assessed against some standard. A target with amount estimations utilizes terms of sum, rates, and so forth. Recurrence estimation could be day by day, week after week, 1 in 3. A target with quality estimation would depict a necessity as far as precision, arrangement, inside of college rules.

Achievable

Achievable answers the inquiries "can the individual do it?" "Can the quantifiable goal be accomplished by the individual?" "Does he/she have the experience, information or capacity of satisfying the desire?" It additionally answers the inquiry "Should it be possible giving the time period, opportunity and assets?" These things ought to be incorporated into the SMART goal on the off chance that they will be a variable in the accomplishment.

Realistic

Important answers the inquiries, "would it be advisable for it to be done?", "why?" and "what will be the effect?" Is the goal adjusted to the S/C/D's usage arrangement and the college's key arrangement?

Time-arranged

Time-arranged answers the inquiry, "when will it be done?" It alludes to the way that a target has end focuses and register focuses worked with it. In some cases an assignment might just have an end point or due date. Some of the time that end point or due date is the genuine end of the assignment, or here and there the end purpose of one errand is the begin purpose of another.

Conclusion

The importance of various choices and study of different options to get the best alternative for GE is discussed throughout the report as stated by Morgan, L. (2011). Own set of responsibilities and performances are developed. SWOT analysis is shown by conducting self audit to determine strengths and weaknesses especially in objectives and opportunities and threats are discussed afterwards. Upon the decrease of staff performance in GE, motivational factors to improve the quality are discussed with pros and cons. There are various work based problems which are discussed with solution along with some communication style and effective management of time. The way of achieving shared goals and team dynamics in GE were suggested with alternative ways of achieving goals. The way of developing solutions to problems and developing appropriate strategy to resolve a particular bit of strategy with potential impact on GE was discussed carefully thoroughly.

References

Bradley, M (2010) Reasoning And Decision Making, 10^th edition, London: Kogan Page.

Chapman, A. (2016) SWOT analysis method and examples, with free SWOT template. [Online]. Available from: http://www.businessballs.com/swotanalysisfreetemplate.htm (Accessed: 4 March 2016)

Cherry, K. (2016) The Five Levels of Maslow's Hierarchy of Needs. [Online].  Available from: http://psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds.htm (Accessed: 4 March 2016).

Cristerna, J. (2014) The 4-Types of Communication Styles. [Online].  Available from: https://www.linkedin.com/pulse/20140626185020-15628411-the-4-types-of-communication-styles (Accessed: 4 March 2016).

French, R. (2011) Organizational Behaviour. 2^nd Edition. Sussex: John Wiley and Sons Ltd.

Gravells, A. (2010) Delivering Employability Skills. Devon: SAGE Publications.

Griffin, R. (2013) Fundamentals of Management. 7^th Edition. Mason: Cengage Learning.

Kerzner, H. (2001) Project management, New York: John Wiley.

Liraz, M. (2016) The How To Solve Problems. [Online]. Available from: http://www.bizmove.com/skills/m8d.htm (Accessed: 4 March 2016).

Mackall, D. (2014) Problem Solving. 2^nd Edition. New York: Infobase Publishing.

Morgan, L. (2011 Top 10 Reasons Workforce Planning Is Critical To Every Organization. [Online].  Available from: http://orcaeyes.com/blog/?p=89 (Accessed: 4 March 2016).)

Pavlina, S. (2010) Personal Development for Smart People. London: Accessible Publishing System Ltd.

Stewart, G. (2016) The Ability To Inspire People Towards A Common Goal. [Online]. Available from: http://leadchangegroup.com/the-ability-to-inspire-people-towards-a-common-goal/ (Accessed: 4 March 2016).

Stoic, R. (2011) Time management. [Online]. Available from:  http://www.studygs.net/timman.htm (Accessed: 4 March 2016)

Wysocki, R. K. (2011) Effective Project Management, 5^th edition, Indiana: John Wiley & Sons. 

An Assignment on Human Resource Management

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Introduction

The purpose of doing business has changed now than its traditional purpose of generating profit only. Organisation now is now realised that without suitability of business continuous profit cannot be possible to achieve. And, sustainable business cannot possible without the improvement of human resources of the organisation. Good human resource management will increase the employee satisfaction, reduce employee turnover and costs that helps in sustainable business (Mayhew, 2016). For these reasons, human resources management are now taking an important concern to all organisations. This write up will discuss about the definition of human resource management, purposes, and functions of human resource management. The differences between best fit approach and best practice approach to human resource management, hard and soft models of HRM, and workforce planning will also discuss in this write up. In addition, this write-up will discuss different approaches to recruitment and selection, external and internal recruitment, flexible organisation, performance and reward and many others.

  

Task one: Essay

1.1       . Discussion of the purpose and the functions of HRM and its application on Kingfisher Plc

In simple words, human resource management is the formal process of managing workforce within an organisation.Dessler (2011) defined human resource management as a process of acquiring, training, appraising and compensating staffs as well as employees’ health and safety, labour relations and fairness concern. Human resource management supports the strategies, objectives and mission of business organisation.

Human resource management has some specific purpose for the organisation. Human resource management is serving two main purposes. First, supply organisation necessary amount of skills, knowledge and attitudes manpower. Second, contended the manpower which includes satisfied and happy workforce.

Human resource management performs some specific functions for an organisation. The functions that HRM conducts are human resource planning, recruitment and selection, employee relations, job analysis and work design, compensation, training and development and performance management. HR manager should establish and activate these HRM functions within the organisation.

Best fit and best practice approaches of HRM are extensively used in an organisation. Best practice approach focuses on the high performance or high commitment that will facilitate all organisations at any context (Breen, 2015).Best practice approach is based on universalism. This approach is applicable to any organisation or sector. Best practice approach determines the indicators of best practice, get top level management, give human resource a high profile, give fair appraisal and rewards. Best practice approach establishes rules of thumbs for appraisal, training and selection process. On the other hand, best fit recommends an interconnected relationship between different systems and organisational strategy. It emphasise on fulfilling the immediate needs of organisation. Best fit is more complex compare to universalism, but it is flexible and differs according to the time, and contexts. Best fit helps organisation to gain short term and long term goals.

The purpose of best fit and best practice at Kingfisher Plc is that best practice assists the company to develop HR policies and practices and best-fit assists the company to select most suitable reward system for the organisation. 

At Kingfisher Plc the functions of best practice include selecting, training and appraisal. And the functions of best fit include the selection, appraisal and reward techniques according to the job position, job place and performance.

HRM comprises of several practices such as recruitment and selection, workforce planning, employee relations and so many. These practices of HRM are mostly used in Kingfisher Plc. Through recruitment process the company attracts more candidates for the job application to the company. Through selection process the company chooses the best people from the applicants for the selected post. Also, workforce planning is used by the Kingfisher Plc to determine the job vacancies, job placement, promotion and other issues. Moreover, the employee relations make a bridge between employees and the company that creates the workplace favourable and resolve disputes.

1.2. Explain the strengths and weaknesses of different approaches to recruitment and selection used by Kingfisher

Recruitment and selection are two main functions of human resource management. Recruitment is the process of encouraging required skills people to apply for the job and selection is the process of choosing suitable people from the applicants (Sims, 2007). In other words, selecting right person for the right job is the main purpose of recruitment and selection process.

Recruitment approach includes job analysis, job description and job specification. The strengths and weaknesses of job analysis, job description and job specification are described here.

The three strengths of job analysis are;

Ø  It helps to identify the needed skills for particular job,

Ø  Helps to formulate effective hiring strategies, and

Ø  It helps to determine appropriate compensation and facilities.

The three weaknesses of job analysis are;

Ø  It is time consuming,

Ø  Source of information is very narrow, and

Ø  Personal biases can be taken place.

The three strengths of job description are:

Ø  It helps to encourage right skills person to apply for job,

Ø  The job responsibilities are clearly defined and specific, and

Ø  It helps to select right people for the right job.

The three weaknesses of job description are;

Ø  It is sometimes difficult to identify all responsibilities properly,

Ø  It often fails to attract suitable applicants, and

Ø  It discourages innovation because job responsibilities are defined.

The three strengths of person specification are;

Ø  It attracts the required skills people for the job,

Ø  The applicants can understand their qualities, and

Ø  It gives idea to applicants what actually want the company from him/her.

The three weaknesses person specifications are;

Ø  Poorly defined person specification will allow low skills people and reject high skill people, when job specification attracts many applicants it will be difficult to create short list, and

Ø  Too much requirement in the job specification may not be fruitful.

The major approaches to selection are reliability and validity. Reliability refers the degree to which a selection technique attains density in what it is assessing over continuous use.

The three strengths of reliability are;

Ø  It reduces time consumption in preparing new techniques,

Ø  The cost will be minimised, and

Ø  Standard selection technique for the company can be determined.

The weaknesses of the reliability are;

Ø  With the passage of time the effectiveness of repeat use of same technique can be reduced, it requires periodical changes, and

Ø  It varied according to the job nature.

 On the other hand, validity refers the degree to which a selection technique assesses what is decides to assess.

The three strengths of validity are;

Ø  It determines the effectiveness of the selection techniques,

Ø  Right people with necessary skills can be grabbed, and

Ø  The necessary of changes over time can be understood.

The three weaknesses of validity are;

Ø  Sometimes it can be delayed to determine the effectiveness of current techniques,

Ø  The changes of technique is cost oriented and

Ø  New techniques validity checks time consuming.

External recruitment refers when the required skills people are collected from the company. For example, when Kingfisher gives notice on the notice board of the company for the post of HR senior executives. Internal recruitment takes place through office notice board, company newsletter, intranet, fliers and internal e-mail (Applegate, 2016). On the other hand, external recruitment refers when company searches people from the outside of the company to fill the vacancy. For example, give advertisement in the local newspaper for the vacancy of HR manager. External recruitment takes place through national newspapers, local newspaper, job center, professional journal, jobs websites, recruitment agency and shop window. 

Task two: Prepare a report

To,

HR Director

Kingfisher Plc.

Title/Subject: Report on evaluating the effectiveness of the key elements of HRM for Kingfisher

Introduction

Human resource management is an important functions of organisation on which the success of organisation is closely related. Workforce is one of the important resources of any organisation. So, proper utilisation of the resource can only fulfil the strategic objectives of Kingfisher. This report will present various practices of human resource management within Kingfisher Plc.

3. Explain the benefits of different HRM practices within Kingfisher

HRM practices are merely wide. The HRM practices include learning, job design and workplace design, development and training, flexible organisation, payment and reward system. Here two HRM practices are discussed considering the case of kingfisher.

Learning, development and training

Learning, development and training is very important practices of HRM that every organisation is applied in their human resource practice. No employee is perfect with their skills and knowledge. Many new changes also come within the organisation. So, training and development is essential for Kingfisher’s employees for continuous improvement of their performance. Mathis et al (2016) claimed that training and development can help to understand how much capabilities an employee can attain. Training and development efforts must be designed considering the require skills, knowledge and abilities of employees thus they can serve to achieve the objectives of Kingfisher. Training and development also works as a technique of motivation.

Kingfisher is suing various techniques of learning, training and development program within the organisation those are as follows:

v  On-the–job training: It refers a worker is learning by doing job actually (Dessler, 2011). On-the-job training is very common practice at Kingfisher. The trainee executive or experience worker of a department will give training to the worker of Kingfisher. This time they are getting on-the-job training at Kingfisher.

v  Apprentice training:

It is a process where an employee becomes skilled and knowledgeable worker through long term on-the-job training and formal learning. After entering the job, the workers of Kingfisher spend six months in an internal apprentice training.

v  Informal learning: It refers when an employee is learning without any formal training arrangement. Most of the workers are learned through informal ways at Kingfisher. For example, when an store worker does not understand of a particular issue, he/she ask the supervisor and learned the process of conducting the task.

v  Audio-visual based training: This training is used at Kingfisher when many number of employees are participated in the training program. In this method power point presentation, audiotapes are used to train the employees.

v  Off-the-job training: It refers get training and learning outside of the organisation. This off-the-job training may include outside seminar, management games, case study method, behaviour modelling, university related programs, role playing, corporate universities etc. For management development of Kingfisher, off-the-job training is extensively applied.

Performance and reward

It is another important practise of human resource management. Performance management refers evaluating the performance of employees that support the organisational mission and goals (Simons, 2011). Evaluating the performance of employees and providing rewards to motivate employees and increase job retention rate can be ensured through performance and reward system at Kingfisher. Performance appraisal and reward are interrelated because employee is allowed for reward for their hob performance (Chimoriya, 2016).

Employee performance monitoring techniques

There are several techniques are applied by Kingfisher to track the performance of employees of the company.

v  Self-appraisal: It is techniques where a list of questions is send to the worker for self-assessment. The employee is allowed to mark or give opinion of self.

v  360 degree: In this technique workers receive confidential and anonymous feedback from the workers working around them. It includes the peers, managers, supervisors of Kingfisher.

v  Kaizen method: It is very popular technique in Japan and now become familiar all over the world. Kaizen refers continuous improvement of performance. Kingfisher uses this technique at the company.

v  Target setting: In this technique, a target is set up by the Kingfisher to its employees and the actual performance of employee’s is evaluated against the target.

Types of payment and reward system

There are two types of payment and reward systems are practiced at Kingfisher.

v  Financial reward: The financial reward is very important for the employees of the kingfisher because it increase the motivation of the workers. Financial reward includes salary, wages, bonuses, commission, pensions, share, and performance related pay.

v  Non-financial reward: There has no monetary involvement in this reward system. It includes job enrichment, promotion, job enlargement, job recognition, job rotation etc.

4. Evaluate the effectiveness of different HRM practices in terms of Kingfisher

The effectiveness of learning, training and development and payment and reward system in terms of Kingfisher are discussed below:

The effectiveness of learning, training and development

v  Kingfisher uses the most suitable learning, training and development techniques to improve the abilities of works. For example, the on-the-job, apprenticeship and informal learning increases the skills and abilities of workers through working in the company. This training technique is less costly that reduces cost of training and helps in profit and productivity improvement.

v  Off-the-job training is sometimes cost oriented but it is very essential for the management development of Kingfisher. The success of an organisation is largely depends on the management skills, knowledge and application capabilities. This short term cost gives long term productivity, profitability and sustainability of the company’ operations.

The effectiveness of performance and reward

People are worked to get benefits that satisfy him. For this reason, performance and reward system are necessary. The performance and reward system of Kingfisher is effective and support its productivity and profitability.

v  Every organisation wants that their worker will be done good performance. And performance appraisal helps Kingfisher to understand the actual performance of each worker against standard. Kingfisher also can understand the strengths and weaknesses of each worker through performance appraisal and takes necessary initiatives. As a result the productivity of workers is increased that ultimately increases the profitability of the company.

v  To improve the motivation of workers and removes gloomy from the work, reward is well accepted tool at Kingfisher. Workers are doing hard for the betterment of the company. So, they want proper recognition for their performance. Kingfisher uses both monetary and non-monetary reward system which increases the motivation of workers and ultimately the productivity and profitability of the company is increased.

Conclusion

The benefits of human resource management are many. Organisation can get the actual benefits of practicing HRM when it can select right tools and techniques considering the organisational mission, vision, goals and objectives. And then organisation can get actual benefits from the practice of human resource management.