Human Resource Management Practices

The assignment delves into the strategic potential of e-HRM in outsourcing HR functions, highlighting the importance of honest communication and fair treatment in building strong relationships between employees and employers. It also explores the influence of technology on human resource management and the relationship between human capital, value creation, and employee reward. Furthermore, it examines the impact of employment protection legislation on worker health and the youth labor market.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 (LO1 AND LO2)...............................................................................................................3
P1Purpose and functions of HRM applicable to resourcing and workforce planning of
organization............................................................................................................................3
P2 Strengths and Weakness of Different approaches of selection and recruitment...............4
M1Assessmet of functions of HRM that can provide suitable skills and talent to meet business
objectives................................................................................................................................6
M2 Evaluation of strengths and weakness of different approaches of selection and
recruitment..............................................................................................................................6
D1 Critical evaluation of strengths and weakness of approaches of selection and recruitment
with examples.........................................................................................................................7
P3 Benefits of different HRM practices employer and employee of an organization............7
P4 Effectiveness of different HRM practices with regard profits and productivity of an
organization............................................................................................................................9
M3 Different methods used in HRM practices with example..............................................10
D2 Critical evaluation of HRM practices and application in organization with examples. .10
TASK 2 (LO3 AND LO4).............................................................................................................10
P5 Analysis importance of employee relation in respect to impact HRM decision-making.10
P6 Identify key elements is employment legislation and its impact on HRM decision-making.
..............................................................................................................................................11
P7 Application of HRM practices in work related context..................................................12
M4 Evaluate key aspects of employee relation management and employee legislation......13
M5 Provide rationale for application of specific HRM practices.........................................13
D3 Critically evaluate employee relation and the application of HRM practices................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management considered as big world in its self in the organization, which
consist different activities like, personal management, industrial relation, manpower
management, employee relation and personal administration of an organization. This assessment
of human resource management is based on the NEXT plc company, which is British,
multinational company. This company provide clothing, footwear and home product.
This assessment is going to explain the different function of HRM in context with the
company. This will include effectiveness of the key elements of human resource management.
Internal analysis is also going to be explained which influence the decision-making process of
the HRM. Lastly human resource management practice in context with the work also going to be
described.
TASK 1 (LO1 AND LO2)
P1Purpose and functions of HRM applicable to resourcing and workforce planning of
organization
There are number of functions performed by the human resource management of Next plc.
All the functions of the HRM are categorized in two parts namely managerial and operational
functions. These functions of the Next company help to workforce planning and resourcing of
the Next plc company. These functions are:
Managerial functions
 Staffing — Staffing is most important managerial function of HRM. This is basically
helping to manage the work force planning for the Next plc company. Purpose of this
function is to ensure the right hiring. In this HR managers decide which section technique
and recruitment technique can be applied to attract large amount of skilled pool (Foiji,
Hoque and Khan, 2019).
 Planning — Planning is another function which focus on to analyse the need of the Next
company so that, company can hire right skilled employee. HR manager prepare the job
description that help to identify the skills which required by the company for the vacant
post.
Operative functions
 Training and development — This is another essential function of human resource
management. HR manager of Next, focuses that, training and development is being
3

provided on right time to increase the productivity of the company. By enhancing their
skills employee will work effectively to increase the productivity.
 Recruitment and selection — This one of the core functions of HRM of Next plc
company. Purpose of this function is to attract more and more candidate for the vacant
post, to hire the right employee, with having the right skills and competencies, at right
time (Cooke, 2018). For this HR of company apply different recruitment and selection
techniques, which help to manage its work force planning in the company.
P2 Strengths and Weakness of Different approaches of selection and recruitment
Internal recruitment
Internal recruitment is a process of filling vacant position in business with existing workforce.
It a cost-effective approach and reduces the risks of employee’s resistance. Further internal
recruitment methods allow management of company in managing employee motivation which
is beneficial for improving staff productivity. There is different internal recruitment method
used by Next Plc like Promotion, advertisement for vacant position among employee, etc.
Benefits and limitation of recruitment method is evaluated with the help of two approaches
that is competency and contingent.
Strength Weakness
 In accordance with competency
approach helps in managing employee
motivation and also encourage peers
of employee to improve performance
to getting better growth opportunities.
It encourages competition among staff
of Next Plc which enhances individual
working productivity (Bratton and
Gold, 2017).
 The major strength of internal
recruitment method is job analysis
with the help of which management is
able to identify which employee is
best suitable for particular job.
 The major weakness of this approach
is that it requires management
development programme for critical
evaluation of employee’s ability.
 The methods lead to internal politics
and employees’ conflicts at workplace.
4

External recruitment
External recruitment is an assessment of job candidates from pool as per job vacancy of
organization. External recruitment method used by Next Plc is media advertisement, campus
placement and E recruiting.
Strength Weakness
 Competency approach to external
recruitment reflects strength of
recruitment methods because in this
Next Plc is recruit employee on the
basis of learning and concrete skills of
individual. This assist in filling vacant
position with fine-grained staff.
 The methods impact cost planning of
firm and also requires time to choose
best fit for the job.
 Recruitment of employee from outside
organization sometimes leads to
resistance and adaptability problems.
SELECTION METHODS.
Online screening and short-listing
This is done after advertisement and promotion of job vacancy. This is done by Next Plc with
the help of contingency approach where management make use of methods like Job
description and person specification on the basis of applicants are shortlisted.
Strength Weakness
 Situational approach denotes strength
of short-listing and online screening
method of selection according to
which management of Next PLC is
able to choose the best suitable
candidate of further test and interview
 It reduces the risk of missing details
over education qualifications, skills
and experience of particular person.
 The major weakness of this approach
is lack of interaction of management
with applicant.
 Short-listing is only based on
prediction and therefore can be
uncertain.
Ability and Aptitude Test
This is most appropriate method of selection as per contingency approach as it denotes logical
reasoning ability of candidates.
5

Strength Weakness
 The major strength of this selection
method of conceptual framework
which outlines specific segments of
question which helps management of
Next Plc is deriving applicant ability
to working in dynamic business
situations (Berman And et.al., 2019).
 The major weakness of this approach
is lack of interaction of management
with applicant.
 The management is unable to predict
individual workplace behaviour r and
attitude which can be risk of
workplace environment.
M1Assessmet of functions of HRM that can provide suitable skills and talent to meet business
objectives.
As human resource management has number of functions which are performed by the HR
manager of the Next plc company. These functions of the HRM helps the company to meet its
objective by providing the suitable skill and talent to the company. As staffing function of the
HRM, helps the company to acquire right person for the right posts at right time (Brewster and
et.al., 2016). After this, also help the company manage its workforce by providing the different
facilities like training, appraisal and motivate them in order to achieve the overall objective of
Next company. Training and development help to enhance the skills of their employees, so that
can work effectively to meet the objective of company.
M2 Evaluation of strengths and weakness of different approaches of selection and recruitment.
The strength and weakness of different selection methods are as follows:
Basis Strength Weakness
Interview  It is creative and
dedication process. In
these employers are
able to understand all
qualities of employees
at workplace.
 The weakness of this
presentation skills.
Ability test  This has strength which  This creates the lack of
6

is effective and
valuable for the growth
of company at
marketplace by
knowing skills and
qualities of employees
(Cascio, 2015).
interaction between
employees and others.
Strength and weakness of recruitment approaches:
Basis Strength Weakness
Promotion  Promotion is best and
effective process. The
strength is to recruit
employees by
promoting them.
 Weakness of this
theory is to not fulfil all
the vacant post.
Advertisement  Strength is give more
details to job seekers.
 Weakness is attracted
various peoples also to
them who are not had
ability.
D1 Critical evaluation of strengths and weakness of approaches of selection and recruitment with
examples.
There are various strength and weakness of different types of selection and recruitment
process. Promotion is the best recruitment process. For example: in the company have vacancy at
senior level in this manager is observe employees performance and promote them as per skills. It
is give positive impact on company. Other hand, it gives negative impact which is not fulfil other
vacant post because with the promotion of employee create other vacant post at company (Noe
and et.al., 2017).
Other hand, selection process is ability test, is best and effective ways of select
employees for vacant post at marketplace. For example: This helps in justification of applicant
7

skills and competencies for specific post. In positive ways but it also can give negative impact on
employee's performance facing issues of network and wrong questions.
P3 Benefits of different HRM practices employer and employee of an organization.
There are different HRM practices which are highly important and beneficial for
employee and employer of next plc company. HRM practices such as recruitment and selection,
training and development and flexible working hours. Benefits of different HRM practices to
employee and employer are as follows:
Recruitment and selection:
It is very important and effective HRM practice which is help to hire and select best
candidates for team and vacant post at Next plc company. This practice is hub and combination
of various terms and policies of HR team. It is beneficial for employer because with the help of
this process manager are able to hire best and eligible candidate who are give their best for
achieve goals and objectives of company (Stone And et.al., 2015). Other hand, with the help of
this employee is known about all policies of company before starting work. This practice is help
to increase productivity of Next plc company with the help of skill-able employees.
Training and development:
Training and development is another responsibility of HR manager. This is beneficial for
employer because by organizing training program. There are two types of training on-the job and
off-the job training method. They are able to determine appropriate and effective method of
training based workers needs. By these employees are learn things effectively which are related
to workplace. Other hand, employees are learned and utilize training for improves are sales and
customers services skills. With the help of this, manager of Next plc is able to rise their
profitability because more customers are attracted towards company and its sales are rises.
Flexible working hour:
Flexibility is the best approach which is use for define how and when work is done and
carried out at place. This is beneficial for employer and employees of firm to analysis this here is
select the Atkinson flexibility model. This model is best and effective to use by Next plc
company. These have three flexibility such as functional, numerical and financial flexibility. Functional flexibility is refers high skilled employees who are done their task within the
group. Develop this, Next plc company can use training. Numerical flexibility is applied when employee have low quality at labour market.
8

 Financial flexibility is consisted capability of organization by adjusting price of labour.
This is beneficial for employee because they are trained for work and receive compensation.
Other hand, employer receive good result of work by adjusting prices.
P4 Effectiveness of different HRM practices with regard profits and productivity of an
organization.
Effectiveness of different HRM practices in order increase profit and productivity of Next
plc company are as follows:
Fair and performance based compensation:
Fair and performance based compensation is highly effective for company with regards
profit and productivity increasing because company productivity is highly depends on
compensation and benefits (Delery and Gupta, 2016). Firstly manager need to hire right peoples
with right skills. Right and skill-able candidates are give the best performance with the best
result and against of this they receive fair compensation. Combination of those are help to
increase profit and productivity of Next plc company.
9
Illustration 1: Atkinson flexibility model
(Source: Atkinson's flexibility model, 2018)

Self managed and effective team:
Team work is crucial for achieve goals and objectives of company. Teamwork and self
managed work is provided the best values and ideas to people for work in different manner.
Through that different and other idea is generated which is help to achieve goals. Like of
employees are able to solve problems by own in the best manner the work outcome is good and
productivity is increase as well as profits. By this it is highly effective for Next plc company.
Those HRM practices are best and effective for increase -profit and productivity of
company.
M3 Different methods used in HRM practices with example
Reward system is help to motivate peoples in order the best result of work. For example:
non-financial reward system is best and effective because this give long term impact on the
employee mindset. Employee done good work and against of this employer appreciate them in
front of whole staff members (Barlow and et.al., 2019). Other hand, financial rewards system is
satisfied employee physical needs.
On the job training method is also used in the company for train their employees by
giving coaching and job rotation. For example: company is follow job rotation training in that
employee learn various and other job roles and responsibility at workplace. Other hand off the
job training like business games and case study. Like in these employers is created situation for
employees and employee try to solve this in effective manner. This help to improve thinking
skills of employees.
D2 Critical evaluation of HRM practices and application in organization with examples
Training and development is best practices for improve employees skills. For example:
employer organize training program for employees. By this they are learned more thinks about
work. Next plc company manager have to use this approach for train their employee for achieve
goals. Other hand, reward system is best for motivate employee (Noelke, 2015). For example:
manager of Next plc company is give rewards to employee against of their contribution. It helps
to motivate employee for growth of company.
TASK 2 (LO3 AND LO4)
P5 Analysis importance of employee relation in respect to impact HRM decision-making.
Employee relation is very important part of the company to manage relationship between
employee and employer. With the good and strong relation is provided best and fair treatment to
10

employees is able to committed with job and more loyal for company. Employee relation can
impact to Human resource decision-making process. Importance of employees relation in terms
of impact HR decision-making are as follows:
 In the Next plc company have various issues which cannot solve by individual alone,
here is need to take guidance form seniors manager. Most of the time they are missed
important point which affect to decision-making because which is not favour in
employees. For that employee relationship is important for decision-making process
(Jimeno, Martínez-Matute and Mora, 2018).
 Work become easy and best by sharing all information to employee. In that employee's
relation is also important because of good relation with others are help to complete their
work on time. This can impact to decision-making because in that work result can get
wrong if both are not able to understand that.
Those are importance of employees relation in respect of impact decision-making process. Here
is mention some techniques which are help to improve and build employees relation are as
follows:
 Fair and just treatment to their employees are build strong relations.
 Maintain interaction between employees are most important thinks.
 Be friendly with all employees not to more friendly with all employees.
P6 Identify key elements is employment legislation and its impact on HRM decision-making.
There are various laws which are impact to HRM decision-making process which are as
follows:
Healthy and safety act 1970:
Healthy and safety act 1970 is required to Next plc company which is protract employees
with unsafe work environment. This provides safety net to employees who are work in Next plc
company. For example: employee is not feel safe from their workplace like machine and
environment (Massingham and Tam, 2015). In this case employers have to take decision for
employee safety and provide safe workplace. By this it can impact to HR decision-making
process because in this manager take decision as per this act.
Workers compensation act 1932:
This act says provide compensation to their employees against of any injuries. For
example: employee is work in Next plc on machine and by accident he is injured. In this case
11

company have to pay as per this act against of injury. This can impact to HRM decision-making
because in this employer have to make decision as per this act and change their police.
P7 Application of HRM practices in work related context.
HRM practices in work related context are as follows:
Job description
It is shows the detail of skills and qualifications of individual which is applying in job
needs.
Jon title Human resource assistant
Report to HR manager of Next plc company
Main roles Records of attendance
Manage, create and implement rules and regulations
Payroll management
Responsibilities Responsible for deal with employees and solve their queries
Maintaining work culture
Education Graduate in human resource management certified from CIPD.
Person specification
It is the description of qualification, skills, knowledge and experience of candidates.
Title of job Human resource assistant
Date: 28 June 2019
Qualification required Essential Desirable Met
Graduation in human
resource management
MSc in leadership and
human resource
management
Yes
Yes
Experience needed
12

2 year work experience in
human resource department
Experience of peoples
management
Yes
Yes
Characteristics
Good communication skills
Analytical ability
Leadership quality
Quick decision maker
Time management
Yes
Yes
Yes
Yes
Yes
M4 Evaluate key aspects of employee relation management and employee legislation.
Employees relation management is most important and effective for the Next plc
company. The honest communication is main aspect of employees relation because with these
employees are conveyed their information with others in effective manner. Like if employee con
wrong message to other and it reflects on work then it creates misunderstanding between
employees and affect to employees relations in negative manner.
Other hand, employment legislation is also impact to business by adding new laws at
marketplace. Like employment compensation law is impact because as per this law manager
have to pay compensation to employees against of injury at workplace.
M5 Provide rationale for application of specific HRM practices.
Recruitment and selection process is very important and effective for company to dire
best and effective candidate for team. With the help of this process employer of Next plc
company select and hire eligible candidate for work local and also form international. Now day's
technology is more advanced and help to improve recruitment and selection process like online
resources and social networking (Slack, Corlett and Morris, 2015). Online resources like social
media, Facebook and twitter, employer of Next plc is upload details of vacant post on those and
13

job seeker call and come for interview. This is best and fast way of hire candidates for work local
and international.
D3 Critically evaluate employee relation and the application of HRM practices.
Fair and performance based compensation is best HRM practice which is important and
effective for employee relation. Fair treatment is give positive impact on employee relation. Like
employees are performance task with same result in that employer give correct compensation to
each employees then all employee are satisfied and loyal for company. Other hand it employer
not treat equal then it impacts to HR decision-making process.
CONCLUSION
From the above study it had been concluded that the Human resources management has
important part of each company. Recruitment, selection, training and development has best HRM
practices and all has purpose. Internal and external recruitment method helped for hire and select
eligible candidate for team. HRM practices has important and beneficial for company for
increase profit and productivity of company. Honest communication and fair treatment has help
to build strong relation between employees. Workers compensation act has impact to company
police and decision-making process.
14

REFERENCES
Books and Journals
Foiji, M. H., Hoque, M. A. and Khan, M. B. H., 2019. Strategic Potential of e-HRM in
Outsourcing HR Functions. International Journal of Business and Social Research. 9(2).
pp.01-10.
Cooke, F. L., 2018. Organizational outsourcing and implications for HRM. In Human Resource
Management (pp. 135-155). Routledge.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Berman, E.M. And et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Brewster, C and et.al., 2016. International human resource management. Kogan Page
Publishers.
Stone, D.L. And et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance. 3(2). pp.139-163.
Barlow, P. and et.al., 2019. Employment relations and dismissal regulations: Does employment
legislation protect the health of workers?. Social Policy & Administration.
Noelke, C., 2015. Employment protection legislation and the youth labour market. European
Sociological Review. 32(4). pp.471-485.
Jimeno, J. F., Martínez-Matute, M. and Mora, J., 2018. DP12554 Employment Protection
Legislation, Labor Courts, and Effective Firing Costs.
Massingham, P. R. and Tam, L., 2015. The relationship between human capital, value creation
and employee reward. Journal of intellectual capital. 16(2). pp.390-418.
Slack, R. E., Corlett, S. and Morris, R., 2015. Exploring employee engagement with (corporate)
social responsibility: A social exchange perspective on organizational participation.
Journal of Business Ethics. 127(3). pp.537-548.
15

ONLINE
Atkinson's flexibility model. 2018. [Online]. Available through:
<https://www.businessballs.com/organisational-culture/flexible-firm-model/>
16