HRM Report: Effectiveness of Recruitment and Selection Strategies, Staff Development and Talent Management, HR Systems and Procedures

This HRM report evaluates the effectiveness of recruitment and selection strategies, staff development and talent management, and HR systems and procedures. It focuses on Next plc, a multinational retailer. The report discusses the strengths and weaknesses of different recruitment and selection strategies used by Next plc, as well as the approaches to talent management. It also examines the HR systems and processes implemented by the company. The report highlights the importance of performance management, training and learning programs, and effective communication channels in staff development and talent management. Additionally, it discusses the use of an online and automated HR system by Next plc for efficient data storage and management. The report also mentions the HR policies and procedures implemented by the company to ensure equality, consistency, and safety at the workplace.

HRM Report
Assessment

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO 1.................................................................................................................................................1
Effectiveness of recruitment and selection strategies.............................................................1
LO 2.................................................................................................................................................4
Staff development and talent management.............................................................................4
LO 3.................................................................................................................................................6
HR systems and procedures....................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
HRM is a strategic approach for management of workforce that includes manpower
planning and employment together with policy formulation for human resource development that
includes total rewards, risk management and labour relations (Human resource management
(HRM), 2019). The main duties and responsibility of Human resources management includes
three major area i.e. staffing, defining and designing their work and finally timely providing
employees compensation and benefits to motivate them for better performance (Analoui, 2018).
The organisation selected for this assignment on HRM is Next plc which is multinational British
clothing, home products and footwear retailer. The headquarter of Next Plc is situated at
Leicestershire, England, UK and having more than 700 stores across the world out of which 500
are in UK and around 200 are dispersed across Europe, Middle East and many regions of Asia.
This report includes an evaluation of effectiveness of recruitment and selection strategies
together with analysis of approaches of talent management. At last, this report also consists an
assessment of HR systems and processes.
LO 1
Effectiveness of recruitment and selection strategies
Recruitment and selection strategies basically defines the process that are designed and
implemented within an organisation to attract best individuals and select a most suitable
candidate from the pool of large number of applicant for a particular position of job. An
evaluation of effectiveness of different recruitment and selection strategies used by Next Plc is
provided below with their strengths and weaknesses.
Recruitment process
Recruitment process of Next plc gets started with analysis and assessment of job vacancy
prevailing in the organisation to get and select an ideal recruit through providing all relevant
information about vacant position and kind of person and skills required to fill that position
(Bailey and et. al., 2018). With the help of job analysis a job description is prepared by HR
department of Next plc that include a general information and a description of job summary.
Before going out in search of a qualified person on the basis of job description first vacant jobs
of are offered for internal employees.
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Internal recruitment strategies- The strategy of internal requirement of Next plc includes
evaluation of list of current employees so that suitable candidate can be selected for vacant job
potions through the use of promotion, transfer or job rotation strategy. Beside this, a post about
vacant jobs is also mailed to all current employees so that they can make some good referrals on
the basis of job description to fill the vacant position (Recruitment Document Report Next PLC,
2020).
Advantages and efficiency of Internal recruitment
Use of Internal recruitment strategy is beneficial for Next plc as it provide a cost efficient
way to fill a vacant job as saves the money required for external advertising and other associated
expenses (Baum, 2016). Beside this, cost of employee induction and orientation is also saved as
an existing employees is already aware about the polices and working conditions of Next plc.
Therefore, it can evaluated that the internal recruitment strategy of Next plc is effective in filling
the job vacancy in a cost effective way and also provides better growth opportunity to existing
employees which enhance their moral and performance to get better chances in future in form of
promotions.
Limitation of internal recruitment strategy
The only limitations of Internal recruitment strategy for Next Plc is it limit the number of
candidates and does not provide assess to new and fresh applicant for having better and creative
ides for further growth and expansion of organisation (Brewster, 2017). Thus, use of Internal
recruitment alone can not meet the requirement of Next Plc which is having more than 700 stores
across the world.
External recruitment strategies – When the number of job vacancy are large and a
suitable candidate is not found by Next Plc through internal recruitment than use of external
recruitment strategy is made that provide assess to new and fresh pool of candidates. A proper
job description and person specification document is prepared to provide all the relevant job
information about vacant position (Chelladurai and Kerwin, 2018). An effective advertisement
about vacant job position is made through its own its own websites, social networking site and
other job advertising websites like Indeed that make advertisement for next plc and bring applier
and attract candidates to apply for the vacant job on their site to complete the application
process.
Advantages and effectiveness of External recruitment strategy
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The use of external recruitment strategy brings and attract a large number of candidates
for Next plc that enhance the chances of selection of a more competent and well qualified person
for a particular job. Beside this , it also lead to enhancement in diversity and bring a fresh blood
and more creative ides for better development and growth of Next plc, therefore it can be
evaluated that the external recruitment strategy of Next plc is effective in providing a more
competent candidate and also keeps a balance between supply and demand of employees.
Limitation of External recruitment strategy
The limitation of external recruitment strategy of Next Plc is mainly associated with the
high cost of advertising through other agencies and advertising sites together with it is also a
time costuming process.
Selection Process
Selection process is mainly related and associated with choosing and selecting one of the
most competent, skilled and talented employees for the unoccupied job roles within an
organisation (Grech, Horberry and Koester, 2019). Ones the advertisement regarding the vacant
job vacancy is made by Next plc a large number of online applicants are received by HR
managers thus, the next step is screening of these application on the basis of their CV and job
description to select a list of suitable candidates that are called for interview for final selection.
Interview- An interview is basically a formal meeting between a job applicant and
interviewer where questions are asked to find out and check the suitability of applicant for a
particular job vacancy trough a two way communication. Various questions thereto with team
activities are carried out by Next plc to select a candidate that is most suitable for the company
and can effectively play the job role.
Advantages and efficiency of Interview
Interview provides a high level of flexibility as all the significant and primary
information can be easily collected through the help of oral communication (Han and Hong,
2019). Use of various group activities and interviews questions facilitates an effective way to
Next plc to evaluate and analysis the skills and capability of applicant so that a suitable candidate
can be selected after an in depth analysis.
Limitation of Interview
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The only drawback of interviews process is that no written document is actually available
as an evidence for selection process and there is always a possibility of getting influenced by
biases of the interviewer.
Thus, on the basis of above discussion about the recruitment and selection process of
Next plc it can be evaluated that it is quite effective in filling the vacant job with a suitable and
competent candidate. Beside this, to make its recruitment and selection process more viable and
efficient and to reduce the chances of legal consensuses provisions of various legal act and laws
are also fulfilled by Next Plc to provide employee welfare and protect interest of both
organisation and employees in a best possible way. These legal laws and employment act that are
mandatory for by Next plc to make its recruitment and selection process more transparent and
efficient are as follows:
Equality act 2010: Under the provision of this act, Next plc can not encourage or lead
any kind of discrimination during its recruitment and selection strategies on the basis of gender,
race, religion, nationality, etc. Thus, Next Plc is entitled and should provide equal and fair
amount of payment to its employees on the basis of nature of work and type of skill required.
The provisions of equality act 2010, facilitates a better payment structure in Next plc and lead to
a diverse workforce together with better motivation level and encouraged performance of
employees (Hurd, and et. al., 2019).
Employment act 2008: It is an act lead by parliament of UK for better resolution of
employment act through reforming a wide range of employment provisions. According to the
provision of employment act 2008, Next plc should provide a contractual agreement to its
employees that must include information about the salary structure and other payments and
benefits based on skills and job design (Kerzner, 2019). The employment agreement should also
have the description about work timing, rotational shifts, pay for overtime, general policies of
Next Plc, etc. to provide a better understanding about workplace and their job roles to employees
which also enhance their welfare.
LO 2
Staff development and talent management
It is the responsibility of HRM to make policies and strategies for staff development and
talent management in order to enhance the capability of employees together with regular
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motivation to maintain and retain best talent within organisation for a longer period of time.
The best practises and talent management approaches used by the HRM of Next plc fir effective
staff development are as follows:
Performance management- One of the best HRM practises for effective staff
development and management of talent is timely review of efficiency and performance of
employees as it facilitates better control and check over workforce. Use of performance
management approach is made by Next plc as it facilitates a powerful tool that lead to
improvement in employee engagement through identifying and defining expectations of both
employees and employer thus, helpful in align employees with its key role and responsibilities to
achieve business objective (John and Taylor, 2016). The HRM of Next plc keeps a check on
efficiency level of employees and timely rewards and incentives are also provided to employees
on the basis of their performance to make them more efficient and dedicated towards their work
for better development and management of staff.
Training and learning programmes- Another effective way that facilitates better
development of staff is providing regular training and learning programmes to enhance the skill
and talents of workforce. The Next plc timely analysis the performance level of employees and
compared it with desired level of performance so that adequate training and learning sessions can
be conducted for employees to make them more competent and skilled. Regular training and
learning programmes improve the overall performance through enhancing existing skills and
building new skills in employees of Next plc that makes them more capable of handling
responsibilities and challenges thus, improve the job satisfaction and moral of employees that
motivate them to work more effectively and retain them for longer period for timely achievement
of organisational goals.
Effective communication channels- It is a best practise to develop better relation and
bonding between an employee and employer that is necessary for staff development and
maintaining and retaining best talent in the organisation for a longer period of time. The Next plc
provides an effective two way communication channels within its organisation so that all the
required and necessary information can be easily pass on to employees and also facilitates a
ways for getting effective views and opinions from the employees (Morgeson, Brannick and
Levine, 2019). This approach of two way communication creates a feeling of loyalty and
commitment in employees that lead to better efficiency and performance of employees. Next plc
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also allows participation of employees in its decision making process and implement and
execute new changes after proper discussion with workforce thus, lead to better management and
development of talent. Beside this, an effective communication channel also provide a better way
to HRM and other managers of Next plc to properly describes and define job roles and
responsibilities to each employee that reduce the chances of confusion and chaos between
employees and employer thus, lead to better atmosphere and workplace environment that
facilities effective staff development and management.
Responsibility of employee and employer
Both employer and employees of Next plc plays a crucial role and responsibility in
development of employees and talent management which is provided as below:
Employer
It is the responsibility of employer to timely analysis performance of employees so that
better steps can be taken for nurturing, developing, guiding and identifying talents within the
workplace of Next plc. Employer is the one who acts as a mediator between Next plc and its
employees thus, they are responsible for communication of all relevant information between both
the parties (Pimentel and Perkins, 2019). Therefore, employer is responsible to see the loopholes
in performance and come up with best training plans and polices to make an employee more
competent to facilitated effective talent management in Next Plc.
Employees
Employees of Next plc is having a responsibility to properly aligned themselves with
companies objectives and are also expected to effectively involve and participate in various
performance development plans and training program to have better management of talent and
development of staff. Employee engagement and development programmes are for betterment of
employees thus, it become necessary to properly participate and have discussion on ways that
lead to better management of talent in Next plc that facilitates overall organisational success.
LO 3
HR systems and procedures
HR system is mainly related with a tool used by HRM that allows effective storage,
process and reporting of data and information of employees. The Next plc is a multinational
organisation therefore use of an online and automated HR system is made that facilitates easy
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storing and managing of all employees records, and also produce a variety of charts and graphs
to provide better picture of performance of employees (Renz and Herman, 2016). The HR system
of Next plc also facilitates an online portal which allows staff to request and mark their holidays
and also maintain a shift plan that view real time attendance of all employees for better planning
and management. The HR system used by Next plc also lead to preparation and drawing of
various maps and framework analysing the training needs together with setting recruitment
procedure and automating correspondence for effective management and development of staff.
HR polices and procedures
Various HR policies and procedures are implemented and adopted by the Next plc to
ensure equality, consistency and safety of its employees at workplace. These HR polices provide
a better assistance to employees while their day to day operations and ensure consistency in the
way company interacts with its employees and also provide compliance with mandatory legal
laws and acts for welfare and betterment of employees. Some of the HR policies and procedure
of the Next plc that facilitates comply with government mandate and ensure fair treatment and
safety of employees are as follows:
Employee Grievance Policy and procedure- The Next plc provide an effective
mechanism to its employees to raise grievance arising from their employment. The main of
grievance Policy of Next plc is to deal and solve all grievances and problems in a prompt and
fairly way in accordance with the other policies and procedure of organisation. The grievance
policy of Next plc has stated some general principles for all employee that include all employees
should always try their best to resolve and eliminate problems at workplace as earliest as
possible and all efforts should be made to address a problem before it become a big issues or
grievance (Thurston, 2019). Further this, HR policy also emphasis on consistent act of
employees and lead to impact on business operation to deal with these issues promptly. The HR
procedure of Next plc to resole a grievance include a grievance committee that consists of a
managing director and members who are responsible for resolution and settlement of grievance
in a fairly and efficient way.
Anti harassment and non discrimination policy- This HR policy of Next plc has
promoted all king of discrimination and harassment at the workplace during day to day business
operations. It has lead to impact on business operations of Next plc as it become necessary to
have compliance with all legal laws and acts that are appropriate for protection of employees at
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workplace. The HR procedures of anti discrimination and harassment polices includes provision
and strict action against the individuals who are involved in any kind of discrimination or
malpractices within the premises of Next plc (XU and GAO, 2019).
Leave and time off benefits- This practise of Next plc includes company's rules and
procedures related with the holidays, sick leaves, vacation and other time off benefits that are
mandatory as per the legal laws and acts like family laves, voting leaves, medical leaves, etc. A
handbook and manual is provided by Next plc that includes description about all the annual
leaves together with sickness and medical benefits that are provided by this organisation to its
employees at the time of some adverse situation and normal course of business (Analoui, 2018).
Safety and health- Another important HR policy of Next Plc is related safety and health
of employees which describes all the provisions and procedure associated with safety and
emergency and provide a platform where employees can immediately report about work related
injuries or malfunctioning of any machine or equipment that is injurious to heath and safety
(Bailey and et. al., 2018). Various Hazard communication program are also conducted by Next
plc to inform its employees about safety and health provision and to comply with occupational
safety and health act in order to provide a safe and healthy workplace to its employees.
All these HR policies and procedure lead to a better workplace atmosphere and build a
effective relation and bonding between employees and organisation thus, facilitates better results
for Next plc in form more committed and loyal workforce.
Areas for improvement
The HR polices and procedure of Next plc are efficient to provide a safe and ethical
workplace still following recommendation can be made for better improvement:
 A better employment classification policy can be adopted by Next plc to clarify and
properly define job role and status of its employees like full time, part time, non exempt,
exempt, etc. to have better transparency in pay structure and other operations.
 A more effective HR system is also recommanded for Next plc that keep a clear record of
attendance and punctuality of employees so that better performance analysis and leave
record can be maintained.
CONCLUSION
On the basis of above report it can be concluded that their are various strategies of
recruitment and selection that are used by an organisation for employing a competent and skilled
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employee. Various legal framework and acts like Equality act 2010, are also their which
facilitates an efficient recruitment and selection process through leading quality and fairness.
Beside this, different talent management approach like effective communication, performance
management etc. are also their that lead to better staff development. At last it can be concluded
that use of various HR system and practises are also made by organisation to ensure welfare and
safety of employees.
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REFERENCES
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Pimentel, D. and Perkins, J.H., 2019. Pest control: cultural and environmental aspects. CRC
Press.
Renz, D. O. and Herman, R. D. eds., 2016. The Jossey-Bass handbook of nonprofit leadership
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Thurston, H. D., 2019. Sustainable practices for plant disease management in traditional
farming systems. CRC Press.
XU, S. and GAO, S., 2019. Energy Efficiency and System Capacity Based Multi-Objective
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Online
Recruitment Document Report Next PLC. 2020. [Online]. Available Through:
<https://www.studocu.com/en/document/oxford-brookes-university/business-strategy/
mandatory-assignments/recruitment-document-report-next-plc/1803472/view>
Human resource management (HRM). 2019. [Online]. Available Through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>