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

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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