HR Management Practices in Next Plc: A Critical Evaluation

This report provides an overview of HR functions in Next Plc, including recruitment and selection, training and development, and performance management. It evaluates different approaches for recruitment and selection and analyzes the effectiveness of HRM practices in enhancing employee relations and achieving organizational goals. The impact of employment legislation on employment and HR decision making is also discussed.

Resource
Management

Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
PART 1.......................................................................................................................................................3
Company’s overview, with mission statement, purpose and corporate objectives...................................3
Description of HR functions, including key roles and responsibilities....................................................4
A critical evaluation of different organizational approach for recruitment and selection.........................4
Evaluation of HRM practices with effectiveness.....................................................................................5
Effectiveness of employee relations with application of different HRM practices..................................6
Impact of employment legislation on employment and HR decision making process.............................7
PART 2.......................................................................................................................................................8
Application of HR management practices................................................................................................8
CONCLUSION.........................................................................................................................................11
REFRENCES............................................................................................................................................12

INTRODUCTION
Human resource function concerned with the planning and organizing by using strategic
approach for effective kind of management of people in organization to gain competitive
advantage potentially. The main objective of HRM is to gain success in terms of profitability and
sustainability through the workforce in positive manner (Zubair and Khan, 2019). It is very
important for organization to select and choose one of best candidate within the organization and
it can be possible by effective kind of HRM practices. Respective report is based on the Next Plc
which is a British multinational clothing, footwear and home product retailer in the whole world.
Respective report is based on the purpose and functions of HRM by using workforce planning.
Further it includes the strength and weakness of different kinds of approaches of recruitment and
selection. it elaborates the effectiveness of differ kinds of HRM practices for enhancing
organisational profitability and sustainability. In the next section it includes the internal and
external factors that directly affect the HR decision making in order to gain desirable outcomes.
Finally it includes the HRM practices in the work related context to achieve potential results.
MAIN BODY
PART 1
Company’s overview, with mission statement, purpose and corporate objectives.
Next plc is one of most leading fashion retailer deals in clothing, footwear and other
appliances in approximately in whole world. They are very much devoted for their employees
and consumers.
Here, is the mission statement of respective organization:
Next mission is to be natural choice retailer in the UK marketplace for the people who are
fashion aware and expect style, distinction and quality clothing(Zhou, Fey and Yildiz, 2018).
In their strategies and objectives covered the following aspects:

The primary financial objective of Next PLC is to deliver long term returns to their shareholders
by collaborating sustainable growth in terms of earning per share.
Focus on consumer service and level of satisfaction for both retail stores and directory.
Description of HR functions,including key roles and responsibilities
HR department is very much important for an organization they are responsible for
managing business activities and functions in proper manner(Tregaskis and Almond, 2019). In
context of Next Plc, they are very concerning for recruiting right kind of candidate in
organization for attaining desirable outcomes. Here are the purpose of HR function and their key
responsibilities.
Recruitment and selection: Recruitment is very important HR function that helps to attract one
of most potential candidate by matching their skills and capabilities with the accurate job role.
The main purpose of respective HR function is to select most potential candidate as it most
precious assets for organization. To pursue respective function Next plc primarily prepare job
description and build specification in order to gain desirable outcomes(Liu and Meyer, 2020). By
opting one of best selection tools such as written examination and interview they gain best
candidate.
Training and development: T&D is one of most important kind of HR function that helps to
people in enhancing their skills and capabilities that required to accomplish organizational goals
and objectives. The main purpose of respective HR function is to enhance skills to provide career
growth and motivation level of employees. The major role of T&D is to schedule training and
choose employees for it in order to enhance their skills.
A critical evaluation of different organizational approach for recruitment and selection
Recruitment and selection is one of most important HR practice for the organization to
hire one of best candidate in the organization. Here are the critical evaluation of organization’s
approach of recruitment and selection:
Internal recruitment and selection: Respective approach of recruitment and selection consist
of filling vacancies in business by using their existing workforce.

Advantages: Internal recruitment proved beneficial in enhancing motivation and productivity
level of organization and directly contributes in improving retention rate within organization
(Hislop, Bosua and Helms, 2018).
Disadvantages: on other hand it creates circumstance of chaos and conflict and organization not
able to get best candidate.
External recruitment and selection: Respective approach used while organization looks to fill
the vacancy from any best candidate from the outside of business.
Advantages: The major advantage of respective approach that it helps to choose one of best
candidate from the large no. of individuals.
Disadvantages: The major disadvantage that it takes too much time and money to recruit
candidate for organization.
It has been analyzed that both approaches best for organization as per their situation, in context
of Next Plc they opt both kinds of approaches as per requirement of candidate in order to remain
competitive in marketplace.
The another kind of important approach that used by organization to reach at large no. of
candidates to gain desirable outcomes that is social media platform that aimed to job seekers as it
provides no. of candidates to organization(Cristiani and Peiró, 2019). The most beneficial aspect
that it is very cost effective and less time consuming with very convenient for people in today’s
world.
Evaluation of HRM practices with effectiveness
There are different HRM practices which are essential to conduct by every company
because through that they can able to attain their desire goal as well as objectives in effective
manner. In respect of Next Plc it is also essential for them to do HRM practices in effective
manner because through that they can do their business operations and functions in proper way
that leads to attainment of desire goal successfully. Below some of the main HRM practices are
given which are necessary to followed by Next Plc:-

 Workforce planning –According to this approach it is essential for respective company to
conduct planning activities properly because that will provide guidance to employees that
how they can accomplish particular task properly. Moreover, this approach is also related
with the planning of products and other business operations.
 Development and training – In respect of this HRM approach company management
conduct training and development practices for their employees (Liu and Meyer, 2020).
In respect of Next Plc they conduct analysis and develop strategies related to training and
development according to employees. Through this staff feel motivated as well as their
work performance get enhanced.
 Performance management – According to this approach of HRM practices company
management need to conduct performance management because it will help in enhancing
performance of employee (Hislop, Bosua and Helms, 2018). Moreover, in respect of Next
Plc., they also need to conduct performance management because through that they can
ensure that each and every employee is performing their task properly for the attainment
of desire goal.
 Reward system -According to these HRM practices it is necessary for a company to
conduct practices for the appraising employee’s performance and for that they can
conduct reward system. In respect of Next Plc by adopting this approach of HRM
practices employee performance can be enhanced as well as for this they can conduct
several practices such as provide monetary and non monetary appraisal.
Effectiveness of employee relations with application of different HRM practices
It is very essential for all the companies to manage the employee relations at workplace.
These are helpful in developing effective relations among people who are working together.
They are able to manage their work in proper manner and achieve organizational goals in
effective manner. The managers of next Plc ensure that they are providing effective services and
maintaining healthy relation with the employees so that they can work in effective manner and
achieve their targets in less time(Cristiani and Peiró, 2019). When employees are sharing good
bond among themselves, they will be more connected to each other and share the difficulties and
will work together for attaining the organizational goals in less time. It is very effective for the
companies to manage their employees and provide them good relation at workplace. This is

helpful for them to motivate all employees and making them work. Some of the benefits from the
good employee relation are mentioned below -
Helpful in the employee loyalty: Good employees relations in the organisation result in
building staff members loyalty towards organization. There are a number of employees who are
working in Next Plc, it is important for them to work in proper manner and attain organizational
goals. If a company is able to build good relations with the employees, then they are able to work
effectively and achieve the organizational goals in specified time frame.It is important that it all
the employees working in next PLC are feeling motivated towards working at the workplace.
When there sharing good relationship among themselves, share unique bonds of friendship in
which they can help each other for attaining targets assigned by the managers(Awasthi, 2018).
Employee motivation is another benefit which is increased after developing good relations
among employees.
Enhance productivity- places very important for the management of next PLC to provide
positive environment at workplace. This is helpful in keeping employees connected and making
them work together for achieving common goals. Strong relationship among employees of the
company develops pleasant surroundings for workers to work(Awasthi, 2018). When employees
are happy and satisfied, they will increase each other's morale for working together and
achieving the targets given to them. there are different ways that next PLC can use to who built
good relation among employees.
Delegation of work - it is essential for the company to develop good relation with staff
members which is helpful in in effective delegation of tasks and works assigned. This is easy for
maintaining good relation with employees by assisting delegation. when all employees are
provided equal rights and opportunities within workplace, they are able to achieve the
organisational goals in less time.
Effective communication - this is important for the company to have proper
communication with employees and management so that organisational goals are clear. There are
different employees who have distinct personalities and attitudes and these are analysed in order
to maintain good relation among employees. In order to achieve organisational goals and
objectives, it is essential to maintain good understanding.

Impact of employment legislation on employment and HR decision making process
Employment legislation refers to rules and regulations which are developed by a
government in order to provide guidance to the companies so that they perform their work in
effective as well as efficient manner(Awasthi, 2018).Similarly, there are several employment
legislations which are necessary to adopted by Next Plc, from which some main are mentioned
below:-
 Equality Act: It is developed by parliament of UK in 2010; according to this act at
respective company no one can do discrimination with anyone on the basis of age,
gender, colour, religions and many more. For their management it is also essential that
they ensure employer must treat every employee equally.
 Minimum wage Act: Respective act is developed in 1998 and according to that every
company need to follow minimum wage rate and they must set their employees salary
accordingly. So it is essential for respective company management to develop wage or
salary chart accordingly.
 Data protection Act: It is updated in 2018 by parliament of United Kingdom. According
to this legislation, management of Next Plc must ensure that their employees, client,
investors personal as well as private data are secured and no one will use it in illegal
manner. Through this effective relation as well as trust can be developed among the
employer, employees, customers and clients.
PART 2
Application ofHR management practices
The hiring of applicants within Next plc requires an activity ready for promotion that
deals with all the work responsibilities, including the details of the individual. It is important for
a company to find promising people who are just stuck in vacant positions. To this end, Next
PLC must discuss the appropriate position and set of job responsibilities and personal details to
fill the vacancy for members based on the qualifications and information required.

Job Description
Next Plc
Job code - ABCD
Job title: Executive of marketing
PFD exemption: Yes
Report to: HRM
Date of joining: 30th May, 2019
Summary: The advertising supervisor must be responsible for all exercises indicated with
particular regard to the presentation effort being led by the organization. To create a sense of
connectedness with the item and internal customer administrations. In addition, the competitor
should have legitimate skills, abilities, and knowledge for individual work. They must adapt and
use it for the advancement or assistance of company government.
Jobs and responsibilities
 One of the main tasks is to generate maximum revenue for the group by directing the
presentation simply as time-bound exercises in a feasible way.
 Generating revenue helps the organization achieve its aims and objectives.
 Conduct cross stitches or other advertising exercises such as open communication, direct
contact with customers, troubleshooting, etc.
 This is accompanied by other important work and a responsibility to maintain the brand
image as well as awareness among individuals in the organization.
Person specification
Job code: 342R
Job title: Marketing manager
PFD exemption: Yes
Date of joining: 30th, May, 2019
Essential skills: interpersonal skills, interpretative skills, exchange skills and ability to
correspond. The promising must be educated just like a strong character and perform many
tasks to deal with a task or problem in a powerful way.

Experience: at least many years and engaged in the field of ad management just when
information abounds.
Skills: diploma course in computer presentation
Language: very formal in English or other territorial language
Several characteristics: candidates should be out of agreement, complaining about managers
and mediation skills, and so on.
Curriculum Vitae
Name: Mr. BCD
Contact Number: 04412546
Email Id: [e-mail]
Address: Old Gloucester Street, England, United Kingdom
Position: Marketing Manager
Highly related and business ideas help build and maintain strong relationships by encouraging
organizations to complete their business effectively.
Key competences:
• Good relational skills
• Creative and very good at critical thinking
• Usually patient and fun
Relevant knowledge:
Organization name: Next Plc
Duration: 3 years
Profession: marketing manager
Educational qualification:
Post Degree: Master (Human Resource Management)
Oxford College, United Kingdom
Year: 2015

Register interest: This is classified as the progress in which the administration deploys
competitors who went after the situation. Human resources managers need to analyze the ideas
and skills of several promising people.
Business Studies Level I: In this proceeding, candidates are asked a number of questions and
these are speculative positions.
Business Intelligence Phase II: According to this point, the competitor will be asked questions
about Next Plc's upcoming activities.
Conference: In this stage, a number of questions are identified above, characterized by ideas and
capabilities.
Offer or Submission: According to this standard, the competitor is deemed to have appropriate
competencies and skills or not.
CONCLUSION
From the above report it has been concluded that human resource is one of most
important part of organization that contributes one of their best efforts in achieving
organisational goals and objectives. For an organization it is very important to avail various
kinds of HR practices such as training and development, workforce planning and performance
management many more that contributes in achieving desirable outcomes. It is very potential for
organization to build positive relationship with employees as it not only enhances organisational
productivity but also sustainability into marketplace. By adopting legislations organization can
maintain the decorum as enables in coordinating activities in effective manner.

REFRENCES
Books and journals
Awasthi, S., 2018. Study on the role of HRM in creativity and innovation with special reference
to Indian organizations: A case study. Journal of Business Management and Social
Science Research, 7(2), pp.18-25.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance. International Journal of Manpower.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
Liu, Y. and Meyer, K.E., 2020. Boundary spanners, HRM practices, and reverse knowledge
transfer: The case of Chinese cross-border acquisitions. Journal of World Business, 55(2),
p.100958.
Tregaskis, O. and Almond, P., 2019. Multinationals and skills policy networks: HRM as a player
in economic and social concerns. British Journal of Management, 30(3), pp.593-609.
Zhou, A.J., Fey, C. and Yildiz, H.E., 2018. Fostering integration through HRM practices: An
empirical examination of absorptive capacity and knowledge transfer in cross-border
M&As. Journal of World Business, p.100947.
Zubair, S.S. and Khan, M., 2019. Sustainable development: The role of green
HRM. International Journal of Research in Human Resource Management, 1(2), pp.1-6.