Human Resource Management Review and Analysis

This assignment involves analyzing various research papers and articles related to human resource management, covering topics such as the impact of employment legislation, high-performance human resource practices, green human resource management, and more. It requires a comprehensive review of key concepts and theories in human resource management, as well as an analysis of empirical studies and real-world applications.

Human Resource
Management

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................1
TASK 1............................................................................................................................................1
1.0 Introduction and background of organisational....................................................................1
1.2 Purpose and function of HRM..............................................................................................1
1.3 Strength and weakness of recruitment and selection approaches.........................................2
M: Evaluation..............................................................................................................................3
D: Critical Evaluation.................................................................................................................3
M: Assessment of functions of HR.............................................................................................3
1.4 Conclusion.............................................................................................................................3
TASK 2............................................................................................................................................4
2.0 Introduction to task...............................................................................................................4
2.1 Evaluation of benefits of HRM practices..............................................................................4
M: Explore using examples.........................................................................................................5
D: Critically evaluate..................................................................................................................5
2.2 Analysis of importance of employee relations......................................................................6
M: Evaluate.................................................................................................................................7
D: Critically Evaluate..................................................................................................................7
2.3 Identify and evaluate the key areas of employment legislation............................................7
M: Evaluate.................................................................................................................................8
D: Critically Evaluate..................................................................................................................8
2.4 Conclusion.............................................................................................................................8
TASK 3............................................................................................................................................9
3.0 Introduction...........................................................................................................................9
3.1 Application of HRM practices in recruitment and selection.................................................9
3.2 conclusion.............................................................................................................................9
M: Rational of HR practices.......................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

EXECUTIVE SUMMARY
Human resources management is a activities of hiring, selecting, deploying, managing all
manpower with in an organisation. HR manager has organising training program to enhance
skills, knowledge of all staff members. Through this, enterprise are increase employees
performance as well as productivity thus help achieve goals and objectives in limited period of
time appropriately. In this report select Nike to analysis the impact of human resources
management practices on their performance at market place. It is a American based international
corporation which are engaged with design, manufacturing, marketing, sales, development etc. of
footwear, services, apparel, accessories and equipment. Nike was establish in the year 1964 by
Bill Bowerman and Phil Knight. In this assignment covers function and scope of HRM practices
with in an organisation. Along with benefits of HRM practices with employees relationship
importance as well their are several legislation given by government in favour of employees. All
such Acts gives their impact on working of enterprise and decision making of HR also. In the
end application of HRM practices in recruitment and selection process is described below.
TASK 1
1.0 Introduction and background of organisational
In this following task discussion is done about the purpose and functions of Human
Resource management in the organisation NIKE which is given (Huselid and Becker, 2011).
There are several major functions which is important to be performed for smooth and easy flow
of enterprise. One of the major function is recruitment and selection done by HR division so
right person can be placed at right place but the same also have its strength and weakness which
is explained below.
1.2 Purpose and function of HRM
Purpose of HRM :- The purpose of the human resource management is to create a link
between its management and the human capital. It creates a balance between top management
expectations and skill inventory of the organisation. The HRM makes the data of required skills
and hire the same in the planned way. Apart from this the HRM is also responsible for increasing
the productivity of the employee. This also focuses on increasing the job satisfaction among
employees. The productivity of the employee benefits the organisation hence organisation earn

more profit. The employees get more monetary benefits and rewards for their work hence a sense
of self-worth is generated that gives them job satisfaction.
Functions of HRM :- HRM department performs many functions to create a right pool of
skill inventory and demand of the skills (Alfes and et. al., 2013). Hence HRM performs
managerial function the department helps top management to give strategic direction to the
organisation with the help of a planned human resource action. The personnel management also
considered as one the internal strength of the organisation. The Department helps top
management to get competitive edge by having a pool of right candidates at right place at right
time. Another function that HRM performs is controlling of personnel activities. HRM monitors
the action of employees hence control their action by putting their efforts in the right direction so
the employees could generate more output from less input.
1.3 Strength and weakness of recruitment and selection approaches
There are two ways of recruitment and selection that are internal process and external
process which are helpful in hiring.
Internal method: In this method employees are selected within the organisation. This is
done through the promotion and internal shift in the organisation.
 Strength: The benefit of this method is that it saves the organisation resources. The
company don’t have to go anywhere to hire the candidates. Since employees are hired
internally the cost of training and development is also saves (Coff and Kryscynski, 2011.
The selected candidate is aware of organisation culture that makes easy for the candidate
to perform in the short run.
 Weakness: Major weakness of this method is that it stop brining fresh or new talent in
NIKE by hiring employees through internal method.
External method: In this method the employees are hired via campus placement, walk-
ins and advertisements.
 Strength: The strength of this method is gives a huge pool of candidates to hire. Another
benefit is that it give a message to the public that NIKE is helping youth to get job hence
contributing in the employment of the economy. With the assistance of the same fresh
talent and ideas are welcome in the given firm.

 Weakness: The greatest disadvantage of this method is that it very expensive is nature
(Chelladurai and Kerwin, 2017). The hiring cost of the candidates are high as well as the
company also takes the burden of training and development of the fresh candidates.
M: Evaluation
From both of these approaches external recruitment and selection is best for hiring
candidate. Because it bring fresh as well latest talent in the NIKE which is important for remain
in this competitive market and also for satisfaction of customers.
D: Critical Evaluation
According to (Buller and McEvoy, 2012). external approach of recruitment is suitable for
NIKE because there are several modifications which take place in business environment for
competing with these there is requirement of latest idea and thoughts. This can be only possible
through filling vacant position by external recruitment process. External approach of recruitment
is best because through this company can bring candidate with fresh ideas and talent in the
organisation. Whereas, respective appraoch is time consuming and expensive.
M: Assessment of functions of HR
There are several functions which is performed by HR in the organisation. Some of them
are mention below:-
 Recruitment and selection
 Orientation
 Maintaining good working condition
 managing Employees Relations
 Training and development
1.4 Conclusion
From the above discussion it has been concluded that Human Resource management is
that department which perform various functions and purpose. All these are important in NIKE
for doing their day to day activity in well manner because this is the division who manage
overall working of organisation (Bratton and Gold, 2017). Recruitment and selection is also an
function which is performed by the same department. Although, it is important for filling vacant
position by placing right person at the place according to their skills and knowledge But the same
also have its strength and weakness.

TASK 2
2.0 Introduction to task
In this part of the assignment benefits of HRM practices are explained as well employees
relations is important for healthy and safe working. Apart from this there are various employees
legislation which is given for benefits staff member such as employment right act, equality Act,
working time and minimum wages Act. Moreover their impact on HRM decision making is also
mention.
2.1 Evaluation of benefits of HRM practices
Workforce Planning- It is an process of planning in which systematic analysis and
identification take place that what is need of enterprise (Boxall and Purcell, 2011). These
requirement is in the term of type, size and quality of workforce for accomplishing goals and
objectives. Along with this it is mixture of skills, knowledge and experience are needed so that
correct steps are taken and right candidate must be taken at right place on the time.
Recruitment and selection- Recruitment and selection is the procedure which is
important for running both new and existing organisation. Because through this right people is
selected and placed at perfect place which can take business to its heights and wrong to down. In
simple term it can be said that it is the process of attracting and choosing people for employment
purpose. Apart from this there are some policies of recruitment and selection which must be
followed by those who is taking responsibility of recruitment and selection. NIKE hire some
professional persons for this process so that suitable candidate will fill the vacant position.
Development and training- This is well designed program which is required for both
existing and new join employees so their skills and knowledge can be enhanced. For training and
development program NIKE hire professionals they can give both type of training such as on the
job and off the job both. It is vital part of Human Resource Department because this entire
program is designed HR division. Although there are some differences also between training and
development such as:
 Training is short term process whereas, development is long term.
 Training focus on job position and development put their efforts on building successful
professional career.

 Training is provide to candidate for something particular and specific. Thus it have well
defined objectives same on the other hand development have its open objective because
it is not provided for any specific thing.
Performance Management and Rewards System- performance management is a
procedure in which manager and employees both work together with the motive of reviewing
and staff member work as well their contribution for achieving goals and objectives (Berman and
et. al., 2012). It is not only review performance but also manage performance which is
continuous process of setting objectives. Thus, ongoing feedbacks and coaching are provided to
staff members so they can meet their careers as well organisation goal and objective.
Achievement which is gained by the employees on the basis of their performance are
known as rewards. This is an system which is designed on the basis of performance of each and
every individual person as well there are several types of rewards such as bonus, stock option,
profit sharing, promotion and many other. Moreover, reward is the motivational tool which can
encourage individual to do work in more effective manner.
M: Explore using examples
There are several HRM practices some of them are given below and their benefits with
suitable example:-
 Recruitment and selection- For example in finance department there is requirement of
candidate who know tally. So in that situation HR department will conduct recruitment
and selection program for placing right candidate at right place according to the
requirement.
 Development and training- For instance, technologies are modifying so in that situation
employees require brushing up their skills and knowledge. Which can be possible only
when training and development program is framed by HR department of NIKE.
D: Critically evaluate
 Workforce planning- According to (Alfes and et. al., 2013). there is requirement
of proper number of employees so that goals and objectives can be achieved in
effective manner. For example, HR department continuous analyse and identify
size, quality and skills of employees so that day to day needs of enterprise can be
fulfilled in effective manner. For instance, In organisation planning related to
employees done in better manner then task will be achieved on time in required

duration. Through workforce planning company can achieve competitive
advantages and generate more revenue.
 Performance management and reward system- This is totally work of HR
department in the NIKE. For instance, HR division analyse performance of every
individual employees and their contribution in achieving goals and objective.
Then after analysing performance according to that rewards system are framed for
staff members. For instance, if an employee perform well which result in
generating high revenue then organisation give some rewards which can be
monetary as well as non-monetary.
2.2 Analysis of importance of employee relations
Employees Relations and Industry Relation-
 Employees Relation- It is related to the efforts of organisation to manage relation within
employees and employers. NIKE with good employees relation give equal and fair
treatment to every staff members so that job committed and loyalty of customers remain
constant. This is totally part of human resource strategy designed in such manner that
people can be use effectual and goals or mission can be achieved.
 Industry Relation- It is the relationship between workers, managers and agencies of
government as well it is the procedure of management dealing with one or more than that
unions with a view to negotiate and subsequently administrate collective bargaining
agreement or labour contract.
Employee Engagement- In NIKE if employees are involved in every type of decision
making then it will be beneficial that staff member get satisfied and new ideas as well thoughts
can be bring in enterprise. Thus, employees engagement is important for achieving goals and
objectives in better manner.
Impact of Employee Relations on HRM decision Making- In organisation there is
need of good relation between HR manager and their employees. So that whatever the decision
taken in the company will be accepted by staff members which can be possible only through
good relationship. Because human resource division is that which manage overall working and
take decisions on behalf of overall firm so in this good relationship is required for further
following. If there is no good relation then employees will not agree and will not follow it.

M: Evaluate
Employee relation is important in enterprise so that their will be good and positive
working environment. If there is health relationship among organisation and various divisions
then their working will be easy and smooth as well goals and objectives can be accomplished in
better manner. There are several legislations related to employees given by the government and it
is duty of every organisation to follows these. Such as minimum wages act, working hours,
health and safety act and so on. If all these get change or some new add on in these then it will
affect decision making process of HRM.
D: Critically Evaluate
According to the (Coff and Kryscynski, 2011). employees relation play vital role in if it is
positive in nature then health atmosphere can be build which results in smooth working of NIKE.
Thus, HR department have to take care of their staff members so that their will be easy
acceptance of every decision made by human resource department. Decision making is important
for business and it is the responsibilities of organisation owner to make sure that decision must
be in effective and result in benefits for business. If there is good relation with employees then
they will also give some ideas and share their knowledge while decision making.
2.3 Identify and evaluate the key areas of employment legislation
Government of United Kingdom has develop several kind of laws in order to project
human right at work place. In this, they are includes several issues which are faced by individual
with in company like discrimination, maternity leave, minimum wages, Equality act,
Employment Right Act and many other. Through this action, they are able to save employees
rights and get job satisfaction in long period of time (Employment legislation and its impact on
decision-making process of an organisation. 2018). Some of the important legislation are explain
as follows:
 Employment Right Act- This is an act which includes all the majors related to
employment which includes leaves, study and training, termination. Apart from this the
same act also provide protection to payment and wages. In simple term it can be said that
it is an written document which includes all the right of employment.
 Equality Act- UK government has make equal opportunity act in which they says each
one individual has right to present their skill, knowledge, capabilities in front of
recruitment so that they are capable to achieve goals and objectives in limited period of

time. Nike has implemented this law that help them to recruit talented candidates for their
organisation thus able to product high quality goods and services in limited period of time
appropriately.
 Working Time Act- Government of UK given an legislation related to employees
maximum working time, rest and holidays (Buller and McEvoy, 2012). Because
employees are human beings they need leaves and rest so that their work will not effect
on health.
 Minimum wages Act- Government of United Kingdom has develop this legislation in
order to provide a minimum amount of work to individual and company can not retain
all benefits. So that it is a obligation for each one organisation to provide minimum salary
to all their employees. Management of Nike has implementing this policies at work place
to enhance labour satisfaction effectively.
Impact of legislation on HRM decision making :- Each and every legislation given by
government is affecting decision making process (Chelladurai and Kerwin, 2017). These all laws
like employment rights, equality, working hour, minimum wages and several other as well they
give wide impact on decision making. Because HR is the department which make judgement of
entire working of NIKE and also for the welfare of employees. Although these laws are in
relation to employees benefits thus, they gives its impact on decision making.
M: Evaluate
Employees legislations are important and there are several laws which is given by
government of UK in the benefits of employees relation. Some of them are employment right
Act, Equality Act, Working Time and minimum wages Act as well all these must be followed so
that workers get job satisfaction and become loyal towards company.
D: Critically Evaluate
Employment legislation are important as per the words of (Bratton and Gold, 2017).
because with these Act workers get several benefits which help in making them satisfy as well
loyal towards enterprise. Every law have their special place in organisation and must be followed
by them it is responsibility of HR department.

2.4 Conclusion
As per the above discussion it has been summarised that HRM practices have its several
benefits in the organisation such as NIKE which is given (Boxall and Purcell, 2011). Along with
this employees relation with enterprise and in decision making process is important so that goal
and objectives can be achieved. In the end several legislation related to employees are explained
which is beneficial and when it is followed by firm then it will help in providing job satisfaction
to staff member of NIKE.
TASK 3
3.0 Introduction
HRM practices are necessary and play important role in working of NIKE as well
recruitment and selection function which is framed by HR department. Apart from this it should
be done in well manner so that right person can be place and right place and working of company
will not get effect.
3.1 Application of HRM practices in recruitment and selection
Recruitment and selection is the process which is done for hiring new candidate. So that
vacant position in organisation can be fulfilled with required skills and knowledge. For example,
position of accountant is vacant in NIKE then it is duty of HR manager to conduct recruitment
and selection program. So they have to publish some advertisement in newspaper, T.V etc. for
fulling candidates (Berman and et. al., 2012). Next step is that select the applications as per the
vacant position and call them for interview. Then after it selection process take place and
candidates who are selected in interview round go for some test and other hiring formalities.
Evaluation of the process and rationale for conducting appropriate HR practices:
Recruitment process
Recruitment Planning :- It is the first step in the recruitment in which an organization
identify and describe its vacant position.
Recruitment Strategy:- The next step is to plan strategy for hiring the right potential
candidates for organization.
Searching the right candidates:- The next step is to search right person for vacant
position either by internal or external source.

Screening:- It is the process of filtering applications for further steps. Its main aim is to
remove those candidates who clearly unqualified for the job.
Conducting Interview:- Its a last step of recruitment in which manager conduct face to
face interview round to select appropriate candidate.
HR practices are the strategical plan made by the HR which support the foundation of the
company. It is considered as those practices which enhance the competencies, satisfaction,
commitment and culture building in the organization (Kooij and et. al., 2013). HR practices
includes numerous of activities like recruitment, brand building, make innovative selection
process, plan interview process, etc. One of the most important activity in HR practicalities is
recruitment in which the HR plays important role for hiring the right person for the right job. The
practices done for recruitment process are describe below:-
Job Description – JD is the written document which has brief description about the
position, general task, duties, responsibilities, qualification, salary range, specialization or skills
for a specific position. JD is important for the recruitment process because it contain brief
description about the position and required skills, which helps the HR department to focus on the
right candidates, it also helps the candidates searching for job to identify specific job according
to their skills and qualification.
Person specification – The skills and ability of a person in order to complete the task
which is assign on a specific position. It is the outline of a person which include its education,
training experience, skills as well as their qualification.
Interview preparatory notes and questions – It contain all the basic and important
questions on the basis of specific position for which hiring is going on, which help the employer
to judge a person in appropriate way for the vacant position (Weber, Y., Rachman-Moore, D. and
Tarba, S.Y., 2012).
Job offer – It is the legal basis of the employment which include the date of joining, job
title, salary, location, benefits and roles and responsibilities of a appointed person that they
should know what is expected from them.
The samples for above mentioned practices are given below:-
Job Description
Job Description

Job Details:
Position:- Receptionist
Department:- Front-Office Department
Location:- London
Employment Status:- Full Time
Salary:- Negotiable
Job Purpose: A outstanding opportunity exists to join our continuous expansing team of NIKE
you will able to deliver outstanding customer service. NIKE is American multinational
corporation which is engaged in designing, development, manufacturing and marketing and
sales worldwide of footwear, apparel, equipments, accessories and services.
As a receptionist of NIKE you will able to showcase your customer relation skills and also you
will get the opportunities to develop and learn new skills and things which help you in your
career path.
Roles and Responsibilities:
 Welcome and receiving visitor by greeting them and directing them.
 Answering and forwarding incoming calls.
 Receiving and shorting daily mail.
 Direct visitors to meet appropriate person or office.
 Insure front desk is neat and presentable and with all the necessary stationary and
materiel.
 Update the calendars and schedule meetings.
Required Skills:
 Solid communication and writing skills.
 Professional and presentable attitude.
 Excellent management skills.
 Multi-tasking and time management skills.
 Customer service attitude.
Interested candidates can mail their CV at [e-mail] with the subject line of “R0123”

or contact on given HR number.
Thanks & Regards,
XYZ
HR, Nike
09123456677
Person Specification for receptionist
Post Details
Department --- Administration
Job title --- Receptionist
Skills
Requirement
Ability to book meeting and
greet clients as this is essential
for Receptionist to grab the
attention of clients
Essential/Desirable
Essential
Measurements
Measured by taking a written
test and interview
Ability to manage calls and
keep reception area clean. This
will be an essential
requirement as proper
coordination help top
management to design their
working plans accordingly
Essential Interview and evaluation of
application form
Manage post & couriers and
follow other instruction of
Administration manager. This
is essential because
mismanagement at reception
Desirable Aptitude and integrity test is
conducted to ascertain their
credibilities

desk leads to loss in future
Knowledge
Requirement
Knowledge about
administration paperwork and
company's work
Essential/Desirable
Essential
Measurements
Probe at interview and test
Understand the importance of
confidentiality
Essential Written test and interview
Required to have knowledge
about key computer software's
which aid in day to day
functioning of organisational
activities
Essential Take software based test to
ascertain competency
Experience
Requirement Essential/Desirable Measurements
3 year working experience in
busy working environment
Essential Review application form and
test
Experience of working at
reception (at-least 5 years)
Desirable Interview and application form
Qualifications
Requirement Essential/Desirable Measurements
1 year diploma in customer
service management
Essential From application form and
written test
Grade C or above in GCSE
English
Desirable Investigation at interview and
evaluation application form
Other

Requirement Essential/Desirable Measurement/s
Commitment to attend training
events
Essential Application form and group
interview
Take care of allotted stuff Desirable Oral test
Job Offer Letter:-
Ms. ABC
13 old Gloucester Street,
London, UK
Subject:- Offer letter of Ms. ABC
Dear Ms. ABC,
We would like to officially welcome you to the NIKE team as Receptionist. Your
Performance throughout the recruitment process that you could go through was grate and
beyond the call of duty and would make a great additional to our firm.
Your date of joining will be January 10, 2019. Your beginning salary is £19,572 per
year, this includes all healthcare coverage. Additionally, you will provided 2 weeks paid
vacations per year.
Please complete the paperwork attached in this letter no later than December 25, 2018.
we have a high standard ethics here at NIKE and sure that you will fit right in and contribute
immediately.
Again, Welcome.
Sincerely,
XYZ,
Human Resource Manager
NIKE, London

Interview Questions
Q1. What type of software's knowledge do you have?
Q2. Have you either worked as Receptionist?
Q3. Are you competent in speaking English Language fluently?
Q4. How will you manage multiple tasks at a time?
Q5. What practices will you adopt to organise workplace?
Q6. How you define your role in relation build to contact with business clients?
3.2 conclusion
From the upper discussion it has been concluded that recruitment and selection is the
process which is done by HR department of organisation for placing correct person at vacant
position as per their skills and knowledge.
M: Rational of HR practices
HR practices are important in each and every department of organisation because they
perform such activities which are primary need for day to day working. Human resources major
practices are workforce planning, recruitment and selection, training and development,
performance management and rewards. In simple word it can be said that overall working of
enterprise can be managed by human resource department of enterprise.
CONCLUSION
From the above report it is concluded that human resources management is very
important for each one organisation in order to manage, control, develop HR policies, create
healthy & safe working environment and many more. Nike has also executed all HRM practices
at work place in order to achieve goals effectively through this they are able to build strong
brand image at market place resulted attract large number of customers toward their goods and
services thus help to get high profitability as well as sustainability in long period of time. Human
resources assistant has organising training in order to increase staff members performance

resulted get higher market position as compare to before. So that, HRM practices is very
beneficial for all company in long run.

REFERENCES
Books and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Berman and et. al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Crook and et. al., 2011. Does human capital matter? A meta-analysis of the relationship between
human capital and firm performance. Journal of applied psychology. 96(3). p.443.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.