Human Resource Management: Nature, Scope, and Functions

This document provides an overview of Human Resource Management (HRM), including its nature, scope, and functions. It explores the importance of recruitment, selection, employee relations, and training in HRM. The document also discusses the best fit and best practice approaches, as well as the hard and soft models of HRM. Additionally, it covers the significance of workforce planning and the impact of PESTLE factors on HRM. Furthermore, the document provides insights into learning, development, and training, as well as the benefits of flexible working practices.

Human Resource
Management

INTRODUCTION
Human resource management is a process of managing, organising and administrating
business function practices, operation and employees of the company. It can be a procedure of
recruiting and selection well skilled people for the enterprise so that the departments of it can be
in efficient from. The accountabilities and obligations of HR administrator are categorised into
numerous regions like recruitment, employment, guidance, introduction and others. The major
reason of HRM is to exploit the productivity and productivity of commerce. For the completion
of this report, Nest Plc is the organisation which is considered (Noe and et. al., 2018). The
document will include data about the intention and function of HRM and their roles and
responsibilities. Moreover, it will explain about methods to workforce planning, employment and
assortment and different HRM practices which help in improving profitability and productivity
of establishment. Significance of worker relation and impact of employment legislation upon
HRM determination devising will also define.
TASK 1
P1
The nature and scope of HRM
HRM is an activity of bringing individual and companies together so that the aims of
each are accomplish. HRM is invasive in character because it is present in all ventures and it
concentrates on outcomes rather than on rules and regulations. In Nest Plc, it assists to meet or
accomplish its aims by offering for competent and well encouraged workers. Along with this, the
span to HRM is very wide:
Personals aspect- This is included with workforce scheduling, staffing, assortment,
move, endorsement, guidance and growth etc (Chelladurai and Kerwin, 2018). In Next plc, HRM
function work regarding hiring and assortment, training, promotion and remuneration etc.
Welfare aspect- It contracts with functioning condition and facilities like canteens lunch
rooms, accommodation, teaching, health and protection services etc.
Industrial relations aspect- It envelops union- administration relations, joint discussion,
communal bargaining, complaint and corrective process and resolution of issues etc.
Definitions of HRM
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HRM is the division of a business venture that looks after and responsible to recruit,
manage and firing employee. If focus on the function of individual in the company like Nest Plc,
assuring bet work activities are in place at all times (Macke and Genari, 2019). It assists bridge
the gap among worker’s execution and the company’s strategic objectives.
Main functions and activities of HRM
Recruitment and selection- It is the main function and practice of HRM and in Nest Plc
by considering internal and external method of recruitment and different approaches of selection,
the HR manager hire skilled and knowledgeable candidates so that they make their contribution
in effective running of company.
Managing employee relations- It is another function and activity of HRM. In Nest Plc,
by following and considering open communication the HR manager make interaction with
worker so that they can share their views and issues with them and get effective solution
instantly. This assists in managing and building effective among organisation and employee
relations.
Training and development- It is an effective HRM practice and function. Within it, the
HR administrator of Nest plc, provide training and learning to workers by conducting sessions
and online programmes so that they can enhance their abilities and knowledge.
Best fit approach vs Best practice
The best fit approach highlights the essentialness of ensuring that HR plan of actions are
effective to the situation of the company like Nest Plc, considering its culture, operational
activities and external environment. HR strategies have to take account of the specific demands
of both the company and its workers. Whereas best practice are a set of HRM activities and
actions that work universally. The best fit states that in reference to add value, human resource
polices should support with business strategy (Morgeson, Brannick and Levine, 2019). Best
rehearsal is a set of strategy, ethics and thoughts that symbolize the most efficient course of
action, in a particular trade circumstances.
Hard and soft models of HRM
In Hard HRM, the workers are treated basically as a source of the commerce such as
equipment and constructions. In nest Plc, within this model, strong connection with corporate
business planning and finds out employees demands of business and recruitment & administrate
accordingly. The key features of this model are short term changes in workers numbers, minimal
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communication and less motivation etc. While in Soft HRM workers are treated as the most
important resources of business. In Nest Plc, HRM focus on the needs of workers, roles,
remuneration and motivations well as there is strong and regular two way communication.
Workforce planning
It is an action and process of determining, estimating and preparation or managing
manpower give and require. Measuring spaces and analysing specific ability management
interferences to reassure that a firm is administrating the employees of the venture by monitoring
their abilities and knowledge (Kim and et. al., 2019).
Types of labour market, labour market tends and PESTLE
There are two kinds of labour marketplace skilled and untrained. There is several kind of
trends and changes are occurred in Labour market such as growth rates vary between
occupational groups, labour market constantly grow, many openings result from turnover, the
importance of jobs in small business and many more.
PESTEL analysis of Nest Plc
Political- Expenses and financial plan cuts through the UK authority throughout the current
stiff financial times supposed entire expenditure through customers was dormant and as the years
have complex, the consciousness and the veracity of required administration public sector cuts
sustained to moisten customer expenditure and may well carry on to well into the predictable
future.
Economical- Looking at the financial atmosphere, it is somewhat difficult since on the one
hand there is the strapping authentic evaluated to Euro. Euro land motivates introduces and
activities to embrace home costs at an attractive level (Zaid, Jaaron and Bon, 2018). As Next
sells about 96% in the UK market, this may at present only have an imperfect result, but could be
more essential in the expectations when thinking internally.
Social- It consider needs, demands, culture, beliefs, values, taste and preferences etc. There
are several kind of changes occurred in consumer needs and demands cause of which the
business f Nest plc affect in unfavourable manner.
Technological- In Next plc, the management offer online shopping and delivering services to
its target audiences which positively impact the firm in term of increasing sales and number of
customer.
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Environmental- It considers weather, climate, environment act and many other environment
related laws. The administration of Nest Plc, consider environment law, air pollution act and
others as well as carbon footprints related practices which favourably influence its business.
Legal- It include differ laws and legislation that are developed and framed any national
authorities of the nation (Tang and et. al., 2018). The management of Next Plc follow
employment law, consumer protection act, equality act and many more.
P2.
Recruitment
Within this activity, it offers a form of corporation, this scheduling is significant as it
helps in finding out ability gap in existing worker and providing guidance to fill skill related gap.
It is crucial as with the assistance of it, the administration of Nest Plc can find out the existing
and upcoming time requirements of workers.
Internal recruitment- Here, applicants are selected from the workers of the venture to fill
the empty seats in the administration component. Some of instance of interior hiring or sources
that can be used by venture are promotion and transfer etc.
External recruitment- Within this, candidates is selected from the exterior side of
venture whereas skills and knowledge of applicants are taken into consideration and the need of
the empty positions in the enterprise. Campus recruitment, advertisement, email and many more
are some effective source of outside staffing.
Selection
Within this activity, assorted applicants are further analysed on the several basis and are
again short listed for trying their abilities and information for the obtainable posts. Different
methods of selection are as under:
 Online screening of the candidates is complete and done for another practice.
 Interview is an activity of making face to face interaction which is organised to test their
skills.
Strengths
 Online screening is an easier method and approach to select candidates.
 Interview enables in understanding the personality and getting brief and actual information
about the personality (Banfield, Kay and Royles, 2018).
Weaknesses
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 Candidates get nerves during interview round.
 It also consumes more cost and time as well as chances of wrong selection is high due to
pool of applicants.
On-boarding and induction
When people have been assorted an induction and on-boarding or orientation program is
organised. The workers are informed about the background of the venture. In Nest Plc, they are
told about the organisational culture and values and work ethics and induce to the other workers
(Brewster, Mayrhofer and Farndale, 2018). There are several issues like providing new
appetizers too much information at once, impersonal initiation knowledge, frustrating to do
everything on day one, getting lost in the particulars and not using digital for maintain are
affecting successful induction and socialisation of workers.
TASK 2
P3.
Learning, development and training
 Differentiating development and training
Basis Training Development
Meaning It is a learning activity within
workers gets an opportunity to
improve abilities, skills and
knowledge according job
obligation.
Improvement is an instructive
activity that is included with
the entire development of the
workforce.
Term Short term Long term
Objective To develop the work
execution of workforce.
To get ready workforce for
upcoming time confronts
(Papa and et. al., 2018).
Orientation Job oriented Career oriented
 Identifying training needs- the training gap
In term of identifying training needs and gaps, the manager of Nest Plc can consider Training
needs analysis. This analysis looks at the knowledge, skills and capabilities of workers
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internationally to analyse that what kinds of training they require to move their firm regarding its
aims and goals. To conduct this analysis, the firm can follow different steps like choose what
they are annoying to accomplish, finding out the information, abilities and capabilities required
to achieve its aims, form out what workers recognize, converse to workers, talk to administrators,
fix on the information points that are precious to their group, assess their existing training
resource and counterpart their training to their needs (Cooke, 2018). In Nest Plc, the
administration can provide on the job and off the job guidance so that workforce can make
development in their skills and knowledge.
 Job and workplace design
Job design indicates to the way that a set of tasks or an entire job, is organised. Job design
assists to analyse: what tasks are completed, how the tasks are completed, how many tasks are
done and in what order the tasks are completed. Workplace design has an influence on top talent.
Applicants who are good at what they do are in demand and that means they have options. If
they want them to adopt their job offer.
 Reward management: extrinsic and intrinsic rewards from work
It is unease with the formulation and performance of plan of actions and rules that aim to
remunerate employees fairly, equally and constantly according with their worth to
enterprise. In Nest Plc, the management rewarded its worker in term of extrinsic and
inherent recompenses. Inherent reward is the non corporeal remunerations and they cannot
be seen or touched but are expressively linked with the workers. In term of this, the firm
motivate them, work freedom and recognition etc. Extrinsic reward is physical benefits that
come from external source only. They are pay, bonus, fringe advantages, promotion, profit
sharing and many more.
 Link between motivational theory and reward
Motivation is a procedure of motivating individual of company so that employees execute
their work in more developed manner. Motivational theories and reward both are linked with
each other (Ren, Tang and Jackson, 2018). For example, Maslow motivational concept talks
about the financial and non-financial rewards in term of motivating workers so that people fulfil
their basic needs and feel motivate to execute their work.
The flexible organisation
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A flexible organisation refers to that company which is able to accept and respond
collectively quickly to modifications in its macro environment in reference to gain benefit and
sustain its rivalry position. There are three kinds of flexibility areas like, useful, statistical and
structural. Functional elasticity is sought so that workers can redistribute rapidly and smoothly
among practices and tasks. In nest plc, this kind of flexibility may need multitasking. Statistical
elasticity is sought so that the figure of workers can be easily and quickly maximised or reduced
in outline with even short period modifications in the stage of need of work (Boon and et. al.,
2018). Financial flexibility offer for disburse stages to reproduce the state of supply and demand
in the macro labour market and also states the utilisation of supple pay schemes that ease either
useful or arithmetical suppleness.
 Models of flexible organisations
Handy model of flexibility
This model is developed by Handy’s Shamrock which counsels commerce to have three
kinds of employees. Core employees, who are as full time, enduring staff, may be administrators,
experts, central manufacturing workers etc. marginal employees are provisional, supple and part
time employees and Contract workforce are working for a particular task, often for convinced
time duration. In Next plc, the administration of firm can consider the model to make flexibility
in the company and provide a flexible working option to its employees in different terms like
part time work, work from home, work according shift etc.
 Benefits to employers and benefits to employees of flexible working practices
By getting supple working option, the workers can benefit in diverse manner. It is essential to
workers as it help in making work life balance. This will be helped them as though accepting this
option they can expand their time with family. It will assist in plummeting pressure and get job
as per their abundance. It is also crucial for manager as if organisation offer his alternative to
workforce then work load will be minimised (Noe and et. al., 2018). Manager will concentrate
on their exertion and achieve their goals and objectives.
Performance and reward
Performance management is the process of monitoring work execution of employees. In
Nest Plc, the management can consider different methods and ways to determine performance
are utilize worker checking software which track staff’s activity, utilise task and project
management software, observe only a few workers at a time with assorted manage, include daily
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or periodical preparation conference and empower contribution in a photo of the workday
exercise etc. On the basis of this execution the employee’s performance, the firm can reward
employees in term of monetary and non-monetary.
P4.
There are different human resource activities that are critical for developing profits and
efficiency of company. The explanation of them as under:
Training and development- It is a crucial activity of developing employees’ capability and
information so that they can do their work with more effectiveness (Chelladurai and
Kerwin,2018). For instance, in Nest Plc, the administration of the corporation provides guidance
and learning sessions so that they can conscious with the new techniques and develop their
information. It assists the venture when they accept new technologies them employees can
execute their work in efficient term and attain in appropriate manner without suffering any type
of problems. It helps in maximising efficiency of the company.
Fair evaluation- It is an efficient activity of HRM and with the help of it, the company can
do fair evaluation of worker execution without making any type of discrimination so that all the
workers are rewarded in fair form. To make fair evaluation, the administration of Nest Plc can
consider behavioural approach, quality approach and others. When individual of venture are
evaluated fairly then they feel motivated and they make their effectiveness involvement in
attaining the business aims and goals that help in improving profits and productivity of
organisation.
TASK 3
P5.
Employee relations indicate to a company’s efficiency to administrate and administrate
relations between workers and manager. A corporation that has skilled relationship with workers
can offer just and consistent action to its employees so that they will be involved with their jobs
and faithful regarding establishment (Macke and Genari, 2019). In Nest plc, if the management
of firm adopts or performs effective policies and laws that are appropriate for organisation and
manpower then workers adopt them easily and effective manner as well as work according them.
It important for the suppleness of the firm as if the laws and rules are in compassion of
employees then it makes optimistic influence over workforce. As they accept them to complete
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their task in easier and moral mode. Example, in Nest Plc, if the business venture will not offer
supple operational option to individual of firm then negatively influence some people take
unfavourable compensation towards completion of their supple form that enlarge the cost and
reduce effectiveness.
P6.
Employment legislation is regarded as the employee’s attitudes within entity. There are
several laws and norms which company should opt in entity in reference to manage positive
atmosphere at work area (Morgeson, Brannick and Levine, 2019). There are several firms that
are included to manage the work of company through performing much legislation. The main
reason of employment law to control the bond among managers and workers. It rules what
managers can anticipate from workers what managers can ask workforce to do, and manpower’s
rights at work.
 Key legal issues and constraints (equality, data protection, health and safety, redundancy,
dismissal, employment contracts)
In term of dealing with legal issues the organisation follows and considers several laws and
legislations. Some of them as:
Equality act, 2010- This act is developed by the UK government so that employees of same
position are treated in equal form regarding pay and growth opportunities. By considering this
law, the management of Next plc can effectively treat its worker in similar manner and remove
issues like favouritism and others.
Health and safety act- It is another law which is followed regarding offering heath related
safety and security (Kim and et. al., 2019). By considering this law, the administration of Next
Plc can provide a safe and healthy workplace to employees as well as offer them heath related
benefits which help in resolving issues like employee turnover and others.
Trade unions and workplace representation
The role of trade unions-Local and national
Trade unions basically negotiates with employers on behalf of its members, advocating for
developments like better working situations, compensation and job security etc. These unions
play an important role in industrial relations, the relationship among employees and employers.
Collective agreements- It is a written agreement among the manager and a union that draw round
several of the conditions and circumstances of employment for workers in bargaining unit (Zaid,
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Jaaron and Bon, 2018). The terms and situations are reached by collective bargaining among
employer and the union.
Discipline, grievances and redundancy-best practice
A disciplinary process is utilised and implemented by the employer to address a worker’s
conduct and execution. A grievance process is utilised to deal with an issue or complaint that an
employee raises. In Next plc, employee grievances can be reduce and overcome by motivating
workers, treat individual fairly and acknowledge the desired result from the grievance.
TASK 4
P7.
The application of HRM activities in a work connected framework are examine dbelow:
JOB SPECIFICATION
Firm name: Next PLC.
Job title: HR business manager
Location: UK.
Qualification required:
 M.B.A specialisation in human resource.
 Graduation in any field (From certified University)
Experiences:
 Should have experiences in HR manager
 At least 3-4 years experience
Area of expertise:
 Good communication skills
 Ability to manage the team and firm.
 Knowledge of payroll.
 Knowledge of basic principles related to human resources.
Roles and responsibilities:
 For recruiting and selecting proficient candidate for company.
 Managing the whole functional activities in efficient manner.
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Person specification
Specification of person
 Position: HR manager
 Division: Human Resource Management
 keys:
(A) :Application form, (I): Interview, (R):Role
Attributes Requirements Desired
Experience & qualifications  Completed graduation
with at least 60%.
 Expertise in HR.
 Experience of 3 years.
 Management of whole
group for particular
project.
Qualities  Fluency in English
language.
 Capability to solves
disputes.
 Possess an effective
quality of leadership.
CV
Alderson smith
Contact Details: 00647- 99857
Email Id: [e-mail]
Career Objective: To perform with an well recognised in which I can develop and show my
competencies and proficiency as well as assists firm to attain their business success.
Work experience:
 Having 3 year experience into Human resource area.
 Done 6 months internship under HR manager.
Qualification Required:
 Bachelor’s degree in BBA.
 MBA specialises in HR.
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Job Offer
Dear Alderson smith
We are feeling grateful to inform you that you has been selected for human resource manager
Next Plc. This is an undertaken as overwhelming information for our team to inform you which
has fulfil whole criteria of selection procedures.
Job roles and responsibilities
 Determine workforce requirement as well as demand effectually and manage whole
practices of human resource manager.
 Hire as well as choose competent candidates for entity.
Reporting to: Human resource department
Basic salary: $32500 per month
Working hours: 10.00AM – 6.30PM
Job Advertisement
Next Plc
JOB OPENINGS
Next Plc is looking for administrative competencies which may improve employees
performance.
Human Resource Manager
JOB DESCRIPTION
The manager of HR must has at- least of experience of 4 year. The candidates has
communication skills and are capable to team.
REQUIRED SKILLS
 Management skills
 Listening skills
 Decision skills
APPLY NOW
Send your resume to [e-mail] or visit the website- www.nextplc.com.
An evaluation of the process and the rationale for conducting appropriate HR practice.
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The human managers of Next Plc are utilising various ways for facilitating advantages to
staff. Employees of respective organisation are inspiring as well as encouraging through many
monetary and non monetary benefits. Along with this, the significance for human resource
manager practices is to determine the requirements as well as accomplish it effectively which is
helpful in to maximise organisational performance and productivity.
CONCLUSION
It has been summarised from the exceeding described information that human resource
management is an efficient practice of overseeing workers and commerce division of an
organisation. It helps a commerce venture through performs several actions an activity like
training and development, recruitment & selection, performance administration and others. Good
employee relation is also effective to make progress and success in organisation and attaining its
set business goals. In addition to this, employment legislation is also important for ethical
operation of company. Different HRM applications like advertisement for the job role, job
description and offer letter are good recruiting skilled and knowledge applicants.
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REFERENCES
Books & Journals
Noe, R.A. and et. al., 2018. Fundamentals of human resource management. McGraw-Hill.
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
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Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
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Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
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Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Kim, Y.J. and et. al., 2019. The effect of green human resource management on hotel employees’
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Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
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