Human Resource Management/ Recruitment process

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and functions of HRM..............................................................................................3
P2 Strength and weakness of different HRM approaches...........................................................5
LO2..................................................................................................................................................7
P3 Different HRM practices........................................................................................................7
P4 Effectiveness of different HRM practices..............................................................................8
LO3................................................................................................................................................10
P5 Significance of employee relations......................................................................................10
P6 Key elements of employment legislations and it’s impact on HRM decision-making........11
LO4................................................................................................................................................11
P7 Application of HRM practice...............................................................................................11
JOB OFFER Letter........................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process of managing large number of people in the
company effectively and coordinates them to work on common goal so that productive outcomes
can be received by company. It is a effective approach that is implemented by all company for
bringing profitable results in the business. The main goal of the human resource management is
to make working environment creative and well-managed which influences individuals to give
high performance in the workplace. To understand role of human resource management has an
example of Next plc. It is a British multinational clothing, footwear and homewares retailer
company which is majorly headquartered in United Kingdom. This report will provide
understanding about purpose of HR functions and their key roles and responsibilities in the
business.
LO1
P1 Purpose and functions of HRM
Human resource management in the organization always plays productive role in the
form of achieving effective workforce and for other purposes. However, no organization can get
success without implementing different practices of HRM. There are numerous key roles and
responsibilities of human resources of the Next plc that has been mentioned below:
 Staffing needs
It is primary function of the human resource management that perform by managers in different
companies. Human resource managers always seek for new talented employees accordingly
company’s needs so that they can bring productivity in the workplace by performing effectively.
Manager of Next Plc practices this function whenever organization is lacking behind of
employee turnover issue (Armstrong, 2019). Currently, this company posses’ highly talented and
skilled workforce due to it’s human resource management. Generally, human resources in this
company practices different steps towards hiring and selecting number of candidates as
employees in the workplace who actually posses’ innovative talent and effective skills. Thus, this
function and purpose of management contributes in dealing with employee’s turnover issues so
that company achieves high growth in the business.

 Compensation
Human resource management always analyse and brings such kind changes in the employees’
pay structure as per the compensation trends which change by government time to time. With
this function managers ensures individuals that each employee get fair treatment accordingly
their performance that is considered one of the major responsibilities of the manager. Apart from
this, human resource management focuses on policies and assists company to meet different
rules and regulation of the government such as GDPR act, Workplace act, Fair Labour Standard
act etc. which ensures individuals that no employee will be discriminates by others in the
company. To aware individuals about policies, pay structure and legislations includes them in
employment policy (Collings, Wood and Szamosi, eds., 2018). However, there is a reason to
meet all compensation terms such as if HRM will be out-updated about policies and legislation
then company can get negative impacts i.e. high employee turnover, reduce goodwill of the
business and others. So, it is major function of the human resource management to be updated
for all rule and regulations which are mandated by government time to time.
 Employee training and development
In recent period, each company conducts different training and development sessions in the
business. In this scenario, currently human resource management is highly responsible to give
best training and development sessions to the staff in the Next plc (Veth and et.al., 2019). With
this approach, different employees of retail company can easily improve their weak areas and
develops new skills and talents in effective manner. Thus, this retail venture can enable to
achieve highly competitive advantage by the support of employees who have different skills and
talent.
 Manage employee issues
Most of the time, there are many issues that have faced by individuals in the workplace. The
most common issues are salary, discrimination, abuse, employment contract etc. In such
situation, manager of Next plc is quite active in term of resolving all existing issues. So,
currently have few issues within company which faces by employees. However, HR department
always practices different strategies which can influence healthy and productive working
environment.

 Maintain effective employee relations
It one of the most effective prime function of the human resource management which leads
positive affect for the business’s growth (Nawaz, 2019). However, effective relation of the
business denotes productive relationship between employer and employees. Next plc has good
employee relations because it denotes that there has good relationship between upper-
management and staff. It is the major reason of employee’s satisfaction in the retail Next
company. Existing managers and leaders in the Next plc always communicate with staff
members positively in the working place and listens them with patience that makes them feel that
they are valuable body of the company like HR management.
From the above analysis can be analysed that HRM at the Next plc perform all above mentioned
key functions through these have achieved lots of advantage by upper management of the
company.
P2 Strength and weakness of different HRM approaches
There are various strengths and weaknesses of different HRM practices i.e. recruitment
and selection process. As know recruitment process is one of the major functions of the human
resource management at any company. With this function, organizational enables to maintain
employee productivity in the workplace. Generally, there are various approaches of recruitment
and selection methods which have strengths and weaknesses such as:
Internal recruitment
Internal recruitment is major key method of recruitment and selection process that
practices by human resource management (Fagan and Rubery, 2018). In this approach, managers
of the corporation undertake different steps regrading hiring and selecting number of employees
from it’s internal business environment. In other word, company selects appropriate employees
from the existing workforce.
Strength
 It is quite beneficial approach as compared external recruitment approach because it
supports to save extra funds of Next plc.

 It is quite cost-effective and time saving process because manager selects employee from
existing workforce accordingly their performance which they have performed in the
workplace in order to bring positive outcomes.
Weakness
 To practice this approach has fewer choices in front of managers of Next plc that is major
limitation of this method.
 It does not promote any new talent and skills.
 It also does not influence external business environment knowledge.
External recruitment
It is alternative approach of recruitment process that is practiced by HRM for recruiting
number of employees from the external environment of the business. However, this approach
also posses’ some limitations and strengths which are described below:
Strength
 This method increases wide opportunities of employment which can bring positive affect
for the UK’s economic system.
 This approach can promote level of creativity, skills and innovation.
 External environment recruitment brings such applicants who have wider range of new
experience and ideas.
Weakness
 This approach increases internal conflicts between existing employees and new
employees.
 Apart from this, HR management have to invest more time to make individual compatible
for the particular posts.

LO2
P3 Different HRM practices
Human resource at the Next plc perform different functions such as planning, organizing,
coordinating and controlling. These key practices of HRM supports to achieve all defined
objectives in the job place.
 Recruitment and selection
It is one of the major practices of HRM that they perform at the company to maintain
productivity of the employees in the workplace. Human resource of the Next plc practices this
key function whenever it requires highly talented and skilled employees who can meet with all
requirement of designated posts (Gooberman, Hauptmeier and Heery, 2019). In addition, human
resource managers of the retail Next company provides attractive incentives in the existing
employment policies in order to attract best talent so that they apply for the designated post.
Thus, company maintains productivity of employees in the job place.
 Flexible working practices
It is another essential function of the human resource management that they perform in order to
maintain wellbeing of individuals in the business. Many human resource managers at the
different companies practices this approach so that individuals can give productive performance
in the workplace. As same concept implements for the Next plc wherein managers or leaders are
flexible with time that reduces pressure on individuals at the workplace and make them highly
proactive in the company (Vanhala and Ritala, 2016). However, this approach is quite effective
for the employer and employees’ perspectives for example flexible working hour approach
allows individuals to spend fewer time with the family and make them highly responsible for
their job responsibilities. On the other hand, company enables to retain number of talented
employees and achieves number of completed projects over the time period. Thus, Next plc gains
all defined objectives in short span time.
 Performance appraisal
Performance appraisal is another approach of the human resource management that brings
satisfaction individuals for the job. Management at the Next plc practices this HRM approach in

order to keep motivated individuals so that they can give best performance in the workplace. To
make organization successful provides reward to such employees who puts more efforts in whole
year that encourages others employees to give honest performance in the workplace which helps
them to become part of recognition. Thus, retail Next company motivates staff in the job place.
 Benefits of employees and managers
These above mentioned HRM practices lead lots of benefits for the staff for example appraisal
system influences individuals to give productive performance in the job place so that company
can receive financial benefits. On the other hand, flexible working hours brings satisfaction in
individuals and their family for the job and encourages them to deal with complex situations.
While employer achieves all defined short-term and long-term goals and objectives within
timeframe through different HRM practices (Guerci, Longoni and Luzzini, 2016).
P4 Effectiveness of different HRM practices
It is a major responsibility of human resource management to hire right talents in order so
that company can have better functioning in the business sector which going to be proved
profitable for the organization. As know, retailing sector has become one of the economic
stimulant business sectors as compared others, so most of the companies invests huge funds in
retail sector for enhancing revenue scale. Next plc is also retailing company that runs it’s
business in multiple countries across the world but past few years it is facing price cut
competition through 4 big companies i.e. M&S, Tesco, Sainsbury and Asda. The reason behind
is that these companies sells similar products and services like Next plc which directly impacts
on selling scale of the company (Noe, 2017). In such situation company needs to have better
functioning so that it can meet all needs and expectation of the customers which in return
maximizes profit margin of each product or services. Thus, company can stay long run in it’s
retail market and can gain more competitive advantage.
Recruiting right talents
It is key practice of HRM that perform by managers at the Next plc to hire right talent for
the specific post so that quality issues cannot take place in the working place. This HRM practice
supports to deal with high employee turnover issues and makes workforce highly productive in
the job place. This approach promotes ability of commitment of the Next plc through which it

enables to build large customer base. Overall, company able to create innovative working
environment for the all staff and influences them to give outstanding performance so that Next
plc can gain more competitive advantage in the UK’s retail market.
Security to the staff
It is another prime practice of HRM because it retains large number of staff in the
company. There is a reason such as each person wants that wherever they offer their services that
place must be safe. Management of Next plc offers various type securities i.e. compensation
security, health and safety insurance policy, workplace safety etc. to the staff so that they can
stay long run in the workplace (Guest, 2017). However, this HRM practice creates positive
working environment for individuals wherein they can work promptly without worrying about
safety measures. This approach brings positive effect in the Next plc and individuals’
performance such as each employee become aware for their job responsibilities and spends more
hours except working hours to deal in the peak period of the company. Thus, company enables to
achieve all defined objectives and short-term goals in the peak period.
Fair Treatment
It is most essential practice of HRM that impacts on organization’s performance,
productivity and functioning. However, it is considered growth factor of company because when
individuals are treated fairly in the workplace by the managers then it promotes them to give
loyal performance in the workplace. It is mandatory for the managers of the Next plc to practice
their managerial skills effectively (O’Connor, 2017). In addition, it is prime responsibility of the
managers that no negativity takes place in the internal environment due to unfairness because it
directly impacts on organization’s growth, productivity etc. To stay motivated individuals for
long time at the workplace requires to practice this HRM practice effectively. With this approach
Next plc can improve goodwill of company in the business market.
Affect productivity and profitability of Next plc
It has analysed from above mentioned points that HRM practices are the major reasons of
company’s success. With the different HRM practices, Next plc enables to improve productivity
and profitability of business in the retail market for example recruitment for selecting right

candidates supports Next plc to deal with employee turnover issues. On the other hand, fair
treatment and security policies brings level of satisfaction in individuals for the job and
maintains their wellbeing. While company gets more advantage from the different HRM
practices such as it enables to increase demand of company’s products and services, improves
selling revenue of the company in effective manner.
LO3
P5 Significance of employee relations
It is prime responsibility of the human resource managers to build sustainable employee
relation because this factor helps to achieve success in the business market. For example, when
company has good relation with staff then it become easy to adapt different changes in the
business successfully. Generally, employees are considered one of the key valuable resource
among others because this resource makes company to be stayed in all situations. So, it is
important for the human resource managers to have knowledge about everything related to
business functions of employees. There are various changes have faced in the Next plc by the
staff and customers that have to be followed in achieving competitive advantage (Hassan, 2016).
There are various HRM practices like appraisal system, fair treatment, managing employees’
issues etc. supports human resources to maintain personal and professional relationship between
employer and employees. Next plc’s managers always develop objectives in respect of defined
goals so that individuals can follow right track and leads positive outcomes in the workplace. In
such situation, leaders of Next plc play significant role such as they encourage individuals to
improve their working performance by developing new skills and implements them to deal with
different tasks. Such practice of leaders helps HR managers to gain all defined objectives within
timeframe. Thus, effective relation of employees is considered one of the stimulant factors in the
context of HRM decision-making. The major limitation of the employee relation is that it
requires effective HRM practices and talented management then company can get advantage
from the employee relations (Kianto, Sáenz and Aramburu, 2017).
P6 Key elements of employment legislations and it’s impact on HRM decision-making
Next plc is a British retailer company which runs it’s business into multiple countries
across the world. To gain competitive advantage as well as productivity of the employees have

followed different employment legislation by Next plc. For example, management of Next plc
has involved health and safety policy in the employment policy. According to this policy, if any
employee is suffering from health issues in that context company will pay whole medical charges
on the behalf of candidates as well as they get 50% off on prescribed medicines. With this
policy, Next plc enables to maintain wellbeing of individuals and their family for the job. This
situation takes place often time in the company when human resources develops selling targets in
season time (Michael, 2019). In that state, overall workforce of Next plc ready to spend
additional hours except working hours for achieving defined targets over the time. Anti-
harassment and Anti-discrimination policies are practised by Next plc to ensure individuals that
no employee will be discriminated at the workplace. Fair pay structure act is also practised by
Next plc to ensure all staff that each gets salary as per their performance. Thus, different
legislations of employment influences HRM decision-making process in the Next plc in efficient
manner. However, company has received negative impact of different employment legislations
such as implication of these legislations have increased internal cost of the business that directly
affect economical scale of the Next plc.
LO4
P7 Application of HRM practice
Job Description
Job title: Marketing Manager
Company – Next plc
Job location: United Kingdom
Core responsibilities
 Technical skills associated with fixing and maintaining the selling equipment,
buildings and flooring repair.
 Problem solving ability and the versatility of working under pressure.
 Developing effective price strategy that increase profit and market shares
 To ensure level of customer satisfaction from existing product portfolio.
 Deeply and effectively analysing different marketing goals and objectives in the
context of product.

 Supervising, leading and controlling over different marketing functions of the Next plc
in efficient manner.
Day to day activities
He must be keen with meeting all the responsibilities associated with the marketing
functions at the Next company. He requires scheduling all marketing functions of company in
such a way that timely actions can be taken in respect to marketing functions of company.
Manage employees need and requirements involved in marketing functions of the business. As
all existing product of Next plc must have high demand in customers.
Accountable to: He needs to report his supervisor in the assigned to the team of maintenance
workers with details about the functioning of marketing. He is expected to work with good
technical knowledge and function out the duties of keeping the college campus in well-
functioning state all time.
Qualifications and skills
The hard skills required by this post are the detail-oriented work ability, technical
ability. Organizational skills to work under pressure with versatility and dynamic nature to
work in all conditions. He must have the physical ability to work hard and reach the targets at
time. The soft skills required in this job are good communication skills, marketing skills,
convenience skills and learning abilities (Nankervis and et.al., 2019). Team work ethics and
problem-solving abilities to solve any issue in the team with good functionality and work
effectively in developing interpersonal skills.
CV (Curriculum Vitae)
CV
NAME: Jerry Thomson
Contact: [e-mail]
Qualifications and experience:
 MCA (Masters in Business Administration)
 The store manager in a highly reputed venture for the last four to five years.
Hard skills:
 Have high understanding about marketing functions and responsibilities

 Technical knowledge
 Proper knowledge of the software program of marketing
 Enable to work with modern or hi-fi technology for maintaining effective quality
measures in the customer services
Soft skills:
 Communication skills for properly interacting with different people
 Effective leadership skills
 Excellent working potentialities
 Problem-solving ability
 Ability decision-making
JOB OFFER Letter
Job Offer
Date of joining: 7th Oct
Name – Jerry Thomson
Address – Shakespeare House,267 Cranbrook Rd,UK
Congratulations Mr. Jerry Thomson for getting selection as a Marketing Manager role
in Next Company. We hope you serve the best of your ability in company. We wish you all the
lunch that you will deliver the best of your potentials in the designated re of operation manager
at company.
Job details
 Maintenance worker
 Expected date of starting – 7th Oct
 Employment status – Full time employee
 Office address -Shakespeare House,267 Cranbrook Rd, UK
 Duties- Managing all responsibilities associated with the operations of company.
Benefits – There are flexible hours of working which can benefit workers to take off if any
important reason. There are several health benefits and insurance policies of workers made by
management, which ensures college campus has secure management places and facilities to

cater to the needs of employees.
Deadline for accepting or declining the offer - 18th Oct, 2020
If you have any question regarding the job offer you can contact us at the management
department of Mont Rose College through email at [e-mail]
CONCLUSION
This report has been summarized about different HRM practices and their key roles and
responsibilities that have practised in Next plc to have better functioning in the business market.
Organization can gain all defined objectives and goals over the period by recruiting right talent
for the right job. It can stay motivated number of employees in the workplace by rewarding them
regularly according to their performance at the Next plc. There are numerous methods and
techniques have practised by HRM in gaining high level of performance of the business and
maintains internal environment of the company.

REFERENCES
Books and Journals
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environmental performance–the mediating role of green HRM practices. The
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analytic framework. Human resource management journal, 27(1), pp.22-38.
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of Academic Research in Accounting, Finance and Management Sciences, 6(1), pp.15-
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Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
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Michael, A., 2019. A handbook of human resource management practice.
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Noe, R.A and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
O’Connor, N., 2017. ‘Interpreting employment legislation through a fundamental rights lens:
What’s the purpose?. European Labour Law Journal, 8(3), pp.193-216.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.

Veth, K.N and et.al., 2019. Which HRM practices enhance employee outcomes at work across
the life-span?. The international journal of human resource management, 30(19),
pp.2777-2808.