HRM Report: Employee Relations, Legislation and Business Impact

This report delves into the critical aspects of Human Resource Management (HRM), focusing on employee relations and employment legislation within the context of Next plc. It emphasizes the importance of fostering positive employee relationships to boost morale, reduce workplace conflicts, and e...Read More

Human
Resource
Management

Table of Contents
LO3..................................................................................................................................................3
P5.................................................................................................................................................3
Importance of employee relations ..............................................................................................3
P6. ...............................................................................................................................................4
Key elements of employment legislations...................................................................................4
REFERENCES................................................................................................................................1

LO3
P5.
Importance of employee relations
Employee relationship refers to the way in which company's management address and interacts
with the staff. Developing and maintaing good relationship in the company boost the emoploee's
morale and reduces the workplace conflicts which raise the overall productivity (Brewster,
2017). As it is known that happy employee means the productive and efficient employee. Every
employee shares certain relationships with the colleagues. It is crucial for the HR managers as
well as team to have high understanding of individuals and maintains personal and professional
level relationship. However, employees are considered backbone of the business so human
resource requires to have knowledge that everything is going smoothly or not for them
(Marchington and et. al., 2016). There are numerous changes have come in Next plc for the staff
as well as for the customers which have to be adopted in order to gain competitive advantage. It
is essential that employees have healthy relations with the management and colleagues and that
is taken care by the HRM of the company, there are various issues on which individual cannot
take decision by themselves and need the help and guidance of others HRM of the company must
create such environment so that the employees can consult each other and there is slow process
of decision-making or there is no impact on the task given. HR department of the Next plc,
focuses more developing the employee relation at workplace because healthy employee relations
dicorage conflicts existing in the company. If the individuals and employees waste time in
disputes and fights with each other company's overall productivity will be impacted and outcome
of the tasks will also have affect. In order to stop that situation to occur in company its decisions
related to such situation are predetermined by the HRM (Mondy and Martocchio, 2016). There
are two key factors of human resource such as motivation and communication that supported
them wherever change comes in the business. Even Next plc has hired right leaders for reducing
work pressure of the human resources.
 Next plc offers incentives, rewards and others for motivation purpose so that individuals
gives productive performance in the company whenever changes are taken place in. It is
essential for the management to implement changes in the company because it keeps
organization highly competent in its competitive market. There must have something in
return against employee’s performance which stays the motivated for long time. Path-

goal theory is a leadership theory that can be followed in Next plc for improving
productivity of the business . It is a responsibility of the human resource managers to give
friendly working environment to the staff which encourages them to give outstanding
performance in the workplace.
 Satisfaction of individuals is another key factor of organization success because it is
responsible for high turnover of staff. When a company have high turnover of employees
that can impact it’s productivity and quality of the product as well. To influence
creativity and innovation in the company requires to involve number of employees in
decision-making process that brings more innovative ideas through which Next plc can
gain more competitive advantage in the UK market (Mohanty, 2018).
P6.
Key elements of employment legislations
There are various legislations related to business and employees which are taken seriously in the
Next plc because this is a guideline for the human resource department to meet all legislations
effectively. The reason behind is that when human resource takes all decision related to business
and employees by following all rules and regulation that have proposed by government that
brings better functioning of the company in the business market and influences individuals to
give better performance in the workplace. There are various legislations laws that have practiced
in the company for individual’s safety and security, and customers safety as well. Next plc gives
equal opportunity to all staff of the company so that individuals can give better performance in
the business (Para-GonzálezJiménez-Jiménez and Martínez-Lorente, 2018). It also offers wages
and extra privilege to those employees who can give productive performance in the workplace
through which it can receive better outcomes in the business. it is going to support Next plc to
generate high profit margin in it’s market as resulted that will be going to very supportive for
staying long time in the retail industry. Next plc also offers medical and other advantage to the
staff member so that they can work effectively in the workplace without concerning about health
issues.
General data protection regulation (GDPR) act also follows by Next plc to ensure it’s staff
members that no personal information will be disclosed to other. With this Act management of
the Next plc enable to maintain wellbeing of staff that brings positive impact on individuals

working. It also has implemented as working hours policy in the workplace. According to the
policy no employees will be asked to work more than 9 hours without breaks so that they can
feel comfortable and highly satisfied with the company on the same period (Ronda, Valor and
Abril, 2018). Company gives extensive advantage to the local country’s people for the
recruitment. The reason behind is that they are locals and they are highly able to enhance the
living standard of the country by supporting these peoples through which it will help government
as well to reduce unemployment ratio from the country. Anti-discrimination policy also follows
by Next plc for ensuring to the staff members that any type of discrimination will not be
tolerated in the company. Thus, it promotes female staff to give high performance at the
workplace on which gets equal salary and bonus. Next Plc ensures that the all the key
legislations laws are practised and followed by the company as these laws impact the decision-
making of HRM. For example – Through Anti-Discrimination policy, company makes sure that
no such practice place and if in any case this takes place, the implications are to be beared by the
employees. And the image of company is also empowered by the fact that Next Plc provides the
culture and environment where no such practices are happened, that attract the talents. While
considering the Minimum Wage Act, Hrm of the company has to pay minimum wages to its
workers and minimum salary to its employees, by not considering the work (Kianto, Sáenz and
Aramburu, 2017). Performance evaluation rewards are given to motivate the employees but is
not included in the basic pay that are additional. By ensuring the security of the employees
company develops the sense of belongingness and concern for the employees, and they
committed towards the company and this also lower the retention of the employees. Equal
opportunity act, through this act Next plc ensures that its policies are formed on that basis where
the company is not involved in any of such practises and the talents are interested to work with
this company who provides equal opportunities to every one to candidates while selection and to
employees while the promotion.
There are various employment legislation such as:
Health and safety act 2010- this accounts with providing safety to the workers and employees
of the company where the business operations of the company should be well-designed which
helps them to be protection against various accidents and injuries and not put the life of
individuals at the harm where corrective measures should be taken to avoid the same (Barlow,
2019).

Employment contract- this accounts with various employment contract such as full time
employment, part-time employment, zero hours contract which accounts to work on freelancing
terms and lastly on temporary contract which is for a fixed term in nature
Minimum wages act- this accounts with workers should be provided with minimum wages
which helps in meeting there basic needs and wants and should be in regards with industry
average.

EFERENCES
Books and journals
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management. pp.22-35
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-
20.
Mondy, R. W. and Martocchio, J. J., 2016. Human resource management. Pearson.
1

Barlow, P., and et.al., 2019. Employment relations and dismissal regulations: Does employment
legislation protect the health of workers?. Social Policy & Administration, 53(7), pp.939-
957.