Analyzing HRM and Workforce Planning Strategies at Next PLC

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Next PLC, a British multinational clothing retailer. It explores the purpose and functions of HRM, focusing on workforce planning, recruitment, and selection. The report examines the strengths and weaknesses of different recruitment approaches, including internal promotions and external advertisements. It also assesses the benefits and effectiveness of various HRM practices, such as rewards and recognition, in enhancing employee motivation, organizational productivity, and profitability. Furthermore, the report highlights the importance of employee relations and employment legislation in HRM decision-making, providing specific examples of HRM practices within a work-related context. The study concludes by emphasizing the critical role of HRM in achieving organizational goals and maintaining a positive work environment at Next PLC. Desklib provides access to this and other solved assignments to support student learning.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation............................................................................................................................3
Strengths and weaknesses of various approaches of recruitment and selection.....................5
TASK 2............................................................................................................................................7
Benefits of various HRM practices in context of both employees and employers................7
Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................8
TASK 3............................................................................................................................................9
Importance of employee relations in respect to influencing HRM decision-making.............9
Key elements of employment legislation and the impact it has upon HRM decision-making10
TASK 4..........................................................................................................................................10
Application of HRM practices in a work-related context, using specific examples............10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an essential function that focus on the performance
appraisal, recruitment, selection, training, induction, orientation and so on in compliance with
labour laws such as minimum wage act, equality act and many more. This department is
accountable for overseeing and developing suitable policies which are useful for workers to
develop healthy relations with them (Hitka and et. al., 2018). HR department has several
objectives like societal which relates with social and human requirements, organisational that
undertake offering training and hire talented workforce, functional depict that several resources
are properly allocated and personal represent the opportunity for the growth of career and
maintain employee satisfaction. The report is based on Next PLC which is a British multinational
clothing, footwear and home products retailer, headquarter in England, UK. Furthermore, the
report is going to cover several functions and purpose of HRM by considering various HRM
practices and their effectiveness in terms of enhancing organisational productivity and
profitability.
TASK 1
Purpose and functions of HRM, applicable to workforce planning and resourcing an organisation
Company Overview:
Next PLC is a multinational clothing retailer that offer wide range of qualitative products.
Company has around 700 stores and also become the largest clothing retailer by sales in UK, and
founded by Joseph Hepworth in Leeds.
Mission statement:
The mission of company is to remain persistent with the help of their business tactics and
adapt changes on regular basis in terms of surviving in dynamic business environment. It depicts
the objectives and values which are being served by company itself.
Objectives:
 Launch quality products with wide range as it is useful to attract large numbers of
customers.
 Enhancement in their sales as it is useful to increase profitability and decrease their prices
to make products available at affordable prices.
Meaning of HRM:

HRM is the combination of three basic elements in which human represent the
knowledgeable workforce, resources describe the shortage in availability of products and
management depict the optimum utilization of available resources.
Purpose of HRM:
 The main purpose of this department is to recruit fresh talent with suitable skills and
knowledge with the help of workforce planning to fulfil vacant job post by developing
goals, analyse gap, take corrective action, implement and monitor to carry forward
company in smooth manner.
 HR department also make sure that the workforce of company is properly trained and
continuously improve their knowledge and skills. They also make sure that no post is
vacant within the company.
Functions of HRM:
 Training and development: This function is useful to enhance overall presentation, skills
and knowledge of employees as it leads to make employees perform better and achieve
productivity for company (Fei and Aun, 2019). In terms of Next PLC, this process is
helpful to motivate their workforce and respective company prefer on-the-job training to
train their manpower by motivating them because by this employees, feel confident to
perform their assigned task. Hence, the HR manager of Next PLC conduct workforce
planning on the basis of suitable skills and capabilities to organize training and
development program for its workforce.
 Recruitment and selection: It is the basic function of HR department as it leads to
analyze the need of job by defining the requirements of suitable position and also
advertise for the job post. It is important for company as it helps in meet business
objectives by hiring talented candidates as the success of company depends on the quality
of their staff members (El-Ghalayini, 2017). In this context, the HR manager of Next
PLC give advertisement with required skills and experience and focus on hiring skilled
candidates with fresh ideas as it leads to save time and cost for organizing training and
development programs. Hence, the HR manager of Next PLC effectively undertake the
concept of workforce planning to hire talented and skilled candidates by properly
forecasting the needs of employees.
Approaches of HRM:

 Workforce planning: It is the important approach of HR manager which is useful in
analyzing, forecasting plan, making assumptions for workforce undertaking the supply
and demand of manpower which is helpful to identify any deviation and observe the
talent in an organization. This function leads to make sure that an organization has skilled
and talented employees as it helps in placing them on right job. In terms of Next PLC,
this function is helpful in managing individuals of company to identify capabilities and
skills of workforce and place them of right job post.
 Performance management: It is useful to manage the performance of employees by
observing and examining their performance and identify deviations in the performance of
employees. This activity is useful to make sure regarding the set of activities and also
helpful in meeting the outcomes in an appropriate manner (Stahl and et. al., 2020). The
HR manager of Next PLC can improve and manage the performance of employees by
effectively using several methods of performance management like 360-degree feedback,
management by objectives, rating scale and many more.
 Managing rewards: This approach is concerned with the implementation and
development of business strategies and policies with the objective of rewarding
individuals in an effective manner by determining suitable values. These rewards are
being offered on the grounds of the performance of employees and divided into two parts
including monetary and non-monetary (Yu and et. al., 2020). In context of Next PLC,
they use both methods in order to motivate their workforce to accomplish expected result
by offering them rewards on the basis of their performance.
Strengths and weaknesses of various approaches of recruitment and selection
Recruitment:
This process is helpful in recruiting skilled and talented individuals in an organisation by
selecting and attracting individuals to perform particular job role for company. It is being
performed by HR manager of Next PLC, to recruit knowledgeable and skilled candidates to
perform assigned duties and roles. This function as two main approaches which are discussed as:
Internal: This process is helpful in order to fill vacant job post by recruiting candidates from
the company. Its few methods are discussed as underneath:
 Promotion: This concept is for the progression of company as here, existing employees
are being promoted to other post after analysing their capabilities, performance and skills

within the same organisation. In terms of Next PLC, they consider this method to
motivate existing candidates and offer promoted post on the basis of their skills and
knowledge.
 Transfer: In this, employees are transferred from one place to another in the same
company. In context of Next PLC, they opt this method at the time of expansion where
existing skilled employees are required.
External: As per this process, vacant job post is being filled by talented and skilled
candidates from the external side of company. Some of its methods are discussed as:
 Advertisement: It is the well-known recruitment method as it is useful in hiring skilled
workforce by providing proper details of job through newspaper, television, magazines
and so on.
 Campus recruitment: With the help of this method, candidates are being hired on the
basis of unique and fresh viewpoint from educational institution, colleges etc.
Strengths Weaknesses
With the help of internal, recruitment become
easy, fast and cheap for vacant job post.
Meanwhile, external is useful in getting fresh
and new candidates in company (Pham and et.
al., 2020).
Due to internal method, organisation does not
get fresh talent whereas external method is
expensive because of promotional and
advertisement cost.
Selection:
This process undertakes proper screening, scrutinizing and short-listing candidates which is
important to identify knowledge and skills of candidate. To select candidates, some of the
approaches which are being opted by Next PLC are discussed as:
 Online screening: As per this process, applications is regarding the specific job post is
send through mail or official website and further procedure is relying on screening.
 Interviews: In this, candidates are being hired on the grounds of few questions as it also
considered as face to face round.
 Ability and aptitude test: It is useful in analysing the critical knowledge and capabilities
of candidates by which Next PLC get skilled and talented workforce.

 Personality profiling: With the help of this process, the HR manager of Next PLC
examine the behaviour of employees if they are competent for particular job post or not.
Strengths Weaknesses
Online tests are organised by various
companies in which individual can get
maximum marks easily. Meanwhile, interviews
are useful to identify the actual personality of
individual by observing their personality.
Due to online test, people get nervous as her
various questions are asked which are quite
tough and complex whereas interviews are
time consuming process (Zhang and et. al.,
2019).
TASK 2
Benefits of various HRM practices in context of both employees and employers
HRM practices and policies are established as an effective framework which is useful to
manage their individuals. In depict ways by which organisations hire workforce by describing
suitable practices for their benefits like flexible working hours, clear expectations, process and
resolving issues. Some of the practices are discussed which are used by the HR manager of Next
PLC:
Rewards and recognition: It is useful to manage the performance of employees by offering
them rewards and recognition. Due to offering suitable rewards, workforce get motivated to
perform their job role with zeal and confidence (Fawehinmi and et. al., 2020). In context of Next
PLC, they provide rewards in two suitable categories including financial like incentives and
compensation and non-financial including recognition as both are helpful in enhancing the
overall performance of workforce. Its benefits are mentioned as:
 Benefits to employees: The employees of Next PLC are passionate and enthusiastic to
perform their job role and also get rewards as by this, they become confident to perform
their job role with full potential.
 Benefits to employers: Motivated and skilled candidates leads to save time of employers
by performing their assigned task properly to improve the productivity of Next PLC.
Recruitment and selection: This practice is useful in attracting large number of candidates
towards company who are skilled, talented, knowledgeable and competent to perform their job
role. This method has various ways to hire workforce like internal and external by which

employees are being hired through internal and external side of company (von Bonsdorff and et.
al., 2018). In terms of Next PLC, they opt external method to hire employees which is beneficial
to get talented employees. For selection, company opt interview to select candidates by preparing
suitable questions to shortlist them. Its benefits are discussed as:
 Benefits to employees: To be hired in Next PLC is also an achievement by which
employees feel proud because Next PLC is a large company that has good brand
reputation in market. Furthermore, employees also lead to develop their performance and
career while working in company.
 Benefits to employers: By undertaking several interviews and use innovative methods for
recruitment, make employers more enthusiastic as they learn something new and
innovative in order to maintain effective culture in company.
Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
HRM practices undertake several types of features that are useful in improving the
performance and productivity of company which is discussed as:
 Recruitment and Selection: Hiring talented candidates in Next PLC is helpful to enhance
the worth of company and also tends to satisfy their suitable needs of candidates in an
appropriate manner (Herrera and de las Heras-Rosas, 2020). By undertaking the
discussed HRM practices it is being analysed that recruitment and selection is helpful in
prominent terms and conditions in order to hire skilled and talented workforce in Next
PLC. It is an essential factor that is helpful in describing the increment in sales and profit
that depends on an organisation as they hire knowledgeable and capable candidates on
the basis of their capabilities to achieve desired goals and outcome.
 Rewards and recognition: Providing suitable rewards is useful for Next PLC in order to
improve the performance of employees and if workers perform in proper way then it
tends to enhance the productivity of company (Nwachukwu and Chladková, 2017). In
context of Next PLC, enhancement in profit relies on the effective training and guidance
and the HR manager of Next PLC, also provide suitable rewards to workforce which is
helpful to motivate them to perform their job effectively that leads to enhance their
productivity.

Hence, it is being analysed that company is competent enough to develop suitable tools and
tactics for their employees which is useful to accomplish desired targets and goals. It is also
beneficial to make company more competent to give tough competition to their competitors.
TASK 3
Importance of employee relations in respect to influencing HRM decision-making
Employee relations is essential to improve the morale of workforce and maintain healthy
working conditions in an organisation. So, to develop positive relations in company, employers
need to take initiative and retain their employees by involving them into organisational activities.
In terms of Next PLC, it is the duty of manager to develop healthy relations as it is useful to
improve efficiency and overall performance in company. Importance of employee relations is
discussed as:
 Elimination of conflicts: To eliminate conflict in an organisation, healthy employee
relations is important as due to this, employees perform in suitable way with proper
cooperation and coordination as by this chances of arising conflict become zero
(Kravariti and Johnston, 2020). So, by enhancing effective relationship with management
and employees, Next PLC, easily resolve conflicts that leads to impact the decision
making of HR manager. Therefore, the HR manager leads to develop various strategies to
enhance and develop healthy relationship with workforce in which all the responsibilities
are clarified to reduce the possibility of conflicts.
 Enhancing engagement level: The HR manager need to consider their employees to take
actions in company. For this, all the suitable activities which are being done by
organising several events by which employees are being gathered at one place to interact
with each other. It is helpful to enhance the motivation level of workforce and their terms
with other fellows (Cooke and Kim, 2017). In context of Next PLC, their managerial
team motivate their workforce to involve them in organisational activities and it give
remarkable contribution towards the growth of company. Hence, the improvement of
employees tends to enhance relationship with others.
Hence, it is being analysed that for effective performance and production of company,
healthy relations among employees are important which is useful in offering satisfaction
regarding their job. In terms of this, trade unions and labour relations are important role to make

agreement and contract among workforce regarding their employees considering their timing and
work. Along with this, collective agreement in important in order to define job and work by
describing the working hours of employees in order to give extra time after that employer is
liable to pay extra payment to employees.
Key elements of employment legislation and the impact it has upon HRM decision-making
Employee legislations are important in order to analyse and set prominent standards that are
concerned with suitable circumstances of company. These legislations are quite influential over
the decision making of HR as they are responsible for executing laws in company. In terms of
Next PLC, they lead to execute few legislations to develop effective collaboration which is being
discussed as:
 Health and safety act: As per this act, health and safety of employees are the basic focus
of HR manager as it leads to cover several legislations undertaking the occupational
health and safety in company. The objective of this act is to ensure the effective
execution of compliances that are related with health and safety of workers (Horak,
2017). In context of Next PLC, their HR manager tends to offer several facilities that are
being related with health and safety of workers and also set suitable standards for injuries
like compensation of suitable amount to the injured person as these are useful for them.
Hence, company take overall responsibility of their workforce because they are valuable
for them.
 Employment contract law: This law is beneficial in order to develop consensual
agreement for the particular duration of time to exchange the services of workforce. This
contract depicts the relationship of employees and employers by considering the policies
and norms which are being followed by an organisation (Al-Ayed, 2019). In context of
Next PLC, HR manager make contract with their workforce before hiring them in
company and this contract leads to impact their decision-making regarding their ethics,
norms and policies that are being followed by employees.

TASK 4
Application of HRM practices in a work-related context, using specific examples
By undertaking the present needs of an organisation, it is analysed that in Next PLC suitable
needs are being occurred for the post of marketing manager to promote their products and
improve their sales and revenues. Hence, its suitable requirements are discussed as:
Job Description
Job title: Marketing Manager
Reported to: Marketing Head
Job Summary: The post of marketing manager effectively determines the need for products and
services which are being offered by company and its rivals and also analyse potential customers.
They also tend to develop pricing tactics with the objective of enhancing profitability of
company in market and also oversee the development of product by monitoring suitable trends
for new products and services.
Responsibilities:
 Conduct formal market analysis to analyse key market and needs of customers.
 Develop mobile marketing strategies for company.
 Identify suitable marketing metrics to track and put right tools in place to measure ROI of
mobile marketing.
 Provide best practice research to channel owners and facilitate cross-functional sharing.
Qualifications and Requirements:
 Post-graduation in Marketing.
 Ability to give proper attention to what is being offered to people and use logic to analyse
the strengths and weaknesses of alternative solutions.
 Ability to persuade other to change their mind-set and also understand their reactions.
Person Specification
Essential Skills:
 Excellent communication and persuading skills
 Proper knowledge of management
 Multi-tasking skills

Desired Skills:
 To receive and co-ordinate all the sales enquiries with the sales process of company.
 To make sure all the quotes and associated files that linked to an enquiry.
 To monitor sales of company through KPIs and sales performance.
Curriculum Vitae
Name: ABC
Email ID: abc528@gmailcom
Personal summary: I am working in a reputed company to use my skills and knowledge
regarding the development of professional career and add-on suitable contribution in daily
activities that are useful to achieve organisational goals and objectives.
Qualification:
 Bachelor’s degree in Marketing
 Master’s in Business Administration (Marketing)
Experience
 1-year experience in PQR Ltd in retail company as a marketing manager
 6 months’ experience as a supervisor in marketing department in JUR Ltd.
Skills:
 Excellent communication skills
 Creativity and team working skills
 Problem solving and marketing skills
Interview questions
There are few interview questions which are being asked by interviewer in order to
analyse their candidates on the basis of their behaviour, knowledge and attitude. It is useful to
select talented and skilled candidates for company to enhance overall performance and suitable
objectives in an effective manner. Some of interview questions are mentioned as:
 From where did you get to know about the vacant job post?
 What are your strengths and weakness?
 Why should I recruit you?
 What are your achievements as marketing manager?

 How will you convince customer to purchase your product?
Offer Letter
March 01, 2021
ABC
Next PLC.
England
United Kingdom
Dear ABC,
We are glad to offer you the position of Marketing Manager at Next PLC. We feel confident for
your contribution with your experience and skills towards the growth of our company.
According to our discussion, your starting date will be on April 01, 202. Please find the
employee handbook enclose that contain the medical and other benefits offered by our
organisation.
Please confirm your acceptance by signing and provide company to us of this offer letter. We
look forward to welcoming you on board.
Sincerely,
HR Manager
Evaluation of the process and the rationale for conducting appropriate HR practices
There is a reason to develop job description and person specification which is to recruit,
talented and skilled candidates for the growth and success of company. In regard of this,
selection process is considered to hire skilled candidates in company and for this, workforce
planning is important as it helpful in effectively forecasting the needs of talent and skilled
candidates within an organisation (Bauer and et. al., 2018).
CONCLUSION
Hence, it is being analysed that HR department plays an important role to manage the
functions of company which are being performed by HR manager like training, recruitment,
performance appraisal and so on. Furthermore, strengths and weaknesses are also discussed for

effective selection with effective approaches by discussing suitable benefits and HRM practices
as well to improve the productivity and profitability of company. Moreover, employee
relationship is essential as it is useful in several ways like to enhance the morale of employees,
eliminate work load and so on. It also depicts suitable key elements of employment legislations
that impact the decision making of HR manager.

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