HRM Report: Analysis of HRM Practices at NEXT Plc - Module ABC

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at NEXT Plc, a British multinational clothing and home products retailer. The report begins with an introduction to HRM and an overview of NEXT Plc, including its mission, purpose, and objectives. The main body of the report is divided into two tasks. Task 1 examines NEXT Plc's organizational overview, the purpose and key responsibilities of the HR function, the strengths and weaknesses of the organization's approach to selection and recruitment, the methods used in HRM practices to increase organizational performance, and the key elements of employment legislation and their impact on HRM decision-making. Task 2 focuses on practical HRM elements, including a job specification for a company vacancy, a tailored Curriculum Vitae (CV), interview questions, detailed selection criteria, and an evaluation of how the selection procedure informs decision-making. The report concludes with a summary of findings and a list of references.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Organisation 's overview........................................................................................................1
HR function's purpose and key responsibilities and roles of HR function............................2
Strengths and weakness of an organisation's approach to selection and recruitment.............3
Methods used in HRM practices and their effectiveness in order to increasing performance of
organisation............................................................................................................................5
Analyse key elements of employment legislation and impact on HRM decision making.....5
TASK 2............................................................................................................................................6
Job specification for vacancy of the company.......................................................................6
Curriculum Vitae (CV) tailored to requirements of of advertised vacancy...........................7
Curriculum Vitae....................................................................................................................8
Interview questions and detailed selection criteria.................................................................9
Evaluation of how selection procedure will inform and help the decision-making in
organisation............................................................................................................................9
CONCLUSION................................................................................................................................9
EFERENCES:................................................................................................................................10

INTRODUCTION
Human resources management refers to the practices which are managing the people to
accomplish targeted common business goals and performance rate at highest level. It is strategic
approach to the effectual management of staff members or people in company such that they
support in gaining competitive advantages. Their major roles and responsibilities are managing
people and work within workplace. Also they focus on staffing, providing compensation or
rewards to staff members and designing structure related to the work or business activities.
Below report is based on NEXT Plc, this is based on British multinational clothing, home related
products and footwear (Stewart and Brown 2019). Company's main headquarter situated in
Enderby, England, founded in 1864 by Joseph Hepworth. They have more than 700 outlets in
different locations and Next Plc is largest retailer by sales in United Kingdom. Company
overtaken Marks & Spencer in 2012 and 2014. below report includes the Purpose and scope of
HRM, effectiveness of key elements of HRM and external and internal factors that are affect
HRM decision making including the employment legislation. HRM practices in work related
context including the Jon specification, CV and interview questions.
MAIN BODY
TASK 1
Organisation 's overview
Next Plc dealing in clothing, footwear and home related products in United Kingdom,
Asia, Europe and Middle East. They operate 700 plus outlets and company have less competitors
in market. In 2012 or 2014 they overtaken Marks & Spencer (Banfield, Kay, and Royles, 2018).
They has major three channels that are Chain of more than 550 retail branches in UK, Next
Directory or home shopping catalogue and application or websites with 3 million plus active
users from different locations. Company operate 180 plus international stores.
Mission statement
Company's commitment is to provide beautifully designed, exciting, good quality
clothing and home care products that are made in well manner, safe or functional and provide
better values to meet and exceed their expectation of customers.
Purpose
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Their main purpose is to meet expectations and needs of customers by offering luxury
and good quality products which are also a trendy in market. They have different category in
products such as footwear, clothing, accessories and home care ( Boon, Hartog and Lepak,2019)
(Greer 2021). It is essential they are able to create environment of business that enables them to
reach and retain the potential people to perform business task at each level through NEXT
company.
Objective
Their major objective is to explore more areas and countries to operate their business.
Through this they they can increase their brand values and reaching rate in marketplace. They
want to provide each good quality product at less price so that customers attract towards this
brand.
HR function's purpose and key responsibilities and roles of HR function
There are various functions of Human resource that are play important role in future
growth of company and each have different role and responsibility which are describe below as;
 Talent Hiring: This function of management is basic function as well as difficult
function. Reaching talented people in market is very challenging task for company. In
this they do first screening, scheduling interviews and following up with 3 or more
rounds. It take huge time and efforts. Talent hiring is essential responsibility of HR. in
context to NEXT plc, they hire talented people from various areas to so they different
talent for their business (Berman and et.al., 2019). This is major role of HR manager to
take interview and find out best talent for company because it helps in achieve better
success rate through performance rate.
 On boarding: After conclude with the hiring candidates and it is important function of
HR. in context to NEXT plc, this function ensure that the new employee feel
comfortable and settle down quickly with business culture.
 Training management: This is play important role in company to enhance the
performance by providing training to new employees as per requirements. In context to
NEXT plc, they provide paid training to new staff and provide clear statements and
responsibilities of work so that they get knowledge about work field. Company maintain
transparency about goals and resources, because it assists in encouraging the staff
members to perform business task in best manner and deliver as per requirements.
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Providing education in effective manner can full fill company's requirements and
retaining to employees for long period of time.
 Employees engagement: It is challenging task for company and supervisors. In context
to NEXT plc, they keep to employees satisfied and acknowledged with the business
activities and strategies of HR which s important for Human resource management.
Employees are pillars of company because they manage each business activities and
make improvements in productivity and performance (Troth and Guest 2020). Employees
engagement assists in achieving common goals and objectives.
 Payroll management: In business keeping up to date with tax amendment and
compliances is not easy task. Doing payroll barehanded without any software support
could be an open invitation to the huge errors and penalties. In context to NEXT plc, HR
manager have vital role in this function and they manage employee's salary, rewards,
compensation, PF, PTax, LOP and many more. In current scenario technology become
more advancement for business. Company use different tools and techniques to manage
this work in more effective manner.
 Performance appraisal: This function of HR is important for motivating employees by
offering some rewards and appraisal. This is best manner to recognize their dedication
and hard work. Rewarding or reviewing is a effective practice in business. In context to
NEXT Plc, they offer rewards and provide appraisal as per performance level of
employees. They provide performance appraisal in each financial year.
 Compliance management: Following employment laws and regulation can assists in
keeping company away from mistakes and any government restriction. In context to
NEXT plc, they strictly follow government rules and regulations which are needed in
operating the business in different areas.
Strengths and weakness of an organisation's approach to selection and recruitment
Selection and recruitment both are play major role in hiring talent from different areas
and which are perfect for business. There are strength and weakness of both, strength provide
more opportunities to explore more market and reach potential people (Brewster, Mayrhofer,
and Farndale eds., 2018). Weakness of approach can impact business in negative manner and
business may face many challenges. Strength and weakness of organisation's approach in
context to NEXT plc , are describe below as;
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 Strength: In selection and recruitment, there are two major sources by which company
can reach potential people for business. In internal process are there are some sources are
involve which are present employees, former employees, Employee referrals, previous
applicants. The strength of these sources are; all these sources are assists in familiarity
with own staff members, company has enough knowledge and familiarity with strength
of its own staff members of unknown and strange outsiders (Boella and Goss-Turner
2019) . Help in better use of talent, policy of internal based recruitment process provide
an best opportunity to business to make a best use of talent internally available and also
develop them for future. All are support in economical recruitment, company does not
require to spend lots of money, efforts and time to locate or attract the potential people.
Internal selection and recruitment proves to be an economical and inexpensive.
In external recruitment and selection process there are some key sources that are;
employment agencies, there are lots of agencies which are conduct interviews at their place and
transfer to Next plc. Advertisement, in this company , they conduct a online advertisement
through various sources or platforms which are effective such as social media, linkedin and
many other. So that they reach potential people. Campus recruitment, now days this is become
more popular in every area. Through campus recruitment company can explore different talents
and skills in people. There are some strengths of this organisational approach such as, it is open
process and in this company attract maximum number of applicants. There are wider availability
of talented candidates. Opportunity is available to select best candidates and provide healthy
competition in market.
 Weakness: There are some weaknesses of internal recruitment and selection process that
are, there are limited choice are available and they cannot explore more skilled people
from other areas. Creates conflicts, in this controversies surface among internal people
whether or not employees deserve promotion. Stagnation of skills, with the feeling that in
Next plc internal employees will surely get promoted, their talent and skills in long term
may become stagnant and obsolete.
Weakness of external recruitment are this is very time consuming and expensive, in this
there is no guarantee that company get suitable candidates. There is unfamiliarity with company,
candidates are come from outside the Next Plc, they are not much familiar with the business task,
nature of job and internal scenario of company. Discourage the existing staff members, existing
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workforce are not sure about promotion and this discourage them to hard work. This is a
negative impact on business and its productivity.
Methods used in HRM practices and their effectiveness in order to increasing performance of
organisation
There are various methods available which are used in HRM practices which are helps in
enhancing business performance. Some are explain below as in context to NEXT plc;
 Providing security to the staff members: This is important and best practice of Human
resources. Next plc, company provide compensation, PF and other some security which
are important and through this company can retain employees for long period of time.
 Selective hiring: In this company hire those people who add more values. For this
company research about people and market so they find out best talents at right place. In
selective hiring company select very few potential people who have experience,
knowledge and skills in specific field.
 Effective teams and self managed: Team members are plat crucial role in achieving
business goals and objectives through right direction (Flynn, Valentine,. and Meglich,
2021) . By using this practice organisation and each staff member can manage themselves
and their work related to the job.
 Fair or performance based compensation: Human resource management provide
performance appraisal based on employee's performance and contribution in achieving
business goals.
 Training in relevant skills: Next plc, always investing in training tools which are
important for better training sessions. After recruiting the potential people company
provide training as per job requirements and specific field.
 Making information and data: Sharing information in company related to work is
important. So that organisation can communicate with each other about any decision and
important business task. Through this company can accomplish goals in effective manner
and in particular time frame.
Analyse key elements of employment legislation and impact on HRM decision making
Employment legislation defines to the each applicable laws relating in any manner to
employment which includes labour relations, employment standards, compensation of employees
, pay equity, wages or hours of work and benefits entitlement and m,any more. Employment
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legislation is important to operate business in different areas with zero government restrictions.
There are some key elements of employment legislation which are impact on decision-making
process in context to NEXT plc;
 Positive working environment: Employment legislation provide good and healthy
working environment for employees so that they can focus on their job role and
performance rate. This impact business in positive manner in terms of making decisions
and enhancing performance rate.
 Equal opportunity for all: By using employment legislation in strict manner each and
every employee get equal opportunity and there is no creation of any discrimination
among staff members.
 Health and safety measures: This element is important to keep employees and entire
organisation away from any health issues and other uncertainty (Boon and et.al., 2018).
Company effectively follow safety and health measures so that employees can focus on
their work and performance with free mind set.
TASK 2
Job specification for vacancy of the company
Job specification defines to the detailed version of description of role, including each
objectives, responsibilities and requirements. Specification of person is a profile of their ideal
new employee which includes experience, personality type and skills. Detailed Job specification
is explain below as;
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JOB SPECIFICATION
Human Resource Manager
Description
The Human resource manager is responsible for overall management of Human Resource
Management
Experience
 1 year
 Managing staff and organisation's activities
Education
 Bachelors degree in Human Resource Management
 Masters in Human Resource Management and IT
Skills
 Basic technology skills
 communication skills
 computer skills
Curriculum Vitae (CV) tailored to requirements of of advertised vacancy
CV refers to document that is job applicants utilize to showcase their professional and
academic. CV is used to apply for job positions within specific area or field where person have
experience and knowledge.
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Curriculum Vitae
Career objectives – To secure a challenging job position in reputable industry to expand my
skills, knowledge and learning. Secure a responsible career opportunity to fully use my skills
and training, while making a significant contribution to success of organisation.
Skills
Basic skills
 Communication Skills
 Time management
 Management skills
Computer Skills
 Word
 Advance Excel
 Technical skills
Experience
 HR Manager at Next Plc
Education
 Bachelors in human resource management
 Post graduation in human resource management and IT
Certificates
 Diploma in Digital marketing
 Diploma in Business operations
Hobbies
 Exploring new places
 Reading
 Learning some thing new
Personal information
XYZ
[e-mail]
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+00215xxxxxx
Interview questions and detailed selection criteria
Interview questions are important to recognize talent and skills of candidates. By using
interview questions managers can identify and understand various things such as effective skills
which includes communication, their confidence and many more (Huemann, Keegan, and
Turner, 2018). Each process of hiring is play essential role in select potential people and
understand them in better manner. There are some key questions which are mention below as; Tell me about yourself? Why did you decide to apply to this job role? What experience do you have that would be relevant to this job? Why you are leaving current job position?
 What are the future goals as an HR employee?
Evaluation of how selection procedure will inform and help the decision-making in organisation
Selection process is important role in organisation for hiring best skilled candidates.
Hiring good resources can enhance the overall business performance in effective manner and
short period of time (Morgeson and et.al., 2019). Skilled employees can contribute maximum
efforts in decision-making process. Manager of Next plc, focus on selection process so that they
get maximum employees engagement in each decision-making procedure in terms of planning
of business activities and other things.
CONCLUSION
It is concluded the above report, HRM is play important role in organisation to achieve
common goals and objectives through right path. Each Human resource functions are important
to manage each staff members and business related activities. HR practices are assists in hire best
potential candidates who have experience and skills which are required for job profile. Job
specification helps in reach potential people with experience. By getting CV company can
identify and recognize the person and their abilities.
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