HRM Practices and Impact on Business Performance at Next Plc

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Next Plc. The introduction outlines the purpose and function of HRM, emphasizing its role in managing and developing employees to enhance business productivity. Task 1 delves into the purpose of HRM, including fulfilling staffing needs and aligning HR with business objectives, and examines the key responsibilities of HRM functions such as training, workforce planning, recruitment, and selection. It explores both internal and external recruitment methods, along with their strengths and weaknesses. Task 2 focuses on various HRM activities at Next Plc, including training and development, performance appraisal, and flexible work practices, detailing their benefits for both employees and employers. It also discusses how these practices contribute to the profitability and efficiency of the company. The report further examines performance management and the impact of employment laws on HRM decision-making, providing a detailed overview of the strategies and practices employed by Next Plc to optimize its human resources and achieve its business objectives. The report highlights the importance of aligning HRM strategies with overall business goals, emphasizing the role of effective HRM in driving organizational success. This assignment is contributed by a student and is available on Desklib, a platform offering AI-based study tools and resources to students.

Human Resource
Management

INTRODUCTION
Human resource organization is a process of controlling, managing and performing business
practices and operations as well people of the firm in effective manner. Along with this, it is an
act or hiring and assorting skilled people within the firm for particular job role by considering
effective recruitment and selection tools. In HRM, the HR executive is responsible for
recruitment, assortment, management and orientation etc. The major reason of HRM is to
develop the productivity of commerce. For the achievement of this written paper, Nest Plc is the
business venture that is measured (Wehrmeyer, 2017). It is British international clothing,
footwear and home goods retail sector firm that was founded in 1864 and is headquartered in
Enderby, Leicestershire, UK. It run its business internationally with the assist of approx 700
stores crosswise the globe. The assessment will consider information regarding purpose and
function of HRM and their duties or answerabilities. Further, it will describe about methods to
workers planning, staffing and assortment, diverse HRM practices that help in developing
revenue and effectiveness of organisation. Effectiveness of worker relations and pressure of
employment laws on HRM decision making will also explain.
TASK 1
P1.
Purpose of HRM
Fulfilling staffing needs- It is one of the crucial motive of HRM and within Next plc, the
HR division fulfil human reserve workplace gap in establishment by recruitment skilled
workforce. In reference to it, the function is needed to hire and assort most efficient individual
who make their participation regarding organisational objectives.
Alignment of Human resource with business objectives- It is another efficient reason of Next
plc with is linked with establishment or manpower of commerce venture with business goals and
objects (Smith, 2016). It is completed by offering effective training to workers so that their
implementation competitions with that of requirements of firm.
Along with this, there are main functions and liabilities of HRM functions in Next plc. Some
of most important ones are defined as under:
Training and Development- It is one of the main purpose of HR which is responsible to
provide teaching and knowledge conferences or programmes to employees of the commerce
1

enterprise so that they can make development and enhancement their skills or improve their
execution which assist in performing their duties in effective manner, attaining commerce goals
and earning competitive edge from marketplace.
Workforce planning- It is an activity of determining, assessing and training or managing
employees distribution and demand. Measuring gaps and shaping specific talent administration
interfering to undertake that a firm is administrating the workers of the firm by analysing their
abilities and information (Johnson, Carlson and Kavanagh, 2020). In Next plc, resourcing can be
a part of personnel and improvement that focus on the recruitment and release of individual from
commerce establishment as well as organization of their performance and latent when hired by
the establishment.
Purpose and importance of workforce planning
The key reason of workers planning is to administration of employees and examines the
want of them regarding future demand of organisation. This scheduling is significant as it enable
in indentify capability gap in current employees and providing direction to fill up gap regarding
abilities and expertises. It is crucial as with the assist of it, the administration of respective
venture can identify need of manpower.
P2.
Recruitment- It is an action of hiring and recruit individual for filling vacant posts within a
company. Within this procedure, it proffers a way to attract, demonstrating and selection the
most essential or relevant candidates for the firm. So that pre-determined principles can be
attained in the long form, the HR administrator of Next plc makes ensure that they recruit trained
employees in its management collection.
Importance-
 It proposes a method to assess to present require of the employees in the
establishment by monitoring the service commitment in the team.
 It is a stage where candidates are determined on the base of their teaching and the
ability are needed for performing the diverse actions in the administration.
Approaches- In recruitment, the firm use internal and external recruitment methods to hire
candidates (Gatewood, Feild and Barrick, 2015). The description of them:
2

Internal approach- Within it, candidates are assorted form the workers of the
administration to fill up the available positions in the administration group. Some of tools of
interior staffing are as below:
Promotion- Under it, workers are authorized to upper level post within the firm by assessing
their arrangement in the group (Baum, 2015). Employees results are analyse on the basis of their
capabilities and knowledge in the allotted task.
Transfer- Within this method, the administration of company transfer employees from one
place to another within organisation.
External approach- It is another method of recruitment. Within it, candidates are selected
through outside of firm when abilities and knowledge of applicants are considered and obligation
of the accessible post in the commerce venture. Some of the outside methods of employment are
as below:
Campus recruitment- In it, candidates are chosen from colleges and university to have fresher
in the establishment.
Advertisement- In it, information about the untenanted posts in offered in the broadsheet,
social media and others. So that efficient candidates are selected for the diverse positions in the
establishment.
Strengths-
 Internal staffing is quick in process and necessary less expense in this approach.
 Outside recruitment provide new talent in the management unit.
Weaknesses-
 There are fewer quantity of new ideas in the establishments.
 External process is expensive in conducting the interviews.
Selection- It is an act and process of assorting skilled employees from a pool and population of
people on the basis of their skills and knowledge as well as obligation of job function (Mao and
et. al., 2016). Within it, the applicants are further monitored on the basis of short listing process
and are another time chosen for testing talents and information for the post accessible.
Approaches-
 Online showing of the candidates is accomplished for another approach.
 Interview is a direct and intent communication procedure that is behaviour to test their
skills.
3

Strengths-
 Online screening is an easier method and procedure to hire and select a candidate.
 Interview helps in understanding the personality and behaviour of applicants.
Weaknesses-
 During interview process, candidates feel nervous.
 It also consumes more cost and time as well as possibility of wrong assortment is high.
Workforce planning- It is a type to analyse the demand of employees in the company, So that
talented workers are recruited in the management collection (Geissen and et. al., 2015). In
reference to Next plc, the manager makes sure that they recruit efficient employees in its squad
so that goals can be attained and achieved.
Approaches-
Successful organisation- The effective performance of the venture is based on the tools that
are designed on the get up of the chronological performance and the hierarchy of the corporation.
It will enable Next plc to have competent atmosphere in the firm performance.
Organisation in dynamic environment- In Next plc, the management make sure that they
use external information in context of enhance the internal capabilities.
TASK 2
P3.
There are divers HRM activities execute through the administration of Next plc as training
& improvement, presentation appraisal, staffing & assortment, compensation system and many
more. These all HRM actions are essential for the employees and manager for their growth and
success.
Training & development- It is a process and act that is organised by management or
organisation so that workers of establishment can make enhancement and development in their
current competencies and knowledge. In Next plc, administration of firm organise training and
learning programmes to manpower. This will assist in enhancing and improving existing and
newly hired workers so that they can perform their assigned jib role and duties in more
developed manner (Shields and et. al., 2015). The respective firm provide on the job and off the
job teaching to its employees like following, teaching, mentoring and job revolution,
professional teaching etc.
4

Benefits for employee- This human resource administration activity is important for
employees as it make improvement in workers capabilities and experience that can be crucial for
their personal and professional development.
Benefits for employer- It is essential for managers as when they obtain a particular project and
build a team of skills employees then they will not provide training to them or not conduct
training programmes to them because they are already qualified and have data about new
trappings etc (Gallardo-Gallardo and et. al., 2015). So the work can be done timely which
develop the execution and sustain of the employer and create growth in their success.
Performance appraisal- It is a process of analysing and determining execution of workers, In
Next plc, administration of firm can organise this process monthly and yearly basis to monitor
the show of employees. In context of its the management can consider different approach in term
of monitoring execution of employees like behavioural, quality and many more.
Benefits for employee- This process of HRM is crucial for employees as when execution of
manpower are determined by establishment and if they execute well then they are remunerated
by firm which empower them or advantageous them in financial or non-monetary term like
bonus, compensation, gifts and many more.
Benefits for employer- It is beneficial for manger as when administration organise this act
then they are also recognizable with capable and skilled manpower. So when they are performed
in particular task then they can select these employees who enable in meeting task need and
attaining its objective in effective manner.
Flexible work practice- It is an appropriate activity of HRM within establishment makes
flexibility in operational performance and processes of enterprise. For this, organisation offer
flexible working alternative to its manpower in form of work as per changes, work from home,
part time job etc.
Benefits for employee- It is essential to manpower of firm as it enables in manufacture work life
stability and they can expand their time with family (Salas and et. al., 2015). This would assist in
minimising their stress level and perform the job in effective manner.
Benefits for employer- It is crucial for workers also as when manpower has suppleness in
their employment then they can complete it as per them. By considering alternatives that are
offered by company in term of minimising work load on employer in absence of workforce and
perform their assigned employment or job in supple method.
5

P4.
There are diverse HRM activities that are execute through administration of Next plc and
these human resource administration activities take part in a crucial function in developing the
profitability and efficiency of company. Some of them are definited as below:
Performance management- It is a process of HRM that enable in monitoring the work execution
of employees that are perform within the establishment regarding a particular job. If workers
execute in efficient form the administration of establishment rewarded them and offer
development opportunities and training sessions so that they can improve their existing abilities
and gain knowledge and learn about new things as it will assist in development them personally
(Grizzetti and et. al., 2016). If workers are trained and execute well then it assists in increasing
and maximising profitability and efficiency of business enterprise. For example, In Next plc, if
the manpower are do well reason of lack of consciousness about new techniques or knowledge
about particular area then it will unfavourably profit margins and productivity of establishment.
Ineffective performance administration can offer unenthusiastic results, may drop worker morale
and demotivate them. If employee perform well then they are rewarded for their good
performance.
Training and development- It is other effective HRM practice that make an effective
contribution in effective development in earnings and efficiency of company. Within it, the
employees are skilled by offering training programmes so that they study about new things and
machinery. As when there are quantity of appropriate technologies are in market, customer also
desire of goods and ss with manufacture as per new tools. Then, organization of Next plc can
perform training, learning and development session to employees so that they can aware with
new things like machinery and make enlargement in their capabilities and information to assist
the firm in reference to satisfying needs of possible consumers of enterprise. While target
audiences needs are fulfilled, the sales of venture will maximise and efficiency and profit
margins will improved (Sparrow and Makram, 2015). When workers are educated then manager
are also selected them for their particular work and task so that they can enable in accomplishing
the work on time. It will be crucial to manpower as it develop their execution, offer development
option and remunerated them according their performance of workers will not trained and
employer will not execute their work in developed form which unfavourably impact revenue and
6

productivity of establishment. Along with this it demotivate manpower, increase anxiety, defeat
of interest and abscond for new job.
TASK 3
P5.
The term worker relation signifies to effectiveness that creates by administration of
establishment to administrate relationship between workers and managers. In reference to Next
plc, it can be an act and procedure of administrating relationship of employees with their
superior. It is essential for company as if worker’s relations are superior and efficient then
workplace of establishment is superior and they can execute their functions and duties in
appropriate form. It will assist in encouraging them in optimistic form or they attain their task or
assignment in more effective form (Budhwar and Mellahi, 2018). The relation of employee’s
influences determination devising of HRM in both favourable and unfavourable manner. If
workers relationship is effective then human resource management of organisation can make
efficient decision in reference of benefits of manpower and also development of establishment.
But when workers relations are not effective then issues are occur in firm can unenthusiastically
influenced business venture. For instance, if modifications are arisen in customer demands and
administration of company take determination in reference of it and establishment consider and
use participative form or style. So it considers its employees in decision making but due to
ineffective relationship between workers of the organisation cannot take appropriate decision and
negatively influence establishment.
To make appropriate relations in employees relations organization of firm can utilise
option of open communication and flexible working alternative so that employees not have fear
of sharing problems and outlooks with their employers. If establishment consider it then this
assist in building friendly relationships between workforce and mangers. It absolutely influence
HRM determination making as when employees involvement in resolve developed then they will
embraced accurate and proper assessment for development and success (Renwick and et. al.,
2016). Flexible working option and flexible establishment can help in building proficient relation
as when employees are not capable to come then they can work in flexible form such as refund,
work from home and many more. Then it optimistically influence employees and administrator
because when administration of organisation will offer chance of flexibility in task then workers
7

can do or perform their task through own self and it reduce work load on manager in lack of a
particular personality.
P6.
Employment legislation indicates to those regulations and laws that are framed through
government for effective running of business ventures and authority of organisations follow so
that employees are treated in effective from. These legislations consider all types of employment
protection measures an assist in offering all rights and advantages to employees in establishment
(Cleaver, 2017). These regulations and laws also framed through government so that enterprise
can efficiently operate its business in lawful and legitimate form. There are several legislation
that influence determination making process of companies considering Next Plc. The description
of some employment laws as under:
Equality and diversity act, 2010- It is an activity that is framed through legislature of UK
to offer defence to workers from favouritism that are designed by from in reference to pay,
gender, race, culture, language and many more. This act consider performance based benefits in
both financial and non-financial term, non-favouritism gratuity etc. For instance, in reference to
Next plc, if administration of administration of particular firm will not follow this act in effective
form and build diversification and partially, in form of recompense between those people who
are functioning on same post. Then, it negatively influence HRM assessment building of
company as when employees are execute in a group then issues and problems are arisen and this
unfavourably influence determination of group work of establishment.
Sex discrimination act 1975- This law is framed to those company that make
differentiation in masculine and woman on the base of sex in reference to pa, development
option, and many more. In Next plc, if the organisation does not track this performs and makes
bias between them, then it unfavourably influences the HRM assessment making. As there is
range of workers who are male and female executing in the business enterprise. If the
administration always assort a male worker to direct a group or do not recompense equal to those
workers who functioning similar post then it unfavourably influence the resolution of staffing
male and female applicants (Fung and et. al., 2015). It also influence both male and female
negatively in context of working hours as in the business establishment, the management also
make favouritism to offer less working hours to female in compare to male. For example in some
8

business sector, male are worked more then their working hours but female are not forced for
that. This unfavourably influences the male worker and demotivates them.
TASK 4
P7.
The description of some application of HRM activities in reference to recruitment and
selection as below in reference to Next plc:
Job advertisement for Human Resource Manager
Next Plc
JOB OPENINGS
Next plc is searching ad finding out for management competencies that may develop workers
execution.
Human Resource Manager
JOB DESCRIPTION
The administrator of Human Resource must have at-least of experience of 2 years. The
applicants have effective announcement and administration skills.
REQUIRED SKILLS
 Communication skills
 Problem solving skill
 Decision making skill
 Management skill
APPLY NOW
Upload your resume on corporation website www.nextplc.com and send to [e-mail].
Job description for Human Resource Manager
JOB SPECIFICATION
Organisation name: Next Plc.
Job title: Human Resource Manager
Location: UK.
Qualification required:
 Bachelor’s of business administration in human resource management.
9

 Masters in business administration with HR specialisation in organisational behaviour.
Experiences:
 2 years experience as Human resource executive from a reputed establishment.
 3 years wok experience as Human resource manager from a multinational company.
Area of expertise:
 Excellent communication skills and listening ability.
 Good management and decision making skills
 Knowledge of basic principles associated to HR and knowledge of payroll.
 Basic knowledge about MS office and computer system.
Roles and responsibilities:
 To conduct recruitment and selection activities during requirement of employees within
the firm.
 To administrate the entire functional process and activities in appropriate form.
Person specification for Human Resource Manager
Specification of person
 Position: HR manager
 Division: Human Resource Management
(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.
 Administrate of whole
team for specific
project.
Qualities  Facility in English
language.
 Ability to solve
disputes.
 Possess an efficient
quality of leadership.
Interview question and response for Human Resource Manager Role
10

Some interviews questions are defined beneath that are efficient for recruiting applicants
for HR manager posts (Bringezu and Bleischwitz, 2017). It is critical for both interview and
interviewer to have information about them.
Tell me about yourself.
Myself Margret Hover, I belong from London. I completed my MBA from Harvard University
with HR specialisation. I also have 2 years experience as Human resource manager from a well
reputed firm in London. My goal is to become more responsible and knowledgeable personality
and on respectable position in an establishment.
Why do you want this job?
I want this job to enhance my skills and knowledge and it will be platform to showcase my
abilities. Along with this, whatever goals I set, I assure to complete them within stipulated time.
What is the difference between hard work and smart work?
The dissimilarity among hard work and smart work is supported to how I advance my task and
work. Hard work would mean expenditure long hours to absolute my work without any
shortcuts. Whereas Smart work would be endeavour for the same outcomes but with planning
and making prioritisation of task.
What would your hiring strategy be?
My recruitment strategy would be use of social media in promotion of vacant posts of company
and less money spend on hiring.
Offer letter for Human Resource Manager
Dear Margret Hover
We are pleased to notify you that you have been chosen for the situation of Human resource
administrator in Next Plc. This is an undertaken as overcoming information for our team to
convey you which have fulfil entire criteria of assortment process.
Job roles and responsibilities
 To manage database and employees pay related information.
 To organise hiring and selection process to recruit employees for organisation.
 Analyse workforce requirement and demand effectually and administrate entire duties of
HR manager.
Reporting to: Human resource department
11

Basic salary: $40000 per month
Working hours: 09:30AM – 6.30PM
CONCLUSION
This has been concluded form the exceeding define content that human resource
management is an proficient function of a company as it assist in managing, organising, and
controlling business activities and employees. It also assist in commerce activities, formulation
of place and accountabilities, staffing and managing workers etc, Recruitment and selection is an
efficient activity of HRM as it assist in bringing talented workforce in working environment.
Effective HRM practice also assist in improving profits and productivity of establishment.
Employment legislation are essential for company when they framing HR policies to make an
effective workplace
REFERENCES
Books & Journals
12

Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Johnson, R.D., Carlson, K.D. and Kavanagh, M.J. eds., 2020. Human resource information
systems: Basics, applications, and future directions. Sage Publications.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Mao, H. and et. al., 2016, November. Resource management with deep reinforcement learning.
In Proceedings of the 15th ACM Workshop on Hot Topics in Networks (pp. 50-56).
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management, 50, pp.204-212.
Geissen, V. and et. al., 2015. Emerging pollutants in the environment: a challenge for water
resource management. International soil and water conservation research, 3(1), pp.57-65.
Shields, J. and et. al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Gallardo-Gallardo, E. and et. al., 2015. Towards an understanding of talent management as a
phenomenon-driven field using bibliometric and content analysis. Human Resource Management
Review, 25(3), pp.264-279.
Salas, E. and et. al., 2015. Understanding and improving teamwork in organizations: A
scientifically based practical guide. Human resource management, 54(4), pp.599-622.
Grizzetti, B. and et. al., 2016. Assessing water ecosystem services for water resource
management. Environmental Science & Policy, 61, pp.194-203.
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource management
review, 25(3), pp.249-263.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Renwick, D.W. and et. al., 2016. Contemporary developments in Green (environmental) HRM
scholarship.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
13

Fung, L. and et. al., 2015. Impact of crisis resource management simulation-based training for
interprofessional and interdisciplinary teams: a systematic review. Journal of interprofessional
care, 29(5), pp.433-444.
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
Top, M., Akdere, M. and Tarcan, M., 2015. Examining transformational leadership, job
satisfaction, organizational commitment and organizational trust in Turkish hospitals: public
servants versus private sector employees. The International Journal of Human Resource
Management, 26(9), pp.1259-1282.
14