Human Resource Management: A Comprehensive Analysis of HRM Practices in BT Organization

This report delves into the crucial role of Human Resource Management (HRM) in the success of organizations, focusing on the BT organization, a UK-based telecommunications giant. It explores the purpose and functions of HRM, analyzing its impact on workforce planning and resourcing. The report examines the strengths and weaknesses of different recruitment and selection approaches, including third-party recruitment, external recruitment, and internal recruitment. It further investigates the benefits of various HR practices, such as workforce development, training, and motivation, for both employers and employees. The report evaluates the effectiveness of these practices in boosting organizational productivity and profitability. Additionally, it highlights the significance of employee relations in influencing HRM decision-making, identifying key elements of employment legislation and their impact on HRM practices. Finally, the report illustrates the application of HRM practices in a real-world context by providing a job advertisement for a Financial Times of Business Lecturer position at UCL.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
P1 Purpose and the functions of HRM, applicable to the workforce planning and resourcing an
organization.................................................................................................................................2
P2 Strengths and weaknesses of the different approaches to selection and recruitment.............3
TASK 2............................................................................................................................................5
P3 Explain benefits of different HR practices in the organization for both employer and
employee......................................................................................................................................5
P4 Evaluate the effectiveness of the different HRM practices in terms of raising organizational
productivity and profit.................................................................................................................6
TASK 3............................................................................................................................................8
P5 Analyze the importance of employee relation in respect to influence the HRM decision
making.........................................................................................................................................8
P6 Identify key elements of the employment legislation and the impact it has upon the HRM
decision making...........................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Illustrate the application of HRM practices in a work related context by taking specific
industry example........................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

LIST OF TABLES
Table 1: HR practices and its benefits for employer and employee................................................5
Table 2: Lecturer job advertisement..............................................................................................10

LIST OF FIGURES
Figure 1: HRM functions.................................................................................................................2
Figure 2: Job advertisement on Facebook.....................................................................................11
Figure 3: Job advertisement on LinkedIn......................................................................................11

INTRODUCTION
Human resource management team plays a vital role to enhance the performance of employees
and to improve the productivity of the organization. This report will discuss the importance, role,
purpose or functions of HRM in BT organization which is the UK based organization and
dealing with telecommunication services. This report will also cover the strengths and
weaknesses of different HR practices such as- training, development, and motivation along with
its effectiveness to raise the profit ratio of the organization. The report will also cover the
importance of employee relation for the decision-making process of HRM and also discuss
various types of employee legislation to maintain equality. The report will provide the job
advertisement for UCL in which requirement of financial business lecturer will be considered.
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TASK 1
P1 Purpose and the functions of HRM, applicable to the workforce planning and resourcing an
organization
Human resource management (HRM) is the process through which human resource working in
the organization can be managed. This is controlled and managed by the specific department of
HR. This department is created for maximizing the performance of the employee with the
strategic objectives. HRM describe specific management system related to the staff members in
the organization. There are mainly three types of the role which are played by the manager of
HRM like- benefits of employment, staffing or work designing.
The function of HRM and its manager
Managers of human resource department played major role in BT organization as they hire, train
and managed all the services of the employee who are working in the organization (Bratton and
Gold, 2017). Some of the plans and strategies are formed by the managers in which operational
planning and strategic planning are included. BT faces HRM issues and to overcome this
manager make work schedule.
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Figure 1: HRM functions
Make plans to manage workforce
Manager of HRM department in BT needs to identify the lacking areas of employees who are
working in BT this will help HR manager to evaluate workforce skills, experience, and
knowledge. Job designing, work schedule, training sessions, strategic goals, etc. are the plans
that can be planned by the manager to manage the performance and functions of the workforce.
Purpose and functions of HRM
The primary purpose of human resource management is to increase the organizational
productivity by optimizing the employee efficiency (Turner, 2018). Functions which are
performed by HRM are that they focus on the recruitment, maintenance and provide guidelines
to BT workforce. Dealing with the staff members or workforce is the major purpose and function
that are covered in the HRM. Performance, efficiency, skills, communication, and
interrelationship in context of employees are covered in HRM functions.
Soft and hard skills of HRM
Managers of BT HRM department adopt soft and hard models so that they can achieve
objectives and aims of BT. Under the hard model of HRM, treating of the workforce as the
business resource and then impose it to hire or fire employees without providing any notification.
On the other side, a soft model of HRM gives more importance and value to the employees
because they believe that employees are the assets of the organization (Armstrong and Taylor,
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2014). As per the needs of BT, they can consider soft HRM model so that employees get
motivated towards their work.
P2 Strengths and weaknesses of the different approaches to selection and recruitment
There are mainly three types of recruitment method that can be followed by the HR manager of
BT organization. Following is the detailed discussion on the different selection and recruitment
approaches along with their strengths and weaknesses:
Third recruitment
Third party recruitment is the technique that can be used by HR manager under which they hire
recruitment agencies which provides candidates to them. This is the most currently used
technique because this will reduce the recruitment and selection pressure from the manager. The
burden of conducting recruitment process can be reduced for the HR managers. Strengths of this
technique are that it has large scale along with the diversified employees which can perform as
per expectations and take less time (Sekaran and Bougie, 2016). On the other side, its
weaknesses are that high investment is required to hire recruitment agency and to deliver an
accurate result. For example: Niche recruiters, outsourcing, internal recruitment services, etc.
External recruitment
Different advertize sources can be used for the recruitment. Media, social networking sites, etc.
can be used for conducting external recruitment method in BT organization. In technique can be
conducted with the universities, college, and institutions recruitment sources. Candidate can see
the BT recruitment advertisement through which they can apply for the job. The strength of
external recruitment is that external recruitment has large scope through the external recruitment
sources. This can offer low wages that help the organization to focus on other lacking areas by
optimizing cost. Weakness is that employees are not familiar enough with the organization and
due to which managers need to provide more training to them. For example: poaching,
advertisement and recruitment services.
Internal recruitment
Internal recruitment is the technique or process in which employment opportunities can be filled
from business insiders (Conway et al., 2016). Different types of organizations including BT
consider internal recruitment more as compare to external recruitment as they prefer to consider
applications from their internal workers. The main strength of internal recruitment is that it will
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help the organization to maintain an effective or long-term relationship with their workforce and
also help to cover their organizational structure only. The major weakness of internal recruitment
is that it includes limited scope to take new ideas for enhancing their productivity. For example:
Promotions, internal recruiters or transfers.
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TASK 2
P3 Explain benefits of different HR practices in the organization for both employer and
employee
Table 1: HR practices and its benefits for employer and employee
HR practices Employer benefits Employee benefits
Development of workforce Employer get benefits from
this HR practices because this
will help the employee to
understand the skill
requirement in the workforce
through which they can more
connect with the employees.
With the development of
employees, they can enhance
their current skills. These HR
practices help the employee to
overcome their lacking areas.
Training provided to
workforce
The employer needs to
identify the lacking skills of
the employees so that training
should be provided to them.
This is beneficial for the
employer because this will
help them to communicate
with them and through this
organization can gain high
revenue (De Lange et al.,
2015).
Training provided by the
employer to their employee
will help the employee to
improve their performance in
the organization. Working
efficiency is also enhanced
with the provided instruction.
Motivation to workforce Motivation is the basic
requirement of every
workforce in the organization.
The employer has motivation
towards their organization in
which they include team
motivation also. The major
With the help of motivation
provided by the senior
employee to the employees
will help them to sustain in the
same organization for a long
term.
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benefit achieved by the
employer is that after
motivation they can give more
towards their profession and
gain reputation.
These are some of the important and basic human resource practices that can be used in BT
organization by the managers of HR department. With the help of these practices employer as
well as employee will improve their reputation and performance in the organization. By
following these HR practices, they can communicate with each other and increase their personal
as well as professional skills (Kuvaas.et al., 2014).
For example, BT is the telecommunication organization, and they need to provide customers
services. To satisfy their customers, internal coordination between the employees are required for
which the HR manager of BT follows teamwork motivation practices. HR manager conducts
motivational sessions for their workforce in which they motivate them to work as one team. This
practice will enhance the dynamic teamwork spirit among the employees, and this is beneficial
for the employer as well as for the employee.
P4 Evaluate the effectiveness of the different HRM practices in terms of raising organizational
productivity and profit
Different types of HRM practices which can be used by BT HR manager so that they can
enhance the profitability and productivity ratio of the organization. Training, development, and
employees performance management are the main HR practices that can be considered by the
manager of BT. BT is the telecommunication organization and wants to cover a large area in the
entire world for which they need well skilled and knowledgeable employees in their
organization. Following is the detailed discussion about the two major HR practices which are
considered by the HR manager of BT in terms of enhancing and improving BT profit and
productivity:
Learning, training and development practices
HR manager of BT conduct the sessions and events in which they identify the current skills and
knowledge of their existing employees (Tzabbar et al., 2017). With the help of this evaluation,
the manager can understand the lacking areas of their employees so that they can make plans
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strategies to improve their skills. It is also important in this HR practice that employee should
have learning attention because after that only they can grab the changes in their current
professional skill. Training is provided by the HRM team in which sessions are organized by
managers to overcome the lacking skills.
Effectiveness
With the help of training and learning programs organized by the manager of BT, they can
develop the skills of their existing employees. Development of the employee is the outcome or
result that is achieved by the entire team after these programs. This HR practice is useful for the
organization as it will help the organization to increase their number of production through
which high range of revenue or income is generated by the team of BT (Garavan.et al., 2016).
Learning and training programs arranged by the organization will motivate the employees to
improve their working efficiency, and its result is shown on the overall profitable ratio of the
organization. For example, HR manager organizes training session for the employee through
which communication skill is developed in them through which customer’s satisfaction is
enhanced and overall profit also.
Employee performance management and monitoring
Management of the employee functions and performance is also one of the most important HR
practices that can be used by the manager of the organization. HR manager of the organization
needs to record employee performance so that in future those records can be considered for
further improvement. Monitoring of the employee performance is also required to be conducted
by the manager of the organization so that modification can be done.
Effectiveness
This HR practice also has massive effectiveness in the development of organization production
and profit ratio because this practice helps the employer to motivate their employees for further
improvement (Kerzner, 2017). Motivation is towards enhancing their working efficiency, and
that will surely increase organizational productivity and profit. For example, HR manager
identifies that employees lack in the area of internal communication than they decide to motivate
them to develop teamwork spirit between the employees and through this working efficiency is
also increased and 2% raises profit.
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TASK 3
P5 Analyze the importance of employee relation in respect to influence the HRM decision
making
The relationship between the workforce or employee who is working in the organization is the
most important requirement which every organization wants to cover. Connection and link
between the employer and employee define the employee relation. This term also refers to the
condition when every individual of BT works within specific conditions by covering appropriate
remuneration exchange. For managing the positive working environment and culture in the
workplace, harmony is most essential requirement to be followed. BT (British
Telecommunication) is the most famous telecommunication organization based in the UK, so it
will also become essential for their brand to maintain their dignity and reputation in the market
and for this internal business culture play a major role (Sanders and Yang, 2016).
With the help of employee operative relation, they can improve their current stage of
performance and positive environment in the organization. This type of approach in respect of
the employment relationship is based on the engagement of the workforce. BT covers a high
range of direct communication methods or techniques so that they can engage their customers
and employees with each other. Effective and proper employee relation will improve the decision
making the power of the organization and HRM team. Events and sessions are organized by
HRM team so that personal relationship between the employees can be maintained.
There are the various types of essential factors of employee relationships that help HRM in
decision making (Cascio, 2015). With the help of employee relation, HRM team can update their
monthly update so that major scope of improvement can be implemented. The open survey can
also be arranged by the organization to identify the opinion of the employee in respect of
employee relationship and internal communication so the managers can explain that importance
of this relationship to them.
Issues and strategies to resolve it
There are various types of issues that can be faced by the team in respect of maintaining
employee relationship such as- lack of understanding, communication, internal conflicts or
inequality between them. To resolve these types of issues in the organization, HR manager can
use some of the strategies like- group discussion, personal meetings, events, and development of
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effective teamwork spirit. With the help of these strategies, they can easily connect the
employees with each other.
Importance of trade union
The organization has two type of teamwork in which formal and informal team is included. A
trade union is an informal team which is created by the employee or workers only (Delery and
Gupta, 2016). Creation and dissolution of this team under the control of team only as an
organization have no powers in this. A trade union is the best example of informal team group
which is created by the members only, and there is one leader who supports all the members in
any condition. This is important because this will automatically help the organization to manage
the relationship between the employees.
P6 Identify key elements of the employment legislation and the impact it has upon the HRM
decision making
Organization and its HRM team need to follow various types of Acts which are related to the
employment legislation. This employee legislation helps the team to manage the effective and
healthy relationship in the organization. Following are the employee legislation that needs to be
followed by BT manager:
 Equality Act 2010 is about to treat all the employees equally in the organization in
respect of the age, sex, caste, and color. No discrimination factor need to be followed.
 National minimum wages act is also required to be followed in the organization so that
conflicts between the employees must be avoided (Barbieri and Cutuli, 2015).
 Health and safety 1947 is the act which covers the factors of employee welfare and that
need to be planned by the organization. All the facilities required to be provided by the
organization to their employees.
 Sexual harassment act is for the female workers who can be harassed in the organization
by many male employees in which safety and security of the female employee are
covered.
These are the acts or employee legislation which helps the HR team or manager to manage the
productive relationship between the employees. With the effectiveness and positive result of this
legislation, they can make proper and right decisions for the welfare of employees as well as for
the organization.
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TASK 4
P7 Illustrate the application of HRM practices in a work related context by taking specific
industry example
This job application is related to the appointment of the lecturer. They have many roles in which
they need to deal with the individual for delivery the lecture. This cover lecturer occupation in
the Financial times of business at UCL. Role of lecturer covers, preparation of topic as the
lecture, contacting with the pupil and become a good learner, set the proper learning system,
encourage the personal development, etc.
Table 2: Lecturer job advertisement
Organization name: UCL (University College London)
Job profile: Financial times of business lecturer
Job location: London university
Remuneration: $60000-$80000 and further depend upon candidate qualification and experience
Job description: University College London invites with the application for the vacancy of
Senior lecturer for financial time of business.
Skills required: Communication (Written and verbal both) and knowledge in the same field.
They should delivery quality of services for students and motivate students to take part in
programs of university.
Procedure to apply:
1. Fill application letter and provide details of your qualification
2. Attach your resume
3. Provide teaching philosophy
4. Add some professional contacts
Contact: [phone]
(HR manager of UCL)
Various types of platforms can be used by the HRM of UCL to advertise their current senior
lecturer. LinkedIn, indeed.com, YouTube video, etc. are the websites that can be used by the
organization to promote their current vacancy in the college. Media advertisement is the most
important and essential platform that are used by the HR managers to advertise the events of the
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organization. With the help of trade and college fair also they can place their total numbers of job
requirements. Social networking sites can also be used in this respect such as- Instagram or
Facebook to advertise their job vacancies (Spencer-Smith and Klingberg, 2015). Use of latest
technology for advertisement is the way to show the impact of technology. With the help of
online advertisement, people can connect more with the requirements of the organization for
their benefits only. Selection of advertisement medium is based on the technology under which
online advertisement is considered which help the HR team to take effective decisions for the
organization and hire the best candidate for their benefit.
Figure 2: Job advertisement on Facebook
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Figure 3: Job advertisement on LinkedIn
CONCLUSION
With the report discussion, it is identified that role of human resource department in any
organization is useful and very essential also. Without the HR team, it is quite impossible to
manage all the workforce of the organization who is currently working in the organization. This
report took the case study of BT (British Telecommunication) which is dealing with the
telecommunication services and based in the UK. Main role and purpose of making HRM team
are to manage the employees, train the employees and improve the working efficiency of the
employee. This report has concluded that, with the help of training, motivation and development
HR practices they can provide strength to their existing employees. Importance of employee
relation and employment legislation is also discussed in this report. At the end of this report, job
advertisement is conducted along with the job description.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Barbieri, P. and Cutuli, G., 2015. Employment protection legislation, labour market dualism, and
inequality in Europe. European Sociological Review, 32(4), pp.501-516.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Strategic HRM: Too important for an insular approach. Human Resource
Management, 54(3), pp.423-426.
Conway, E., Fu, N., Monks, K., Alfes, K. and Bailey, C., 2016. Demands or resources? The
relationship between HR practices, employee engagement, and emotional exhaustion
within a hybrid model of employment relations. Human Resource Management, 55(5),
pp.901-917.
De Lange, A.H., Kooij, D.T.A.M. and Van der Heijden, B.I.J.M., 2015. Human resource
management and sustainability at work across the lifespan: An integrative
perspective. Facing the challenges of a multi-age workforce: A use-inspired approach,
pp.50-79.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance, 3(2), pp.139-163.
Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership
development practices in SMEs: The influence of HRM strategy and
practice. International Small Business Journal, 34(6), pp.870-890.
Kerzner, H., 2017. Project management metrics, KPIs, and dashboards: a guide to measuring
and monitoring project performance. John Wiley & Sons.
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Kuvaas, B., Dysvik, A. and Buch, R., 2014. Antecedents and employee outcomes of line
managers' perceptions of enabling HR practices. Journal of Management Studies, 51(6),
pp.845-868.
Mone, E.M. and London, M., 2014. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Sanders, K. and Yang, H., 2016. The HRM Process Approach: The Influence of Employees’
Attribution to Explain the HRM‐Performance Relationship. Human Resource
Management, 55(2), pp.201-217.
Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach.
John Wiley & Sons.
Spencer-Smith, M. and Klingberg, T., 2015. Benefits of a working memory training program for
inattention in daily life: a systematic review and meta-analysis. PLoS One, 10(3),
p.e0119522.
Turner, P., 2018. The Role of the Board, the Executive Team, Line Managers and HR
Professionals in Talent Management. In Talent Management in Healthcare (pp. 315-
338). Palgrave Macmillan, Cham.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review, 27(1), pp.134-148.
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