Employee Engagement and HRM Strategies

The provided document is a solved assignment on employee engagement and human resource management (HRM) strategies. It covers various aspects of HRM, including talent management, global challenges, evidence-based HR practices, and the importance of employee engagement in organizations. The assignment references multiple books, journals, and online sources to support its arguments. It provides a comprehensive overview of HRM functions, emphasizing the need for employee engagement and strategic opportunities for IHRM. This document is suitable for students seeking to understand HRM strategies and their impact on organizational effectiveness.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing.........1
P2. Strengths and weaknesses of different approaches of recruitment and selection............3
TASK 2............................................................................................................................................5
P3. Benefits of HRM practices for employer and employees................................................5
P4. Effectiveness of HRM practices in terms of raising profits and productivity..................7
TASK 3............................................................................................................................................8
P5. Importance of employee relations with respect to influence HRM decision making......8
P6. Key elements of employment legislation and its impact upon decision making.............9
TASK 4..........................................................................................................................................10
P7. HRM practices in a work related context.......................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is a fundamental part of an organisation that manages and
operates the major functions of organisationfirm. This is the term which is being utilised to
elaborate formal devised system through which management of company's personnel is being
made. A human resource manager has many functions various activities and operations including
staffing, benefits and compensation of employees, etc. BT is one of the largest telecom
organisations of United Kingdom with a wide range of services in business in the global market.
The company has employed huge worker group within their company. Thus, in order to manage
those these bodies, this report will critically analyse various aspects of HRM (Bulgurcu,
Cavusoglu and Benbasat, 2010). This report will evaluate the purpose and various functions of
HRM along with their impact on employee engagement and performance enhancement. This will
also assess various legislations which influence the decision making procedure along with the
role of ER management shaping HR judgementdecision makings.s.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing
HRM is basically a process of training, employing or rewarding people, improving the
policies linked them and developing various plans or strategies to retain themthier worker. BT is
a British Telecom organisation in the United Kingdom which has owned 106,400 and more
worker within their company. Thus, the process of managing HRM is more complicated and
hectic within the company which requires proper execution of activities in companyassociation..
The major purpose of human resource management of BT human resource management is to
provide satisfaction to personnel through supporting them in their better services. HR manager
organise various approaches and techniques which can help in providing the best services along
high working performance. The major purpose of managing human resource department is to
hire best candidates within he organisation for accomplishing certain targets for meeting desired
outcomes in a better manner (Decker, Riley and Siemer, 2012). Thus, effective administration of
HRM can support the employer as well as subordinates of company to achieve the set goals and
target of enterprise.
There are few major functions of HRM which is are obtained by BT's HR manager that
are explained underas below:
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 Rewarding or Compensating: BT is focusing over the better human resources and
retained workers. For this, they formulated numerous terms and policies related to plans
and wages of employees. This is one of major HRM functions which help in rendering
worker’s satisfaction along with effective stimulation of workersemployee.
 Training and Development: HRM is accountable for operating this these functions for
supporting personnel development and motivation to workers within certain period of
time in BT (Hobfoll, 2011).
 Selection, Planning and Recruitment: Manpowerr enhancement or identification is the
responsibility to HRM for which they organise staffing, selection, effective recruitment
programs in BT. In order to optimise resources of organisation including financial and
human, the company optimises the best hiring method for better workplace in order to
render effective outcomes.
 Health and Safety: After the formation of new term of industrial democracy, a company
is accountable for rendering certain safety and protection policies while working within
the organisation (Functions of HRM, 2017). HRHR manager is liable for performing this
function in BT as the company needs to comply with various legislation and laws of
health and better working environment enacted by governmentby the government.
Best Practice and Best Fit Approach
Best practice Best fit
This form is operated for worker’s reward
programs organised by human resource
manager.
This approach stresses over the implementation
or emphasis of workplace strategies on
allocation framework.
Through the help of worker’s commitment,
manager stimulates employees.
InAs result, competitive edge can be reached
by enterprise.
Soft & hard HRM Model
Hard HRM: In this term, HRM opts their personnel as the business practice resources in
which establishment of strong link in the procedure of business planning should be managed.
Major purpose of HRM remain same: better recruitment process and workforce (Iles, Chuai and
Preece, 2010).
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Soft HRM: In this type of HRM, workers are considered as one of the fundamental body
bodies of organisation who are credited for supporting competitive advantages. BT uses this
HRM strategy in order to retain, satisfy and reach the basic requirements of their employee’s
group. For this, they coordinate various activities such as compensation and rewarding activities,
etc.
Workforce Planning
Type of Enterprise Labour Market Types
Independent primary Subordinate primary
Core Lien Employee, paid members
of staff from technical as well
as professional sector.
ProductionPromotion and
retention of worker which is
being attained by trade unions.
Periphery Craft Secondary
Employees with higher
working skills and abilities
come under this group
operated through the craft
union.
Employees with less skills and
job security come under this.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection is a process of enlisting, hiring and placingpositioning the new
candidates as organisation's employee for the purpose of development and meeting the
organisation goals. BT has their own technique of diverged workplace in order to motivate
workers and create effective working environment. Each organisation carry out their own
recruitment and selection process which is more effective for them that helps them in seeking the
best candidates according to their requirements. There are various hiring procedures such as
internal, external and third-party recruitment which BT uses which are mentioned as belowlike:
Internal recruitment: Through this process of recruitment, firm is motivating their
employees which help to increase their productivity in work (TRousseau and Barends, 2011,
2011). The sources of internal recruitment are transfers, promotions, previous applicants, etc.
Company wants to useduse this recruitment process because thius provide help toin motivating
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employees and retaining them for long period of time with firm. ThusIt also assist in help to
increasinge profitability and productivity of the product and services.
Strengths and weaknesses of internal recruitment are as follows:
Strengthens Weaknesses
 Recruitment cost are is very low.
 People lieexaggerate their skills and
abilities or embellish in their CV and
accomplishments so that they face
terrible in the job.
 Through internal recruitment, company
provides opportunities of progress in
career to their existing staff.
 Through this activity, firm increases
employee’s morale and decreases the
overall worker’s turnover.
 Helps in the staff retention and saves
time of new recruitment.
 Continuity of operations and work are
not affected by the hiring process.
 Internal recruitment process are creates
conflicts among all employees.
 Company has limited choice of talented
workers.
 Firm wants to hire new employees
because of promoting existing
employees.
 Promoting one employees, creates
demotivation in another employee those
that are not promoted yet.
 Lack of diversity at work place.
 Possible animosity among the rank.
External Recruitment Approach: When the human resource manager coordinates hiring
procedure from a company in order to meet the vacant places that is alsocalled as popular as the
external hiring method. Here are some of their weakness and strengths are mentioned:
Strengths Weakness
 This assists in carrying new talent and
skills which help in the profitability and
productivity.
 It helps in stimulating existing workers
through hiring new workers.
 BT can refresh their working
 The main drawback of this approach is
that this is a complex procedure and
lengthy to organise and manage.
 This requires a large financial budget
for rendering proper induction and
training for workers.
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environment and builds more diverged
ideas for this purpose.
 It is more time consuming and engage a
large amount of financial resources of
enterprise.
Third Party Recruitment: It assists in inviting a large applicant’s number without making
any direct efforts and investment of money as other association accumulates more data and
information of candidates to select for BT. A company can save itself from numerous activities
and extra efforts with the accompanying this procedure for the recruitment work. There are
numerous benefits and drawback of this approach which is are mentioned as below:
Strengths Weakness
 This is a less time consuming
procedure which accompaniesy less
financial resources.
 The procedure helps in meeting the
targettedtargeted demands of
organisation.
 It assists in grabbing the applicants of
distinct skills globally.
 This is less reliable and credible
activities.
 The workers may become less
dedicated towards work.
 There are chances of leak lack of
confidentiality of data.
 Lack of control and communication
issues.
BT uses these effective approaches for the purpose of development and evolution within
the organisation. In order to accompany better group of workers, organisation can meet the
desired outcomes in a better way. Through this, better functioning of work can be done in more
efficient manner.
TASK 2
P3. Benefits of HRM practices for employer and employees
Human resource management subordinated by an organisation like BT help in creating
better flow of communication within the enterprise through building communication bridge. This
not only profit personnel of firm but also assist in meeting the desired outcome in efficient
manner (Salvendy, 2012). There are different merits of HRM for employee and employer which
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varies according to different situation. Here are mentioned basic merits of human resource
management activities under:
Different Practices of BT's HRM Employee Development through Training and development: BT employed
millionmillions of employee operating different functions of enterprise in distinct
departments. It is considered as one of major manager's liability to coordinate training
and learning session for worker as this help them in achieving the knowledge and boost
their confidence. Performance Manager of Employee: Worker are considered as one of fundamental
organisational asset in BT. The company is launching new sessions and programs
creating more flexible and better workplace in order to retain and satisfy their workers.
These are the people who presents and manufacture the services and products of
associations. Performance management procedure is essential to manage within the
company for render upliftment in existing skills and performance. According to this, the
manager evaluate or measure their performance through comparing them between
standard and actual performance (Schuler, Jackson and Tarique, 2011). This help them in
increasing the overall performance of employee satisfying clients indirectly by managing
quality deals among market.
Benefits of HRM practices for employees Benefits of HRM practices to employer Stimulate workers for better
performance: It is one of an the major
benefits of HRM practices is that which
promote and stimulate workers for best
performance in activities. For e.g.
management of performance influence
on motivating employees and
performance at a same time. Giving training for better performance:
Effective activities of HRM support
employees training that only raise
 Help in making decisions: Employees
performance help in process of
managersmanager’s decision making
with ALDIBritish Telecom Plc skills
and arranging capabilities. Thus,
manager deliver support with giving
company opinion and diverged ideas in
an effective manner.
 Create ana healthy and effective
workplace: Through training and
learning programs, workers can
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productivity but also provides benefits
to companies. Promotes employees effectiveness:
workers performance management on
daily basis can help in gap recognising
with standard and actual abilities as per
which recommended training programs.
promote their level of confidence and
knowledge enhancing in a very
effective way. Whole plan help in
creating positive and effective place of
work for employees along with
employer which directly help in
managing better productivity in job
within a company.
P4. Effectiveness of HRM practices in terms of raising profits and productivity
Benefits is one of the major elements which an organisation focus over for which
different types of structure and changes is conducted within the enterprise. In order to provide
profit to employees, BT encourages the effective strategies or plans such as reward system,
incentive programs, etc. The worker of BT play vital role in generating more revenues and
benefits to company through dealing better deals as well as fulfilling the demands of consumer
(Shuck and Wollard, 2010). This is required to managedmanage proper worker management and
development for reaching these parameters within an enterprise. HRM coordinate several
different practices and sessions for managing effective relation with employee along with
controlling whole business operations which assigned to them for better management of BT's
personnel.
Various practices of HRM such as flexible working environment, system of rewarding
and compensation, regarding for stimulation among workforce of BT. This can assist in
increasing and managing the amount of profitability in context of services and products.
Effective number can be achieved with the help of better quality of products which can highlight
revenues and high working performance of association. Various worker benefits emphasise the
morals and values of employee which can aid in achieving better organisational goodwill along
with competitive edge of firm (Tarique and Schuler, 2010). Satiated worker are main key of
meeting the target and attaining the objectives which can help worker to meet requirements of
organisation. Thus, through directly influencing the process of manufacturing and delivering of
products and service through affecting the worker, enterprise can meet high level of profits and
enhanced productivity of work within the competitive market.
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TASK 3
P5. Importance of employee relations with respect to influence HRM decision making
After the industrial democracy, there were more importance and rights were provided to
worker of organisation which were needed to be complied by each and every business
organisation of the United Kingdom. This is fundamental for manager to manage and build better
worker relations. Employee relation management is being highlighted in the business sector of
organisation which can influence the decision of HR of an enterprise. Here are described some of
the points which presents how the employee relations can affects the decision of human resource
manager:
 This is important elements for HR to use the open door terms and policy so worker can
maintain and manage their issues with BT manager easily.
 Employee participation must highlight in the decision-making process of organisation
which can help in increasing the productivity of BT along with its worker (Teece, 2012,
2012).
 Response or worker should collected and evaluated for rendering essential changes
according to BT.
 It is fundamental to form effective interaction and communication channels which can
help in removing conflicts and issues from the workplace of organisation.
 Healthy and safe working environment creating which can help in performing better work
for which HR organise various activities and practices.
 Worker who organise better work which motivate and stimulate worker for meeting the
determined outcome (Wilson and et. al., 2012).
With whole mentioned condition, manager of BT maintain and form a good relations
among employees. Major advantages of managing workers relations is to guidance and
assistance while attempting a process of making decisions. Better relation within a business
among employer and workers help in achieving share of market and maximum influence on edge
of competitive in a positive manner. Manager of HR use different activities and practices as per
requirements and workers demand which help in managing good relations among employees at a
same time. Advantages to BT revenues and performance. Company help in raising results and
global presence with a help of workers relations with each other within a organisations.
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P6. Key elements of employment legislation and its impact upon decision making
Concept of legislation employment and laws contains many rules and acts which lead to
managers while formulating companiescompany’s terms and policies for giving proper
employeesemployees’ rights and safely working environment in aan industry. All these
regulations and activities directly impact the judgements and process of making decisions of
HRM within a business while creating terms or packages of ana company. UK parliament have
camecome up with different laws for protecting their normal rights at a working environment and
increases living standards within aan enterprise such as ALDIBritish Telecom Plc have to
comply in their business policies and guidelines. Some of the basic rights are given as below:
Minimum Wage Act: Every state of nation have determined some basic & and minimum
wage rate which they have to provide to their employees for full filling their basic needs like as
food, shelter and cloth (Zheng, Yang and McLean, 2010). This law impact on decisions of
managers while making of payments and compensation amount in a procedure of bargaining and
negotiating by the employees of human resource.
Equal Pay Act: This act of HR pass by UK parliament for giving necessary rights to
every group of persons in regard of allocating wages. As per this act, every employees groups
who are working on a same profile should provide them aan equal wage. They should not
discriminate on a basis of religion, culture, gender or many more components. It will help in
better creating and managing, safe and healthy workplace which make human resource to look
after their rules.
Workplace Equality Act: In 1976, law of modification of relations of race which have
revised again in 2010 for supporting equality and justice with employees. As per this act,
theirthere should be no discrimination within a employees on a ground of race, age, gender and
many others factors (Functions of HRM. 2017). All employees should be treated equal in a
running company. This affect HRM practices making a working environment of firm with higher
diversity at a workplace in regard of employees.
Disability Discrimination Act: The legislation was establishment for rendering employee
liberty to work within an organisation without any discrimination in workplace. This act was
formed by Parliament of Britain in 1991 to provide fair treatment to disable employee in terms of
wage, holiday and other elements. As per this act, there should not be any type of biassesbiases
within the working environment, the organisation would be responsible for this. Understanding
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this law, BT involve this act within their workplace creating more diverged working
environment. Thus, this shapes the decision-making of organisation for meeting the requirements
of firm.
Health and Safety Law: United Kingdom parliament enacted this law in 1974 for
supporting worker safeguarding in commercial industry. The act claims that every organisation
has to follow the terms and policies of health and safety for providing worker their fundamental
rights along with proper protection within the organisation. It also influence the process of
HRM's decision-making by coordinating those activities assisting in the proper health delivery
with the organization (Human resource management,. 2016). BT implement many programs
related to safety for proper protection of employee which also help them in retaining worker.
Hence, BT and other business organisation need to follow these legislation as this is
mandatory for them according to state rules. It can also help in managing relation among worker
and firm rendering various types of benefits to both entities.
TASK 4
P7. HRM practices in a work related context
Having a process of recruitment and selection specific which human resource undertake
in company while recruiting a fresher or applicant. For appointing of HRM, there are having a
requirements to follow sequence or phases and facts and figures for selecting a right person for a
particular profile of work:
Specification of Job
JOB SPECIFICATION
1. Occupation description
Job profile: HR Manager
Department of Human Resource manager
2. Purpose of Job
 To enhance the workplace of company
 Raising of employees productivity and performance by motivating them
 Conducting a process of recruitment and selection.
3. Duties & responsibilities
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 Set objectives and targets related with work
 Identify and review employees and companies performance
 Determine and analyse major decision related with employees
Description of Curriculum Vitae: Here is written person specification for the post of
photographer in Vogue magazine.
CURRICULUM VITAE
Name: ______
Email id: ________
Mobile no.: ______
Qualification
Diploma in Videography and
Photography
University of London 79.00%
BBA University of London 69.50%
Higher education Cambridge school 79.80%
Secondary education Cambridge school 90.00%
Personal details:
Name of Father: ____
Name of Mother: ____
DOB: __ ___ ____
Achievement: 2 year experience as photography as the intern.
Diploma in videography and photography from reputed college.
Won the price while working in CNN as best photographer.
Offer of job letter: It refers to a document which is in a written form in which whole
terms and conditions are given of both partiesparties’ terms and negotiate to serve one another.
Here some of required components are mentioned below:
 Details of company.
 Date of joining.
 Salary structure.
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 Minimum working hours and work time.
 Structure of leaving. Signature of higher authority.
Evaluation: In a last stage, evaluation process of recruitment and selection are required.
In which department of human resource and manager aware about errors and limitation in a case
when it is incurred. Some of selection criteria of candidates are given below:
 Skills and abilities.
 Performance level.
 Education level.
 Quality decision making in critical situations.
All above steps help in recruitment process while hiring a applicant for a particular
profile of work in ALDIBritish Telecom Plc.
CONCLUSION
This It can be concluded from the above report that human resource management is a
fundamental part of an organisation that manages and operates the major functions of
organisation. There are various types of HRMhuman resource management methods such as soft
& hard HRM Model and as well as approaches of managing HRM like best practice and best fit
approachtechnique which can help in meeting the desired outcomes in an effective manner.
Human resource management, not only profit personnel of firm but also assists in meeting the
desired outcomes in an efficient way. Recruitment and selection is a process of enlisting, hiring
and placing the new candidates. There are various hiring procedures such as internal, external
and third-party recruitment that a business company can opt for their development and better
workforce. Employee relation management is essential which affects the decision-making
procedure of organisation and its overall outcomes assist in increasing the productivity and
profitability of enterprise. Government has enacted various policies and legislations that are
required to comply by an enterprise for smooth functioning of their operations for better results.
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REFERENCES
Books and Journals
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empirical study of rationality-based beliefs and information security awareness. MIS
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Decker, D. J., Riley, S. J. and Siemer, W. F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp.179-189.
Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal, 21(3). pp.221-235.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4). pp.506-
516.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Teece, D. J., 2012. Dynamic capabilities: Routines versus entrepreneurial action. Journal of
Management Studies. 49(8). pp.1395-1401.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
Zheng, W., Yang, B. and McLean, G. N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
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Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
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