Human Resource Management Analysis
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Added on 2020-07-22
Human Resource Management Analysis
Added on 2020-07-22
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Human ResourceManagement
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Purpose and functions of HRM applicable to workforce planning and resourcing.........1P2. Strengths and weaknesses of different approaches of recruitment and selection............3TASK 2............................................................................................................................................5P3. Benefits of HRM practices for employer and employees................................................5P4. Effectiveness of HRM practices in terms of raising profits and productivity..................7TASK 3............................................................................................................................................8P5. Importance of employee relations with respect to influence HRM decision making......8P6. Key elements of employment legislation and its impact upon decision making.............9TASK 4..........................................................................................................................................10P7. HRM practices in a work related context.......................................................................10CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTRODUCTIONHuman resource management is a fundamental part of an organisation that manages andoperates the major functions of organisationfirm. This is the term which is being utilised toelaborate formal devised system through which management of company's personnel is beingmade. A human resource manager has many functions various activities and operations includingstaffing, benefits and compensation of employees, etc. BT is one of the largest telecomorganisations 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 managethose 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 ofHRM along with their impact on employee engagement and performance enhancement. This willalso assess various legislations which influence the decision making procedure along with therole of ER management shaping HR judgementdecision makings.s.TASK 1P1. Purpose and functions of HRM applicable to workforce planning and resourcingHRM is basically a process of training, employing or rewarding people, improving thepolicies linked them and developing various plans or strategies to retain themthier worker. BT isa British Telecom organisation in the United Kingdom which has owned 106,400 and moreworker within their company. Thus, the process of managing HRM is more complicated andhectic within the company which requires proper execution of activities in companyassociation..The major purpose of human resource management of BT human resource management is toprovide satisfaction to personnel through supporting them in their better services. HR managerorganise various approaches and techniques which can help in providing the best services alonghigh working performance. The major purpose of managing human resource department is tohire best candidates within he organisation for accomplishing certain targets for meeting desiredoutcomes in a better manner (Decker, Riley and Siemer, 2012). Thus, effective administration ofHRM can support the employer as well as subordinates of company to achieve the set goals andtarget of enterprise. There are few major functions of HRM which is are obtained by BT's HR manager thatare explained underas below: 1
Rewarding or Compensating: BT is focusing over the better human resources andretained workers. For this, they formulated numerous terms and policies related to plansand wages of employees. This is one of major HRM functions which help in renderingworker’s satisfaction along with effective stimulation of workersemployee. Training and Development: HRM is accountable for operating this these functions forsupporting personnel development and motivation to workers within certain period oftime in BT (Hobfoll, 2011). Selection, Planning and Recruitment: Manpowerr enhancement or identification is theresponsibility to HRM for which they organise staffing, selection, effective recruitmentprograms in BT.In order to optimise resources of organisation including financial andhuman, the company optimises the best hiring method for better workplace in order torender effective outcomes. Health and Safety: After the formation of new term of industrial democracy, a companyis accountable for rendering certain safety and protection policies while working withinthe organisation (Functions of HRM, 2017). HRHR manager is liable for performing thisfunction in BT as the company needs to comply with various legislation and laws ofhealth and better working environment enacted by governmentby the government. Best Practice and Best Fit ApproachBest practiceBest fitThis form is operated for worker’s rewardprograms organised by human resourcemanager.This approach stresses over the implementationor emphasis of workplace strategies onallocation framework. Through the help of worker’s commitment,manager stimulates employees. InAs result, competitive edge can be reachedby enterprise. Soft & hard HRM Model Hard HRM: In this term, HRM opts their personnel as the business practice resources inwhich 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 andPreece, 2010). Soft HRM: In this type of HRM, workers are considered as one of the fundamental bodybodies of organisation who are credited for supporting competitive advantages. BT uses this2
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