Human Resource Management Analysis

The provided document is an extensive collection of references related to human resource management. It includes various books, research papers, and articles that discuss strategic HRM, HRM in sport and recreation, and the impact of HRM practices on employee behavior, job satisfaction, and turnover. The sources cover a range of topics, from conceptual frameworks to meta-analytic investigations, offering insights into best practices and research findings in human resource management.

Human Resource
Management

Table of Contents
INTRODUCTION........................................................................................................................1
TASK 1........................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning...................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..............3
M1...........................................................................................................................................5
M2...........................................................................................................................................5
D1...........................................................................................................................................5
TASK 2........................................................................................................................................5
P3 Benefits of different HRM practices for both the employer and employee......................5
P4 Effectiveness of HRM practices........................................................................................8
M3...........................................................................................................................................9
D2...........................................................................................................................................9
TASK 3........................................................................................................................................9
P5 Importance of employee relations.....................................................................................9
P6 Key elements of employee legislation and its impact on HRM decision making...........10
M4.........................................................................................................................................12
D3.........................................................................................................................................12
TASK 4......................................................................................................................................12
P7 HRM practices in an enterprise and its application........................................................12
M5.........................................................................................................................................15
CONCLUSION..........................................................................................................................15
REFERENCES...........................................................................................................................17

INTRODUCTION
Human resource management deals with managing of human resources of an
organisation. It mainly concerned with hiring, selection, recruiting, performance management,
compensation and benefits and managing employees of an organisation. Proper management of
resources can help the organisation to achieve more profits and can encounter possible risks.
British telecom is a multinational telecommunication company founded in 1969 with its
headquarters in London, UK (Boxall and Purcell, 2011). It operates in around 180 countries. This
assignment will focus on functions and purposes of HRM with scope and nature of strategic
HRM. It will also focus on strengths and weaknesses with different HRM practices and its
effectiveness of different practices in organisation.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning.
British telecom is a public limited company and is largest producer of mobile, broadband
services in UK, fixed lines and also provide IT services. It is a huge company which has a large
working force and require proper management of people for better functioning of organisation.
HRM is a key function through which employees and productivity or outputs of a firm are
effectively organised. As described above, HRM is mainly concerned with recruiting, hiring,
selecting, performance and change management, retirement etc. These all functions are
implemented effectively in organisation to maximise its productivity and achieve their different
goals and objectives. Strategies are formulated by managers in order to achieve company's
mission and visions. Various functions of HRM are described below:
 Recruitment and selection: It is a process of screening, captivating and selecting
potential candidates based on a particular job position. Main aim is to attract and hire
talented candidates for the organisation. BT hires employees which have technical
knowledge about networks, electronics, IT etc. Great planning is done before hiring any
person. A well defined list of characters which are necessary for a job position are listed
down and then a candidate is hired who have desired characteristics (Armstrong and
Taylor,2014).
 Orientation: It is an important event that every organisation should organise. But some
organisation fail to do that. This type of program helps the freshers to adjust in new
environment of organisation. Employee orientation program helps employees to get to
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know about rules and regulations, culture, responsibility of employee towards company
objectives and goals of organisation, etc. This helps the candidate to adjust easily within
firm and perform their tasks in better way. Orientation program clarifies roles and duties
of employee which they have to perform in their job.
 Managing employee relations: Employees are pillars of every organisation. This is one
of the crucial function of HRM. It helps in fostering good relations with employees.
Manager can organise different activities to know about behaviour of employees both at
personal and professional level (Brewster and Hegewisch,2017). These activities promote
balanced working environment and healthy relations with employees. If staff is happy
then organisation is successful.
 Training and development: This is an indispensable function of human resource
management. Its main aim is to improve current or future functioning of an employee by
increasing its abilities and skills through education and proper guidance. Training can be
given to both new and existing employees to enhance their knowledge in a particular area
so that they can perform their tasks easily. Training build confidence in employees as
they become masters in different areas. It leads to all round development of a person.
Proper planning is being done by managers to provide best training to their employees.
Above were some key functions which BT follows so that they can manage their staff effectively
and efficiently. Human resource management is a process of bringing people and organisation
together to achieve goals. Features and scopes of HRM are mentioned below:
Features:-
 It is pervasive in nature.
 It mainly focus on results rather than on rules.
 It tries to enhance employee skills.
 It tries to assign people on assigned jobs in order to produce good results.
Scopes:-
 Human resource planning.
 Job analysis designs.
 Performance appraisal.
 Compensation planning.
There are variety of approaches to manage HR in a business. Two main approaches are,
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 Hard HRM- In this employees are treated as machine. There is minimum communication
form top to down and follow autocratic leadership style.
 Soft HRM: In this employees are treated as the most valuable resource in business and a
source of competitive advantage. There is stronger and regular two way communication
and follow democratic leadership style.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection process are the most important aspects of businesses.
Recruitment is defined as attracting, short-listing and appointing suitable candidates whereas
selection is a process of interviewing and evaluation candidates for a particular job position
(Bratton and Gold, 2017). Process of recruitment is a positive process whereas selection process
is a negative process.
There are two main recruitment sources and are mentioned below:
Internal sources: It is defined as hiring of employee from within the organisation. It mainly
include – transfer, promotions and present employees. Transfer is shifting of people from current
job to other similar or different job. Promotions means shifting of employee to a higher level
with better prestige, higher responsibilities and more pay (Chelladurai and Kerwin 2017). Present
employee of a concern are informed about likely vacant positions.
Advantages of internal sources:
 It improves morale of employees.
 It promotes loyalty among employees.
 Enhances development of employees.
Disadvantages of internal sources:
 It discourages capable person to join form outside.
 It limits choices to talent available.
External sources: It is hiring of people from outside of organisation. It mainly include – press
advertisements, campus interview, placement agencies, employment exchange, walk in
interviews and competitors. Recruitment can be done through above mentioned sources.
Advantages of external sources:
 Fresh talents are hired.
 Best candidates are selected for a particular job.
 New candidates bring with new and innovative ideas.
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Disadvantages of external sources:
 It is expensive to organisation.
 Skilled employees can switch to other firms.
 It gives a sense of insecurity among existing candidates.
Above were various sources from where talented and skilled employees are recruited and
selected which are required for a job position. There are various approaches which is used by
managers to hire desired candidates. Following are some steps of recruitment approaches:
 Within organisation recruitment.
 From outside organisation.
 Search firms.
Strength of approaches to recruitment and selection:
These process helps the organisation to attract candidates towards them. It aids in
selecting best quality of employees from others candidates to maximise outputs of company.
Best quality of staff ensures company to remain ahead of other companies and compete with
their competitors (Truss, Mankin and Kelliher, 2012). Some of strengths are mentioned below:
 Employees are appointed in accordance to their skills for a particular position.
 It enables entering of new blood within organisation.
 New employees generates innovative ideas.
 Internal recruitment help in recruiting employees at lower costs.
 It help in better assessment of capabilities of a person.
 Best employees maximise outputs of organisation.
 Good quality of employees decreases costs of training and development.
Weakness of approaches to recruitment and selection:
There are some weakness of recruitment and selection also. They are described below:
 Existing employees may suffer dissatisfaction.
 Desired candidates are not hired due to some jack of other employees.
 There is need of better recruitment and selection procedures.
 Some managers end up selecting wrong candidates for a particular job position.
M1
Proper functioning of an organisation can be initiated when they implement effective
HRM functions. Managers uses these functions to achieve business goals and objectives and for
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effective accomplishment talented and skilled staff is required. They help in maximising outputs
and profits of organisation with great expertise and prevent possible losses.
M2
With the help of approaches, managers can effectively recruit and select suitable
candidates from bunch of applicants. Good recruitment system have several strengths which
ensures hiring of high quality and deserving candidates but it also have some weaknesses which
can be improved with certain strategies.
D1
If any company has a vacancy and has less fund for external recruitment, then it can go
for internal recruitment. In that situation, HR Manager can shift suitable candidates to new job
positions. This is the strength of internal recruitment and sometimes it can lead to dissatisfaction
among other employees of organisation, which is weakness of internal recruitment. It can be
solved with other recruitment and selection approaches.
TASK 2
P3 Benefits of different HRM practices for both the employer and employee.
Human Resource Management is necessary for every organisation to increase their
profits and achieve competitive advantage over others (Armstrong and Taylor, 2014). It also
prevents risk which can influence company's functioning and productivity. Goof HRM practices
should be formulated to achieve organisational goals and objectives in effective manner. Some of
common practices are described below:
 People are effectively managed so that they can perform better and achieve goals in
effective manner.
 Training can be provided for enhancing skills and abilities of both new and old
employees.
 Developing healthy environment for better working of employees.
 Various activities should be organised to increase competencies of staff.
HRM practices for employer are:
Performance appraisal system: Its is an essential part of an organisation. It help in recording the
behaviour of employees. An effective system not only eliminates bad behaviour or work related
issue bust also motivates employees to improve their behaviour and abilities towards their work
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(Boselie, 2010). Employer evaluate and assess performance of employees to guide them
wherever required. This system mainly targets a specific weakness that require improvement by
employee. It gives an idea to employer about what kind of training can be given to employees in
overcoming that weakness.
Benefits of performance appraisal:
 It increases level of motivation and satisfaction among employee. Existence of appraisal
system indicates to an employee that the organisation is genuinely interested in their
individual performance and development.
 Employer can regularly keep a track on performance level of an employee through this
system.
 Better performance may reward employees with several benefits. If any candidates is unable to perform certain task so employer can provide them with
necessary training.
Hiring of candidates: One of the major responsibility of an employer is to hire candidates which
are suitable for a particular designation or position. If they hire unqualified candidate then they
are responsible for any loss occur in the organisation (Brewster and Hegewisch, 2017). Hiring
can be done through various recruitment sources and selection procedures. Employer has to first
decide what kind opf candidate with what skills are required for a particular positions and then
recruitment and selection is done according to that.
Benefits of hiring candidates are:
 Fresh candidates join the organisation.
 There is inflow of new and innovative ideas within firm.
 Best quality of employees increases productivity.
 Effective achievement of company's goals and objectives. Desired candidates can be recruited from within the firm.
Training of candidates: It is given to those employees who are unable to perform a task in
desired manner. Then its duty of an employer to provide necessary training to employees so that
it become easy for employees to perform that task. Training can be provided to new joiner as
well as existing employees (Guest, 2011). Candidates which lack some skills can improve their
skills through training.
Benefits of training of candidates are:
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 Increases motivation among employees.
 Improve satisfaction level.
 Overall development of employee.
 Better performance by employees.
 Maximum output.
 Better productivity by employees.
HRM practices for employee are:
Compensation and benefits: Compensation can be defined as reward that are earned by an
employees in return to their good work. There are mainly three types of compensation. They are
as follows:
Direct financial compensation: In this, pay is received in form of salary, wages, bonuses and
commissions given at regular and specified intervals.
Indirect financial compensation: It include all financial rewards that are not included in direct
compensation. It include benefits, leaves, retirement plans, education etc.
Non- financial compensation: It include career development and advancement opportunities,
work environment and conditions as well as opportunities for recognition.
There are certain direct and indirect benefits which is given to employees on certain
level. Direct benefits include – health,. Dental and life insurance, retirement benefits, sick leave
etc. and indirect benefits include non monetary benefits such as pension funds, company cars,
insurance, overtime pay, annual leave etc. (Jiang and et. al 2012).
Training and development: Employee undergo training when they lack certain skills to perform a
job. When a new candidate enters a firm, they undergo training so that they can perform their job
in effective manner. With proper training, there is an increment in their skills and knowledge
which is required for performing current job. Better training increases productivity of
organisation and achieve its objectives in effective way.
P4 Effectiveness of HRM practices
Human resource practices are considered as one of the integral part of in determining the
success of an organization as it deals with the HR practices. It is responsibility of HR manager
to enhance skills as well as knowledge their employees, in doing so he has to plan and design
effective training and development programmers that can help employees to gather knowledge
about latest technical changes in addition to polish their existing skills (Wright and McMahan,
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2011). BT being one of the world's leading companies in telecommunication aims at providing
the best uninterrupted telecommunication services to its clients. To have a competitive edge over
its competitors & in order to earn greater profits the Human Resource management becomes the
critical feature to take care of. In this context, practices associated with HR becomes important
factor to produce creative ideas & innovation that can capture attention of customers. Some of
these practices that can be considered are :-
Flexibility in working hours: Flexibility in working hours helps to join people ,skills &
knowledge with strategies of business . It will be beneficial for BT as it will increase employees
morale & commitment towards work leading to harmonious relations between management &
employees.
Measuring performance: It is the process where managers & employees jointly plan,
monitor & evaluate employee's performance & his contribution in achieving organization goals
(Tooksoon, 2011).Applying this practice BT will be able to monitor the progress of it's
employees ensuring that they are meeting their objectives as well as career goals.
Payment & Reward Management:- It is concerned with formulating & implementing
policies, procedures and strategies to make sure that employees should be recognized for their
contribution in an organization (Huselid and Becker, 2011). It motivates employees to give best
of their efforts for achieving organization objectives. It includes both monitory reward like
bonus, salary increment etc. as well as non monetary rewards like promotion etc.
Training and development: Training & development includes programs to improve the
knowledge, skills & actions of employees so as to improve their current work performance &
prepare them for their future cross functional tasks. This practice will help BT to prepare future
leaders for higher level job & responsibilities.
Recruitment and Selection: These are the fundamental processes which ensures that an
organization has right person at right job at right time. Making right choice in these steps greatly
contributes towards the success of an organization in aligning its mission, vision with its
objectives and achieving them within specific time limit. Any lacking in recruiting & selecting
can have adverse impact on company like it may lead to high costs ,higher turnover of
employees, lower productivity etc.
Rewarding Human Resource: Reward serves as motivating factor for an employee that
strives them to work in best of their abilities to achieve organizational goals. Thus an employer
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should inspire and encourage their employees with assistance of various reward techniques &
motivational tools like incentives, bonus, commission and so on.
M3
Recruitment and selection are main HRM practice. At the time of recruiting best
candidates, manager has to critically evaluate what all skills and abilities should be present in a
candidate for a particular job position. Highly skilled personnels have the capacity to achieve
business goals within specified time limit.
D2
HRM practices plays an important role in performing the routine tasks & activities
critical for a company to attain its overall objectives .Manager prepares & implement certain
strategies to provide employees with the necessary skills & knowledge required to successfully
accomplish their present as well as future job requirements.
TASK 3
P5 Importance of employee relations
The foundation of any organization is its employees, the people who are the source
source of innovation, knowledge & creative ideas for any company (Lengnick-Hall, Beck, and
Lengnick-Hall, 2011). It is therefore becomes significant to maintain a healthy & amicable
relationship among each other and to motivate them to be participative in the decision making
process . This practise will have a two way beneficiary effect for BT as on one hand it will
motivate its employees morale making them more confident to take responsibility & important
decision whole on the other hand it will help company to get innovative & creative ideas , saving
its time & money,increasing its productivity which ultimately contributes to its success .
Timely achievement of set objectives : There are certain issues that needs to be
addressed urgently but cannot be handle individually. In such situations management should
involve its employees as workers can come out with ideas & points which might be missed by
the management .This will lead to achieving targets much faster within specific time frame.
Discourage Conflicts & Fights: Employees having proper coordination & mutual
understanding tends to adjusting ignorant to each others faults (Meredith Belbin, 2011). They
concentrate on work assigned to them rather than wasting time in meaningless arguments &
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conflicts. This increases their work performance & efficiency apart from building up cordial
relations with fellow members
Leads to increase in productivity : By maintaining happy working environment , when
employees are provided with a happy working environment where they are encouraged to be
participative in decision making process , their inner confidence & morale builds up. This results
in employees becoming more professional strives to work towards attaining organizational
objectives. This reduces problems of absenteeism & turnovers leading to increase in
productivity of organization as well as that of the employees..
Profit maximization: Having a well coordinated professional team BT will be able to
complete all its tasks within limited time frame .Besides increases in productivity level will
improve its revenue as well its market share & goodwill in the market giving BT to earn
maximum profit on its sales (Daley, 2012).
Employee feels associated with organization: An employees becomes inefficient to
concentrate and focus in his work if his working environment is stressful ,full of chaos or
unfriendly . On the other hand it is observed that if people talk and discuss with each other they
tends to get rid of their stress. It is therefore the duty of a manager to provide its employees a
friendly stress free working environment so that an individual feels associated with organization
& work with zeal and enthusiasm
P6 Key elements of employee legislation and its impact on HRM decision making
Legislation at different levels of government administration i.e. federal ,state and local
are the regulatory factors in determining and deciding different aspects of human resource
management—recruitment, placement, development, and compensation. Thus it becomes critical
for any organization to involve rights , activities and other provision that are imposed by law for
the welfare of the employees. Some of the most important employee protection laws are as
beneath:
Employment Right Act 1996:- This act provides employees the rights in situations
such as dismissal, unfair dismissal, parental leave, and redundancy & right to request flexible
working time, right to claim statutory rights , right to get compensation in case employee's job
become obsolete .
Health and safety act 1974: Health & safety Act 1974 bestow an employee with a
number of duties. It is the responsibility of employers to provide healthy & safe working
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environment as per the set & prescribed government standards to his employees & HR
manager cant neglect such duties on the mere excuse that company is not financial sound to
afford such provisions. Failing to do so company is entitled to be penalised by government
(Jackson, Schuler and Jiang, 2014) .
The National Minimum Wage Act 1998: Age of a person is the prominent factor in
deciding his minimum wage as a worker. The National Minimum Wages is the minimum wage
per hour which all workers are entitled to get. This act makes is mandatory for the HR Manager
to check accuracy of amount that are been paid to workers & to revise wages on periodic basis.
Management must ensures that The National Living Wage is higher than the National Minimum
Wage – which workers are getting it case they’re over 25 (Jiang and et al 2012).
Family and Medical Leave Act, 1993: According to this act it is duty of an employer to
provide its employees with Job-protected & unpaid leaves for permitted medical and family
reasons. Under this act, a worker is entitled to take up to12 weeks unpaid leaves for himself and
his family in terms of medical reasons. It also required for the employer to maintain group health
benefits during the leave as if employees continued to work instead of taking leave. An employer
can use the calendar year, a fixed 12-month fiscal year, or a 12-month period prior to or after the
commencement of leave as the 12-month period.
Equity Act 2010: Equity Act 2010 protects people from getting discriminated at their
workplace as well as in the society and strives to provide advance equality of opportunity for all.
This act was enforced as a replacement for Anti-discrimination Act 1977 & several other
legislations that covers discrimination in parts . According to this act, employer cannot refuse to
recruit an employee, sack him from job or discriminate against the employee on the basis of his
colour, religion, sex, races or national origin .
Data protection act- This act follows EU Data Protection Directive 1995 & is
formulated to protect personal data stored on computers or in an organised paper filing system.
It make sure that data which is being presented must be accurate & should not mislead customers
or investors who have trust & have invested in business. This act prohibits trespassing providing
better trading practices in market place as all information is secured by governmental law.
Working Time Regulations 1998: This act lays down the provision to all workers to
get rest rest breaks, daily rest, weekly rest and the maximum average working week. According
to this act an employer cant force any of its worker to work more than48 hours per week . Also it
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make it mandatory for employer to give paid annual leave of at least 4 weeks (including bank
holidays and public holidays) and a right to take rest of 20 minutes in any shift lasting over 6
hours.
M4
For a company to achieve growth & success it is important that both management &
workers are compatible with each other. There should be mutual trust & cooperation among the
two as employees helps the company in providing creative & innovative ideas for achieving
goals. Realizing their significance government have lay down certain rules & regulation to
safeguard their rights to defend them them from being exploited that is obligatory fro employers
to follow.
D3
HRM practices helps a manager to take rational decisions. Managers need to be very
specific & cautious while taking any business related judgement as it should not conflicts in
reference to interest of its employees as well from company's mission & core values. Thus it is of
vital importance for a manager to carefully evaluate each & every policy & procedure in the light
of laws & regulation imposed by government
TASK 4
P7 HRM practices in an enterprise and its application
It is the job responsibility of a HRM manager to coordinate and manage a wide range
activities that starts from an employees induction to settling conflicts among different employees
as well as departments. Below is an illustration of activity performed by HR manager, the
example indicate the whole process of recruitment and selection as well.
Hotel receptionist training
Workshop title/ Training practices Date- Time-
Location Instructor
Candidates
Activity Time of activity Process Equipments required
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Induction of candidates
Training objectives
a)
b)
Warming up
Contents and necessary
points
Job advertisement
Instructor require
Qualification /Eligibility
MBA/BBA in Human Resource Management from any recognised institution
To apply:
You are required to upload your application with CV and latest photograph on our websites
latest by 15 March 2018.
Email-id: www.btplc.com
Contact no.: 00000XXXX
Job specification
Qualification Master's Degree in Human Resource
Management.
Bachelor's degree in business or related field.
Experience Should have 1 year experience in HRM.
Area of expertise Should have better communication skills and
leadership skills.
Other qualities Good verbal and writing skills.
Basic computer skills.
Good interpersonal skills.
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Interview Questions
 What are your strengths?
 What are your weaknesses?
 Have you ever participated in any co- curricular activities?
 What strategies will you adopt while working in the organisation?
 What are your expectations from this organisation?
 Where do you want to see yourself in next 5 years? What will be your contribution in achieving organisational goal?
Person specification
Particulars Required criteria Learning and outcomes
Qualification and training Communicate with new
employees
Able to perform whole
induction process.
Experience Providing the best services to
customer
Able to handle pressure
effectively
Must have performed certain
induction process in training
sessions in college days
Skills and knowledge Attentive and better
communication skills
Developing and generating
innovative ideas
Personal characteristics Confident, leading, positive
behaviour
Ability to work in team
Developing certain skills
and traits to work in
organisational culture.
CV
Information of candidate
Name: Michael Cook
Father's name: Ronald Cook
Mother's name: Emma Cook
Mobile no,: 66994526845
Email id: [e-mail]
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Key skills:
 Creativity
 Adequate information about Human Resources Management
 Have advanced computer skills
 Working in team
 Better grasping ability
Experience:
 Goldman : Assistant to Retail Manager
 Schroedinger: Worked as a learn leader in retail store located at Durham
M5
HRM practices serves as support system for an organization assisting it to attain its aims
within limited time. It is therefore requisite for the superiors to effectively & efficiently apply
them so as to facilitate growth & productivity of business resulting in higher profits.
CONCLUSION
HRM is a planned process which engages organisation staff together to achieve business
objectives and goals. This process starts with recruiting new members of highest quality which
maximise productivity of organisation. They ensures that company achieve competitive
advantage over others. Managers should formulate strategies by keeping internal and external
factors in mind so that these strategies can benefit organisation with maximum profits. Company
should also formulate reward and compensation system which motivates employees to perform
better in their work in order to receive maximum benefits. Manager should also initiate good
employee - employer relation practices within organisation which ensures healthy working and
better communication between the two. Its also important that organisation follow various
legislation related to labour. It ensures proper and standard functioning of work without any
dissatisfaction.
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REFERENCES
Books and Journals
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
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Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford
University Press.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
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