Strategic Human Resource Management

This assignment delves into the crucial relationship between strategic human resource management (SHRM) practices and organizational success. It requires students to analyze various SHRM concepts, models, and their impact on employee engagement, turnover, and overall performance. The analysis should draw upon provided academic references to support arguments and demonstrate a comprehensive understanding of SHRM's role in contemporary business environments.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Function of HRM, definitions, nature and scope of strategic HRM and its approaches...3
P2 Strength and weakness of different approaches to the recruitment...................................4
TASK 2............................................................................................................................................5
P 3 Benefits of different HRM practices for both employees and employers........................5
P4 Evaluate the effectiveness of different HRM practices in terms of increasing organizational
................................................................................................................................................7
TASK 3............................................................................................................................................7
P5 Human relation significant in HRM decision making process.........................................7
P6 Key factors of employment legislation and its impact on human resource management
making decisions....................................................................................................................9
TASK 4..........................................................................................................................................10
P 7 Application of HRM practices in corporation................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is an official term that is used for management and
organisation of workers and other individuals in a firm. HRM plays a vital role in every venture
as they look after numerous of work (Reiche, 2016). For example, they are responsible for do
scheming work of employees, their recruitment, providing wages as well as compensations
amount to them and many more tasks. Workers aids in increasing production and turnover as
well. Thus, it can be said that HR manager is ultimately doing welfare of firm. The present report
is based on British Telecom. It is a telecommunication enterprise that was founded in the year of
1969. They consist of various stores internationally and its headquarter is located in BT Centre
London, EC1 United Kingdom. British Telecom is used to deal in telecommunication products
and services. Besides this, project is explaining strength and weakness of few HRM approaches.
TASK 1
P1 Function of HRM, definitions, nature and scope of strategic HRM and its approaches
The purpose of human resource management is to achieve and control the matters associated
with personnel with in an enterprise and below are few functions of this department for doing the
same:
 Workforces recruitment : It is the most significant work whereby the skilled and
talented employees are being recruited by examining their qualifications and attitudes
towards work.
 Employees training : After hiring new persons, the next goal of members of human
resource departments is provide proper training to them so that they can reduce the
quantity flaws in their daily work and consume less time in accomplishing the goal.
 Employees compensation and benefits : It is their next responsibility that is
appreciating the performance done by work forces so that they gain self – confidence and
carry out work in a better way to achieve the objectives of venture (Sparrow and et.al.,
2016).
Definitions of HRM : - It can be defined as the process of employing and training the staffs,
providing them the reimbursements and benefits, appreciating their performances, maintaining
employees’ security and well-being as per the labour laws.
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Strategic HRM is also one of the most vital aspect. Strategy can be described as the plan of
actions to accomplish complete aim, that is nothing but the goal stated by the firm and how to do
coordination with the similar is all performed by HRM. For doing this, it should follow few
elementary characteristics:
 It should be grounded on definite rules and ethics.
 This should be people oriented so that entire teams do work in organised way to reach the
goal.
 It ought to be persuasive in nature and include all the staffs from uppermost to the
bottommost.
 It has to consider the rivalry based atmosphere and should inform the same to the
workforces.
To achieve the target many approaches can be used by HRM. Some of them are mentioned
below:
Hard Approaches : In such kinds of approach, workers are treated basically as a resource of
corporate like machinery etc. They are powerfully obeyed to the business planning, that is, what
capitals are essential, how to obtain them and how much they charge (Reiche and et.al., 2016).
They recognise the requirement of human power and employ or fire the staffs as the case might
be regardless of workers need.
Soft Approaches : They treat personnel as a chief resource of business and a foundation for
surviving in this competitive situation. Consequently, they consider them while making any type
of decisions. They are considering as individuals and so preparation is done conferring to their
necessities. Apart from this, they give reward to them and encourage them for the same.
P2 Strength and weakness of different approaches to the recruitment
A sound enrolment procedure needs managerial involvement to gain quality based
result. Below are the strength and weakness of different approaches to the recruitment:
 Online recruitment : In this internet prone age, everybody is reachable to the online
tactics for finding the job because in all places online job panels have developed as in the
BT firm. Although it has benefits, it has few disadvantages also. They are stated below:
Strength : It is price effective as recruiters do not have to go here and there for finding
the suitable staffs. Thus, it acts as time as well as money saver.
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Weakness : It is a complex task to select appropriate workers from the list of large number
of people.
 Internal recruitment: Here applicants are selected from inside the business location.
Many company possess this practice to hire a worker from inside instead of from
outside.
Strength : Recruiters has to pick person from inside, so need not have to travel in search
of candidates. This protects time and also save the currency for training them.
Weakness : As employees are chosen from inside, therefore new people will not attain
the chance to develop. Besides this, company also do not gain innovative ideas.
 External recruitment : If the organisation finds the interior recruitment inadequate, it
decides for exterior staffing, that is appointing persons from outside. This is the method
that BT has adopted.
Strength : Placement associations and consultancies aids the enterprise to do the same
and thus administration can trust upon them and too it is saving the revenue. It carries new
blood into the venture as staffs with new thoughts and believes get entered into it. This in
turn increases the productivity to attain new purposes (Purce, 2014).
Weakness : It's a lengthy procedure and takes more time and energy. Additionally,
management has to work in a prudent manner while picking the best contenders among the
interviewees.
TASK 2
P 3 Benefits of different HRM practices for both employees and employers
In British Telecom company, human resource chiefs keep regular checking on the
functioning of their teams just to be assure that whatever they are performing in a right way or
not, thus it ensures the consistent development and efficiency of the association. Making profit is
the key is for every firm as each organization wants for maintaining their economic condition to
endure in the marketplace and to safeguard their friendliness within same place. Human
Resource Managers of British Telecom is following various types of activities and practices to
increase their production and turnover like selecting right worker, offering well scheduled
training to their workforces, consistent recompenses and benefits to keep them interested, this is
the main reason why they are coming under one of the high or leading telecommunication
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industries existing in United Kingdom (Marchington and et.al., 2016). They are well conscious
of the point that their personnel are the fundamental key to their achievement or success. This
has been examined that HRM practices that is being used in BT provides benefits to not only
employees but employers also. Some of the benefits attain by both managers and workers are
discussed below :
Employees Employers
Development : Practices of HRM like
training develops the skills and talents of an
individual and make them able to groom
themselves and make their career in a right
way.
Motivation : Leaders or members that work
under HRD deliver inspirational speech to all
personnels and help them at every stage
where they need it. Thus, encouraging them
to attain all of their personal as well as
professional aims or objectives (Foster,
2014).
Compensation : Apart from the above one,
they also provide additional pay to them if
they do extra work or give better
presentation in terms of their daily job.
Hence, awards or compensation is being
offered to workers in case of best
performance. This also inspire other
individual to do the same in upcoming days.
Creation of employee relation : HRM
practices assist employers to maintain good
relationship with their work forces by
keeping them satisfy. This helps mangers to
retain its employees for long time period in
their company.
Reduces their stress level : As it is difficult
to handle or control such a large number of
work forces within company, this gives
pressure on the mind of employers. But
practices of human resource management
make their work easy and simple and
minimises the level of stress from their
heads and allow them to perform their duty
freely (Jackson, 2014).
Helps in resolving disputes : Mangers also
take benefit of HRM activities in the form of
solving conflicts between two or more
personnel. By this way, they achieve success
in creating a positive and healthy working
environment where all teams work together
and reach the goal ultimately.
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P4 Evaluate the effectiveness of different HRM practices in terms of increasing organizational
HRM practices include hiring, training, managing, supervising, and monitoring all
employees in the firm. HR plays an important role in development and growth of an
organization. It is the company duty and responsibility is to develop positive environment at
workplace and employees perform various activities in proper manner (Alfes and et. al., 2013).
The primary role of company is to analyze job and staffing management is required for each
firm. Also it is necessary to maintain and increasing the growth and development of individual of
the company.
HRM is essential for each and every company but functions of human resource manager
are small and different from other. Training and development required for employees which is
one of the important roles of human resource manage because by conducting this method,
workers can easily increasing their skills and knowledge in proper manner. HRM adopted and
used planned approach which helps in managing people for giving better performance. This will
includes planning, monitoring, organizing, selecting, managing and training.
HRM and selection practices help in measuring all employee working values. it includes
preparing interview, conducting interviews and scheduling interviews under the human resource
management department. This is important for company is to providing compensation, bonus and
extra income in better manner. They also help in raising the level of profit of employees. Also
they can do work for improving workers performance and gain success for the organization.
Human resource technology can help in increasing income and earnings in better manner. British
telecom manager should check employees working for make sure that they can do proper work
which assist in providing better result in the firm (Batt and Colvin, 2011). HR manager also
follow various types of activities and practices for raising productivity and profitability for
employees after giving them proper training and development sessions. They will also play an
important role in developing and generating profits by implementing effective ideas and
strategies in different sector.
TASK 3
P5 Human relation significant in HRM decision making process
Human resource management requires giving information about good ideas and thoughts
with each other and they can share a happiness and sadness. The manager are making strong
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relation with customers so they can take better decision can be taken and making relation with
various human in the British telecom company. At the time when they make relation with other
person and staff members and involve in such ideas and reviews on HRM related decisions
which will be automatically related with other employee in human resources. there are some
points which describe the importance of human relation in HRM at the time of making decisions
relating to human resource that are described as under:
 ER influence taking decision- The human relation take decision at individual level that
can miss some important points by which human resource management should make
strong relation and it also involve various other staff members which can take correct
steps for making decisions (Buller and McEvoy, 2012).
 Developing effective workplace- for doing work for human resource department which
can help in leading the single person towards achieving desired goals and objectives in
proper manner. In the British telecom firm, they can take appropriate decisions relating
to HRM which can involve other members of cited company as they taken proper
decisions and make strong relation with them by giving importance.
 Healthy workers relation reduces absenteeism- British telecom company involves in the
human relation while making decisions for giving more importance to their employees
and also make relation as they feel happy for doing working in the cited organization.
This can help in reducing the level of absenteeism among staff members.
 Feel encouraged- At the time of making relation with their employees, it is necessary for
company manager is to motivate their workers for doing best job to achieve desired goals
and targets in effective manner. Human relation management helps in motivating
employees towards gaining profits and earns maximum income. Also all the worker give
their best while performing some task within an organization. This is good and effective
for human and British telecom firm.
 Capability to reduce risk- When two or more employees work together for
accomplishing such target and goals regarding certain task which can help in reducing
the level of risk among employees (Campbell, Coff and Kryscynski, 2012). On the other hand
human resource management is continuously monitored and supervises all tasks and
there will be some change in risk factors that can reduces the level of difficult factors. It
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will assist in providing high productivity and maximize the profit of British Telecom
Company.
 Improvement in productivity- When personnel, work together with large team members
so this will reduces the burden of person and reduces or eliminating extra deduction cost
occurs in production department. the workers also have right to share more information
and ideas that assist company manager in selecting effective and efficient way regarding
completion of each task.
 Sharing goals among employees- This means divide whole work as per the human
resource department and workers capabilities and skills so that there will be no burden on
employees in such manner. Also this will support in achieving desired goals and targets
in given time period. It is that process which is possible for each member and shares all
views to other person.
P6 Key factors of employment legislation and its impact on human resource management
making decisions
Employee legislation is that law which helps in governing workers in their workplace. It
is that element which directly or indirectly affects the employer, employee and unions.
employment law ensure that employee cannot be employed, how they will engaged with work,
how job offering is done which includes time of working and type of work, responsibilities and
duties of employees and employers and which are major protocol and rules that can be applied in
proper manner (Choi, 2011).
There are different institutional arrangements which give employment protection to
private market, court interpretation of constitutional provisions, collective bargaining and
legislative. There are some features of Employment protection Legislation that are as follows:
 Arrangement and requirement of collective terminations
 protection of regular employee against dismissal
 regulation of contracts and employment short term form
Some factors which directly impact on human resource manager:
Anti discrimination- In this factor, an employee cannot discriminate on the basis of age,
race, religion, status, background and many others. This is also illegal for treating some worker
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exploit and unfair with them in the above mentioned report. The entire employee should be
treated as equal on their merit and its personal attributes, characteristics and some other.
Diversity- The workers does not spend all their saving in one company only and they
cannot give all the powers. An organization divide power by dividing the firm into different
segments and also they can define the major roles and responsibilities for monitoring their work
while diversify work that can help company for gaining more skills and knowledge (Clark and et.
al., 2016).
There are various tools which help in overcoming such type of issues and problems that
are described as follows:
Equality- In anti discrimination law, an employee is judge on the basis of merits and they
are mainly treated as equal in such context. it will creating and developing positive environment
in an enterprise and people will also feel motivated or encouraged for doing work at given time
period.
Health and safety- This should be analyzed that every person has some capabilities and
abilities for doing such work. It is necessary for company manager is to protect workers from
any harm or danger. Also they can focus on health and safety issues within an organization.
TASK 4
P 7 Application of HRM practices in corporation
HRM assist firm in different manner for effectively and efficiently flow of work and
employee management for achieving desired goals and targets (Daley, 2012). Various steps that
need to be followed while selection and recruitment process-
Job specification-
Job Specification
1. Detail related to Job
Title of the job- Receptionist
Department- Human Resource
2. Job Purpose
 available place filling
 highest earnings and high output of company
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 To provide information to purchaser related to company
3. Responsibilities and duties
 Goals and aim of organization should be accomplished
 Controlling and monitoring work associated to administration
 Analyzing problems and situation of organization for growth.
Description of CV – Curriculum Vitae is essential for apply job this is the proposal of applicant
individual detail description that are given below.
1. General information
Name- David Johnson
Phone no.- 9845758921
E-mail id- [e-mail]
2. Qualification
MBA Oxford University 90.00%
B.COM Oxford university 80.00%
HIGHER EDUCATION Cambridge school 87.00%
3. Experience
3 years experience in field of HR
4. Personal skills
communication skills
hard worker
leadership skill
punctual
5. Personal details
Father name- Steve Johnson
Mothers name – Mary John
Date of birth- 7th November 1994
6. Achievements- paper published in international seminar
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participation in national level sports tournament
Declaration- I hereby declare that all the above stated information is true and correct as per my
knowledge.
After getting CV, the company can process other selection steps which include recruitment and
selection, documentation, orientation and giving training and development sessions.
CONCLUSION
From the above based report, it can be summarised that human resource management is
playing crucial role in every company because it controls the whole task of administration as
well as management. Thus, British Telecom should also focus on improving their HRM practices
so that they can accomplish their job easily. This report has been described different purposes
and functions of human resource management. It also highlighted the effects of HRM activities
over staffs and managers. In the end of this assignment, roles of human resource management in
the development of personnel and overall firm is also discussed in a detailed way.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The
international journal of human resource management. 24(2). pp.330-351.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Jackson, S.E., 2014. An aspirational framework for strategic human resource
management. Academy of Management Annals.8(1). pp.1-56.
Marchington, M.and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Reiche, B.S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Reiche, B.S., 2016. Readings and cases in international human resource management. Taylor
& Francis.
Sparrow, P. and et.al., 2016. Globalizing human resource management. Routledge..
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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