Human Resource Management Research Papers

This assignment provides a collection of human resource management research papers that cover various aspects of HRM, including diversity and inclusion, employee compensation, HRM in professional service firms, and more. The papers are sourced from academic journals and books, offering insights into HR practices across different industries and countries. Students can use these papers to gain a deeper understanding of HRM concepts and theories, and to prepare for their own research projects.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of Human Resource Management.....................................................1
P2 Strengths and weaknesses of various approaches in recruitment and selection process.......2
TASK 2............................................................................................................................................4
P3 Benefits of HRM for employer and employee.......................................................................4
P4 Effectiveness of human resource management practices.......................................................5
TASK 3............................................................................................................................................6
P5 Importance of employees relation..........................................................................................6
P6 Key elements of employees legislations and its impacts on HRM decision making.............7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work and related context..................................................8
CONCLUSION..............................................................................................................................11

INTRODUCTION
Human Resources Management (HRM) is one of the important departments that focus on
formulating policies and plans of a company (Armstrong and Taylor, 2014). They are
responsible for conducting recruitment process in order to select suitable candidates for their
organisation. HR department also provides training programmes so as to enhance the existing
knowledge and skills of employees. British Telecommunications (BT) provides fixed–line,
mobile and broadband services in around 180 countries. In this report, various purpose and
functions of HRM are mentioned in order to know the impact of its performance in an
organisation. Hard and soft approaches of planning and resources are included in this. Along
with this, strengths and weaknesses of different recruitment process are also involved in this
assignment. Apart from this, HRM practices are also included in this report.
TASK 1
P1 Purpose and functions of Human Resource Management
HRM plays a crucial role in any organisation as they recruit eligible candidates for their
company. HR Department of BT is providing them with better outcomes and as a result, they are
gaining competitive advancement. BT is a leading company in United Kingdom and gives better
communication services to their customers. Currently, 106,400 employees are working in this
organisation, their revenues and net income is 24.062 and 1.908 billion respectively. Other than
this, their main objective is to provide right candidate for the correct job. This enables them in
increasing their manpower in order to conduct business operations in smooth manner. HR
Department conducts various seminars or training programmes so as to increase the capabilities
of their employees through which they can give better outcomes.
Functions of Human Resource Management:
Provides training and development programmes: This is another factor that HRM
department performs in developing the skills and knowledge of employees. For this, BT is
monitoring the performance of their workers so that they can identify and implement the
programmes which are necessary for boosting the production process (Brewster and Hegewisch,
2017).
Staffing: This is considered as one of the important element of HRM in an organisation
as they hire suitable candidates on the basis of their talents so that an individual can give all
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his/her efforts in completing any task. With the help of HRM, BT is utilising all the resources in
a better way, they are implementing new tools and technologies to increase the manpower of the
company. Gradually, it is enhancing the performance of the firm.
Motivation: Managers and leaders are the one who boost the morale of their workers so
that they can give the best out of their skills in order to provide better results. This gradually
increases the capabilities for performing the work in a better manner. Superiors motivate
employees by providing bonus or performance appraisal.
Scope of Strategic HRM: There are certain criteria that HRM follows for performing in
better ways. They help in planning new strategies and plans which they can follow to increase
their productivity in a positive way. Before making plans, the department look out for all
possible outcomes so that they can make appropriate tactics. Other than this, they conduct
various seminars and training programmes that assist employees to put up their best
performance. All these activities provide them experience which they can apply in future task as
well.
Hard approaches of HRM: Under this approach, company treat their employees as their
own in order to perform business activities. They try to utilise all the skills of the workers so that
organisation can give them better results and sustain the position for long period of time.
Soft HRM: In this, employees are are given much privilege and treated as their assets and
managers of company ensure that they don’t face any problem in performing their task. Thus,
they help the organisation in achieving their set targets and goals so as to remain in the market
area for long time (Bratton and Gold, 2017).
P2 Strengths and weaknesses of various approaches in recruitment and selection process
Recruitment and selection process is very essential for a company in order to increase
their performance because with the help of new candidates, they can plan and make strategies in
new and innovative ways. This can be conducted through various mediums like face-to-face
interviews, telephonic and video conversation and many more. HR managers select suitable
employees from ample number of candidates for right post without any bias. British
Telecommunication is adopting this method so as to hire individuals for respective vacant seats
in any department. Some of the approaches are given below which they should consider in all
recruitment and selection process:
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Internal Approaches: This approach is used by managers in order to gather talented
individuals within the organisation so that they can promote them according to their
performance. They can use them as a role model in motivating their other employees so that they
can perform their task appropriately (Werner, 2014).
Strengths Weaknesses
There is no need of applying more money in
conducting interviews and recruitment process
as this is one of the renowned and established
organisation.
Because of not providing appropriate
innovative ideas can have an adverse effect in
business operations.
Experienced employees understand the whole
process of recruitment as compared to freshly
selected candidates.
There will be rise in conflicts with the increase
in number of candidates as they can face
clashes in their views.
External Approaches: Under this category, they select candidates from outside the
organisation. This approach is very effective as it provides the best results in selection and
recruitment process. Selecting new candidates will help them in providing fresh ideas and
innovative plans other than existing employees (Kaufman, 2014). British Telecommunication is
utilising this approach to fulfil the vacant seats and its strength and weaknesses are given below:
Strengths Weaknesses
The biggest strength of this that new
candidates will provide them with innovative
and unique approaches in order to move their
company in forward direction.
Under the process of selecting new candidates
huge amount of money can spent for
conducting these activities in conference
rooms.
This will help them in hiring appropriate
individuals for their organisation. Apart from
this, it is time consuming.
Apart from this, it is more time consuming and
managers are responsible for guiding new
candidates.
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Therefore, it makes very easy for managers to select appropriate persons for their job so
that they can perform their work in a proper manner. Thus, they help a company in gaining their
objectives and goals under specific time frame (Boxall, 2014).
TASK 2
P3 Benefits of HRM for employer and employee
In an organisation, supervisors and associations do not work for monetary gains only.
They work to achieve high living of standard in their working enterprises. Therefore, HRM of
BT Plc. has applied various strategies in order to provide several benefits for workers. It will
proves beneficial for employers too. With this assistance, it is essential for management to keep
strong relationship among workers and supervisors so that better productivity can gain.
Following are the advantages of HRM for employees:
T&D sessions: For enhancing the productivity of employees, it is necessary for a firm to
provide effective training programmes for them. This will help them to develop their skills and
knowledges in a required field and make them able to work in a desired manner. Effectiveness of
these programmes will prove if employees gain abilities to hit targets in a shorter interval of time
(Salas and et. al., 2015).
Conflict resolution: Training programmes helps workers to maintain their relationship.
Through this they can share views and opinions with each other. It will help in resolving as well
as reducing conflicts among them. It make them able to work in a team. For achievement of this,
HRM provides rewards to motivate workers.
Employee relations: For better conversation, HRM organises seminars and conferences.
Through which they can communicate with workers about their need and problems. Managers
requires to take employees' feedback about policies of company that will help in getting the
degree of equilibrium. Thus, it helps in maintaining good relations between employees. BT Plc.
Has followed all governmental rules in order to provide employee's benefits as well as to share a
strong bond between employers and them (Lu and et. al., 2015).
Following are the advantages of HRM for employer:
Provide surplus welfare: For enhancing the productivity, it is essential for supervisors of
a firm to improve revenue system. They can achieve this by accomplishing the desired target on
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time. Managers should possess dedications in their management to provide a strong vision for
employees so that they can contribute their efforts for better achievement.
Special treatment: In order to perform the task in proper manner employees must be
provided with effective environment where they can sit and complete their work. Along with this
workers should be given special treatment like while going for any conferences in other places
than they must be given proper rooms to stay. Superiors can appraise the performance done by
any individual as this will boost the morale and because of this the person will give maximum
efforts in completing the work.
Thus, all factors which are mentioned above are assisting British telecommunication in
providing better services to their customers and this is gradually improving the profit and
productivity of the company (Armstrong, 2014).
P4 Effectiveness of human resource management practices
British telecommunication is a leading company and holds a large sector in
communicating sectors. This company mainly runs its business in around 180 countries by
providing fixed line connections along with mobile and broadband services in United kingdom
and nearby places. Other than this they give subscription television and IT services as well. In
many perspective human resource management is providing many benefits to an organisation by
selecting appropriate candidates for their job. All these candidates are are helping them in
achieving their set targets in shorter period of time. New employees are helping the company by
giving suggestions regarding their plans and strategies. In the present scenario, companies have
implemented different approaches in order to attain specific targets. Some of the factors are
given below:
Learning and training development: Learning is a process that goes throughout life from
birth till death. For increasing the performance of their employees British telecommunications is
applying various training programmes where new workers can go and enhance their existing
skills and knowledge (Bamberger, Biron and Meshoulam, 2014).
Flexible working options: There are certain rights for employees that should be provided
by the company. Fixed working hours and salary must be there without any discrimination. For
this human resource management should make specific rules and regulations in favour of the
employees so that they can enjoy working in any conditions or circumstances. Along with this
they should also be provided best suitable environment where they can work peacefully.
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Monitoring of performance: If a company wants to work properly than they should
monitor the the performance of their employees on a regular basis in order to know the behaviour
of the individual whether they are willing to do the work or not. This also assist them in
identifying what kind of tools or training programmes they can implement so as to enhance the
performance and skills of an individual.
Performance appraisal: This work as a positive tool because appraisal is required by all
workers in order to boost their morale. This motivate employees to work in a proper manner so
that they can achieve their set targets in certain time frame. Performance appraisal can be said as
a part of career development, superiors can motivate their employees using body gestures or
verbal methods. Thus, through this approach they can fulfil their objectives and along with this
employees will get to know about the strengths and weaknesses (Jiang and et. al., 2017).
Recruitment and selection process: In this HR manager plays a prominent role in
selecting new candidates as per the requirement of the job. Company uses various mediums for
choosing the right employees like telephonic conversation, online and offline interviewing and
many more. Therefore, all these process help a company is electing candidates who are suitable
for the job.
TASK 3
P5 Importance of employees relation
It is very important for ASDA management to established healthy relationship among all
employees at work place. Through this activities, company has create positive working
environment at work place which help to enhance productivity of all staff members. So that, firm
able to achieve goals and objectives in given time frame (Beer, 2015). It is a management
responsibility to allocate work according to workers capabilities and skills, this help them to stay
loyal with company. Henceforth, significance related to workers relationship are as follows: Early achievement of set targets: It is must for management to established effective
relation with employees so that desire outcomes should achieve in given time frame.
Along with this, if all staff members work together which help to HR manager in solve
conflicts between employees and administration. Ability to reduce risk: Positivity among all the workers will help in decreasing risk.
Hence, company managers will increase their enterprise activities in various nations
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along with that they will develop by producing innovative as well as new products and
services which help in improving base of customers (Donnelly, 2015). Increases in sales: Business productivity enhanced then it will help in raising of sales. It
is necessary to fulfil needs and wants of customers according to their demand which
enable to have advantages from rivals at a place of market (Darwish, Singh and Wood,
2016). Conflict reduction: With increase in number of workers it is important to maintain peace
in company. Conflict and disputes get reduced when friendly environment is maintained
in enterprise. It also enhances productivity. Management team must focus upon creating
sound and effective work environment by building strong employee relations. Employee loyalty: Having pleasant work environment helps in motivating employees. It
is important for management to increase productivity that will encourage loyalty in
workforce. To have such workforce it improves employee retention rate too. Employee
loyalty is important in order to have enhance productivity and profit in organisation. BT
believes in coordination among employees so that effective utilisation of resources camn
be achieved. Profit maximization: Giving a products of quality to customers according to their wants
and needs can raise belief of them on BTC. Hence, it is necessary to make changes in
their products as per needs of clients. It will help industry in making profits at a higher
level.
 Productivity: Company must have strong employee relation in order to have pleasant
work environment. Multiple employee relation programs can be conducted by
management that will increase skill and knowledge of employees. Hence increasing
productivity (Gupta and Shaw, 2014).
Therefore, as per above points are discussed it is concluded that relations of workers are
made within the organisation. Hence, it is important for management of making workers policies,
bonus plans and incentive for employees.
P6 Key elements of employees legislations and its impacts on HRM decision making
Government formulate these laws and regulations for people so that they are not
discriminated in terms race, caste, religion, gender etc., to run their business in a proper manner
it is necessary that company follow all the rules before implementing any strategic plans. Hence,
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these have helped British telecommunication in performing their operations effectively. Some of
the legislations are mentioned below:
Different legislations:
Family and medical leave Act, 1993: This law is implemented for the betterment of the
employees. Under this law workers can take medical leave for around 12 weeks and company
will provide with all the benefits which is required for treating in a proper manner. For example:
an individual can take leave if he/she or any member of his/her family is not well.
Minimum wages law: This is considered as a basic law in which employees have a right
to get certain amount of money for their work. Along with this government has also make certain
rules regarding working hours in which company cannot force their workers to work after set
time period (Clark and et. al., 2016).
Health and safety Act, 1970: It is important for company to provide and maintain a
healthy environment at workplace. Under this act organisation make sure that healthy is
considered as top priority and if managers of company doesn't include this act than they have to
pay penalties. By applying this act employees can feel secure and safe for the time being they are
working.
Equality Act: Under this law employee must be equally treated in organisation. Every
company need positive workforce which can be achieved by giving employees respect. While
working in an organisation employee must be evaluated on equal criteria. Biasing while taking
decisions in work place can create disputes. In order to make business grow successfully, it is
important to provide equal opportunity to every employee. Determining potential and skill of
workers help in maintaining harmony in organisation.
Diversity act: BT is known for having workforce from multiple work culture. Hence it is
important to have diversity rights for employees in order to retain their trust and loyalty in
company. It also maintains safety in organisation.
Since the time these laws have implemented they are providing advantages to the
company and employees as well. Thus, in relation with British telecommunication it has
gradually increases the sales and productivity of the company as many people are adopting their
services and facilities (Grobelna and Marciszewska, 2016).
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TASK 4
P7 Application of HRM practices in work and related context
Hotel receptionist training
Training title/ Workshop- Date- Time-
Area Managers
Number of
Participants
Activity Expected time Process Equipments
Induction or
Introduction
Training needs
a)
b)
Warm up
Contents which is
Required
Important points
Job advertisement
Candidates required:
Education:
Bachelor in Business Administration
Master in Business Administration
Mediums through which candidate can apply for the job:
Individual can apply for the job through online and offline, they have to provide colour
photographs and other required documents that is necessary for the job. They can provide the
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information by going to company's website. Last date of applying for the job is 1st April, 2018.
Email – id: www.ucl.co.uk
Contact number: 6528946764
Job Specification
Academic Qualification Graduation in health and social care from
renowned university.
Diploma in nursing training.
Work Experience Candidates must have an experience of at least
2 years in health and social care.
Field of expertise Should be capable of handling new tools and
technologies that is necessary in medical field.
Other qualities They must have knowledge of how to handle
the pressure in difficult circumstances.
Should be supportive in nature and motivate
their patients so as to cure their disease.
Must provides information about the policies
which is implemented by regulatory bodies.
Questions which will be asked in interview
 What makes you most deserving candidate amongst others?
 Your Strengths and weaknesses
 How was your performance in college regarding studies?
 Tell something about your work experience? Roles and responsibilities that were given to you in your previous job?
Person Specification
Particulars Necessary criteria Desirable criteria
Education and capabilities Cooking qualification (NVQ) Person should have effective
knowledge regarding cooking,
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heath and hygiene.
Experience Must be aware of delivering
best quality products and
services to their customers.
Should be capable of working
under pressure.
Have experience of more than
2 years.
Skills and abilities Should be attentive in nature
Able to grab new things easily.
Entrepreneurial skills
Personal characteristics Good communication skills.
Polite in nature.
Impressive behaviour.
Cooperative nature.
Curriculum Vitae
Basic Information
Name: Shane Wand
Father's name: Albert Wand
Mother's name: Elibela Wand
Contact Number: 6524879574
Email – id: [e-mail]
Key skills:
 Experience of working in studio for more than 1 year.
 Creative in nature
 Must have a knowledge of Mac and PC system.
 Should have a capability of working in a team.
 Good grasping power.
Experience:
 Should have knowledge about Photoshop and retouching of pictures.
 Experience of more than a year in preparing of images.
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CONCLUSION
From the above report, It can be concluded that HRM plays a prominent role in any
organisation as they help them in recruitment and selection process. This assist them in hiring
eligible candidates for the company. Human resource management tries to provide best working
experience at work place so that employees can perform their task peacefully. Other than this
various kinds of legislations which is required for operating the business operations is included
which is assisting the workers to know about their rights that is required in work place. All these
aspects is helping them in gaining them all the competitive advantages in order to attain superior
position in market area.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management
accountancy. New Perspectives On Human Resource Management op. cit. at. pp.154-
166.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Beer, M., 2015. HRM at a crossroads: Comments on “Evolution of strategic HRM through two
founding books: A 30th anniversary perspective on development of the field”. Human
Resource Management. 54(3). pp.417-421.
Boxall, P., 2014. The future of employment relations from the perspective of human resource
management. Journal of Industrial Relations. 56(4). pp.578-593.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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.
Darwish, T. K., Singh, S. and Wood, G., 2016. The impact of human resource practices on actual
and perceived organizational performance in a Middle Eastern emerging market. Human
Resource Management. 55(2). pp.261-281.
Donnelly, R., 2015. Tensions and challenges in the management of diversity and inclusion in IT
services multinationals in India. Human Resource Management. 54(2). pp.199-215.
Gerpott, F. H., 2015. The right strategy? Examining the business partner model's functionality
for resolving Human Resource Management tensions and discussing alternative
directions. German Journal of Human Resource Management. 29(3-4). pp.214-234.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC. pp. 95-103).
Gupta, N. and Shaw, J. D., 2014. Employee compensation: The neglected area of HRM
research. Human Resource Management Review. 24(1). pp.1-4.
Gurkov, I., 2016. Human resource management in Russian manufacturing subsidiaries of
multinational corporations. Post-Communist Economies. 28(3). pp.353-372.
Jiang, K. and et. al., 2017. Understanding employees’ perceptions of human resource practices:
Effects of demographic dissimilarity to managers and coworkers. Human Resource
Management. 56(1). pp.69-91.
Kaiser, S. and et. al., 2015. Human Resource Management in Professional Service Firms:
Learning from a framework for research and practice. German Journal of Human
Resource Management. 29(2). pp.77-101.
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