Exploring Electronic HRM Practices

This assignment delves into the world of Electronic Human Resource Management (eHRM), examining its theoretical foundations and practical applications. It analyzes scholarly works like 'Electronic HRM in Theory and Practice' by Looise, 'A Very Short Fairly Interesting and Reasonably Cheap Book About Studying Leadership' by Jackson & Parry, and more. Students will gain a comprehensive understanding of eHRM's role in contemporary businesses, exploring its benefits, challenges, and future directions.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
P1. Purpose and functions of HRM applicable to workforce planning..................................3
P2. Different approaches of recruitment and selection with their strengths and weaknesses 5
Task 2..............................................................................................................................................6
P3 Benefits of HRM practices to employer and employees...................................................6
P4 Evaluation of different HRM practises in terms of increasing profit and productivity of the
organisation............................................................................................................................8
Task 3...............................................................................................................................................9
P5 Importance of employee relations form HRM decision making processing.....................9
P6 Elements of employment legislation that affects HRM decision making ......................11
Task 4.............................................................................................................................................12
P7 Application of HRM practices in job specification document........................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
The project report is conducted for assuring the purpose human resource management
and scope of it in terms of appropriate skills required to fulfil business objectives of British
telecom company. From this report readers can find key elements of HRM that affects the
organisation. This report includes internal and external factors that affects decision making
process of management department. It also includes employee relations that is required for
productivity of business. UK government have created employment legislation law for protecting
the right of employees so this report also includes anti discrimination and health and safety rights
of worker which must be followed by the company. At last readers can analysis HRM practises
that are essential for the best management functioning. The purpose of this report is to
understand HRM practises that help to increase growth of the company in market area. From this
report reader can analysis the strategies that can be adopted by the firm for effective management
functioning. In this report there are functions of management department such as recruitment
and selection of employees, training and development programmes and managing employees.
From which managers can create strategies to improve their work performance. By adopting
strategies mentioned in this report the organisation can achieve success and business goals.
Task 1
P1. Purpose and functions of HRM applicable to workforce planning
Human resource management is a department that increases the performance of
employees. It refers to the management process within organisation that manages employees and
other staff members. It is the responsibility of a manager to focus on policies and systems of all
departments. HR department creates strategies for recruitment, performance appraisal, training
and development process.
HR department focuses on the development of employees and maximizing their
work performance. They have to deal with the productivity of organisation and also,
to manage human capital. Management department always try to create policies and
procedures that help to improve the production process(Pauwels., 2007). They
primarily create strategies and purpose of this to implement policies in organisation.
They make sure that employees are following rules and regulations for developing
new products and services. The strategy includes recruitment process which helps to
hire efficient candidates for organisation. HR manager also provides training and

development programmes for employees and new candidates that increase the
efficiency level of employees.
Functions of HRM
HR Management is a function of BT organisation that can be concerned with hiring and
motivating employees. Manager of the organisation provides training and development
opportunities to its employees for well-functioning of production process. Recruitment and selection process- Recruitment is a process of hiring potential and
qualified candidates for achieving organisational goal. The main purpose of this function
is to attract applicants who want to join company and also encourages them to perform
their roles in a better way. In other words, it is a process of selecting employees by
providing knowledge about company and its work criteria(Scullion and Collings., 2011). Managing employees- Another function of HR manager of BT Company is to maintain
employee relationship. It is one of the crucial processes of management that helps to
maintain healthy employee relations. Thus, manager of company must have the ability to
influence employees for their behaviour. Training and development- This technique helps to improve the ability of employees by
providing education and skill developing programmes. Through this function of HR
manager, employees can increase their knowledge relating to work. It also helps to
increase efficiency level in the new candidates to achieve organisation goals.
 Salary administration- There are distinct job criteria of different people in the
organisation. Thus, manager has to deal with salary administration. It is also a
responsibility of HR manager to provide compensation to employees for their work
performance(Jackson and Parry., 2011). They must follow policies to provide bonus and
incentives.
Directing and controlling- HR department has the authority to direct employees to improve
their performance. They have control over the department and their functions. They must deal
with the activities of employees and their contribution in achieving organisational objectives.
Soft and Hard Approaches of HRM for planning- There are two approaches for planning that
can be adopted by the manager of BT organisation that can be beneficial for its business. Both
elements; soft and hard HRM are academic in nature.

Hard HRM- This kind of approach can be understood by treating employees as a resource
of doing business. It points outs the behaviour of HR department towards employees like a
machine or building. Using this technique for planning the management department can focus
on actual work performance of employees.
Soft HRM- This is an opposite approach from hard HRM. In this kind of management
style, manager treats employee as an important human resource for the organisation. They
always think about the needs and expectations of employees(Jackson and Parry., 2011). In this
style, the manager motivate employees by providing training and development programmes and
reward them for their best performance.
P2. Different approaches of recruitment and selection with their strengths and weaknesses
British Telecommunication Company have effective management team which is capable
to find efficient employees. Recruiting is a process of finding employees for the organisation that
includes the process of researching profile at some level of position. It can be accomplished by
social media, TV, online advertisement and references. Recruitment of employees is based on
their qualification and communication style that reflects their skills and also, promote to recruit
right candidates. There are mainly two kinds of recruitment and selection processes that are
internal and external.
Internal recruitment- This approach of recruitment involves selecting candidates by
internal sources. In this, company focuses on the employees who are currently working in the
organisation. Through this technique, HR department can select employees for new and higher
position from inside the firm only(Pauwels., 2007). It includes the strategies of promotion,
contract employees for temporary basis, retired employees for part-time employee’s position and
internal advertisement for recruitment.
Strength of internal recruitment- Internal recruitment process is the easiest technique that
is performed by manager for selecting employees for vacant positions. It can be accomplished
within less time period. By using this approach, employees stay for long period in the
organisation and get promotion.
Weaknesses of internal recruitment- This approach may increase partiality and from
promotion of an employee other members may become jealous. It is also a disadvantage of this
method that it reduces the chances of getting new employees with new knowledge and from
using this, there will be no opportunities for external candidates.

External recruitment- It involves external source for recruiting employees that can be
understood by finding employees outside the organisation. The method of this process includes
social media, website, newspaper ads, direct walk-ins and magazines for promoting company.
Strength of external recruitment- It creates new opportunities for the candidates who
want to join organisation. Company can also create opportunity for hiring new candidates with
innovative ideas(Scullion and Collings., 2011). It improves the business strategy for achieving
objectives in a manner in which company can make its brand value better.
Weaknesses of external recruitment- The main weakness of this method of recruitment
or selection process is that it is more time consuming in comparison to other method. To promote
its business, company has to advertise with high cost. Sometimes, promoting outside the
organisation is very difficult because sourcing quality becomes more difficult. It is the
management team that selects new candidates for the organisation.
Task 2
P3 Benefits of HRM practices to employer and employees
Benefits of HRM practices
Employer Employee
HRM practises provides a benefit to select
right candidate for the organisation so that they
develop the best goods and services.
Best HRM practises is specially known for the
benefits of employees. It provides opportunities
of training and development programmes that
helps to increase efficiency in employees.
Recruitment process help to get a skilled
employee so that employer may achieve
organisational objectives.
HRM practises includes the recruitment process
that help to provide opportunities for
employees to get a specific job.
If management department works effectively
than employees can attract with the
HRM also provide training to new employees
that increases knowledge and skills level in the

organisation and employer. employees.
Effective HRM practise increases strength of
the organisation and reduces the employee
turnover.
From an effective management process
employees satisfies their needs and
expectations so that it reduces the chances of
employee turnover.
HRM generally deals with common goal of the
organisation that also increases employee and
employer relationship.
Employees can understand common goals of
the organisation that is beneficial for their skills
development.
From Good functioning of HRM employer can
understand the expectations and needs of
employees so that they can gain good
relationship with employees.
HRM practises also helpful for increasing good
relationship between employees and employer
from which the company can increase its
productivity.
Employers may get experience of high
turnover through overlook the importance of
feedback.
Employees can understand the value of their
jobs and work load by management
process(Scullion and Collings., 2011). It is a
responsibility of manager to introduce its
company to new employee so that they can
evaluate their work performance towards the
development process.
Management department plays a vital role for
the employer because from a best management
they can improve the efficiency level of staff
members so that it also increases the value of
employer in the market.
HRM is responsible for improving the
efficiency level of employees that helps to
motivate employees.
Effective management department help to HRM practises introduces the option of flexible

employer to manage all departmental work so
that they can improve the standard of
operations.
working that motivates employees to work
fearlessly.
Best HRM practises improves the level
profitability from which employer can achieve
business objectives.
Employee's best performance can be rewarded
by management team so that they can get bonus
and incentives for their work performance.
P4 Evaluation of different HRM practises in terms of increasing profit and productivity of the
organisation
Learning, development and training practises- human resources' management provides
training and development programmes and opportunities for learning activities from which
employees can effectively increase the level of knowledge and efficiency in working. Learning
includes the activity of increasing level of standard in employees of BT organisation(Scullion
and Collings., 2011). The main aim of providing training to employees is to share job criteria and
structure of functional and operational activities. It includes the learning objectives that helps to
maintain quality of products and services. It also enhances the skill of employees relating to
organisational goals. Learning focuses on the activity of employees who holds jobs for future
benefits. Training also focuses on providing coaching and mentoring for improving performance
of employees. It can be divided into on the job training, apprenticeship, mentoring, self
instruction and systematic job rotations. From all this training part employees can get more
knowledge and experience in relation to organisational work. It also increases the productivity by
the effective performance of employees. HRM provides opportunities for development
programmes that also affects the employee performance. Mentoring plays an effective role for
learning and training activity. It helps to gain the knowledge and experience by other employees
so that they can improve the level of working. Leaning is an activity of educating employees for
the organisational work and its businesses(Pauwels., 2007). So that they can efficiently increase
the profit of its business by developing innovative products.
The reward management is more associated with the formulation and implementation of
policies and strategies that intends to provide reward to employees for their performance.

Reward management system also includes various activities such as controlling and analysing
employees remunerations, compensating the other advantages for workers. The objective of this
reward system is developed and effectively operate as reward framework for business entity. It
assists firm in motivating employees and encouraging them to increase their contribution towards
achievement of organizational goals as well as objectives. Reward management is also
concerned with non financial rewards that could be in form of recognition, development ,
training, job opportunities and increased job responsibilities. All the compensation and benefits
such as bonus and incentives are attracts the employees for their best work performance. They
can retain the talent and also gets an advantage of raising profits for the organisation. More
rewards provides more revenue to the organisation. All the reward programmes increases the
productivity of the organisation and also helps to reduce the chances leading towards buyer
performance appraisal. Further, it helps employer in analysing individual working efficiency for
the organisation functions(Jackson and Parry., 2011). The rewards' management system is
significant as it supports firm in providing satisfaction to employees and positively influencing
them to become loyal towards business entity. Reward system also aid enterprise in retaining
their employees for long time. It increases productivity by providing bonus and incentives to
employee and also help to motivate employees for their work performance.
Task 3
P5 Importance of employee relations form HRM decision making processing
Every employee of BT company has a certain position in the firm who shares good
relationship with other worker. Management department treats them as the resources for
business. Employees always wants to share ideas with each other they try to develop innovative
things from with the organisation can achieve business goals. One person can not work on his
own so that he needs people for sharing new ideas. Management department have a authority to
maintain employee relationship with employer and other employee. So manager creates
strategies for improving employee relations. To make planning for good relationship with
employees also help for decision making process. For a healthy relationship it is required that
employees are comfortable working together at work place. To find out importance of employee
relations for the organisation and decision making process of management team it is essential to
understand following issues.

Individual can not take decisions alone- In the organisation there are many issues
arises on which management department needs to know about worker's decision. They require
the guidelines and advice for taking any decision for the functioning of organisation. Some times
employer might miss out important issues and point for the production and other department then
he needs the ideas that can be provide by employee. Si that to take any decision it is required to
have good relationship with employees.
Work become easy- A healthy relation with each others reduces the work load and also
helps to increase productivity. Employer and management department can not do every thing at
the work place so that they need to share decisions and introduce new strategies that might be
beneficial for raising profitability. HRM can divide work load between employees and they can
follow policies(Scullion and Collings., 2011). Therefore, a good employee relations helps to
contribute duties and responsibilities into staff members so that they can accomplish the tasks
assigned to then very effectively.
Employees follow policies- When any company enter into the process of decision
making than it is affected by employee relations with the company. Decision making is a process
that is followed by manager of an organisation for growing in the market and increasing future
performance. To create strategies for business growth it is required to take a effective decision
that is followed by each and every employees and staff members. It can be possible if the
organisation and its management team have a healthy relationship with work force.
Hence, employee relation plays a vital role for decision making process of BT. So that
they can improve employee relationship with the organisation by creating strategies. Planning for
a good relationship is very important from with employees feels comfortable within the
organisation and at work place. To maintain healthy relations it is required to create strategies
that help to grow in the market for long time. So there are some strategies that can be followed
by the organisation.
Encourage individuals to share work load- This is a very effective way from which
employees can talk with each other and discuss things at different level of department(Jackson
and Parry., 2011). To feel comfortable to all employees, this is the best way for it. Management
department can encourage workers by dividing them into teams and following the strategy of
mentoring and team leaders.

Involvement of worker in important decision- This is another a strategy of increasing
good relationship with employees and it is possible after giving them importance in the
organisation. They should feel important and indispensable for the firm. Management
department can assign duties and responsibilities to each staff member according to their ability
and interest from which they can involve in important issues of the organisation. They can
encourage employee to work hard and motivate them to increase communication skill. Strategies
will help to create better transparency of work within the firm and also helpful to achieve target
and business goals.
Meeting of employees and employer- To make a good relationship with employees and
employer it can be effective to hold a meeting between all employees and employer. Meeting
might be hold according to weekly and monthly basis. The purpose of meeting should be a
common objective that is let every employee come together at work place(Scullion and
Collings., 2011). In this meeting employer can ask problem to individual employee relating to
the issues of business. Through this strategy employees also feel comfortable to share their
experience with all the departments and workers.
P6 Elements of employment legislation that affects HRM decision making
Employment legislation are created by UK government for the protection of employees
and workers. The law relating to employee protection affects employer and unions directly. This
law includes the rights of employees in an organisation. Government have created the law of
employment for the betterment of employees from which they can comfortably achieve their
rights. So that BT company should follow this legislation for its business growth that also affects
the decision making process of the organisation.
Anti discrimination- It refers to the law that is created by government for the rights of
employees and workers. In this law it is mentioned that all the organisation should equally treat
employees and workers within its work place. People must be dealt with on an equal basis. At
the time of selection of candidates for employment they should not select on the basis of their
economic status, age, nationality, gender, disability and religious. Anti discrimination act
prohibits discrimination against workers and staff members of all department of an organisation.
So that BT also follow this law and provide rights to all employees(Jackson and Parry., 2011). It
will be unlawful when management department and employer of the company hire a candidate

with a contract that have terms and conditions of making any decision relating to dismiss them
to the organisation for any reason. Discrimination occurs when worker treats less favourable than
other members. So that this law affects the decision making process of the organisation because
to take any decision it should be legal according to anti discrimination law. HRM are responsible
for recruitment and selection process, it is a duty of manager of the company to hire the best
candidates for effective functioning of their business. So they need to select candidates according
to their capability and experience so that if employee is disable than it will be very tough for
choosing him for the organisation.
Health and safety- Health and safety act of UK was came in force in the year 1974. UK
government introduced the provisions relating to health and safety of employees and workers.c
According to this law all the organisations have to maintain safety of worker who are working in
their firm. There are different kinds of provisions that are beneficial for health and safety of
employees. So this law directly affects the decision making process of management team
because they have to follow the provisions relating to employee welfare(Scullion and Collings.,
2011). According to this law the company have to maintain workplace, equipments and systems.
There must be a ventilation in each specific area and proper lighting facility for the employees.
Conditions of floors must be good and there must be washing facility within the organisation. So
that all this law which is created by government for the safety and heath of workers and
employees of the organisation, management department have to follow all this law and take
decisions as they can not break any law. For decision making process that is essential for the
growth of the business, manager has to make strategies and planning in the terms that is not
affect the health of worker and there is no issue relating to safety of employees.
Task 4
P7 Application of HRM practices in job specification document
Job specification document is a brief of the job that provides help to HRM to maintain
good interview procedures and hiring efficient employees. In this document manager of the
company describes the requirements of qualified and efficient candidates for the specific role. It
also help management department to share all the information relating to job criteria of
employees(Jackson and Parry., 2011). At the time of recruitment process job specification
document describes required skills and knowledge of candidate for achieving the goals of an

organisation. HRM is responsible for recruiting the best candidates that will help to achieve
business goals. For the position of Nurse HR team can ask this five question to all the applicants.
1 Why did you decide on a career as a Nurse?
It is a behavioural question that may asked by HR manager. There are very big
responsibility on the position of Nurse so people always avoid to choose this position as our
career so the organisation needs to know about the vision of candidates.
2 If your patient is not satisfy from your care than how you deal with it?
The interviewer can ask this question at the time of recruitment and selections process.
This is the way from which the HR department can identify the thought of applicants regarding
to caring of patients. They can also analysis the capability to candidates that they have ability
and experience in the field of Nurse and how will they deal with patients.
3 Being a nurse what is the hardest part have you find?
This is a trick question. The job criteria of nurse are very critical so it is also require to
understand about career of candidates and most important to ask them about their weaknesses.
4 why are you the best candidate for this job?
This question reflects the opportunity for candidates to become a part of an organisation.
This question may ask by interviewer when they get satisfy from candidate so that HR managers
can ask that why should they hire them for their organisation and why are they want to join this
work.
5 Nurse faces many difficult patients , you had to deal with it so how you handled that?
Some patients are regular part of daily routine who are very tough and employer always
want to hire a nurse who is capable to handle them very easily(Pauwels., 2007). So this is the
best question that will beJackson, B. and Parry, K., 2011 beneficial for the firm.
CONCLUSION
From this report readers can analysis the scope of HRM that is helpful for achieving
business objectives. It will be more comfortable to understand employee legislations which is
beneficial for employee and labour protection. This report recommand that BT must follow the
law for business growth because it is direct affects employees and unions so if the company

follows it than it will more easy to grow in the market. In this report readers it is described that
recruitment process have few strategies as well as weaknesses that directly affects the selection
procedures of the organisation. So it is require to have a knowledge of different approaches for
recruitment process.

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