Human Resource Management Assignment

The assignment provided is related to Human Resource Management. It includes references from various books and articles, such as 'Human Resource Management: Theory and Practice', 'New Challenges for European Resource Management', and 'Green Human Resource Management'. The document also includes online resources and research papers on human resource management. The assignment likely involves analyzing the importance of human resource management in organizations, its impact on performance, and its application in different contexts.

Human resources
management
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM applicable to resourcing and workforce planning..............1
P2. Benefits and shortcomings of different techniques of recruitment and selection.................3
TASK2.............................................................................................................................................4
P3. Advantage of HRM practices for employee and employer..................................................4
P4 Impact of different human resource practices to increase organisation profitability.............5
TASK...............................................................................................................................................6
P5 Importance of workers relations with respect to impact HRM decision making..................6
P6 Impact of Employment Legislation on formulation of HRM Policy.....................................7
TASK4.............................................................................................................................................9
P7. Application of HRM practices in a work related context.....................................................9
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resources management is a one of the improvement activities with in an
organisation that enhance employees productivity as well as quality of product and services.
They plays vital role in firm like recruitment, selection, appraisal, promotion, transfer, prepare
salary plan, provide compensation and many more. Human resources manager of the company is
conducting training program with in firm to increase skills and knowledge of their employees.
Through this, they are able to enhance workers performance as well as productivity in an
effective manner. In this report select British telecommunication which are operate their business
activities around 100 countries (Alfes and et. al., 2013). It is a British international organisation
and establish in the year of 2000. In this company approx 17000 employees have worked and
they offer several product like fixed line telephone, mobile services, broadband internet,
professional services, information technology and network or many more. In this assignment
covers function of HRM, various techniques of recruitment as well as selection. It also covers
benefits of employees relationship with in an organisation and important legislation.
TASK 1
P1 Functions and purpose of HRM applicable to resourcing and workforce planning
Human resource management is mainly a process of rewarding employees, training,
policies improvement and developing different plans or techniques for retaining their employees
within the company. British Telecom organisation in UK has owned 106,400 and more
employees within the organisation. Hence, process of managing human resource management is
very difficult as well as hectic within firms which need effective execution of functions in firms.
The main aim of HRM of British Telecom is to give personnel satisfaction by giving them best
services. Manager of HR conduct different methods and strategies which can aid in giving better
services by providing higher performance while working (Berman and et. al., 2012). The main
aim of managing HRM is to recruit best applicants within company for achieving targets for
meeting outcomes in an effective way. Hence, proper administration of human resource
management can support managers as well as employees of organisation to meet set targets and
goals.
Their are some HRM functions which are used by British Telecom manager which are
given below:
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 Compensating or Rewarding: British Telecom is concentrating on better HR as well
as retain employees. For this, they make a various policies and terms linked to wages
as well as plans of workers. It is one of main human resource functions which assists
in rendering employees satisfaction by encouraging them effectively.
 Training and development: Human resource management is accountable for
operating activities for supporting workers motivation and personnel development
within a limited period of time.
 Recruitment, selection and planning: Manforce find out HRM responsibility for
conducting functions of selection, staffing proper programs of hiring within BT. For
proper using of resources in company involve human and financial, organisation use
proper recruiting approach for better working environment for achieving results
effectively (Boxall and Purcell, 2011).
 Health and Safety: After execution of new industrial democracy terms, accountable
organisation can render some safety as well as protection policies while working in
BT. Manager of HR perform activities of British Telecom as they require with
different laws and legislation of health as well as better workplace enacted by
government.
Best Fit and Best Practice methods
Best fit Best practice
This method stresses over applying strategies
at a working environment on allocation model.
This form is run for employees reward
activities conducted by HR manager.
As outcomes, competitive edge can be
achieved by business.
By the aid of employees commitment, manager
encourage workers.
Hard and Soft Model of HRM
HRM hard model: It optimise their personnel as a practices of enterprise resources in
which introducing a strong link in the process of planning a business which should be managed.
Main human resource management aim is always remain same as better process of recruitment as
well as workforce.
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HRM soft model: In this king of human resource model, employees consider as one of
an main companies bodies who credit support in competitive benefits. BT are using these
techniques for retaining, reach basic needs and retain their workers group (Bratton and Gold,
2017). For coordinating different functions like as rewarding and compensating functions etc.
Workforce Planning
Type of Business Labour Market kinds
Independent primary Subordinate primary
Periphery Craft Secondary
Workers with higher working
abilities and skills come within
this group operated by craft
union.
Workers with less job security
and skills come in this.
Core Lien workers, paid their staff
from professional as well as
technical domain.
Retention and Promotion of
employees which is attained by
trade unions.
P2. Benefits and shortcomings of different techniques of recruitment and selection
Human resource management is an important aspect of BT communication. It creates a
pool of right candidate and organisation requirement to gives the competitive advantage to the
organisation. One of major dimension is that it select the best candidate and saves the
organisation resources (Brewster, Mayrhofer and Morley, 2016). There are two types of
recruitment and selection;
1. Internal recruitment2. External recruitment
1. Internal recruitment: Internal recruitment is a process whereby company selects and
promotes the employee with the organisation. It involves internal shifts, move,
promotion and demotion.
Benefits of internal recruitment:
1. It reduces the cost of selection. Company spends lots of amount in hiring of
candidates.
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2. It reduces the cost of training as employee is already aware of industry and
company policy.
3. It motivates employees to work hard for promising future.
4. It reduces employee turnover and build good image in the market.
Shortcomings of internal recruitment:
1. It is not an ideal platform as it reduces the chances of more skilled employee.
2. It also reduces the skill inventory of company (Buller and McEvoy, 2012).
3. It builds an image that company do promote employment opportunity.
4. It sometime creates the conflict among team member.
2. External recruitment: This process involves selecting the candidates from outside of
organisation. This includes methods such as; campus placements, advertising, walk
INS, job fair etc.
Benefit of external recruitment:
1. It creates pool of diversified employee.
2. It helps to create a rich skill inventory for the organisation.
3. It gives an opportunity to select the best candidate because it gives many options.
4. It creates employment opportunity.
5. Organisation gets benefitted by fresh candidates because fresher’s comes with lots
of enthusiasm and new knowledge.
Shortcomings of external recruitment:
1. It is expensive method of recruitment.
2. It is also a lengthy process.
3. It burdens the organisation with training and development.
4. With the diversified workforce sometimes it becomes very difficult to manage
them.
TASK2
P3. Advantage of HRM practices for employee and employer
Human resource management run various programs and session for organisation. These
practices are done with the aim to improve the skills of the employee which matches with the
industry’s current requirement (Chelladurai and Kerwin, 2017).
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Benefits of HRM practices to employee:
The practices and program of human resource management are beneficial for the
employees as it helps employees to improve their skills. They can become more skilled. This
skills enhancement creates a feeling of self-worth which gives positive feel. Hence it makes the
employee more confident and independent. With this confidence they get motivated and work
harder. This hard work helps them to achieve more and get promoted. These human resources
practices are very important for employee growth and development. With these practices
employee gets more product knowledge and industry understanding. Human resource practices
are also important for the employee as these extra curriculum activities helps to them to show
their skills and talent. These practices provide a platform to them where they can show their
talent get more satisfaction and peace in life.
Benefits of HRM practices to employer:
Human resources practices are align with the intention and aim of employer. These
human resource practices are a great benefit for the employer as they deliver the employer
thought and feeling for the employees in a professional and constructive manner. It is great tool
for employer to show the employee their value in the organisation. With these practices
employee understand the employer expectation and concern for them hence perform their duties
with full dedication and enthusiasm (Coff and Kryscynski, 2011). It also helps in creating a
healthy employer and employee relation. With the HR practices which makes employees are
satisfied, it reduces employee turnover and dissatisfaction. This reduces the cost for hiring to
employer.
P4 Impact of different human resource practices to increase organisation profitability
For every organisation it is important to grow and male profit. With the advancement of
technology the labour work has reduced in many industry but it increases the demand for more
conceptual and skills oriented person. With the advancement of technology the competition has
become tougher and hence made the profit small. This happens because the profit from the
industry gets distributed among the competitor. This fosters the demand for more skilled and
talented people who could help organisation to overcome the competition and increase the profit
of the organisation (Crook and et. al., 2011). The challenge is also that these skills sets that a
person poses become obsolete with the passage of time. Hence again form losses it competitive
position. This creates a demand for new skills set in the organisation. But it is also not a solution
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because organisation need experienced employee as well who understand the industry standards.
In this era of competition it is not easy to higher skilled candidates because candidate also choose
that organisation who gives them a promising future.
These promising futures also incorporate job security. To gain profit it important to select
right candidate, nurture them time to time, fulfil promise of bright future and retain them
whenever required. These entire tasks are performed by human resource department. After all
organisation is built by the employee. All the work is done by them. The sincerity and hard work
of the employee takes the organisation on top. Human resource department contribute into the
profit of the organisation by making a balanced skill inventory of organisation requirement and
employee skills. The human resource department first hire the right candidate. With the training
and development program employees are keeping updated with the change in the industry. It
makes employees more knowledgeable and confident about their work. With this human
resource department run many other program and activities which maintain the passion of the
employee hence reduces the work boredom (Guest, 2011). They retain employee by providing
them many perks and benefits hence low employee turnover. Human resource department hires
fresh candidate time to time so that there could be an exchange of experience and fresh
knowledge. Human resource helps in creating profit by hiring, maintain and retaining the human
assets of the organisation.
TASK
P5 Importance of workers relations with respect to impact HRM decision making
After the democracy industrial, there are more rights as well as importance were given to
employees of companies which is require to complied every and each enterprise of UK. This is
important for administration to manage relations with their employees. It is being highlighted in
the sector of enterprise which can impact on human resource decisions making of an business.
Managing a relations with workers highlight within the sector of enterprise of company which
can impact the HR decisions of an business. It describes certain points which represents the
relations of employees can affect the decisions of HR managers:
 it is an main components for human resource to open the door of policy and terms so
employees can exchange as well as maintain their problems with the managers of BT
easily (Huselid and Becker, 2011).
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 Participation of workers must highlight the making of decisions process of company
which can aid in enhancing productivity of BT along with employees.
 Employees and response should evaluate as well as collect for rendering important
modifications in companies.
 It is important to make a channel of communication and interact effectively whi9ch aid in
eliminating disputes as well as problems within a working environment of company.
 Safe and healthy working environment create by the assistance in performing a better
work for which human resource conduct different practices and activities.
 Employees who conduct their work in an better way which stimulate and encourage
employees for achieving the determined results.
While entire situation, BT managers form as well as maintain a better relations within
workers. Major benefits of managing employees relations is to assistance along with guidance
while attempting a decision making process. Good relations with enterprise among employees
and managers aid in meeting market share as well as maximun impact on competitive advantages
in an positive way (Kehoe and Wright, 2013). Human resource managers practices as well as
activities according to their employees demands and needs which assist in managing a better
relations within workers along with that presence of global with aid of making a employees
relations with one other within company.
P6 Impact of Employment Legislation on formulation of HRM Policy
Human Resource is the most valuable asset in an organization to achieve organizational
goal, vision and mission. In British telecommunication company, human resource policy of an
organization plays a pivotal role to achieve company’s target and create employment friendly
environment which reduce the chance of conflict and grievance among the employee of the
organization this all policies affected by various government laws (eg. Labour laws, workplace
bullying and harassment, maximum weekly working hours, health and safety at workplace,
employment contract, minimum wages, women safety and security, gender discrimination at
wages etc.)
Maternity and paternity leaves policies:- Government of U.K.(United kingdom) has
developed a law of maternity and paternity leaves which helps during the pregnancy time.
According this law, a pregnant women receive 6 month (180 Days) leaves (Ployhart and
Moliterno, 2011). During this time she’s entitled full paid holidays and other benefits same as
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before and a men can also take paternity leaves for 3 months as per full fill all the condition
regarding act and company policy.
Minimum wages act:- According to this law it’s obligation for employer to provide fair
wages to employee which prevailing in the industry so the top management of the British
telecommunication design the wages policies accordingly s/he can sustain their livelihood and
reduce the rate of employee exploitation at workplace increase employee moral.
Health and safety act:- According this law its duty for employer to provide healthy and
safe environment at workplace (eg. Hygiene facility at workplace, employee accidental
insurance policies, pension etc.) so the top management of the British telecommunication
company design their HR and workplace policy according to that which increase employee
productivity at workplace and direct benefit to organization.
Discrimination act:- According to this law any type of discrimination at workplace
regarding caste, colour, race, age, nationality, language, education, sex etc. prohibited by law. So
it’s duty to top management to create environment like this where no place for all this in their
organization which motivate employee to work in this company (Renwick, Redman and
Maguire, 2013).
Equal employment opportunity act:- It’s a duty of top management of British
telecommunication to give equal opportunity to each employee at various level which develop
fair competition environment in company and leads innovation and creativity.
Employment contract:- It should be easy to understand by the employee. it’s should not
be manipulating the actual information. It will be in written which represent like poof. It’s should
be include all the necessary information regarding job.
Workplace bullying and harassment:- According to this law it’s compulsion for all
companies to create a committee which resolve all the issues regarding bullying and harassment
at workplace and take required action. In this committee one member should be women.
An organization work within external and internal factors which influence the
organizational operational activities. For British telecommunication company Human Resource
Management consider as internal factor which influenced and affected by the various legislation
law of government so the top administration of company consider all the factors when it’s design
It’s depend on the top management to formulate strategies at various level to achieve time bound
target of an organization ( Schermerhorn and et. al., 2014).
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TASK4
P7. Application of HRM practices in a work related context
To achieve aim and objectives in an effective ways of an organisation, it in very
important for human resource manager to hire talented as well as professional skilled staff
members (Scullion and Collings, 2011). In this context, there is a vacant position of marketing
manager for this HR executive prepare advertisement to fill position.
JOB SPECIFICATION
JOB SPECIFICATION
Job Details
Post: Marketing Manager
Department: Marketing and Sales
Job Purpose
 Identified new customers.
 Enhance clients satisfaction to clients.
 Participation in development of marketing plan.
 Increase sales revenue.
Roles & Responsibilities
 Improvising brand image in individual's mind.
 Able to improve customer’s experience.
 Able to achieve predetermine goals and objectives in given time frame.
 Increase profitability.
CV
Curriculum Vitae
Name:
Email:
Address:
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Contact:
Objective: Capable to manage all function with in work place and influenced employees
behaviour in order to achieve goals and objectives in limited period of time.
Qualification:
Class University/ Board Rank Passing year
12th Stranded FDFD school 92.00% 2011
Graduation in
commerce
GFDS college 84.00% 2014
MBA GFDS university A+ 2015
Experience:
8 year of experience of sales and marketing sectors.
Skills:
 Efficient communication capabilities.
 Leadership skills.
 Eligible in working under stress
 Able to establish healthy relations with their customers
Creation of Structured Interview: This is a most important part for human resources manager
to develop advertisement in order to full fill vacant position with talented candidate that provide
quality of work to organisation. HR executive arrange systematic interviews for candidates and
prepare questionnaire to analysis applicants strength and weaknesses.
Offerings of Offer letter: HR manage make offer latter in this they have include role
and responsibilities of employees, HR policies, rule, regulation and many more for both
candidates as well as company and both are agree with the same (Sheehan, 2014). It also include
joining date, working hours as well as days, salary system, leave policies and many more.
Evaluation: It is a final step in which HR manage set criteria like communication skills,
knowledge, education level, experience, professional skills, problem solving attitude and many
more.
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CONCLUSION
Form the above report it is concluded that human resource management is a one of the
most important activities like hiring, promoting, appraisal, transfer and many more. They are
organising training events with in organisation for employees to enhance skills and knowledge
that help to increase their productivity as well as performance in long period of time. It is a
management responsibility to develop healthy relationship among staff members as well as
implementing all government legislation to safe workers rights and reduce discrimination.
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REFERENCES
Book and Journals
Alfes 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.
Berman and et. al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
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.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Crook and et. al., 2011. Does human capital matter? A meta-analysis of the relationship between
human capital and firm performance. Journal of applied psychology. 96(3). p.443.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Shore and et. al., 2011. Inclusion and diversity in work groups: A review and model for future
research. Journal of Management. 37(4). pp.1262-1289.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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Online
Employment legislation and its impact on decision-making process of an organisation. 2018.
[Online] Available through:
<https://www.eurofound.europa.eu/observatories/eurwork/articles/the-impact-of-
employment-legislation-on-small-firms>.
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