Human Resource Management Functions

This assignment delves into the core functions of Human Resource Management (HRM), examining their significance in contemporary organizational settings. It explores the diverse roles HRM plays, from recruitment and training to performance management and employee relations. The focus extends to global talent management, analyzing how HRM strategies adapt to international contexts and address challenges related to cross-cultural workforce dynamics.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK1.............................................................................................................................................4
P1 Functions and purpose of HRM applicable to resourcing and workforce planning..........4
M1 Functions of HRM...........................................................................................................6
P2. Weakness and strength of various approaches of recruitment & selection......................6
M2 Strength and weaknesses of various approaches of recruitment and selection ...............8
D1 Evaluate advantages and disadvantages of various approaches of recruitment and selection
................................................................................................................................................8
TASK 2............................................................................................................................................8
P3 Advantages of practices of HRM for employees and employers......................................8
M3 Various methods used in HRM practices.......................................................................10
P4 Effectiveness of HRM practices in terms of productivity and increasing profits...........10
D2 Evaluate practices of HRM and applications with specific example.............................10
TASK 3..........................................................................................................................................11
P5 Importance of employee's relation which create impact decision-making process........11
M4 Key aspects of employees relation management and employee legislation that affect in
making decisions..................................................................................................................12
P6 Key elements of legislation and their impact on HR decision making process ..........12
TASK 4..........................................................................................................................................13
P7 Application of human resource management practices in work related context ...........13
M5 Applications of specific practices of HRM....................................................................15
D3 Evaluate employee relations and applications of practices of HRM which impact in
making decisions of organisation.........................................................................................16
CONCLUSION ......................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
In an organisation, Human Resources Management (HRM) is very important for
establishing healthy and safe environment at workplace. They assist in reducing conflict among
employees as well as conducting training and development program for enhancing employee's
skills and knowledge. HR manager is accountable for conducting training and development
program to enhance employee’s skills and knowledge which increases productivity and
profitability of the company. They recruit right candidates at right place in order to achieve all
objectives in a given time frame. In this report, British Telecommunication Company (BT) has
been selected for analysing HRM practices. It is a multinational company and provides their
services in around 180 countries. This is the largest provider of mobile, broadband and fixed line
services to their clients in UK (Bulgurcu, Cavusoglu and Benbasat, 2010). Moreover, it is the
first telecommunication company in Britain. This assignment is based on purpose or function of
HRM, strengths and weaknesses of HRM practices and their benefits. In addition, it explains
several legislation and laws which implement at workplace by HR managers.
TASK1
P1 Functions and purpose of HRM applicable to resourcing and workforce planning
Basically, HRM is a process of rewarding employees, training, and retaining strategies.
BT is the sixth largest supermarket in UK which employees 90,000 persons in business. Hence,
procedure of managing HRM is more hectic and complicated within organisation which needs
proper execution of activities in enterprise. Purpose of BT HRM is to give personnel satisfaction
by supporting them while providing better services. Human resource conducted different
techniques and approaches which help in giving better services with higher performance of
employees (Decker, Riley and Siemer, 2012). Major purpose of HRM department is to hire the
best applicants within company for fulfilling some targets for achieving desired result in the best
way. Hence, effective HRM administration support subordinates along with their employer of
organisation to meet targets and goals of business.
Some of major HRM functions which are obtained by BT human resources are explained
below: Compensating or Rewarding: BT concentrating over retaining employees and best HR.
For this they are creating various policies and terms linked to wage and plans of workers.

It is one of the major functions of HRM which help in gaining employees satisfaction as
well as effective employee’s stimulation. Training and development: Accountable of HRM for operating functions for supporting
motivating organisation employees and growth of personnel with a time period in BT. Recruitment, planning and selection: Manpower identification or enhancement is an
HRM responsibility for which they conduct effective recruitment, selection and staffing
programs in BT (Hobfoll, 2011). In order to fully utilise resources within a company
which includes human and financial, organisation optimising better method of hiring for
the best working environment in order to give effective results.
 Health and safety: After forming a new statement of business democracy, organisation
is accountable for providing some policies of safety and protection while performing
their work within the company. Human resources are liable to perform these functions in
BT as they need to follow different laws and legislation of health and better work place
executed by government.
Best Fit Approach and Best practice
Best fit Best practice
 This approach impact on emphasis or
implementation of working
environment strategies on model
allocation.
 This form is operated for employee’s
reward functions conducted by HR
manager.
 In outcomes, competitive edge can be
reached by business (Rousseau and
Barends, 2011).
 By the help of employee commitment,
administrator stimulates workers.
Hard and Soft HRM Model Soft HRM: In this HRM model, employees are consider as one of the fundamental body
of companies which are credited for supporting achievement of competitive advantages.
BT use this strategy of HRM for retaining, reaching and satisfying basic needs of workers
working within the company. For this, they conduct different programs like rewarding
and compensation etc.

 Hard HRM: In this model, they optimise their personnel practices of company resources
in forming a strong link in a process of enterprise planning. Main purpose is coordinate
best process of hiring for better workforce.
Workforce Planning
Type of Business Kinds of Labour Market
Subordinate primary Independent primary
Core Retention and Production of
employees which is being
attained by trade unions.
Lien workers, paid staff
members from technical along
with professional sector.
Periphery Secondary (Salvendy, 2012). Craft
Workers with less job security
and skills come under this.
Workers with higher abilities
and working skills come under
this group operated by craft
union.
M1 Functions of HRM
Human resource management of BT enhance ability to fulfil the needs of business by
managing employees needs. Major objective of executive all functions of HRM within a
company to increase their profitability and productivity of workforce. They give all kinds of
rewards it may be non-monetary and monetary. It is a part of compensation to all employees
which help in motivating them and rising their level of performance.
P2. Weakness and strength of various approaches of recruitment & selection
Process of recruitment and selection includes screening, recruiting and placing fresh
applicants as company’s workers for the aim of growth and achieving goals and objectives of the
business. BT is having their own method of diverged working environment for motivating
employees and creates effective workplace. Various methods of recruiting are discussed in detail
below:
 Internal recruitment: By this method of hiring employees, it helps in motivating their
workers which lead to higher productivity in work. Sources of internal hiring are previous

candidates, transfers, promotions etc (Schuler, Jackson and Tarique, 2011). Organisation
uses this method for retaining their employees for a long time within the company.
Strengths and weaknesses of internal hiring are discussed below:
Strengths Weakness
 Hiring cost is very low.
 By internal hiring organisation gives
growth opportunities in career to their
existing members of staff.
 By this activity company raise workers
moral and decline overall employees
turnover (Shuck and Wollard, 2010).
 Help in retaining employees and save
time of new hiring.
 Operations continues and work are not
affected by recruiting process.
 Internal hiring process give growth to
dispute among all workers.
 Organisation has limited choice of fresh
talent employees.
 Enterprise want to recruit fresher
because of enhancing existing workers.
 Promoting one workers, give growth to
demotivation in other workers those are
not getting promotions.
 Lack of diversity at working
environment.
 External recruitment: When HRM conduct external recruitment process within a
company to meet vacant work positions, company hire candidate from outside the firm in
which they recruit fresh talent candidates within an organisation.
Strength and weaknesses of external hiring are discussed below:
Strengths Weakness
 This lead in hiring of new skills and
talent which help in increasing of
productivity and profitability .
 It help in motivating existing
employees by recruiting fresher.
 BT can modified their workplace and
generate more ideas.
 Drawback of this process is that this is a
lengthy and complex procedure to
manage and organise .
 This need large budget of finance for
organising proper training and
induction for employees.
 It consumes lots of time and engage
higher cost of financial resources of
business (Tarique and Schuler, 2010).

 Third party recruitment: It help in inviting higher numbers of candidates without
investing cost and making efforts directly from other organisation. Collect more
information and data of applicants for selecting in BT.
Benefits and drawback of this process are given below:
Strengths Weakness
 It consumes less time in this procedure
and less resources of finance.
 It help in achieving the targetted
demands of firm.
 It help in grabbing candidates of
various skills globally.
 This is less credible and reliable
activities.
 Employee may become less dedication
toward their work.
 There are having a chances of leaking
confidential data.
 Lack of communication and control
problems.
BT use these effective process for the purpose of evolution and development within the
company. In order to achieve better employees group, firm can achieve the desired results in
better manner (Teece, 2012).
M2 Strength and weaknesses of various approaches of recruitment and selection
HRM of British telecommunication use many kinds of techniques and methods for
recruiting a best applicants in their workforce. By examining all advantages and disadvantages
methods of the process of recruitment and selection. BT use both methods as per their
requirement within their organisation. So, it will help in motivating and improvement in
productivity by using both processes.
D1 Evaluate advantages and disadvantages of various approaches of recruitment and selection
Their are having many types of strengths and weakness of recruitment and selection
process which affect the performance of companies. For example in this process managers of HR
hire their family members without having skills and knowledge which will effect the
performance of firm that's why they have to analysed their abilities and skills for the welfare of
company.

TASK 2
P3 Advantages of practices of HRM for employees and employers
HRM manages of an enterprise like BT help in making a better communication within an
organisation by constructing a bridge of communication. This not only provide profit it also help
in achieving desired results in a very efficient way. Their are various benefits of HRM for both
employer and employee are discussed below:
Different HRM Practices of BT Workers growth by training and development: BT employed many workers through
various functions of business in distinct departments. It considers as one of an main
liability of managers for learning sessions and coordinating training for employees as it
help in gaining knowledge and boosting of confidence . Performance manager of workers: Employees are considered as one of the central assets
of BT. It is establishing new programs and sessions which create better working
environment and more flexible for satisfying and retaining employees. Process of
performance management is important to manage within a firm for increasing
performance and skills (Wilson and et. al., 2012). According to this, evaluate
performance by distinguish them between actual and standard performance. It will help in
gaining overall worker’s performance and indirectly satisfying clients by quality
management in the market.
Benefits of HRM practices for employees Benefits of HRM practices to employer Motivating employees for best
performance: It is one of an important
advantages of HRM practices is that it
help in encourage and motivate
employees for better performance in
activities. Providing training for better
performance: Effective functions of
HRM conduct training for their
employees which help in increases
 Help in making decisions :
performance of workers help in the
process of making decisions by
managers . Thus, manager provide
support by giving diverged ideas and
opinions of firm in a very effective way.
 Create an effective and healthy working
environment: By learning and training
programs, employees can encourage
their level of knowledge and raise

productivity but also gives advantages
to enterprise (Zheng, Yang and
McLean, 2010). Encourages workers effectiveness:
Employees performance management
on regular basis will help in analysing
gap between actual and standard
abilities.
confidence in a very effective manner.
M3 Various methods used in HRM practices
Various practices which are used to execute for meeting organisational objectives and
goals. They give training to their employees like as on the job training and technology based.
They will organise a development program for motivating their workers and improvement in
their performance within a organisation.
P4 Effectiveness of HRM practices in terms of productivity and increasing profits
HRM practices is one of an important components which an company concentrate over
various kinds of changes and structure is organised within a firm. In order to provides workers
profit, BT promotes effective plans and strategies like as incentive programs, reward system etc.
Employees of BT play a very important role in generating high revenues and advantages to firms
by dealing best deals along with demands fulfilled of their customers. This help in managing
proper management of employees and growth for parameters reaching within a company. They
coordinate many various HRM practices and manage sessions for making relations with workers
as well as control of entire operations of industry.
Different HRM practices like as compensating and rewarding system, flexible workplace
and workforce motivating of BT (Bulgurcu, Cavusoglu and Benbasat, 2010). It help in managing
and increasing the profitability amount in context of services and products. Effective numbers
can be meet by providing best product quality which revenues are highlighted and higher work
performance of company. Different advantages of employees increases values and morale of
workers which help in meeting goodwill of company as well as edge of competitive of firm.
Hence, by direct impact on production process and delivering services and products by affecting

employees, company help in achieving higher profits and productivity in work within a market
of competitive.
D2 Evaluate practices of HRM and applications with specific example
Practices of HRM like as development and training programs are given to workers for
enhancing their knowledge and skills. It will help in utilizing of resources in a efficient and
effective way. For example without organising programs of on-the-job training they never know
how they can properly utilize their resources.
TASK 3
P5 Importance of employee's relation which create impact decision-making process
In an organisation it is very important for HR manager to establish healthy relations
between employees in order to reduce conflict among all workers. In company its a very critical
process to establish healthy environment at work place. Employee relation management is being
highlighted in current business environment which influenced in decision-making process of HR
managers. Here some point are describe which explain how workers relation are affected by
decision-making process of an organisation:
 Employees participation in management decision-making process increase staff moral
and productivity of BT. That help to enhance their brand image in customer's mind.
 In an organisation, management has used open door strategies and policies so that
employees can easily communicate their issues with HR manager. Thus it help managers
to establish healthy environment at their work place (Decker, Riley and Siemer, 2012).
 It is responsibility of management to manage or establish effective communication
channel in their business unit which provide help to reduce problem of the staff
members.
 HR manager organise several activities at their work place thus create good relationship
among employees in order to develop healthy and safety working environment.
 Employees are participating in decision making of the management which help in taking
right decisions. Participation has negative as well as positive impact on decision.

 HR manager motivate and stimulate workers to meet goals and objectives of the
company in order to gain effective outcomes.
The employees relation affect decisions of company. Its very important for an
organisation to manager effective relationship at their work place. Some of the importance of
workers are as follows:
Achieve goals and objectives: Through effective employees relations, workers can share
their problem and issues with others and solve it in a effective manner, which provide help to
firms in order to achieve their assigned business goals and objective thus enhancing their overall
sales and profitability ratios.
Ability to reduce risk: Uncertainty at work place increases risk factors for the company.
HR manager develop plan for reducing risk and uncertainty at work place. For this they establish
healthy relations among employees which decrease conflicts and issue (Hobfoll, 2011).
Increase profits: Effective and well manage relations among workers provide help to
achieve set goals and objectives in a given time frame. An organisation's management focus on
their workers performance in order to gain high profits and market share.
Quality performance: Through good relations, company has improve their employees
performance and productivity. BT HR managers analyse their workers performance and
accordingly conducting training and development program for their staff which help to improve
their performance. High profits and return increase goodwill of the firms at market place.
All off the above points show that, employee's relations are very important for the
company to operate their all business activities in an effective manner in a given time frame.
Through this, company provide quality of goods and services to their customer's which create
positive image at market.
M4 Key aspects of employees relation management and employee legislation that affect in
making decisions
Relations between workers help management to take a proper decision making for the
companies benefits. It will also help in finding and eliminating disputes which take place within
their workers along with that they have to motivate them. Some employment legislation like as
safety, health and equality have to follow by organisation which help then in gaining a healthy
environment.

P6 Key elements of legislation and their impact on HR decision making process
It is a management responsibility to spread awareness or knowledges about legislation
and labour laws among all employees which help to reduce conflicts between administration and
workers. It defend all staff members and applicants against any discriminate like colour, racism,
nationality, religions, caste, gander, disability and age or many more. Legislation can affected
decision of management (Iles, Chuai and Preece, 2010). HR manager consider all laws and
legislation before taking any decision which improve employee's morale and confidence.
Company's managers establish health working environment at their work place in order to gain
quality of work. Legislation provides equal rights related to recruitment, selection, promotions,
transfer, compensation and salary etc. to all workers which help them to increase their
motivation. It is a manager’s responsibility to ensure all business activities and policies are fair
for all workers. Some of the important legislation(s) are as follows:
Discrimination law: This law prohibited discrimination and harassment activities in an
organisation. Discrimination law followed by all UK based companies. This legal instrument
include equality act 2010. Some of the characteristics of this law are sexual orientation,
pregnancy and maternity leaves, marriage agreement and relationship, religions, racism,
nationality, colour, part time work, age, gender, disability, salary, trade union activities, ethnicity
etc. (Rousseau and Barends, 2011). Discrimination has two types direct and indirect. In indirect
discrimination law, employment policies of an organisation can affected group of individual who
protected form law characteristics. In direct discrimination law, some employees treated as more
important as compare to others which create conflicts among management and staff members.
Maternity leave: In this, legislation protects the women right of leaves on their
pregnancy period. Pregnant lady can take leaves up to 26 (twenty six) weeks which is termed as
ordinary maternity leave. In the duration of leave, they will receive their basic salary and
maternity allowances. Some women want extra leave, so they have right to apply extra twenty
six weeks leaves that are called additional maternity leaves. For extra leave, they are required to
fulfil certain terms and conditions. After completing the leave period, workers can resume their
job position with same terms and conditions.
Healthy and safety working environment: It is an employee’s right to work in healthy
and safe environment. An organisation's management can develop strategies and plan to make
environment healthier in order to gain high productivity in work (Salvendy, 2012). This law

covers various areas like noise level, pollutions, unsafe working conditions, electrical hazard,
temperature extremes and machinery or many more. HR manager provide training to their
employees which help them to face extreme working conditions.
TASK 4
P7 Application of human resource management practices in work related context
In an organisation, HR managers hire talented and skilled employees in order to achieve
predetermined goals and objectives. BT managers recruit and select applicants according to their
needs and wants. In this consent, there is a vacant position of marketing manager at BT. HR
manager of BT firm has developed plan for recruiting and selecting appropriate candidate from
available sources.
JOB SPECIFICATION:
Job Specification
Job Details
Post: Marketing Manager.
Department: Distribution and Marketing.
Job Purpose
 Develop plan and strategies to increase sales.
 Develop effective marketing tactics.
 Implementation and formulation of marketing plan. Manage and evaluate whole
marketing activities in organisation as well as at marketplace.
Roles and Responsibilities
 Improve customer's satisfaction.
 Able to avail competitive advantages at market.
 Establish strong brand image at marketplace.
 Eligibilities to develop strong relationship between company and their stakeholders.
CURRICULUM VITAE:
Curriculum Vitae
Name:

Email:
Address:
Contact:
Objectives: Ability to solve problem with their knowledge and professional skills. Increase
sales volume by 25% with a prominent tract record.
Qualification:
Class Stream Institution Score Passing year
12th Commerce XYZ school 87.00% 2006
Graduation Commerce ABC college 84.00% 2009
MBA (Post
graduation)
Management ABC management
school A+ 2011
Experience:
7 Years’ experience of distribution and marketing management.
Skills:
 Efficient Communication skills.
 Leadership ability.
 Eligible in working under stress.
 Computer knowledge.
 Problem solving ability.
Create structured interview: HR managers make some notes for selecting best
candidates among all available application. For this they follow some points those are make
appropriate questionnaire, evaluating applicants, measure the all required knowledge and skills,
confirmation, personality analysis, eligibilities criteria etc. (Schuler, Jackson and Tarique, 2011).
Offering offer latter: In this, company's HR managers describe relevant conditions
which are associated with job. Employer as well as employees both got agreed on these terms
and conditions. Some are firm’s description, joining date, payment system, working days and
hours, authentication of top management, company stamp, leave policies etc.
Evaluation: This is the last step of recruitment and selection process. HR manager
knows about their working progress in overall organisation and errors that happen in their
business environment. Their criteria of hiring candidates are skills, knowledge, education,

experience, communication ability, decision making capabilities, problem solving attitude and
many more. Company has been evaluating their selected candidates with their set standards.
Therefore, by following above process, HR manager of BT Company can select the best
suitable candidate for their organisation and fulfil the vacant post of marketing managers (Shuck
and Wollard, 2010). Human resource practices are very important for operating whole business
activities in an effective manner which helps to gain high profits in a given time frame.
M5 Applications of specific practices of HRM
Every company have to apply practices of HRM like as executing training and
development of programs which help in enhance efficiency and skills of workers. They can
manufacture quality products and help in making a brand image among employees. Attaining of
loyal consumers will help in achieving objectives and goals of an organisation.
D3 Evaluate employee relations and applications of practices of HRM which impact in making
decisions of organisation
Maintaining a health relations with workers will help in knowing about the problems
which effect companies performance. Making a platform for their workers by which they will get
workers opinions, views, conflicts, actions and formulate decisions as per companies goals and
objectives.
CONCLUSION
From the above report, it has been concluded that HRM practices are very important for
an organisation to achieve their predetermined goals and objectives in a given time frame.
Through this, firm increases employee’s productivity. HR manager of BT Company establishes
healthy and safe working environment for their workers which help them to develop strong brand
image at market. BT is a leading company in UK that provides several services to their
customers like phones, serves broadband, TV and mobile. Here, it has been explained that HR
managers recruit and select appropriate candidate according to their job requirement. BT
manages employee's relations at their workplace. Overall, it has been elucidated that HRM
practices provide benefit to employers as well as employees.

REFERENCES
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Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Human resource management. 2016. [Online]. Available through:
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managerial-operative-and-advisory-function/27995/>.