Human Resources Management and Its Applications

This assignment provides a comprehensive overview of human resources management, including its definitions, types, and applications. It also includes a list of references to related research studies, such as papers on corporate culture, organizational change, and meaning at work, as well as articles on learning organization and human resources management practices. The references cover various aspects of HRM, including its role in promoting teachers' knowledge sharing, managing people as assets, and strengthening health systems. This assignment is suitable for students in business, management, or related fields who want to understand the significance of HRM in modern organizations.

HUMAN RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM, applicable to workforce planning and resourcing at British
Telecom.......................................................................................................................................1
P2 Strengths and weaknesses of different approaches of selection and recruitment managed by
BT by...........................................................................................................................................3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within BT for the employee and employer.................4
P4 Different HRM practices with effectiveness in terms of raising productivity and profits at
BT................................................................................................................................................5
TASK 3............................................................................................................................................7
P5 Importance of employee relation at BT with respect to influencing HRM decision-making7
P6 Employment legislation with key elements and the impact upon HRM decision-making....8
TASK 4..........................................................................................................................................10
P7 Prepare a job advertisement, and person's specifications for UCL and CV for photographer
...................................................................................................................................................10
Conclusion.....................................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is a key function of every organization or can be said that
it is the backbone of a firms structure to improve the potentiality of an employee for the
achievement of success and strategies for goals and objectives. This introduction includes the
function of Human Resource Management, applicable for the workforce planning and resourcing
the British Telecom. The HRM nature/scope and strategies also explained, which describes the
HRM work in BT. In this report the strengths and weaknesses of different approaches to
recruitment and selection are also explained very well. This introduction also explained the
various HRM practices for both employer and employee. The effectiveness of different HRM
practices raising the BT productivity and profitability is also considered. This report analyses the
importance of employee relationship in respect to influencing HRM decision-making and also
the strategies, which BT can use to improve the employee engagement. The report also identify
the key elements of employment legislation and also its impact upon the HRM decision-making
with selecting two major points equality and health and safety. Finally, we are applying the
HRM practices for the advertisement of business lecturer at UCL and a CV of a photographer for
vogue magazines.
TASK 1
P1 Purpose and function of HRM, applicable to workforce planning and resourcing at British
Telecom
Human Resource Management (HRM) is a key function for any organisation or for BT to
develop and improve the human resources which will help BT to manage its operations, it can be
either internal or external for the firm (Kuhlmann, Batenburg, Groenewegen, & Larsen, (2013).
With respect to this, HRM include some functions for developing and improving the employees
in the organisation. This includes:
 Planning
 Training and development
 Performance management
 Recruitment and selection
Planning
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Planning is a function of human resource department which ensures that the correct
number of employees are working towards the objective of BT at right place and time to achieve
the goals. It is a regular process for the preparation of new plans by the managers to face the
future uncertainties and improve the performance in technical, societal and environment changes
to run business successfully. The planning is focused on the effective use of Human Resource
Management for employees to face the upcoming management problems and managing the
distribution in the firm. Planning also include the determination of goals and objectives of human
resource planning, forecasting demand, training, employment plan and developing the planning
programmes (Kekäle, (2015).
Training and development
Training and development programmes are managed and provided by the managers to
help the existing and new employees to understand the main purpose and culture of the firm BT.
Some departments from Human Resource Management also provide the leadership training
programs for the newly appointed supervisors and managers to manage the employee
relationship and management. The main task of human resource manager is to build the career of
those employees who are contributing and giving efforts for the achievement of business
objectives. The improvement and development programs managed by the managers helps
employees to improve their own performances and working style, which is good and profitable
for them and for the firm as well.
Performance management
Performance management is the function where manager plays an effective role in the
business. In this function, HRM manage the employees’ job performance, maintain their
individual work and identify the ongoing business performance. Performance management is a
key function because in this, the managers and employees work together in a plan to evaluate
and review an employees’ objectives and efforts for the business of BT.
Recruitment and selection
Recruitment and selection is a core function of the HRM, which includes the recruitment
of appropriate employees and filling the needs of employment. This is a basic job of HR
manager; in the past the managers, were fully dependent for advice and communication from the
existing employees and now, the challenge is to fill the crucial positions of employees and find
the potential employees within them. The recruitment and selection process are dependent on the
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individual skills and level of the employees. Recruiters works for providing recruiting and
staffing service for BT that have important role to improve and develop the labour force.
P2 Strengths and weaknesses of different approaches of selection and recruitment managed by
BT by
Recruitment and selection
Recruitment and selection is a core function of the Human Resource Management, which
includes the recruitment of appropriate employees and fill the needs of employment. This is a
basic job of HRM, in the past the managers are fully dependent for advice and communication
from the existing employees and now the challenge is to fill the crucial positions of employees
and find the potential employees within them. The recruitment and selection process is
dependent on the individual skills and level of the employees. Recruiters works for providing
recruiting and staffing service for the BT that have important role to improve and develop the
labour force. This process is important because it selects the best one for work in the firm who is
capable to manage the operations effectively. Here are some strengths and weaknesses of the
selection and recruitment process (Lassi, Musavi, Maliqi, Mansoor, de Francisco, Toure, &
Bhutta, (2016).
Business growth
Recruitment and selection process include the major understandings of the future
individual requirements and job listing which helps to bring some new employees on the train
and to work with the business goals and objectives towards the growth. The procedure of
selection and recruitment involves the skill-full, effective, knowledgeable and efficient
employees for the firm who can work with their effectiveness in the business in order to achieve
their individual objectives and goals along with that for the business. This will improve and
develop the growth of BT and make it effective from other firms.
Quality employees
The process of recruitment and selection of employees has an advantage for the business
to find the best employee for the specific work at workplace. This procedure helps in finding the
appropriate employee with his skills, knowledge and efficiency to develop the business
objectives and achieve the enterprise goals. BT gets some fine employees for their business
work, which help them to create opportunities or take advantage of the future opportunities and
objectives (Úbeda-García, Claver-Cortés, Marco-Lajara, & Zaragoza-Sáez, (2016).
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Enticement
The disadvantage of this process is that it tries to keep up the temptations which is given
by the other competitors in the market. This include such type of elements salary incentives and
increment, extra benefits for health and security and extra package after retirement, which
distract the employees from their work and mentality and also costly for the firm BT. The
business should find the talented employees for their work and try to keep up with the market
competition with not exceeding the demands of employee's.
Location
Location can be a disadvantage for the firm in several ways. The present location of the
business is the availability of reliable workforce and employees for the old firm model, which
will be not available if the business changes its location in any terms (Bamber, (2013). Location
can be a liability for the firm if the changes in employees and local economy environment finds
better and relevant workplace for work and get shifted. The business should not change its
location if it is not necessary.
TASK 2
P3 Benefits of different HRM practices within BT for the employee and employer
Human Resource Management practices are used by both employer and employee to
manage, improve and control the business activities and performances. The benefits of different
HRM practice for the employers and employees is given below:
Retaining qualified employees
BT provide the easy access and flexibility for the benefits of the employees from which
the employees are able to find the qualified members and staff for the firm. The retaining of
qualified employees is also useful to manage the risks and operations within the business and
able to reduce the burden of work for the firm (Nkomazana, Peersman, Willcox, Mash, &
Phaladze, (2014).
Positive behaviour
The BT provides a positive working environment and behaviour as a benefit for the
employees in the firm through the practices of Human Resource Management. Encouragement
and motivation makes an employee more productive and efficient towards achieving its
individual objectives and goals. The culture brings essential services for the employees, which is
provided by the business for growth in productivity and work style at workplace.
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Improving performances
BT firm improve and develop the performance of employees by encouraging and
motivating them to produce more productivity and value of business goodwill. Human resource
management is a key capital for the business that it works for the employees' improvement and
encouragement which develop the individual performance of an employee within the business.
Business provide some facilities to their employees like trainings, education standards,
knowledge-sharing and developing the work style which is profitable for the firm and employee
as well.
Relationship development
Relationship development is managed by the human resource manager to ensure the
status of relationship within employees to keep them on track towards their work and progress. A
good relationship among the employees help business to find their threats and weakness and also
to asses the performance, which is helpful to take decisions or actions to control the present and
future activities within the firm BT.
Flexible workplace for the employees
Human Resource Management of BT reflect the location changes at workplace.
Employees in the business may expect different conditions and situations that the past. Newly
appointed employees are so diverse that their performance helps to maintain the flexibility in the
business (Morjaria, Minto, Ramson, Gichangi, Naidoo, & Gilbert, (2014). The BT firm is
responsible for providing the best flexible environment for the employees such as composition of
the group, good working environment, location of work and other types of good communication.
Such kind of facilities managed by the HRM at workplace allows employees to do their work
according to their conditions and suitability.
P4 Different HRM practices with effectiveness in terms of raising productivity and profits at BT
Human Resource Management and its practices lead a main role for effectiveness in
order to raise productivity and profitability of the firm. The implementation of HRM practices
helps business to gain more profit and achieve its objectives by following methods:
Effective and innovative employees
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The BT firm and its HRM help employee's by motivating and encouraging them to work
with their best and make an effective environment to improve the facilities and working style.
The innovative and effective employees in the firm will work with their efficiency and help
business to gain more profit and productivity that they are also able to achieve their individual
objectives and for the business as well. This will also encourage the existing employee's to work
hard and achieve something for them and firm.
Team with goals and communication
HRM of BT helps the team members to set their individual goals and objectives and to
achieve them with effectiveness and efficiencies. The goals settled by the HRM is the priority of
team members to work accordingly and try to complete the tasks. An effective communication is
required for the employees to share the new ideas and thoughts freely and also for the HRM to
manage the relationship with the new and existing employees in the firm (Mayo, (2016).
Effective direction and execution
The right execution of strategies and plans will help HRM to guide the employees
towards their objectives and plans to achieve them. It is an important role of managers and
leaders towards the workforce to produce good strategies and plans at right time and place as
well. They lead the firm with the objective of gaining profit and productivity with their
efficiencies.
Rewards and payment management
Rewards and payments are directly connected with the individual performance of an
employee to achieve its personal goals and objectives, which reinforce him to work hard towards
his objectives and become more serious. The implementation of HRM practices in the firm BT
produce more effective control in the plans and strategies to achieve the objectives and goals of
the firm respectively (Bowser, Sparkes, Mitchell, Bossert, Bärnighausen, Gedik, & Atun,
(2013).
Updating employees skill and performance
The market of business is full of competitors and to cop up with this competition, BT has
to improve and develop its employees performance and skills continuously, which will help them
to increase their knowledge towards market position and motivate them to work hard. The HRM
manager is responsible for finding employees with fewer skills in the business and try to update
them for facing the global competition. Improving and developing skills and knowledge of an
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employee will make him more effective towards his work and allows him to produce more
productivity, which is profitable for both employee and firm.
Sharing and collaboration
Others from outside areas can share their ideas and views with the help of collaboration
will help business to find and improve the threats for the productivity and profitability. It is the
duty of HRM manager to improve and develop the methods of sharing collaboration, Which
makes it more easy and helpful for the business reviews. This is the only method from which the
managers gets an idea about the position and condition of the business in the market and tools
which needs to be improve according to the current condition of the business.
TASK 3
P5 Importance of employee relation at BT with respect to influencing HRM decision-making
The employees of BT share and communicate individual ideas, views and thoughts with
their fellow workers. The employees are humans and human beings are not machines that they
start doing their work by pressing a button, as they also need discussions, talks and sharing
thoughts with their partners to make any decision (Runhaar, & Sanders, (2016). The employee
relationship is so important in a business and it is necessary that the workers are satisfied and
happy with their work and also work as a group or together to achieve their individual and firm
goals as well. It is the responsibility of HRM manager to keep his workers happy and solve the
occurring problems within them. The employee relation is crucial for the management to apply
its decisions on workers and things which can influence the decision making of HRM. Here are
some importance of employees relationship which can influence the decision making process:
Work become easy if shared
The relationship between employees and managers help workers to less their work load
and help business to gain productivity. It is not possible for an employee to do all the work with
his individual efforts, so the work should be divided into the workers that will help them to
complete their tasks on time and reduce the pressure as well. The healthy relationship will help
team members to make the work easy for them and sharing will decrease the work load from any
individual. This thing can influence the decision-making because if workers are not happy with
their work than probably they do not accept the decisions made by the managers or upper
management.
Discouraging conflict among workers
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A good relationship with employees helps to reduce the conflicts and fights between
workers at workplace. The workers should trust each other and increase their performances and
skills to achieve their individual targets and goals. The encouragement to reduce the conflicts
will help employees to improve their thinking towards their fellow workers and will work
together as a group which is effective for them and BT firm as well.
Loyalty of employee's
A pleasant and interactive environment at work place creates a loyal employee.
Employees become loyal for their work if they get motivated and encouraged from the team
leader or manager. Loyal employees do their work properly and increase their productivity and
returns to the BT firm (Busse, (2014). The employee turnover rate is very low that the loyal
employees reduce the cost of recruiting new workers in the business. The decision making
process is influenced by the loyal employees that they are significant in their individual role and
respect the decision made by the managers.
Equality by communication
Communication is a process which helps BT employee's to ensure that there are no
secrets within the firm, that the workers feel free and pay more attention towards the task and
achieve their objectives for the business. Communication helps HRM manager to take decision
properly regarding to the employees and workers feel encouraged and motivated by ensuring
equality within them.
P6 Employment legislation with key elements and the impact upon HRM decision-making
The BT should maintain its employment legislation, while recruiting new workers or old
ones in the firm because that has an impact upon HRM decision making process for the business.
The key elements for the employment legislation are as follows:
Defining positions
The firm should decide the position of their employees, while recruiting new employees
or changing the old ones. This work is done by the HRM manager, that he decides the employees
responsibilities and rights in the firm and also describe the work which they need to do and
how ?. This process is known as position monitoring. This position monitoring process is
managed by the manager and decide the employees places of work at workplace.
Health and safety
8

Health and safety is the main responsibility of any firm, that the firm BT is liable for the
safety and security of workers and pay much attention towards that. Workers are the important
part of the organisation that their health and safety issues are more important for the firm. The
decision making process is influenced by the health and safety issues, if the worker is feeling not
safe at workplace than he will not work according to the decisions.
Proper compensation
The process of recruiting in BT firm define the compensation for their employees.
Compensation involves and ensure the minimum wages of an employee and working time. After
the proper compensation in each and every thing, firm evaluate and find the suitable employees
to work or cooperate with them (Tortorella, Marodin, Fogliatto, & Miorando, (2015). This
utilization also affect the decision-making process of HRM such as the manager should be aware
of wages and legislation.
Ensuring equality
The firm BT should also ensure the equality, while appointing or recruiting new workers.
The equality should be same for every perspective such as working time of employees, sex,
health facilities, wages and many more. The employees are liable for legislation in every
condition that if they found something wrong, any discrimination or unequal thing in any kind of
format. The firm will respect their demands and will fill if its necessary. The determination of the
manager with employees will be positive if the workers ensure HRM about the equality in all
visual aspect.
Time of work
Employees in the business should be punctual of their time and all are aware of the
importance of time and work should also complete on time. The employees are also able to do
work overtime if they have good compensation for the extra time work. The firm will also liable
for the leaves which are valid or occasional. HRM can take actions properly with managing the
time work and distribution.
Such type of legal conditions and actions should be ensured by the firm BT, while they
recruit or appoint new workers for their firm. The workers are giving their best and contributing
their proper efforts for the organization, thus this have a positive impact upon the HRM decision-
making for the achievement of success and objectives or targets for the firm respectively.
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TASK 4
P7 Prepare a job advertisement, and person's specifications for UCL and CV for photographer
JOB ADVERTISEMENT
UCL is looking for a Business lecturer at UK.
POST- BUSINESS LECTURER
WORK PLACE- UCL, UK
SALARY- $10,000
POLICIES
 BOND OF 1 YEAR
 SECURITY AMOUNT WILL BE CONDUCTED $2000
 LEAVES APPLICABLE WITH RULES AND REGULATIONS
 TERMS AND CONDITIONS APPLY
JOB DESCRIPTION
JOB PURPOSE
UCL is looking for a business lecturer and will appoint by the interview process. The lecturer
should have good knowledge of business subjects and must be able to examine the students of
respective subject (Metz, Brown, Cregan, & Kulik, (2014).
DUTIES AND RESPONSIBILITIES
 The lecturer should undertake some major points to understand such as classroom
teaching, residential, distance and open learning courses and placement for students.
 Ensure the administrative work, marking and preparation is undertaken.
 Provide the proper student welfare, academic and non academic counselling duties.
 Annual teaching work load will be undertaken.
 Consider the work including planning, evaluation of courses, materials and
development.
 Proper knowledge of subjects/modules/units will be carried out.
 Support the public or student relation at the college at all times.
 Should participate in appropriate committee team meetings and internal verification or
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process of moderations.
 Liable to participate in staff development programs and appraisal procedures.
 Undertake the collaborative consultancy and research agreed by the college management
and also be a part of lecturer's responsibilities and duties.
 Liable for the subject updating activities and knowledges (Thomas, (2015).
 Have responsibilities of college health and service programs and policies. Duty to take
responsibilities of avoiding the injuries to himself and also cooperate with the employer,
while discharging the statuary duties.
PERSON SPECIFICATIONS
ESSENTIAL DESIRABLE
Qualification Experience of teaching business
studies in any certified college and
must be a valid degree in business
Experience Experience of teaching and studies
at level 3 for business
Must able to teach accountancy to
level 2
Skills/Ability  Able to work effectively
and efficiently as a part of
team.
 Well organizer and ability
to plan ahead of deadlines.
 Flexible in the nature and
good relation and
communication to both
students and co-workers.
 Motivational and potential.
 Successful tutor for the
students age group 20-25.
 Experience of ICT in
delivery and planning
section.
 Experience of organizing
enrichment activities in the
college.(Olander,
Hurmelinna-Laukkanen, &
Heilmann, (2015).
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CV OF A PHOTOGRAPHER
RESUME
STEVE GORGE
Virtual road near road street
opposite UK bank
United kingdom
9589452641
OBJECTIVE
My objective is to do work with passion and effectiveness with my efficiencies. I like to
achieve success in my life and passionate about my work.
QUALIFICATION
 Passed 10th with 69%
 Passed 12th with 76%
 Photography course from UK university of photography
 Diploma in photography department
 Diploma in photography skills and performance
SKILLS
 Specific photography
 Knowledgeable in cameras and printing articles
 Strong written and oral skills
 Attractive personality
 Appropriate knowledge of photography section
 Self motivator and hard worker
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Conclusion
This report includes the purpose and functions of Human Resource Management,
applicable to workforce planning and resourcing British Telecom, which describe the definition
of the HRM nature, scope and strategies. This report also helpful to understand the strengths and
weaknesses of different approaches of recruitments and selection process also the benefits of
selection recruiting a new employee in the BT. The benefits of different HRM practices within
the firm for both employee and employer is also very well explained, which allows the firm to
understand the HRM practices and nature of employees in the BT. This report also evaluate the
effectiveness of the various HRM practices for raising the BT profitability and productivity. The
repost also analyses the importance of employee relations in respect to influencing the decision-
making process of HRM. We are able to identify the key elements of the employment legislation
and its impact upon the decision-making process of HRM with two major points described very
well equality and health and safety related to the employee legislation. Finally, the report ends
with the job advertisement of business lecturer, its skills, duties and responsibilities in the college
for UCL and a short CV of a photographer to apply in the vague magazines.
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REFERENCES
Books and Journals
Kuhlmann, E., Batenburg, R., Groenewegen, P. P., & Larsen, C. (2013). Bringing a European
perspective to the health human resources debate: a scoping study. Health Policy, 110(1),
6-13.
Kekäle, J. (2015). A human resources model supporting academic excellence. Tertiary
Education and Management, 21(2), 160-171.
Lassi, Z. S., Musavi, N. B., Maliqi, B., Mansoor, N., de Francisco, A., Toure, K., & Bhutta, Z. A.
(2016). Systematic review on human resources for health interventions to improve
maternal health outcomes: evidence from low-and middle-income countries. Human
resources for health, 14(1), 10.
Bamber, G. J. (2013). New Technology (Routledge Revivals): International Perspectives on
Human Resources and Industrial Relations. Routledge.
Morjaria, P., Minto, H., Ramson, P., Gichangi, M., Naidoo, K., & Gilbert, C. (2014). Services
for refractive error in Kenya: extent to which human resources and equipment are meeting
VISION 2020 targets. JOECSA, 17(2).
Mayo, A. (2016). Human resources or human capital?: Managing people as assets. Routledge.
Runhaar, P., & Sanders, K. (2016). Promoting teachers’ knowledge sharing. The fostering roles
of occupational self-efficacy and Human Resources Management. Educational
Management Administration & Leadership, 44(5), 794-813.
Busse, R. (2014). Corporate culture, organizational change and meaning at work-linking human
resources with business ethics. Human Systems Management, 33(1-2), 47-50.
Tortorella, G. L., Marodin, G. A., Fogliatto, F. S., & Miorando, R. (2015). Learning organisation
and human resources management practices: an exploratory research in medium-sized
enterprises undergoing a lean implementation. International Journal of Production
Research, 53(13), 3989-4000.
Metz, I., Brown, M., Cregan, C., & Kulik, C. T. (2014). “Toxin handling” and well-being: The
case of the human resources manager. European Journal of Work and Organizational
Psychology, 23(2), 248-262.
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Thomas, K. D. (2015). Molluscs emergent, Part II: themes and trends in the scientific
investigation of molluscs and their shells as past human resources. Journal of
Archaeological Science, 56, 159-167.
Olander, H., Hurmelinna-Laukkanen, P., & Heilmann, P. (2015). Human resources–strength and
weakness in protection of intellectual capital. Journal of Intellectual Capital, 16(4), 742-
762.
Bowser, D., Sparkes, S. P., Mitchell, A., Bossert, T. J., Bärnighausen, T., Gedik, G., & Atun, R.
(2013). Global Fund investments in human resources for health: innovation and missed
opportunities for health systems strengthening. Health policy and planning, 29(8), 986-
997.
Nkomazana, O., Peersman, W., Willcox, M., Mash, R., & Phaladze, N. (2014). Human resources
for health in Botswana: the results of in-country database and reports analysis. African
journal of primary health care & family medicine, 6(1), 1-8.
Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., & Zaragoza-Sáez, P. (2016). Toward
Organizational Ambidexterity in the Hotel Industry: The Role of Human
Resources. Cornell Hospitality Quarterly, 57(4), 367-378.
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