Higher National Diploma in Business Environment Credit Unit Level 4 Academic Year 2020-21 Cohort January 2021 Assessor Priyangani Ariyawansha Assignment Title Human Resources Employee Induction Manual

Learner Name:Klimentin PetrovDate:29.04.2021 Introduction 4 different subject of Human Resources Employee Induction Manual 5 1.0 TalkTalk Telecom Group Plc 6 2.1 Explanation of the purpose and the key roles and responsibilities of Human Resource function in TalkTalk 7 2.1.1.

Learner Name Klimentin Petrov ID HE12917
Programme Name Pearson BTEC Higher National Diploma in Business Management
Unit Number and Title Unit 1 – Business and Business Environment
Credit Value 15 Unit Level 4
Academic Year 2020-21 Cohort January 2021
Assessor Priyangani Ariyawansha
Assignment Title Human Resources Employee Induction Manual (Part 1)
The Job Application (Part 2)
Issue Date 18/01/2021
Submission Deadline Sunday 09 May 2021 at 23:59
IV Name Kashif Khan
IV Date 04/01/2021
Statement of Authenticity:
I certify that the work submitted for this unit is my own and the research sources are fully
acknowledged.
Learner Name: Klimentin Petrov Date:29.04.2021
1

Table of Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................5
Human Resources Employee Induction Manual.............................................................................5
1.0 TalkTalk Telecom Group Plc................................................................................................6
2.1 Explanation of the purpose and the key roles and responsibilities of Human Resource
function in TalkTalk................................................................................................................7
2.1.1. Purpose of Human Resource Management........................................................................7
2.1.2. Responsibilities of Human Resource function..................................................................8
2.2 Significance of human resource management activities for the selection and recruitment
process of employees...............................................................................................................9
2.2.1. Internal sources for hiring................................................................................................10
2.2.2. External sources for hiring...............................................................................................11
3.0 An assessment of various approach to management...........................................................11
3.1 Workforce Planning.........................................................................................................12
3.2 Recruitment and Selection...............................................................................................12
3.3 Development and Training..............................................................................................12
3.4 Performance management and reward systems...............................................................12
4.0 Inclusion of case study cases to illustrate the many approaches employed in human
resource activities......................................................................................................................14
2

4.1 Recognize important workplace law provisions and their effect on human resource
management decision-making...................................................................................................14
4.2 Human Resources Management practices advantages and disadvantages..........................16
References......................................................................................................................................18
Part 2..............................................................................................................................................19
The Job Application.......................................................................................................................19
1.0 Designing a job description for the position of senior marketing manager....................20
2.0 A person specification for the position................................................................................23
3.0 A Job offer letter to the selected candidate..........................................................................25
4.0 Evaluation and rationale for conducting HR practises....................................................26
5.0 The approach to and feasibility of workforce relations and interaction, with a particular
emphasis on agile organisation and job practises, as well as "Employer of Choice"................26
6.0 Critical points of how employee legislation could be implemented inside the organisation
...................................................................................................................................................27
7.0 The importance of employee relationship and influence on HRM decisions due to
employee legislations.................................................................................................................28
Conclusion.....................................................................................................................................30
References......................................................................................................................................31
3

Introduction
An efficient Human Resource Manager is a symbol of an efficiently operated business. Human
Resource Management includes not only managing the overall operations of a business but also
includes overseeing and directing various divisions and subsections that operate within the
company and make sure it is running optimally beyond obstacles (DeCenzo and Robbins, 2013).
It is an HR manager’s job to make sure the company is running in a way that is aligned with the
ultimate goals of the company. Human resource management is necessary for every company to
maintain the proper functioning of the company (Fottler, 2010). The process of establishing an
efficient human resource management system is predicated upon key factors like proper
communication and teamwork throughout the company.
4

Part 1
Human Resources Employee Induction Manual
5

1.0 TalkTalk Telecom Group Plc
Figure 1: TalkTalk Telecom Group Plc’s Logo (About us, 2021).
TalkTalk Telecom Group Plc is a telecommunications company. They provide services like
landline phone connections, Television cable connections, broadband connections, internet
services, and mobile communications services (About us, 2021). The company was founded in
the year 2003 in Leeds, England, United Kingdom. Since then, the company has grown into one
of the biggest telecommunications providers in the region. Ranked 7th among the top 10
telecommunications companies in the UK, the company has over 2,077 employees and rakes an
annual revenue of 1,650 million pounds (About us, 2021).
TalkTalk is a big competitor in the market because of its strong Human Resource Management
system. It is because of this; TalkTalk has been chosen as the subject of investigation in the
different aspects of the human resource management systems.
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2.1 Explanation of the purpose and the key roles and responsibilities of
Human Resource function in TalkTalk
2.1.1. Purpose of Human Resource Management
Human resource administrators are in charge of managing the diverse needs of company
employees. Human resources departments help to increase an organization's competitiveness in a
number of areas, from economic to legal. The responsibilities of a human resource officer are
classified into the following categories: Staffing requirements, Remuneration, Benefits,
Evaluation of Results, Compliance with the law. The primary aim of human resource
management is to improve an organization's productivity by increasing worker performance.
Staffing requirements - - This includes defining job roles, determining the ability level and
credentials for a position, and posting job openings.
Remuneration - Human resource managers analyse and adapt an organization's pay system by
analysing wage trends in order to provide workers with industry-acceptable benefits.
Benefits - Popular work rewards include health insurance, dental insurance, and a retirement
plan. Human resources professionals must do research and analyse data in order to establish
adequate benefits for these positions while holding employer expenses down.
Evaluation of Results - In order to assess employee results, human resources teams collaborate
with individual department managers. The whole performance assessment process is created by
this agency.
Compliance with the law - Businesses are accountable for the health and treatment of their
employees. Employees are covered by the legislation in a variety of areas. Failure to obey will
result in a barrage of lawsuits, which will chip away at a business's profits.
TalkTalk is a telecommunications company and so it provides communications services
to their customers in various forms such as the internet, television, mobile phone services, etc.
The company uses its excellent quality in services to attract and retain its customers. The
company also makes sure that their staff is used efficiently so that every employee is satisfied
7

with the work they have and they are a valuable part of the workforce. The part of the
organisation that plans, controls, and develops the human resource effectively and efficiently is
the Human Resource Management (DeCenzo and Robbins, 2013). The system is also responsible
for sourcing, strategizing, and planning the workforce efficiently. This system oversees the
different aspects of the human assets and plans in a way that the human resource is managed
efficiently.
2.1.2. Responsibilities of Human Resource function
The position of the HR executive is changing to reflect more forward-thinking approaches.
Human resource executives in today's world must add innovations and guide organisations in
achieving business goals. HR executives must therefore adapt and evolve in tandem with their
respective companies. This is particularly important as major corporations become nimbler and
customer-centric. The following seven passages outline some of the most recent roles of human
resources leaders in today's workplace.
- Participate in the planning and development of the project.
- Assist employees in advancing their careers.
- Identify and hire employees who can help the company achieve its goals.
- Assume the position of change agents.
- Employees' Rights Advocate
- Domestic Violence Victims Should Be Supported
- Ensure that there is no cyberbullying at work.
The HR department of TalkTalk oversees the entire workforce of the company. Planning is the
primary duty of the human capital management system. The human resource management
system's primary role at TalkTalk is to schedule, lead, control, and perform the various
organisational activities of the organisation in a manner that advances the company's ultimate
goals. TalkTalk Group Plc provides a variety of services through their company. They
simultaneously provide services for mobile phones, landline phones, and the internet. And so, it
is very divided in terms of operations but due to the efficient functioning of its human resource
8

management system, it has been able to grow into one of the strongest telecommunications
businesses in the United Kingdom.
One of the most important factors of employee management is training them and
developing their skill so that excel and increase the overall productivity of the company (Fottler,
2010). Another big part of developing human resources is to provide them with the right working
conditions and the right resources to properly utilize their skills. Employees are the pillar of
TalkTalk who ensures that the company is moving forward towards the ultimate goals of the
company, in the most effective and efficient way. TalkTalk holds orientation and training to new
employees so that they are well integrated into the culture and systems of the company. This way
employees will be able to gather more experiences by providing more effort to the company. The
human resource management system of TalkTalk is organised in a way so that the human assets
of the company are utilized effectively so the productivity of the company increases and the
satisfaction level of the employee also increases. As mentioned earlier in this report, employees
are the operational core of the company, and so there is a need for not only managing them but
also make sure that they are satisfied, provided with enough resources and a good working
condition so that they can fully express their potential and give the company the productivity
boost, which is essential for the development of the company.
2.2 Significance of human resource management activities for the selection
and recruitment process of employees
One of the key markers for a well-functioning and sustainable and successful business is
well structured and sophisticated human resource management. It is one of the pillars for any
company. A business can only truly be profitable and grow into one of the most influential forces
in the market through managing the human relationships and interventions, this can be efficiently
managed by a human resource management system (Kahnweiler and Kahnweiler, 2012). No
business can survive without nurturing the human relationships that are associated with the
business and give value to the individuals through product, service, or contribution. And so, The
HR department of TalkTalk, trains, develops, and grooms’ fresh recruits. This process can be
9

accomplished in two ways. Hiring from within the company means the internal source of
recruitment and the other one is hiring externally which means, hiring an individual for a
position in the company, from an external source such as job searching websites, agencies, and
media. Both these selection processes are effective for finding the right people for the job.
However, both of them have their strengths and weaknesses. These strengths and weaknesses are
briefly discussed below.
2.2.1. Internal sources for hiring
Strengths of internal sources of hiring
1. Internal Candidates Are Now Known to You
2. Recruiting in-house saves money in the long run.
3. Internal candidates are also familiar with the organisation.
4. It's Easier to Find Internal Candidates
5. In-House Recruitment Increases Employee Engagement and Loyalty
6. Internal hiring cuts down on hiring time.
The strengths of internal sources of hiring are that it is considerably less expensive and more
often the candidate for the position is already familiar with the responsibilities and functions that
come along with the position and so there is less time spent to train and groom them for the
position (Kahnweiler and Kahnweiler, 2012).
Weaknesses of internal sources of hiring
1. It's possible that the company's culture would stagnate.
2. Costs in Training Have Increased
3. Choices are less.
4. Possibility of Workplace Hostility
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On the other hand, one of the biggest weaknesses of this source is that there are not many
choices to compare candidates for the position and so sometimes the hired individual may be
overwhelmed or even arise disputes among their co-workers.
2.2.2. External sources for hiring
Strengths of external sources of hiring
1. Conversion Rate Has Increased
2. Candidates of Higher Quality
3. New skills and inputs are attracted.
4. New Business Insights and Ideas
This approach to hiring is much more effective than hiring internally. Through external
sources, the company gets the option to compare and choose the right fit for the position by
analysing each individual and their capabilities and experiences (Litterer, 2019). This source of
hiring is also comparatively more popular in both small and large companies.
Weaknesses of external sources of hiring
1. Riskier
2. More Expensive
3. It takes a lot of time
4. Maladjustment is a possibility.
Its greatest weakness is the large expense that comes along with it. It is not only more
expensive to find the right person but also to train and groom them for the position.
3.0 An assessment of various approach to management
11

Human Resource Management is responsible for the overall supervision of the proper
functioning of the human resource of the company. In TalkTalk, the HR maintains the human
assets so that the right people are in the right positions and the functional unit of the company is
working towards the ultimate goals of the company. Different HRM practices increase the
productivity and level of profit of TalkTalk. They are briefly discussed below;
3.1 Workforce Planning
Being responsible to utilize the human assets of a company, it is one of the roles that the HR
department play to plan the functions of the human resource in a planned and systematic way. In
an organisation there is a need to provide a supporting frame work, that will ensure that the needs
of every employee is met and the expectations that the company has over them is being effort
into the operations of the organisation.
3.2 Recruitment and Selection
When there is a need for more human assets in a company or there is a need to replace an
individual employee, the new employee who will be given the position cannot be chosen at
random. Every position in the workforce of a business that has an efficient HRM like TalkTalk is
very important for the proper functioning of the company (Gennard and Judge, 2010). And so,
the right recruitment for the position should be made according to that. If the new employee is
chosen carefully it will be less time-consuming and expensive for the company.
3.3 Development and Training
As the planners of the workforce, it is the job of the HR department to make sure that every
employee is performing optimally. In the course of an employee’s career with the organisation,
they face numerous obstacles and opportunities to make themselves better and excel and express
their capabilities. The HRM system is built in a way so that these employees who can excel
through training or an underperforming employee who needs a little boost to increase their level
of productivity. It is the HR department’s job to ensure that the employees are not only
performing well but also growing with the growth of the business.
12

3.4 Performance management and reward systems
Similar to investing in the types of machinery, land, and operations of a business to increase their
production capacity, there is a need to provide employees with proper incentives and bonuses so
that they do not exhaust themselves or become reluctant to work for the lack of motivation. In
TalkTalk, employees are provided with the right incentives such as bonuses, casual leaves,
promotions, and increments, so that the employee has the motivation to put in the extra effort
which is extremely beneficial for the overall increase in the level of profit and productivity in the
company.
13

4.0 Inclusion of case study cases to illustrate the many approaches employed
in human resource activities
Employees support business as a whole because they have a solid, stable relationship with their
boss. Employees who have respectful working relationships with their bosses are more likely to
be content, committed, and prosperous in the long term, according to research. Employee
participation in decision-making will benefit both the company and your workers. Allowing
employees to contribute to decision-making shows your confidence in them. Enabling staff to
have inputs solely to assist you in making a final judgement demonstrates that you value their
input. By engaging your team members in decision-making, you demonstrate that you respect
and trust their input, which increases employee involvement. Individuals must take responsibility
for their own actions. Your job is to foster a decision-making culture by providing workers with
the skills and information they need to make and act on their own decisions. You are assisting
the workers in achieving a state of empowerment by doing so.
4.1 Recognize important workplace law provisions and their effect on human resource
management decision-making
Some of the most important aspects of work law:
1. Equal work opportunities for all job seekers.
2. Positive acts that benefit everyone.
3. Preventing sexual abuse in the workplace and a safer working environment.
4. Workplace environments that are favourable to employees.
5. Labour unions and other forms of trade cooperation.
6. All workers' social security, healthcare, protection, and health care.
Since employees are the operational core of the company and the employers and upper
management of the company are the strategizing and controlling part of the company. There are
numerous benefits that can attribute to the overall growth and development of a company. These
14

benefits can be enjoyed by the proper establishment and maintenance of the human resource
management system of that company (Kahnweiler and Kahnweiler, 2012). As it is evident in the
HRM of TalkTalk Telecom Group Plc. Some of the HRM practices that will help maintain and
develop the employer and employee relationship are given below;
1. Focusing on employee satisfaction:
When the HRM focuses more on the developmental and satisfaction level of the individual
employees they will feel more at one with the operations of the company, they will be more
engaged and productive (Reilly, 2017). This will in turn be most beneficial to the company in
terms of production and revenue. Employees are the functional unit of the company. An
increased satisfaction level will ensure that the operations of the company are optimally running.
And so, it must be one of the highest priorities of an HRM to keep their employees satisfied.
2. Increasing employee motivation:
One of the most important factors to maintain and even increase the level of productivity of an
employee and their level of engagement towards their tasks of the company is how motivated
they are to provide an excellent result. It is quite common for employers to take the motivation of
employees for granted but it is rather one of the most delicate aspects to keep the company
sustainably growing in an ever-growing competitive market (Reilly, 2017). Employees can be
motivated by offering them extra leaves, bonuses, incentives, and promotions. It is one of the
most important activities of the HRM to maintain the employer and employee relationship.
3. Ensuring proper working conditions:
There is a time, a place, and a proper mind-set in play when there have been great achievements
made. A business is a series of taking the right opportunities and working efficiently to produce
them into reality. To truly identify opportunities and generate innovative ideas, employees must
be provided with the right work conditions. In that way, employees can properly express
themselves and put their skills to the right use. It also helps to develop those skills. One of the
biggest preconditions to a sustainable and strong operations is the right working conditions.
15

4. Encouraging a sustainable work-life balance:
As human beings, it is a need for employees to have a meaningful and deep relationship
with their families. It is because of their families and their responsibility to provide for them, that
the employees are taking on the tasks that are given to them by the company. And so, it is very
crucial for the sustainable growth and proper functioning of the company that they have time for
themselves and their families (Weiss, 2012). It is only by mutual co-operation and fulfilling the
expectation that employers and employees have towards each other that an HRM can truly be
considered effective and efficient. And so, it is very important for companies to encourage
employees to have a proper work-life balance, that will make sure they are optimally functioning
in the company while also maintaining a reliable and meaningful relationship with their families.
4.2 Human Resources Management practices advantages and disadvantages
1. Defining the HR department's mission and objectives.
2. The HR department must be planned, organised, and managed.
3. Software evaluation is the process of determining how effective a programme is.
4. Developing projects to improve the working environment's efficiency.
5. Talent development and future leadership.
6. Organizing motivational events.
Advantages
1. Planning for Human Resources
2. Workforce Recruitment
3. Employee Retention
4. Employee Motivation
5. Deals of Disputes and Inquiries
Disadvantages
1. Origins of the recent past
2. Setup is Expensive
3. Unpredictable outcomes
4. Inadequate Data
5. Inadequate Development Programs
16

Human resource management is the term used to describe how a company manages its
workforce. It is a feature of management that helps to keep employees productive and
knowledgeable. Hiring, training, encouraging, determining pay, retaining, and terminating
workers are also examples of human resource management practices.
HRM's main goal is to increase an organization's efficiency by increasing the effectiveness of its
workforce. Increasing the productivity of an organization's workforce is a critical component of
increasing income. This is not a one-time phase that magically repeats itself.
Below are some HR practices that can help a company improve workforce productivity:
1. Make Employees at Ease
2. Develop Plans That Build Commitment.
3. Ensure that the staff are happy and satisfied.
4. Appraisal of Employees.
5. Keep in mind the company's objectives and goals.
6. Incentive programmes should be planned ahead of time.
There are numerous factors that contribute to the success of every company. Employee morale is
extremely important in determining a company's performance, and businesses should make every
effort to provide workers with opportunities to improve their productivity at work. Employee
morale is critical for a company's performance in the marketplace. Any company has some
useful tools at its disposal to boost employee productivity.
17

References
DeCenzo, D. and Robbins, S., 2013. Human resource management. 7th ed. Hoboken, NJ: Wiley.
Fottler, M., 2010. Strategic human resource management. 9th ed. Bingley, UK: Emerald.
Kahnweiler, W. and Kahnweiler, J., 2012. Shaping the HR Role. 4th ed. Hoboken: Taylor and
Francis.
Litterer, J., 2019. An introduction to management. 13th ed. Santa Barbara: J. Wiley.
Talktalkgroup.com. 2021. About us. [online] Available at:
<https://www.talktalkgroup.com/about-us> [Accessed 28 February 2021].
Weiss, D., 2012. Leadership Driven HR. 5th ed. Toronto: Wiley.
18

Part 2
The Job Application
19

1.0 Designing a job description for the position of senior marketing manager
Senior marketing managers are in charge of managing the marketing department of an
organisation. They make certain that the team is successfully marketing the organisation and its
products, as well as ensuring that their promotions are directed towards the right and relevant
audience. They inspire imagination and ingenuity in their teams by motivating them.
Some of the most important duties of this position are connected with:
 Develop and implement comprehensive local marketing strategies that increase brand
recognition, consideration, and new customer acquisition.
 Manage regional digital promotion, social media, public relations, and activities in order
to place TalkTalk Business as the preferred supplier.
 Build good local partnerships with member and influencer communities that will
introduce you to potential ways to work with your target companies.
 For the advancement of strategies and alignment/amplification of national marketing
operations, collaborate closely with the Head of Marketing, Regional Director, audience
marketing managers, and sales staff.
20

Advertisement for jobs
TalkTalk Telecom Group Plc
A leading telecommunications company in the United Kingdom is seeking a senior
marketing manager for their Wells, United Kingdom, site.
Area of Responsibility: Senior Marketing Manager
Average annual wages: 14000 -16000
Site: 555 Argyll Street, Wells.
Definition of the role
1. Superior market analysis performance.
2. Create associate marketing strategy.
3. Managing the department of marketing
4. Direct reporting to higher management.
Specifications
1. Requires a minimum of a Bachelor's degree.
2. At least four years of practise in the field of digital marketing.
3. Would have to have extensive understanding of the business and various brand research
techniques.
4. Must also be a team player who is optimistic, inventive, and receptive to fresh ideas.
5. Extraordinary ability to manage and perform well under duress.
21

Advantages
1. A wage determined competitively is the market's best option.
2. Medical insurance
3. Transport expenses
4. Deductions for rent
22

2.0 A person specification for the position
Curriculum Vitae
Name: ILIYAN DIMITROV
Mobile: [phone]
E-mail: [e-mail]
Nationally: Bulgarian
Date of Birth: 1/12/1990
EDUCATION
Business Administration Bachelor of Science
Marketing-related major
London School of Business
TRAINING COURSES
National Water Hygiene (Blue Card)
Junior Trainee (United Nations)
International Labour Organization (Intern)
WORK EXPERIENCE
Clarks
Senior Marketing Manager 2016 - 2017
THREE UK MOBILE COMPANY
Strategist in Marketing 2017 -2020
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LANGUAGES AND LEVELS
English: Excellent at writing and speaking.
French: Superior writing and speaking abilities.
Spanish: Satisfactory Writing and Speaking abilities.
Italian: Speaking level only
TECHNOLOGICAL SKILLS
Proficiency level with Microsoft office package
24

3.0 A Job offer letter to the selected candidate
Letter of Job Offer
May, 8, 2021
97 Argyll Road, Wells.
Dear ILIYAN DIMITROV,
Congratulations, this letter serves as official confirmation of your employment with TalkTalk
Telecom Group Plc. We are pleased to inform you that you have been selected for the role of
Senior Marketing Manager. Your salary would be determined by the advertising.
We specifically adhere to the Jobs Act of 1996. If you consider this bid, please notify our human
resources department by March 12, 2020. We are thrilled to have you on board.
Sincerely,
HRM Department
TalkTalk Telecom Group Plc
25

4.0 Evaluation and rationale for conducting HR practises
It has been reiterated in the report that a business is a series of taking the right opportunities.
That means a business must have a continuous stream of opportunities that they can utilize and in
turn grow the company sustainably. To achieve that continuous source opportunity a business
must give their employees the space to generate ideas, share them and develop innovations in the
products and systems. This can be achieved by providing a level of creative freedom to the
employees. Encouraging the employees is a very effective way to allow them to be more
engaged in their work. This is a huge factor for a substantial increase in their level of
productivity (Gennard and Judge, 2010). Innovation is one of the biggest ways a company
increase their profits. Through innovation, a company can reduce its costs in operations and also
in production.
5.0 The approach to and feasibility of workforce relations and interaction,
with a particular emphasis on agile organisation and job practises, as well as
"Employer of Choice"
An advertisement announcing the vacancy for the position of Senior Marketing Manager has
been posted by TalkTalk Telecom Group Plc which gathered a huge number of applicants for the
job. Among all those who applied for the job, one hundred and twenty applicants have been
shortlisted. The shortlisted candidates had the following criteria;
1. Valid experience in the field.
2. Relevant skills regarding the position.
3. Ability to plan and execute them.
4. Has proper experience in digital marketing.
5. Has credible marketing analysis training.
26

6. Technological and online proficiency.
The efficacy of the selection criterion
The above-mentioned procedure resulted in the selection of a single applicant for the role of
senior marketing manager. The selection process's efficacy is listed below.
1. The selection procedure included two levels of screening. This provided enough
opportunity for the organisation to select the right applicants in the most effective
manner. 2. The recruit has met all of the company's assessments and hence clearly meets
all of the position's qualifications.
6.0 Critical points of how employee legislation could be implemented inside
the organisation
One of the major roles that HRM plays in the functioning of a business is maintaining the
proper relationship between employer and employees, as already shown earlier in this report. In
the process of recruiting, training, and properly managing the workforce of the company,
TalkTalk must obey the laws and regulations that are subject to those functions as enforced by
the government and authoritative bodies of the region in which the company is operating
(DeCenzo and Robbins, 2013). To maintain this, TalkTalk has a representative body. This
representative body ensures the rights and duties of the employees (Covington and Goldman,
2020). The legislative factors and their effect on HRM are given in the table below;
Figure 2: Employment legislation (Covington and Goldman, 2020)
27

Legislative
Elements
Influence of Decisions
Alliance TalkTalk must build positive relationships with their workforce to guarantee
that the employee services are still prioritized (Covington and Goldman,
2020). Which has a major impact on human Resources Management
decision-making.
Equality All businesses must ensure that there is no prejudice against workers based
on their gender, age, or ethnicity. Adopting this aspect is advantageous for
HRM.
Minimum
wage
According to the statute, all companies shall compensate their employers at
least the minimum wage. This has an effect on the HRM system's decision-
making mechanism, such as wages and expenditures.
Providing
incentives
Any company must offer appropriate compensation and promotions to its
workers. HRM systems will maximise their benefit and competitiveness by
strictly adhering to this rule.
Table 1: Factors of employment legislation
7.0 The importance of employee relationship and influence on HRM decisions
due to employee legislations
It is not that only Human Resource Management determines the efficient workflow of the
company. As mentioned again and again in this report, proper management of employees is one
of the most crucial and core functions of any business. However, for any human resource
management to work optimally, there is a need to maintain a proper relationship with the
employees (DeCenzo and Robbins, 2013). Although the fundamental reason for the development
of HRM is to build a better functioning workforce, without co-operation from the employees, it
28

is impossible to properly maintain the HRM system of that company. Some of the major reasons
why developing employee relationship are briefly discussed below;
1. The operations of the company becomes smoother:
When a company functions in such a way that the employees are satisfied and the employers are
also satisfied with the level of productivity and growth that the company is having, then it is said
to be in an equilibrium state in terms of managing human assets. Employees are co-operative
when the HRM system of the company is not only increasing the productivity of the company
but also adding value to their lives. It becomes quite difficult when there is a dispute among the
employers and employees. Employees arrange strikes and other obstacles to the growth of the
company which becomes detrimental to the financial health and reputation of the company. And
so, it is very important to maintain a proper relationship with the employees.
2. Building confidence and trust:
Trust is at the centre of a well-functioning and sustainable human resource management system.
By the weight of trust alone, a company can achieve great heights. When there is trust among
employers and employees, they can function together as a unit. This becomes a very important
aspect of a strong HRM system. Without trust, the employees will not be able to properly
execute their tasks because they will have doubts about the employer’s statements. When there is
trust, the employers can be free of worrying about the proper quality of their employee’s works.
This way they can make better and more precise decisions about the future of the company.
Confidence and co-operation are the key to developing a sustainable HRM system.
29

Conclusion
The human capital management framework is one of the most important foundations of every
business's growth. There is a need for HRM systems in a business to properly utilize their human
resources and make the operations of the business more optimal so the goals of the company can
be reached optimally. In this report, various functions, responsibilities, importance, and
significance of the HRM departments of a business have been analysed by using TalkTalk
Telecom Group Plc as reference.
30

References
Covington, R. and Goldman, A., 2020. Legislation protecting the individual employee. 16th ed.
Washington, D.C.: Bureau of National Affairs.
DeCenzo, D. and Robbins, S., 2013. Human resource management. 7th ed. Hoboken, NJ: Wiley.
Gennard, J. and Judge, G., 2010. Employee relations. 12th ed. London: Chartered Institute of
Personnel and Development.
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