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 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
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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
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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
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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.
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Part 1
Human Resources Employee Induction Manual
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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
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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
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