Impact of Employee Legislations on HR Decision Making

The assignment discusses how employee legislations can influence working procedures and decision-making within the Human Resource (HR) department. It emphasizes the importance of focusing on these legislations during decision-making to ensure employees' well-being and productivity. The document references various human resource management books, journals, and research papers to support its analysis.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION .....................................................................................................................3
P1 Functions and practices of HRM......................................................................................3
P.2. Strength and weakness of different approaches to recruitment .....................................4
P.3Benefits of different HRM practice within BT................................................................5
P4 Effectiveness of HRM practices in raising the profit and productivity of BT.................6
P.5 Employees realtion..........................................................................................................7
P6 Identification about the key elements of employment legislation and its impact upon
HRM decision making...........................................................................................................7
P7 Illustration about the application of HRM practices in work related context..................8
CONCLUSION .........................................................................................................................9
REFERENCES.........................................................................................................................11

INTRODUCTION
Human resource management is most important to set up the organisation. In this
context report assets to focus on employee relation in work place. In this way report is based
on the BT organisation. This organisation is basically located in united kingdom . In this way
report is focus on the employees' relation, management polices and practices of employees. It
this report is focus on training and development in organisation.
P1 Functions and practices of HRM
Human resources management is known as the procedure of providing orientation and
induction, recruitment and selecting employee assessment of employee (performance of
appraisal).
According to the given scenario, working as a Human resources assistant in a BT and role is
to assist in setting up all the HR activities for the firm. Further there are different purpose and
function of HRM which play significant role within the firm that are as follows
 Recruitment and selection: One of the main function of human resources is to hire
skilled employees so that company productivity can be improved. Further HR hire
employees on the basis of requirement of the firm and skill of candidates (Tracey,
2016). They accomplish the task of advertising the job postings, source candidates,
screening of applicants and organising preliminary interviews.
 Training and development: It is also one of the significant function of human
resourced department. After hiring employees, it is important to provide them training
and development facility so that they can work effectively for the firm (Van Dooren,
Bouckaert and Halligan, 2015). They need to ensure that employees work effectively
and understand their roles and responsibilities. Further they need to analyse the weak
area of employees and schedule training program for them accordingly.
There are two approaches of HRM hard and soft which are adopted by HR department. In
hard approach employees are treated as a resource of the business and they want to
accomplish the goals and objectives of the firm with the use of resources. In this HR focus on
the business need and recruit employees and manage them accordingly. Some of the key
features of this approach is as follows
 Suits autocratic leadership style
 Less communicating between top and lower level of department
 Less empowerment and delegation in employee’s hand etc.

Soft HRM employees are treatment as one of the important resources of the firm and they are
sources of competitive advantage (Storey, 2014). Employees are providing reward and
motivated so that they can work hard for the firm. Its key features are that democratic
leadership style is used in soft approach, further employees are empowered and provided
reward for their best work.
P.2. Strength and weakness of different approaches to recruitment
Recruitment is the process of the firm and it is used for developing the workforce so
that goals and objectives can be accomplished (Sparrow, Brewster and Chung, 2016). This
process includes some designing job, performance appraisal of individual and planning
process.
Strengths and Weaknesses of recruitment and selection of BT company is as follows
Strengths of internal recruitment and external recruitment
 In internal recruitment it provide career opportunities for employees within the firm
and help in retaining employees for longer period of time.
 It provides salary to employees that are highly skilled so that that work more
effectively for the firm and also provide different types of benefits
 Online recruitment assists in improving the terms of efficiency and attract highly
skilled candidates that help company in gaining competitive advantage (Shields and
et.al., 2015).
 It is easy to hire skilled employees through social media as and with the help of
recruitment firm which help in accessing a wide range of recruits.
 External recruitment help in providing chance to people of different geographical area
to work in their organisation.
Weaknesses of internal recruitment and external recruitment
 One of the major weakness of external recruitment is that it need a lot of time in
searching and recruiting a highly skilled candidate
 Internal narrow ideas: Internal recruitment can be easy to retain them but company
may not get skilled employees (Sheehan, 2014).

 Online selection: Online selection also only helps in short listing the candidates based
on their profile and many candidates are left behind who are more talented and have
abilities to reach the desired goals.
However, strength of recruitment selection process is that it provides equal opportunities to
candidates to get selected in one of the reputed company. Thus, it can be stated that
recruitment and selection method should be used by HRM department after analysing the
required of the firm so that it become easy to hire skilled employees which become strength
of company.
P.3Benefits of different HRM practice within BT
Human resource management involves practices used by managers and HR
employees and automated systems to manage people. Human resource role and
responsibilities are hiring, firing, performance management, training, payroll and employee
benefits administration. Without HRM practices, managing personnel is cumbersome, which
can be leave employees feeling dissatisfied and wanting to work for a more organised firm.
There are numbers of benefits of human resource management in the organisation. Some of
the effective benefits of different HRM practices are given below:
 Developing employees: - A successful company creates a positive working
environment and favourable benefits for employees through human resource
management practices, keeping employees happy and productive. In the organisation,
numbers of department and employees are working together, and manager allotted to
them different types of task. Some time some employees can not get the target and
goals of the company. Other than that, they can not able to provide their effective
performance to the organisation. However, human resource management provide
them effective training session and development program, so they can increase the
information, knowledge, abilities and skills. Employees development is one of the
important benefit in the BT organisation. Employee development has power to
increase the brand value of the organisation.
 Promoting positive behaviour: In a board sense, human resource management
reinforce and reward desired employees behaviours. Human resource team help them
in making positive attitude in the organisation. Along with this, positive behaviour
plays the vital role in the any of the company, because through it, employee can

accomplish the work with helping other. Positive behaviour of entire employee has
power to make smooth work environment in the business.
 Building a flexible workplace: There is different types of task accomplished by the
all employees. However, it is possible by the practice of the human resource
management. They are proving the training session and development program to the
employees according to their requirement. Through the training and learning session,
employee can able to work in flexibility at their work place. It is the another important
benefit of the human resource management practices in the organisation. Flexible
work place is necessary in the organisation, because without it employees can not able
to help each another in the enterprise.
 Motivating workers: Managers must maximize employee performance and
productivity in the enterprise. That's why workers tend to hire or promote managers
who handle the employees effectively in the organisation(Boxall and Purcell, 2013).
Motivation is the key to success and through it, a person can increase their
productivity and performance in the company. Successful managers implement
human resource management practices and help people increase feelings of being
competent In their position. Through motivation, employees can work in the team and
they can help each another. It is the very effective benefit of the BT company,
because through motivating employees by the managers, they can increase their
profitability and revenues from the business.
P4 Effectiveness of HRM practices in raising the profit and productivity of BT.
Representatives are the vital resource of the firm that assistance them in achieving the
objectives and targets. HRM rehearses help in the administration of these laborers and help
the firm in its prosperity.
Recruitment and selection
HRM of the BT is capable to enlist equipped applicant that have both ability and state
of mind and can contribute in the achievement of the firm(Armstrong, 2016). These
representatives accompany new thought that assistance in getting the advancement the
working. It additionally helps the firm in pulling in the consideration of the client. It
additionally helps in expanding the gain-fullness of the firm. Exceptionally talented
representatives play out their activity well and help the substance in finishing their work in

given time which increment the profitability of the firm. HRM of the firm help them in
choosing gifted and different workforce which acquire effectiveness the working of the firm.
Training and development:
HRM perceive the need of workers and give them preparing and advancement
program that assistance them in their change. It assumes significant part in expanding the
execution of representatives as well as of entire firm (Hassan and Hashim 2016). By giving
appropriate preparing the staff can do their work in effective way. It likewise causes them in
boosting the certainty of worker. A sure and talented representative contribute in the
accomplishments of the firm. It will help to enhance employee performance in the
organization. If the human resource will not focus on the better training and development
session it may be possible that decrease the efficiency of the emplooyees as well productivity
of the firm.
P.5 Employees realtion.
In organisation every indiviual is focus on the internal working organisation. It is help
to take new decision in working structure in work place. Human is not a machine they are
push and start the work in organisation. They are need to talk and make new decision is work
place. In this context employees relational are as follows :-
 Help to take decision :- In this context employees relation is help to increase the
performance level and need to guide and advice form other. It is help to generate a
new idea and focus on pros and cons on each unit in working condition.
 Work become easy :- It is focus on work become easy and increase the performance
level. Human relation with fellow worker is easy to remove work load. Responsibility
must be divided into team member and increase the performance of work. All work is
to be completed ion time and make new responsibility in working
condition(McMichael, 2011).
 Organisation become happy :- In this way, work place happy if all the worker is work
together in organisation. An individual tends to lose focus and concentration if his
mind is always clouded with unnecessary tensions and stress in work place.
 Reduce the problem :- In organisation is to be focus on employees' relation in work
place. It is help to reduce the problem in work place. They do not take frequent leave
and start enjoy there work. It is help to increase the performance level and maintained
growth rate. They start treating each other as friends and try their level best to

compromise and make everyone happy and help to change the level of performance in
market.
 Remove conflict :- In organisation is to be focus on increase the level of performance
and maintained the growth rate in organisation. It is help to remove conflict in work
place. It helps to take new decision and improve future condition in market.
All such factor is help to increase the level of organisations and help to maintained the
growth rate in market.
P6 Identification about the key elements of employment legislation and its impact upon HRM
decision making
In an organisation employees legislation plays a very crucial role by which personnels
can get right and precise related to their working and business activities. In every country
there are different legislation, rules and standard made by government in order to deliver
protection and security to employees within organisation (Armstrong and Taylor, 2014). In
the context of BT company, it is very important to follow all legislation, rules and stands
related to employees rights, diversity, safety and security. At the time of decision making
within the HR department, HR manager have to focus these legislations so it can be said that
employee's legislation can influence the working procedure and decision making within HR
department. The impact of employees legislation on the HRM decision making within BT
corporation are discussed below- Anti discrimination act 1977 – This act is related to the discrimination in
employment, public education system, delivery of goods and services etc. In the
context of business enterprise, as per this act management can not discriminate with
any employees at the time of recruitment, promotion, increment etc (Bamberger,
Biron and Meshoulam, 2014). Every employee have equal right to get promotion,
salary, effective working condition etc according to their performance and position
within the company. BT company's HR manager have to consider anti discrimination
legislation at the time of taking decision related to human resource policies and
practices. Equal pay act 1970- This legislation under employment legislation helps to human
resource in getting fair wages and salary within business enterprise. By this
legislation, all organisation should treat all employees in equal manner as their salary,
wages, promotion should provide according to their performance and efficiency

(Bloom and Van Reenen, 2011). Many of organisation believes that male candidate is
more efficient and productive as compare to female candidates. It order providing
equality to male and female candidate within BT company this legislation will
consider by HR manager at the time of developing employees policies and practices.
 Health and safety act 1974- As per this act all employees have right to protect their
health within organisation. If any employees gets occurred and injured at workplace
then it is great responsibility of management to provide remedies and expenses for
treatment of them (Boxall and Purcell, 2011). The main aim of this legislation is to
provide protection and rights for get expenditure and remedies if any injuries and
fraudulent activities happening with them.
P7 Illustration about the application of HRM practices in work related context
Human resource management plays a very significant role within business enterprise
by which management can manage and maintain each activities of employees at workplace. It
is a systematic procedure of recruiting, managing, controlling human resource so as
determined objective can accomplish at the time period (Bratton and Gold, 2012). By
effective practices of HRM, company can effectively manage entire activities of employees
and motivate them for higher performance. By implement effective practices of HRM
manager can easily attain its determined objective within time. If HR manager design
impressive HRM practices then firm can gain high outcome and profitability of business.
Flexibility is another one of important working practices which can influence work
life balance of human resource. While organisation provides effective flexibility to its
workforce then employees can carry out their working activities in more effective and
efficient manner (Dessler, 2016). It is very important for management to provide effective
flexible working practices through which employees can manage their personal as well as
professional life. With help of flexible working, employees can carried out their work at
home or any other place which is far from office. In addition to this, with help of flexible
working practices, employees motivation can also improve because if they carried out their
work from home and any other place they can manage their personal life as well as
professional life (CHUANG and Liao, 2010). Due to this working practices quality of
working of employee can also improve through which organisation can target can easily
achieve. With help of flexible working practices employees can easily manage high workload
situation and stress in their life. While company gives flexibility related to working to
employees then they can easily manage high workload at workplace due to which quality of

outcome can also enhance. Thus, it can be said that flexible working practices, organisation
can improve productivity, quality and outcome of business.
CONCLUSION
Form the above report is focus on the hiring employees, it is important to provide
them training and development facility so that they can work effectively for the firm. As per
the above report is focus on the stated that recruitment and selection method should be used
by HRM department after analysing the required of the firm so that it become easy to hire
skilled employees and help to increase the level of performance in market. In this report is
focus on the internal working environment. Human resources practices is most important part
to help and solve problems in organisation. As per the above report help of flexible working
practices employees can easily manage high workload situation and stress in their life. While
company gives flexibility related to working to employees then they can easily manage high
workload at workplace due to which quality of outcome can also enhance. As per the above
report individual tends to lose focus and concentration if his mind is always clouded with
unnecessary tensions and stress in work place. At the time of decision making within the HR
department, HR manager have to focus these legislations so it can be said that employee's
legislation can influence the working procedure and decision making.

REFERENCES
Books and Journals
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR
executives, managers, and practitioners. CRC Press.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the
public sector. Routledge.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Shields and et.al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy:
Formulation, implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and
productivity. Handbook of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Dessler, G., 2016. Human resource management. Prentice Hall.

McMichael, P., 2011. Development and social change: A global perspective. Sage
Publications.
Armstrong, M., 2016. A handbook of human resource management practice. 10th ed. Kogan
Page Publishers.
Boxall, P. and Purcell, J., 2013. Strategy and Human Resource Management. Plagrave.
Cornelius, N., 2012. Human resource management: a managerial perspective. 2nd ed.
Cengage Learning EMEA.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-
252.
Hassan, A., Hashim 2016. Human resource development practices as determinant of Human
resourceD climate and quality orientation. Journal of European Industrial Training. 30(1).
pp.4 – 18.

1 | P a g e