Purpose and Functions of HRM in Workforce Planning and Resourcing

This document discusses the purpose and functions of HRM in workforce planning and resourcing. It explores the strengths and weaknesses of different approaches to recruitment and selection. It also highlights the benefits of HRM practices for employers and employees, as well as the effectiveness of HRM practices in raising organizational profits.

UNIT 3

Table of Contents
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
P1 Purpose and functions of HRM which are applicable to workforce planning and resourcing
......................................................................................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection .......................6
Task 2.............................................................................................................................................10
P3 Benefits of HRM practices in organisation for employer and employee ............................10
P4 Effectiveness of HRM practices for raising organisational profits .....................................11
Task 3.............................................................................................................................................13
P5 Importance of employee relations in respect to influencing HRM decision making ..........13
P6 Key elements of employment legislations and impact on HRM decision making ..............14
Task 4 ............................................................................................................................................16
P7 Application of HRM practices in workplace .......................................................................16
CONCLUSION..............................................................................................................................19
REFERENCE.................................................................................................................................20

INTRODUCTION
For managing all activities and functions in a organisation there is a need of person who
have special knowledge and experience to manage all activities and run the business is called a
Human resource. In business organisation human resource is a main function which is important
and playing many roles in order to run business and manage all functions. Human resource
management is defined as strategic approach which uses to managing, organising, directing and
controlling the people and workplace culture and environment (Askenazy and Forth, 2016). To
understand importance of HR and its important role BT Group has been selected that is British
multinational telecommunication holding company, headquarter in London, United Kingdom.
The British Telecom was founded in 1969 for the purpose of providing variety of telecom
services to customers. The HR manager of such organisation is playing important role who
formulate rules and regulations for managing people and attaining the business goals. This report
covers purpose and scope of HRM, elements of HR in business organisation, factors including
external that affects HRM decision making and management practices related to work place are
also covered in report.
Task 1
P1 Purpose and functions of HRM which are applicable to workforce planning and resourcing
Meaning and definition: Human resource management is the practices of planning,
recruiting, organising, directing and controlling the employees of a organisation so they can
perform each functions effectively.
According to Trappmann (2017), Human resource management is the function performed
in organisations for facilitating the most effective uses of people to achieve organisational and
individual goals.
Importance of HRM
Strategic management: This is main role which played by human resource management
to formulate strategies for the benefits of employer and employees. In BT Group Human
resource department is important for formulating strategies to managing employees and attaining
the goals (Belizón, Morley and Gunnigle, 2016).
Training and development: For strengthening employee and employer relationships in
an organisation Human resources management function is important that can help to manage the

activities by performing well. In BT Group, this department is playing vital role by contributing
the growth of employees by increasing their learning and skills.
Conflict management: In is natural that conflicts arises in organisation where HR
function in BT Group is important as it helps to manage the conflicts and by managing effective
communication and solving their problems.
Workforce planning: This is defined as continuous process that are aligning with needs
and priorities of organisation for the purpose working collectively and attaining the business
goals (Collings, Wood and Szamosi, 2018).
Stages of workforce planning
Illustration 1: Stages of Workforce planning, 2019.
Source: Stages of workforce planning, 2019
Define business objectives: This is important for organisation to defined the objectives.
In BT Group, management is required to define the business goals and shared with workforce.

Evaluate current workforce: After defining objectives by enterprise management is
required to evaluate the workforce which are working in organisation. In BT Group HR
management is required evaluate the current workforce who are working and analysis their skill
for getting the work complete (Stages of Workforce planning, 2019).
Establish future requirements and identification of gaps: In this step, HR
management is establish the future requirements and get gaps which are occurs at the time of
operating business (Curado, 2018).
Establish plans to address the gaps: After identifying the gaps in accomplishing the
objectives plans are formulated by management of BT Groups that can help to address the gaps
and maintaining good performance.
Main purpose and functions of HRM
Illustration 2: Functions of HRM, 2020.
Source: Functions of HRM, 2020
Managerial:
Planning: The main function of HRM is planning which is important for organisation
and BT Group to make planning for running the business.

Organising: In this, all functions and activities of organisation are organising by HRM.
Such as HR manager of BT Group, identify activities and organise all functions appropriately.
Staffing: The management of BT Group recruits the employees for complementing task
and attaining the goals.
Directing: In this, HR of BT Group direct the employees what need to do and how they
perform well so all working can be done effectively.
Controlling: This function is related to control activities and function of chosen
organisation that support to make plans and implement them appropriately.
Operational function:
Development:In this function, HR management is focusing on career planning and
development by performing their activities and functions effectively (Functions of HRM, 2020).
Motivation: In organisation, motivation to employees is highly important that is
performed by HR managers by understanding their needs and filling them. In BT Group,
managers are motivating employees by filling their needs and increasing well being (Jouda,
Ahmad and Dahleez, 2016).
Integration: The management of BT Group are performing operation function by
maintaining integration in the form of industrial relations, employees discipline, solving
grievances and settlement of disputes that helps to manage the activities and increase
performance.
Compensation: This is another function of HRM which performed by management of
BT Group by providing compensation and benefits in relation to organisation which can help to
attain the business goals and increase profits.
P2 Strength and weakness of different approaches to recruitment and selection
Meaning and Definition: Recruitment means identifying vacancy and searching the
candidates for the purpose of filling vacancies.
As per DeCenzo and Robbins (2020) “Recruitment is the process of discovering the
potential for actual or anticipated organisational vacancies”.
Approaches to recruitment

Illustration 3: Types of recruitment, 2020.
Source: Types of recruitment, 2020
Internal approach: This means people seeking for their different positions are those
who are presently employed in same organisation and performing role in well manner. The
management of BT Group have different source of internal recruitment:
Promotion: This means upgrading the cadre of currently working employees by
evaluating their performance. This can be use by management of BT Group to shifting the
position of employee from lower position to higher position (May and Ledgerwood, 2017).
Internal advertisement: This is the activity of posting advertisement and posting jobs in
organisation so interested employees are allowed fill the vacant position.
Strength
 Internal recruitment such as promotion and internal advertisement is simple and cost
effective for BT Group that can help to recruit employees internally.
 This can help to reduce the cost of hiring as candidates are hired internally and minimise
the financial risk.
 In chosen organisation, it motivates employees to work hard and increases relations in
work and activities.

Weakness
 Current employees sometimes lack the skills necessary to help your company stay
competitive.
 New hiring can have on office morale concern.
 In BT Group, internal recruitment have limited scope as it cannot filled all vacant
position.
 New resources who brings new ideas and thoughts are not allowed in internal
recruitment.
 Increases conflicts between employees.
External approach : This means applicants looking towards job opportunities and being
selected by organisation for filling their vacancy. In this, management recruits employees outside
of company for managing functions. This involves source of external recruitment:
Direct recruitment: Factory gate recruitment is another name in which qualified
employees are recruited by placing a notice of vacancy on notice board in organisation.
Employment agencies: These agencies are run by public, private and government
sectors. This provides skilled, unskilled and semi skilled workers to organisation as per
requirement as they have data of employees and helps to fill the vacancy.
Strength
 This provides new opportunities to job seekers which can be beneficial for organisation
to bring new ideas and thoughts for running their business.
 The branding of BT Group can be increases by using external recruitment as employees
are working in such environment and giving their contribution to increase the
performance (Oppel Winter and Schreyögg, 2017).
 Having good score to select the right candidates that accept the changes easily and deliver
the right products and services.
Weakness
 The external recruitment process is very lengthy as it consume more time that may create
problem for organisation to take right decision.
 The candidates who are recruited externally demand more remuneration and benefits.
 Incurring cost very high for BT Group in managing the employees in to different
activities that incur cost.

Selection: M.Ataur Rahman (2020), “Selection is the screening and filtering process of
job applicants who have been invited to apply for vacant position through which process to
comes to an end”.
Interview: This approach is uses by organisation to select the employees by checking
their confidence level, skills and experience to handle the responsible position in organisation.
BT Group's management can use this approach by getting interview rounds and interacting with
each other (Para-González, Jiménez-Jiménez and Martínez-Lorente, 2016).
Testing: This is another approach which can be uses by organisation in order to select
best employees by testing their intelligence, sensory skills, attitude, behaviour and other which
helps to select the best employees.
Strength
 For BT Group it create a larger talent pool of potential candidates which helps to select
the best employees.
 This helps to meet diversity objectives by hiring solely who perform their roles and
responsibilities effectively. As organisation is accepting the changes where employees
provide right suggestion to work properly.
 The business activities and functions of chosen organisation can be completed on time
and maintain good performance .
Weakness
 This is negative approach which identify the skills and knowledge of employees and
rejects other one. This can create the conflicts feeling between employees who are
working and they do not perform their activities effectively.
 The roles and responsibilities of selected employees are not cleared as they have no idea
about organisation environment.
 This is cost consuming approach that create higher cost for BT Group while running a
business. This may affect the business operation if selected employees are not managing
their roles properly.

Task 2
P3 Benefits of HRM practices in organisation for employer and employee
Meaning of HRM practices: This defined as practices and approaches in relation to
HRM that can be used to run the business and attain organisational objectives. It is important for
organisation to focus on different HRM practices which can help to manage the work and
complete the task (Rawashdeh, 2018).
Training and development: This means training and development activities are running
by organisation in order to increase the learning of employees. Training and development is
important for employees as it improve the confidence level and support to accept the challenges.
Benefits to employer and employee in BT Group
Employer Employees
 This can help employer to improve the
organisational production by increasing
learnings (Wang, 2019).
 The goals and objectives of employer
can be attained as they get ready to
accept the challenges resulting financial
gain.
 This can help to provide new
knowledge and skills to employees who
can work effectively in organisation.
 In BT Groups, training programme
increases motivation and satisfaction
level.
 Job satisfaction by development.
Motivation: This is best practices for organisation and performing by Human resource
department by analysing the performance of employees. For BT Group, motivation is important
practices that supports employees to work hard and perform well.
Benefits to employer and employee in BT Group
Employer Employees
 Motivation is beneficial for employer
as it help to retain employees for long
term.
 The profitability of organisation
increases (Sanders and Lin, 2016).
 Employees are feeling satisfied and
they more more hard.
 Increases morale of others and helps
them to work more effectively.

Reward management: This practices is related to implementation of policies and
strategies which c an help to manage the organisational performance by following them
effectively. In BT Group, employees get opportunities to enhance themselves by using reward
management.
Benefits to employer and employee in BT Group
Employer Employees
 In BT Group, reward management
helps employer to acquire talented
team.
 Retains top talent in organisation by
giving rewards.
 Employees are contributing company's
culture.
 Contribution in employee's well being.
 Increases employee value proposition
Performance appraisals: This is defined as continuous process of reviewing the
employee's job performance by focusing on their each activities and functions. The management
of BT Group analysing the performance of their employees which helps to get the work done and
manage each functions appropriately.
Benefits to employer and employee in BT Group
Employer Employees
 Employer can monitor and control the
organisational success as they support
employees by evaluating their
performance.
 This can help to manage organisational
task effectively.
 This increases individual employee's
performance in BT group by evaluating
their performance.
 This increases roles and status.
P4 Effectiveness of HRM practices for raising organisational profits
Training and development: Training is the important part of organisation that should be
provided to employees who are working and managing the task. If changes are bringing by
organisation then training is required to be provide to workers so they can run their business by

accepting the challenges. In context to BT Group, management adopts training and development
practices where it provide training to employees regarding how to deal with changes and mage
the task that helps to increase performance.
 Strength: In business organisation, training and development strengthen the
learning skills and capabilities of employees which guides them to accept the
changes and task for the purpose of increasing organisational productivity. BT
Group can increase its outcome by providing training and developing them
properly.
 Weakness: This can increases the cost of organisation in providing training
programme to employees.
Motivation: The another important practices is motivation which is provided by
management to their employees by using financial term and non financial term. The management
of BT Group understand the needs and wants of their employees then offer the services which
can help to motivate them and increase the business performance.
 Strength: This helps BT Group's employees by creating a clear mental image and
maintain good performance by accepting changes. The productivity and
profitability of organisation increases as it increases mental capacity of employees
and managing the activities appropriately. This also helps to achieve
organisational goals by providing motivation.
 Weakness: This is not good for all employees as unmotivated employees do not
take part in organisational activities. There is not cooperation and proper
communication which may create problems in attaining the goals.
Reward management: In organisation number of employees are working where it is
required to adopt effective HRM practices that can help to manage the task and performance
effectively. The management of BT Group uses reward management practices in their
organisation in which it analysis the employee's performance and give them rewards which can
help to increase their morale and satisfaction level. Moreover, management retain the employees
in their organisation by giving rewards to well performer.
 Strength: This practices retain the employees for long term which improve the
organisational productivity as they have experience to work and no need to hire

other employees. Therefore, such practices cost of training, build honesty and
loyalty (Wang, 2019).
 Weakness: This increases the cost of organisation as management give gifts to
employees. There is lack of planning and execution of strategies because
experienced people complete task.
Performance appraisals: This is kind of reward management in which management is
responsible to analyse the performance of their employees who are working in organisation and
manage the performance. In BT Group, management uses different source to analyse the the
employee's performance and give them appraisals that motivates them and increase the willing to
work in such organisation.
 Strength: This make proficient and highly capable to employees so they perform
their roles effectively and manage the organisational function. The overall
profitability of BT Group improves by maintaining technical skills, ethics and
integrity in their work (Sundiman, 2017).
 Weakness: There are chances of conflicts in organisation because good
employees are rewarded for their performance and others are not. Time
consuming process in which needs to monitor employee performance.
Task 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relations are important for organisation which can help to increase the
performance and attain the business goals by performing all activities appropriately. In BT
Group, employers is required to have good relation with employees by engaging them in
working activities and maintain high productivity.
Employee relation is important for every organisation as it helps to bring the new ideas
and thoughts between people who works together and manage the each activities. If there is good
relation between employer and employee then it become easy to share the in formation, clear
goals, and allocate the roles according to their skills and abilities which can help to increase the
performance and profitability. HRM decision are taken by management for the welfare of
employees so if they have good relation then workers feel good and respects towards tehir work

that motivates them to work more hard and manage each activities genteelly. The important for
employee relation are as defined:
Easy delegation of work: By maintaining employees relation HRM of BT Group can
delegate the work between employees as per their capabilities and performance.
Increase the morale: In BT Group, management maintain the good employee relation
which increase their morale to work and increase the working capacity to work properly.
Increase business performance: The aim of organisation is to increase sales and
profitability where relation between employees is important as it supports to work effectively by
managing all task and controlling the activities.
Reduces conflicts: Having good relation with organisation and employee there is
chances of reduce the conflicts between employees so they can accept the changes and attain the
business goals.
P6 Key elements of employment legislations and impact on HRM decision making
This means when employees in a organisation are treated on the basis of their sex as men
or women is called sexual discrimination. The related laws are defined below:
Sex Discrimination Act 1975: This is the act of parliament which protect the men and
women from discrimination as women are also capable to work and manage the activities. BT
Group is applying this act by giving them jobs opportunities and paying equal that motivates
them and complete the work.
Equal pay Act 1970: This act is uses to protect the men and women from less favourable
treatment. This increases the morale of employees in BT Group as it apply by paying equally to
all staff and performing well. According to this act employees have right to get equal pay and
opportunity at workplace which maintain the good performance (Santana and Lopez‐Cabrales,
2019).
Some legislation which are uses at workplace:
1. Employment Rights Act 1996: This legislation is related to protecting the rights of
people who are working in organisation and make feel them part of such place. According to
this, when employees are working them all laws related to their benefits should be followed by
management that increases their willing to work more. The management of BT Group follows
this legislation in which it assess the needs and make efforts to fulfil that supports to retain them
for long period.

2.National Minimum Wage Act 1998: This legislation is formulated by government of
UK for the purpose of creating minimum wages across the country. According to this, all
employees having rights to get a fixed wages which are decided by government and live life
appropriately. This act provide the amendment of some enactments which are related to
remuneration the people who have employed in agriculture and any other activities. By using this
BT Group influence their employees as they receive minimum wages which has been decided by
government.
3. Employment Relations Act 1999: This is act of parliament of the UK, related to
implementing changes according to new statutory procedure to maintain good relation with
employees who are working. The aim of such laws is to increase the employment relation by
managing task between employees and increase the performance. In BT Group, employee's
rights are increasing as they get training and solve the dismissal in relation to legal procedure.
4.The Maternity and Parental Leave etc. Regulations 1999: This act is related to
women who are working in organisation and wants to take maternity leave during their
pregnancy. According to this, management of BT Group, should provide the maternity leave to
woman workers who are working. This can help to make feel them secure job and joined after
completion of leave period (Nwachukwu and Chladková, 2017).
5. Part-Time Workers (Prevention of Less Favourable Treatment) Regulations
2000: This defined as UK labour law which is formulated for people who are on part time
contracts and treated as comparable from full time. According to this, no management are
allowed to treat differently part time employees than full time. This can help to reduce the
discrimination between workers and manage the work effectively.
6. Agency Workers Regulations 2010: This is defined law of UK which is regulated for
tackle the discrimination against agency workers in organisation and low pay. This regulation
give temporary agency workers by following right. This legislation increases the value of
workers in agency and increase the performance.
7. Transfer of Undertakings (Protection of Employment) Regulations 2006: This is
an important part of UK labour law that is governed for the purpose of protecting the employees
whose business is being transferred to another business. When a business is transferred to
another then employment will be protected. BT Group can use this legislation for protecting the
employment while transferring undertakings.

8. Equality Act 2010: This act states that all employees whether men and women should
be treated equality. This is important for organisation to treat the all employees who belongs to
different culture and tradition. No discrimination is allowed by employer on the basis of caste,
age, colour, sex and religion as all are equal and willing to work by showing their talent. The
management of BT Group is applying this act by providing equal opportunity to all employees
who are working in organisation that helps to increases workings and performance. This act
make feel all staff good and satisfied so they works properly and increase the activities.
9. Data protection act 2018: This is another act which is formulated by parliament that
information and personal data of employees should be protected that can help to provide
satisfaction to employees and manage the employees. When employees are selected by
management then details and document are submitted by them which should be confidential.
This can help to manage the workings and increase the workings by creating trust among people.
The chosen organisation is applying data protection act by protecting the data of employees and
get completion of task effectively (Pavlov and et.al., 2017).
10.Working Time Regulations 1998: This act is defined as statutory instrument in UK
labour law that implement the EU working time. According to this, every person who have
completed the age of 18 cannot work more than 48 hours in a week. According to Section 51 of
the Act, the spread over should not exceed 10-1/2 hours. This increases the morale and working
capacity of employees in BT Group and maintain the higher performance.
Task 4
P7 Application of HRM practices in workplace
Person Specification
Position: Finance Analyst
Department: Finance
Company name: BT Group
Attributes Essential Desirable
Qualification & Experience The candidates must have
completed graduation with
The candidate should be
completed post graduation

minimum 60% marks. and masters in finance.
The person is desired to
employed at least 1 year in
finance department.
Skills and Knowledge The candidates must have
communication, calculation,
accounting skills that can help
to play role effectively.
The candidate should have
accounting and profit making
knowledge which can help to
reduce the cost and make
profits (Shen and Zhang,
2019).
Job Advertisement
Organisation: BT Group
Job Address: London
Position: Finance Analyst
Qualification & Experience
 MBA in Finance and Marketing from recognised University.
 Minimum 3 year experience in accounts and auditing.
Job description
 The person should be able to analyse all accounts, income and expenses in relation to
business
 To have good knowledge about accounts, verifying ledge and expenses
 To set the budget every year and manage the money according to activities
 Able to generate profits by reducing expenses and increasing performance.
Salary package: The annual package is 6,00,000 per annum other than benefits.
Age: Minimum 30 years
The candidates who are interested then they can send their resume on official website or mail
of organisation.

Thank You
Interview questions
 Why do you want to be a financial analyst?
 What is income statement and Balance sheet?
 What are the internal rate of return and Average rate of return?
 What are the items that are not included in balance sheet?
 If the expenses of BT groups goes beyond than limit then how will you manage?
 What are the accounting principle and how they apply in organisation?
JOB DESCRIPTION
Organisation: BT Group
Designation: Finance Analyst
Job Address: London
Job Summary
The organisation is looking a candidate for the profile of finance Analyst who can keep record
of all income and expenses. It should be able to manage the all functions and activities in
relation to finance and maintain profitability.
Roles
 Good knowledge about accounting rules and policies.
 Be able to manage activities and controlling the cost of organisation.
 To make efforts for making higher profits.
Job offer letter
20 July 2021
Dear Sidhza Sahgal
Our organisation is cluster to selected you out of many as you have cleared the all
interview round and physical tests. We are offering a profile of Finance Analyst to you after
analysing experience and technical skills. The joining date is 1st August 2021 and salary
package is 6,52,000 Per annum.

We are excited to meet you and getting the work effectively.
Thanking You
Human Resource Management
BT Group
CONCLUSION
From the above report it can be concluded that to managing functions and people in a
organisation Human resource management is important that plays vital role in organisation. The
function are operational and managerial which need to perform by managers in order to increase
profitability. Different legislation and acts are followed by management in relation to sexual
discrimination which can help to protect employees. Employee relation are important to reduce
conflicts and increase performance. HRM practices are uses by management in order to increase
the organisational productivity and profitability by managing all employees.

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(Sundiman, 2017) (Trappmann, 2017)