BT Limited HRM Practices: A Comprehensive Analysis

Desklib provides past papers and solved assignments. This project analyzes HRM practices at BT Limited.

Human resource management
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Table of Contents
Introduction.................................................................................................................................................3
LO1.............................................................................................................................................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
BT............................................................................................................................................................4
P2 explain the weaknesses and strengths of different approaches to recruitment and selection...............6
M1. Assess how the function of HRM can provide talent and skill appropriate to fulfil business
objectives.................................................................................................................................................9
M2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection........11
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.
.................................................................................................................................................................. 13
P3: PowerPoint presentation..................................................................................................................13
P4. A reflective report on the benefits of different HRM practices within an organisation for both the
employer and the employee...................................................................................................................17
M3. Based on your presentation using BT Limited as an example of your organisation, evaluate the
effectiveness of the key elements of Human Resource Management in BT Limited.............................18
LO3: Analyse internal and external factors that affect Human Resource Management decision-making,
including employment legislation..............................................................................................................20
P5. Analyse the importance of employee relations with respect to influencing HRM decision making in
BT..........................................................................................................................................................20
P6. Identify the key elements of employment legislation and the impact it has on HRM decision
making in BT.........................................................................................................................................22
M4. Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in BT......................................................................................................23
LO4: Using inferences drawn from the presentation and the essay, demonstrate to the members of
management board how to apply Human Resource Management practice in a work-related context in BT
(A.C. P7, M5, )..........................................................................................................................................26
P7. Illustrate the application of HRM practices in a work-related context, using specific examples.....26
M5. Provide a rationale for the application of specific HRM practices in a work-related context in BT.
...............................................................................................................................................................27
Conclusion.................................................................................................................................................28
References.................................................................................................................................................29
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Introduction
Human Resource management has become a huge factor in organisations today. There are a
number of rules and regulations which need to be kept in mind while taking decisions in the
department. Employee management and their development is a big factor in human resource
management.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing BT.
1. Define Human resources management
HRM is the process of hiring, recruiting, positioning and managing the employees or workforce
of the organization (Collings, et.al., 2018). The HRM is basically known as the human resource
of the company. HR is the skilful management which is responsible for establishing the effect
and outlining the policies followed by the entire workforce. The main objective of HRM is to
establishing the coordination and good relationship between the organization and employees.
2. Explain the main functions and activities of HRM using an organization such as BT
as an example.
BT is one of the biggest telecommunication organizations in the UK which is diversifying its
facilities. The human resources department is undertaking success by delivering high-quality
services and reinforcing the entire management system of BT. the six main functions are:
 Recruiting the correct people for the correct place
 Upholding safe business environment
 Effective employers & employee relationship
 Attractive accommodations and benefits
 Labor law compliances
 Training & development
3. Explain what do you understand by workforce planning and human resource
planning
Workforce planning is basically deploying the labors to the right place in an effective manner
with the help of human resource technology (Collings, et.al., 2018). In the other side, human
resource planning is determining the HR needs for the organization. It starts from the discovery
of need, and it continues until the goals are achieved.
4. Explain what do you understand by the hard and soft model of HRM
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The soft model defines individuals and their self-direction places and commitment. The
individual will set the self-governance, places commitments, identifying the values and regulates
the behavior to establish a strategic approach to people. In the other side, the hard model of
HRM is stressing the rationalism of fitting and placing the performance management as well as
the instrumental approach to the management of individuals strategically.
5. Educate members of management by explaining which approach will be more
appropriate for the workforce planning and resourcing of BT using these two points
The ‘best-fit approach' vs. ‘best practice'
The best-fit approach is similar to contingency theory which is followed by BT that emphasize
strategies that are congruent with the context of the organization (Collings, et.al., 2018). It is a
basically vertical amalgamation between the organization's business and human resource
strategies. In the other side, the best practice is referred to fulfilling the requirement of HR of BT
such as anticipate future needs, manage employee development, availability & competency in
accounts, etc.
6. Explain the impacts that advances in technology have had upon improvement in the
efficiency of HR.
The technology is taking place in enhancing the performance of HR activities. Generally, the
human resources department works with the given resources but as the several technologies are
introduced the work of HR is become much easier by acquiring technologies in every sense like
the transformation of recruitment through the internet, ease of communication, analysis of
employee performance and other practices.
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P2 explain the weaknesses and strengths of different approaches to recruitment and
selection.
1. Explain what is meant my recruitment and selection.
The process of selecting the candidate for employment according to its skills and abilities which
are suitable for the business to met organized goals. Generally, the business often does details
recruitment but they must aware of the selection policies that are forced by the company for
those who are responsible for recruitment.
2. Explain the main recruitment and selection approaches using the points to be
considered: Internal (Current employees Former employee, Database of
applicants, Referrals from, employees Internal job vacancy) vs. External
recruitment- consider 3 points from each category – (Advertisement Job Centre
Plus, Employment Agencies, Referrals from friends, College recruitment,
Company’s website).
There are several key components drives that influence internal or external recruitment and
selection approaches (Collings, et.al., 2018). Generally, the management acquires comfortable
methods and strategies for recruitment but the HR policies are gradually taking placing that
changes the aspects of recruitment such as:
Internal recruitment
 Employee referral
 Promotions
 Transfer
External recruitment
 Walk-ins
 Private employment agencies
 Educational Institutes
3. Explain the strengths and weaknesses for each of your chosen approaches
mentioned in 2.2, putting into consideration there reliability and validity as key
criteria.
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Strengths
 Encouragement for hard work and development high-quality skills in employees
 Accurate selection for the department of an organization where the employees are
required with adequate skills.
 Make the relationship and bonding very powerful between the employee and employer.
Weaknesses
 The choices are very limited in terms of business like the existing candidate may not as
skilled as the management is required for post designation.
 There are also some skilled people outside the organization who have the potential to
handle the work very effectively but they are very from reaching.
 Favoritism is an unfair practice done by those who are responsible for recruitment (Stone,
et.al., 2015). They promote those candidates who give personal preference to them.
4. Explain the main processes of selection and recruitment using 6 points to be
considered under the internal and external approaches. Identify and analyzing job
vacancies; Prepare for Job Analysis; Advertising the vacancy (the right channel);
Managing Responses (CVs and Applications); Short listing the Suitable
Candidates; Arranging and Conducting Interviews; Selecting the right candidates.
The selection process is developed by the management and superior expertise that is followed by
each organization as follows:
 The commitment to selecting the best talents every time
 Never rush the employee selection process
 Partnership and coordination with stakeholders
 Exercise of job benchmarking of an employment personality assessment.
 Structured interviews
 Hiring scorecard
5. Explain how Job analysis, job descriptions, personal specifications and competency
framework can be used during selection and recruitment in a company such as BT
It can use in determining the key skills and approaches of the candidates and it will also helpful
in identifying the background and functional area of the individual. Determination of functional
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area of the business helps HRM to identify the correct skills holding candidate for their
organization who can perform the job role easily.
6. Briefly explain the possible issues that could affect the successful induction and
socialization of employees in an organization.
The induction of socialization of employees can make the employees highly skilled and
improved in their functionality. The induction of employees cans extent the expectation of
performances and standards (Stone, et.al., 2015). It helps to discover the employee training needs
and endeavor socialize new recruits in the organization.
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M1. Assess how the function of HRM can provide talent and skill appropriate to fulfil
business objectives.
1. Consider the various function of HRM within an organization and link these
functions to the HRM of BT.
Generally, there are several functions of HRM that performed by the HR department of the
organization according to its functionality but as the BT is a telecommunication industry (Stone,
et.al., 2015). The task and functions of HRM will be accordingly described such as planning
helps the best procedures to reach the objective like bringing new customers & recognition of the
brand, organizing the plan made by the top management and effective control and direction to
the plan by operational management.
2. Evaluate the importance of HRM within an organization using BT as an example,
paying attention to positive and negative disputable aspects by citing examples and
providing evidence for your judgment.
The HR department is a reflective function for the BT because it reflects the knowledge,
behaviors and values of BT. Abilities and skills of human resources of BT are very helpful for
the better performance of the organization and influence the organization structure at different
levels of acquaintance, skills and up gradation.
3. Explain how the process of HRM can provide talent and skills appropriate to fulfil
business objectives using any 5 points to be considered from- Aligning business
objectives and HR strategy, Analyzing labor market trend/environment, Attracting
the best candidates, Motivating workforce, Training workforce, Retaining
workforce, Rewarding workforce (Link points to the provision of talent skills
appropriate to fulfil business objectives in BT.)
 Aligning business objectives and HR strategy: To achieve this objective the line manager
and staff of the organization work together to evaluate current workforce abilities and
qualification.
 Motivating workforce: The motivation to the workforce is the biggest key business driver
because appreciation and recognition of an employee are as important as retaining them
in the organization (Boon, et.al., 2018).
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 Training workforce: Training & development of employees is also a part of HRM. The
development of an individual can only possible with the help of appropriate training to
them.
 Retaining workforce: The retention of employees is the key component of business that
can be possible by providing them with job satisfaction. Retention of employees also
helps the management to reduce employee’s turnover.
 Rewarding workforce: The appreciation to the workforce for the effective completion of
tasks and mission is a part of a rewarding system of the organization (Boon, et.al., 2018).
It is basically a process to make the employees motivated towards objectives.
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M2. Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
1. Draw on varied information
The HRM is the art & science of managing the organization in a systematic manner (Albrecht,
et.al., 2015). It is the entire process of achieving the specific business objective and goals such as
eliminating turnovers, increase engagement programs, solid satisfaction and another objective.
2. Elaborate on P1, P2. Discuss the strengths and weaknesses of different approaches
to recruitment and selection.
Strengths
 Cost effective and strategic implementation of cost evaluation
 It boosts up the streamline administration for the recruitment in long-run
 Globally researching the western recruiting techniques where other uses traditional
methods
Weaknesses
 Favoritism is the biggest drawback of the recruiting and selection process.
 The limitations are also the biggest weakness for the organization like the over
expectation of organization for new employees and existing employees are less skilled.
 The candidates who are less computer literate are treated as less prioritizes.
3. State the relevance or importance of the different approaches to recruitment and
selection processes.
It refers to the process of selecting the candidates who get attracts towards the organization for
employment opportunities (Albrecht, et.al., 2015). It helps to establish a pool of potential
employees for the organization for the organizational management to hire the right skilful person
for the job function.
4. Evaluate the advantages and disadvantages of the different approaches to
recruitment and selection.
Advantages
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 It can uphold the high volume of the applicant for the selection and recruitment
 It can support the branding of the organization through visualization such as videos and
blogs (Noe, et.al., 2017).
 It helps the operations for procurement and the healthy environment of business by
organizing engagement programs.
Disadvantages
 They don’t care of large application forms as they draft the job description and personal
specification.
 The malfunctioning of website or bad programming can ramp the applicant profile.
 The discrimination is taking place with those who are fewer graduates.
5. Do an appraisal by including your personal opinion/ judgment using relevant
examples and references.
The recruitment and selection process of BT is the fundamental activity of the organization that
creates a measurement for effectively assesses the level of selecting the right and skilful
candidates for the place where they much required (Noe, et.al., 2017). Another part of HRM that
concentrates on organizational performance enhancement is also undertaken by the HR staff.
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