Analysis of HRM/HRD Practices at BTME: Leading, Managing People

This report provides a comprehensive analysis of Human Resource Management (HRM) and Human Resource Development (HRD) practices within BTME Enterprise, a consultancy service organization. It begins with a strategic overview of HRM/HRD, emphasizing its importance in achieving a competitive edge through effective people management. The report delves into specific HRM activities at BTME, including recruitment, training, performance appraisal, and employee retention strategies. A critical analysis of BTME's Performance Management System (PMS) is presented, highlighting challenges related to employee feedback and strategic alignment. Recommendations are offered to revamp the PMS, focusing on objective setting and tool design. The report also examines BTME's recruitment processes, identifying issues and suggesting improvements. The conclusion summarizes the key findings and emphasizes the importance of HRM/HRD in driving organizational success. Appendices include supplementary materials, such as a sample BTME learning week schedule.

Leading managing
and Developing People
Name :
Student ID :
: Final Assessment
Date :

Table of Contents
Introduction......................................................................................................................................1
MAIN BODY...................................................................................................................................1
Strategic overview of HRM/HRD Practices at BTME...........................................................1
Figure-1 : The evolution of human resource management which is adapted by
Kumareswaran, (2018) from Itika (2011)................................................................2
Human resource management or development in BTME......................................................3
Performance management System (PMS)..............................................................................3
Figure-2 : Taken from (Trost, 2017)........................................................................4
Performance management of employees – Detailed Critical analysis...................................4
Figure-3 : adapted from Trost, (2017) pp22.............................................................5
Recommendation for BTME to overcome challenges or issues related to Performance
management............................................................................................................................6
BTME should revamp their PMS system by implementing the following actions:.6
Figure-4 : Some of the target agenda to achieve by means of PMS (adapted from Trost,
(2017) pp18).............................................................................................................6
Figure-5 : PMS tool design considering intended result as starting point (adapted from
Trost, (2017) pp23....................................................................................................7
as the starting point..................................................................................................7
Recruitment of employees......................................................................................................8
Recruitment – Detailed critical analysis.................................................................................8
Recommendations for BTME to overcome challenges or issues related to Recruitment......9
CONCLUSION..............................................................................................................................11
Appendices.............................................................................................................13
Appendix-1: BTME learning week sample............................................................13

Introduction
Human resource refers to the human elements or people who work within an organisation.
The human resource management is the activity of managing people, groups or individual to get
the work done in most optimum manner. Human resource development is another activity that
focuses on providing opportunities for improvement, growth or enhancement to the people.
BTME Enterprise is a consultancy service organisation which is considered among the best
consultancy providing multi-disciplinary consultancy and engineering services across the UK,
which was established in the year 2004 and is headquartered at Meyer Njus, Minneapolis,
Minnesota. It also has over 35 offices in various continents dealing with health, safety and
environment, oil and gas, chemicals, infrastructure, energy and manufacturing industry. This
report will demonstrate understanding of HRM and HRD practices within this Consultancy
service organisation including the approaches and evaluation of HRM and HRD activities within
BTM Enterprise. Moreover, this report will address approaches to HRM and HRD to various
strategic areas of an organisation. Along with it, this report will analyse challenges or issues
faced by HRM across certain areas of an organisation and what are the ways to solve it. At the
end, this report will provide recommendations of certain concepts, frameworks and models to
solve critical challenges and issues identified.
MAIN BODY
Strategic overview of HRM/HRD Practices at BTME
According to Storey, (1995), the concept of human resource management is an effective
strategic approach that allows an organization to have efficient management of people in a
structured and systematic manner. HRM is an innovative method to employment management
that uses a vivid cultural, structural, and personnel techniques to achieve competitive edge
through the deployment of highly dedicated and proficient workers. In addition to this it allows a
business to gain competitive advantage in the market as it is able to rain highly skilled and
talented employees within the business (Legge, 2020). Moreover, it helps the business to ensure
that its employees have high level of performance as well as productivity in completing a given
task. The concept of human resource management helps a business develop a systematic and
structured format in order to management human resources. This allows a business to ensure that
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it is able to keep its workforce optimal and provide them with the highest level of satisfaction. In
context to BTM E, the concept of human resource management and development is vital as it
helps the business to have employees who are highly motived as well as have various capabilities
that give the organization a completive advantage in the market.
Human resource management and development refers to the various functions related to
recruitment, selection, orientation and placement, training and development, performance
appraisal, promotion and career growth opportunities and remuneration to employees working
within an organization. Human resource management also involves human resource development
which includes training and development, performance appraisal and growth opportunities for
the employees (Stone, Cox and Gavin, 2020). Human resource management activities at BTME
involve many activities which include recruitment of the best suitable candidate for the vacant
job position, training and development of employees, nearest certain programs aimed at retaining
employees for longer duration, performance appraisal activities, opportunities for growth and
equal remuneration. In addition to this, HRM allows the business to provide its workforce with
clear instructions related to the roles and responsibilities. It is important for an organization to
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Figure-1 : The evolution of human resource management which is adapted
by Kumareswaran, (2018) from Itika (2011)

ensure that it has effective human resource strategies in order to retain and provide the
employees with effective training and development programs.
Human resource management or development in BTME
Human resource management in BTME is basically involved in the process of training,
acquiring, retaining, appraising, career planning and promotion and attending to the health and
safe working conditions for employees. The human resource management is key strategic
approach of BTME’s that allows the company to effectively and efficiently manage the
workforce of the organisation in a manner that helps the company to gain competitive advantage.
BTME works in an agile environment where environment is extremely dynamic in nature. HRM
also deals with formulation of strategies in order to maintain work culture, ensure health and
safety for employees, grievance redresses, resolving conflicts, payroll management and services
to employees. Executing HR systems involves dealing in selection of desired candidate from the
pool of applicants for a vacant job role (Hoon, and et. al., 2019). In BTM there are many
challenges that can be identified in the HRM and HRD functions of the company but the two
major challenges that HR faces are as follows:
Performance management System (PMS)
Performance management of employee: Performance management is a very important function
of an organization which deals with the human resource in order to improve their performance
and motivation, to work effectively and efficiently. PMS is a process wherein superiors in the
organisation (typically supervisors) observe and obtain information about the job performance
and effectiveness of individual employees and use this information to make subjective,
evaluative judgements about the performance of individual employees. BTME has been seen
making effective strategies even though its performance rate is low in comparison to other
companies. It is due to inefficiency of HRM to actively involve and include the employee
feedback and views in their performance management. The company should focus on external
opportunities and threats and internal strengths and weaknesses to enhance its performance.
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Perf
ormance management of employees – Detailed Critical analysis
The PMS program in BTME is managed by a sophisticated tool based on SAP called
HRcules, which is also used for organizational objective setting, talent management,
compensation, rewards, benefits, learning and development, recruitment and job posting within
the organization, succession planning, on-boarding, and administration. Statistics regarding
competitor’s plans, employee skills, labor availability, customer feedback, employee grievances
etc. can become very effective for formulating strategy. HR also supplies information about
company’s strengths and weaknesses in order to create strategies that provide competitive
advantage (Carden, Kovach and Flores, 2021). The Performance managemnt in BTM costs a
huge burden over its Human Resource as they face challenges with their employees. The
employees and workforce is responsible for making a company competitive by executing the
strategies in their actions. HR can enhance and initiate systematic efforts in order to enhance
employee skills so the firm can compete strongly. The issues faced by HRM and HRD in strategy
formulation involve employment employability, employee retention, diversity of HR practices
and training and development. Recruitment and hiring of human resource allows the business to
recruit individual who have high skill level and are suitable for the job within an organization
and their level of performance. In context to BTM Enterprise, this helps the business to identify
individuals who are right for the job and provide the organization with a completive advantage.
In addition to this it allows the business to retain employees in a better manner. Hiring the
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Figure-2 : Taken from (Trost, 2017)

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