Human Resource Management Report: BT HRM Strategies & Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within British Telecom (BT). It begins with an introduction to HRM, outlining its core functions and purpose, particularly in relation to resourcing and workforce planning. The report then delves into the merits and demerits of various recruitment and selection approaches, contrasting internal and external hiring methods. It explores the advantages of HRM practices for both employees and employers, including training, performance management, and the creation of a healthy work environment. Furthermore, the report assesses the effectiveness of HRM practices in increasing productivity and profits, emphasizing the role of employee development and motivation through incentive programs. The analysis extends to the benefits of worker relations in HRM decision-making, the influence of employment legislation, and the practical application of HRM in a work-linked context. The report concludes by summarizing the key findings and providing references to support the analysis, offering a thorough examination of HRM strategies and their impact on BT's operational success.

HUMAN
RESOURCE
MANAGEMENT

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM related to resourcing and workforce planning....................1
P2 Merits and demerits of various approaches of recruitment and selection..............................3
P3 Advantages of practices of HRM for employees and employers...........................................5
P4 Effectiveness of practices of HRM in terms of increasing productivity and profits..............6
TASK 2............................................................................................................................................7
P5 Benefits of workers relations in the context of HRM decision making.................................7
P6 Key components of employment legislation and its influence on decisions making.............8
P7 Practices of HRM in a work linked context...........................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is a fundamental part of every company that operates and manage
major activities of organisation. Manager of human resources are having various activities like as
benefits, compensating and staffing of workers etc. this term which is used to elaborate formal
system by which they made a group of management within the organisation (Bulgurcu,
Cavusoglu and Benbasat, 2010). British Telecom organisation is a one of largest telecom firm in
UK with a wide range of enterprise services in global market. They provide employment at a
large numbers of workers within the firm. For managing these bodies, this project will evaluate
different aspects of human resource management. Along with that evaluate different functions
and purpose of HRM. Also understand about influence on workers performance and engagement
enhancement. It will also access different legislations which impact on process of making
decisions as well as role of employee’s relation management shaping human resource decisions
making.
TASK 1
P1 Functions and purpose of HRM related to resourcing and workforce planning
Generally HRM is a procedure of rewarding, employing and training to workers as well as
policies improvement related to them along with that it will develop different strategies or plans
to retain employees for a long time within the company. BT is a British telecom firm in UK
which owned 106,400 and many more employees. Hence, procedure of managing human
resource management is very difficult and hectic within the firm which need effective
performance of functions in business. The major aim of HRM of British telecom is to give
personnel satisfaction by supporting them to provide improved services as well as higher
performance of their productivity (Decker, Riley and Siemer eds., 2012). The main purpose is to
manage HR department is to recruit best applicants in company doe completing some targets for
achieving set results in a better way. Hence, properly HRM management can support managers
and workers of organisation to meet desired targets as well as goals.
There are some main HRM functions which are used by BT human resource manager
which are explained in detail below:
 Compensating or rewarding: British Telecom concentrates over better HR as well as
retains workers for a long time within the company. In order to this help in executing
various policies as well as terms linked to wages and plans of workers. It is a one of main
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functions of HRM which aid in giving employees satisfaction and also motivate workers
properly.
 Training and development: Human resource management is responsible for operating
activities fir supporting stimulation and individual development to employees within a
limited span of time in British telecom.
Planning, recruitment and selection: Manpower identification is an human resource
management responsibility for which they conduct selection, staffing and recruiting programs
properly in BT. For effective use of resources of company contain human and financial.
Organisation utilise the best recruiting process for better working environment for proper results
(Hobfoll, 2011). Health and safety: After an establishment of new term of industrialized democracy. A
firm is responsible for rendering some protection and safety policies within the
workplace. BT is liable for performing these policies within their organisation due to
different legislation laws of healthy as well as better workplace passed by government.
Best Practice and Best Fit approach
Best Fit Best Practice
This approach stresses over applying strategies
within a workplace on allocation structure.
This form is functioned for employees reward
function conducted by manager of human
resource.
As outcomes, competitive control can be
reached by business.
By the help of employee’s commitment,
manager motivates workers.
Soft and hard model of HRM
Soft Model: In this model, employees are treated as one of an important body of an company.
British telecom uses this strategy of HRM for reaching, satisfying and retaining basic needs of
their workers group (Iles, Chuai and Preece, 2010). Hard Model: Human resource management optimise personnel as an enterprise practice
resource which builds a strong link which should manage in the process of enterprise
planning. Main aim of HRM is better workforce as well as hiring process.
Workforce Planning
Enterprise Type Labour Market Kinds
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Subordinate primary Independent primary
Core Promotion as well as retention
of employees for a long time
which is being accomplished
by trade unions.
Lien workers, paid members of
firm from professional as well
as technical domain.
Periphery Secondary Craft
Workers with less job security
and skills come under this.
Workers with higher working
abilities and skills come under
this group which is worked by
craft union.
P2 Merits and demerits of various approaches of recruitment and selection
Process of recruitment and selection of short listing, positioning and recruiting new applicants as
company’s workers for the aim of growth and achieving firm’s goals. BT is using their own
strategies of diverse working environment for encouraging workers and makes an effective
workplace (Rousseau and Barends, 2011). Every company are having their process of hiring and
choosing a candidate. It aids them in selecting a best applicant as per company’s needs. There are
two different process of recruiting are Internal and external recruiting which are used in BT are
explained in detail below:
Internal recruiting: In this process, company encourage their workers which aid in
raising their work productivity. Various sources of internal hiring are existing workers,
promotions, transfers etc. they use this process to motivate them as well as retaining them
for a long time within business.
Merits and demerits of internal hiring
Merits Demerits
 Cost of hiring is quite low in thus type
of method.
 Candidates provide their education or
abilities information in extra ordinary
or wrong manner for getting job and
 It is observed that, some of issues and
conflicts may takes place.
 There is a limitation in opportunities for
candidates.
 It grabs the opportunity of organisation
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later faced many problems in fulfilling
roles of specific designation.
 Internal recruitment is basically done
through promotions and transfers which
facilitate loyalty and morale of staff
members that may render support to
reduce employee turnover of an
organisation.
 Company is capable to save cost of
hiring as well as retain workers through
internal method.
 Work process is not get affected by
recruitment and selection procedure,
hence remain continue.
to recruit new or fresh talent as they
hire present employees on other
position of same company.
 It is also observed that transfer and
promotion of single employees results
into demotivation for other ones which
reflects into their regular performance.
 Variety of different talents and skills
could not be achieved by an enterprise
(Salvendy, 2012).
 Internal hiring results into some kind of
hatred and jealously amongst the staff
members as well.
External hiring: In this process, HR manger conducts a recruitment process within
organisation for full filing vacant jobs. External hiring like as campus recruitment, walk in
etc.
Merits and demerits of external recruitment
Merits Demerits
 It renders support to attain better
productivity as well as profitability
through hiring fresh and variety of
talents in company.
 It assists in encouraging previews
employees by recruiting new workers.
 British Telecom can refresh their
workplace and builds more innovative
ideas.
 The main disadvantage of this method
is that this is a difficult process and
lengthy as well.
 This needs a large financial budget for
conducting proper induction and
training.
 It is more time consuming.
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BT uses these methods within their organisation for the aim of evolution and
development within enterprise. By this they can perform better activities of work can be
accomplished in a more efficient way.
P3 Advantages of practices of HRM for employees and employers
HRM is managed by company such as BT which aid in making a strong flow of
communication within the business by establishing a bridge of communication. It is not only
organisation personnel profits but along with that help in achieving set results in an proper way.
There are various advantages of human resource management for employer as well as workers
which vary as per various conditions. Some of basic advantages of HRM functions which are
given below:
Various HRM practices of BT Workers development by training and development: British telecom provides
employment to millions of workers operating various activities of business in distinct
division. It is consider as one of main liability of manager to coordinate learning as well
as training session for employees as it aid in meeting self-confidence and its knowledge. Performance manager of workers: Employees are taken as one of central asset of
companies in BT. The organisation is establishing new programs along with sessions
which create better and flexible working environment for satisfying as well as retaining
employees for a long time (Functions of HRM. 2017). . These are the persons who produce and present goods and services of firm. Process of
performance management is important to manage within the organisation for rendering
upliftment in performance as well as previous skills. As per measuring their action by
distinguishing between actual and standard performance. This aids them in enhancing
overall performance of workers satisfying customers indirectly by managing quality
within a marketplace.
Advantages of HRM practices for workers Advantages of HRM practices to employer Encourage employees for better
performance: It is one of an main
advantages of Human resource
management practices is that which
motivate and encourage employees for
 Help in decisions making : Workers
performance aid in process of making
decision by manager’s of British
Telecom arranging capabilities and
skills. Hence, manager present support
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better performance in functions. For
example: performance management
impact on stimulating workers as well
as performance at a particular time. Providing training for better
performance: Effective functions of
HRM support workers training that
only increase productivity but also
give advantage to firm. Encourage workers effectiveness:
Employees performance management
on regular basis can assist in gap
recognize with actual and standard
abilities as per which suggested
training programs.
by providing organisation opinion and
diverged ideas in a proper way.
 Create a healthy and effective
workplace: By learning and training
programs, employees can enhance their
level of knowledge and confidence by
increasing in a very proper manner.
Entire plan aid in creating effective and
positive work place for workers along
with their mangers which directly
assist in managing better productivity
in job within a firm.
P4 Effectiveness of practices of HRM in terms of increasing productivity and profits
Advantages are one of main components which an company concentrate over various
kinds of changes and structure is organised within the business. For giving profits to workers,
British telecom motivate the proper plans and strategies like as incentive programs, reward
system etc. The employees of organisation can play a very main role in collecting higher
advantages and revenues to organisation by dealing best deals and fulfilling customers demands.
It is necessary to manage effective employees development as well as management for reaching
parameters within the business (Shuck, B. and Wollard, K., 2010). Human resource management
coordinate various different sessions as well as practices for managing proper relations with
workers and control entire enterprise operations which is given to them for better BT
management.
Different HRM practices like as compensating, rewarding and flexible working
environment. Motivate all employees of British telecom. This can help in managing as well as
increasing the numbers of profits in context of goods and services. Effective numbers can be
meet by the aid of better goods quality which highlight higher performance of working as well as
revenues of company. Different employee’s benefits emphasis values as well as morals of
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workers which can assist in meeting competitive edge as well as better companies goodwill of
organisation. Satisfiable employees are important key of achieving objectives as well as targets
which can aid employees to achieve firm’s requirements. Hence, by directly impact the process
of producing and delivering of services as well as products by affecting employees. Business can
achieved higher productivity along with its profits of work within a competitive market.
TASK 2
P5 Benefits of workers relations in the context of HRM decision making
After industrial democracy, there are many rights as well as importance were given to
employees of company which is required to be compiled by every enterprise of UK. It is central
for manager to establish better relations among workers and manage them accordingly.
Management of workers relations is being highlighted in the enterprise domain of company
which can impact human resource decisions of an business. Discussed some points which
presents how workers relations can affect HR manager decisions which are given below:
 It is a main components for human resources to use open door policy and terms so
employees can manage as well as maintain their problems with British telecom manage
easily (Tarique and Schuler, 2010).
 Participation of workers must highlight in process of making decisions of companies
which can assist in raising BT productivity with their employees.
 Employee’s response should evaluate as well as gather for rendering important
modifications as per British telecom.
 It is essential to form a proper communication as well as interaction channel which can
aid in eliminating problems and disputes from the working environment of company.
 Safe and healthy workplace creating which can aid in better work performance for which
human resource conduct different practices as well as activities.
 Employees conduct motivation for better work as well as stimulate employees for
achieving the determined results.
With entire mentioned situation, BT manager form and maintain better workers relation.
Main benefits of maintaining relations of employees are to guide and assist during a process of
taking decisions (Teece, 2012). Good relations within enterprise among workers as well as
employer ais in meeting higher market share and impact on competitive edge in a positive way.
HR manager use various practices and activities according to need and employees demand which
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aid in managing better relation within workers at a particular time. Benefits of British telecom
performance as well as revenues. Organisation assists in higher outcomes along with presence of
global with a aid of employees relations with one another within firm.
P6 Key components of employment legislation and its influence on decisions making
Employment legislation and laws include various acts as well as rules which help to
manage while executing organisation policies and terms for providing effective workers safety
and rights within a workplace. All these functions as well as regulations directly influence their
judgement along with their HRM decisions within the enterprise while formulating packages or
terms of a firm. Parliament of UK come up with various laws for protecting employees rights at a
workplace along with that raising a living standard within an business like as BT have to
implement all guidelines and policies. Some of employee’s rights are given below:
 Minimum Wage Act: Each state of nation has determined some minimum and basic
wage rate which they have to give to their workers. So that they can full fill their basic
requirements such as cloth, shelter and food. This law influence HRM decisions of
managers during a compensation as well as payment amount in a process of negotiating
and bargaining by the workers of human resource (Human resource management. 2016).
 Equal pay Act: This act is passed by parliament of UK for providing important rights to
each group of peoples in regard of proper allocation of wages. As per this act, each
worker who is working with a same profile should give them equal wage. It will aid in
better managing and creating, healthy and safe working environment which make HR to
see all rules.
 Workplace Equality Act: In this act, there should be equality among gender, religion, age
and many others factors. All workers should be treated equally within the company. This
affect practices of HRM while making a workplace of organisation with raised diversity
at a working environment in regard of workers.
 Disability Discrimination Act: This act was introduced for rendering workers liberty to
work within enterprise without any discrimination in a working environment. In this act,
there should be no bias within workplace; company will be responsible for that. BT
involves this Act within their workplace.
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 Safety and Health Act: In this act, it claims that they should give a safety and healthy
workplace. In impact of decisions of HRM by coordinating functions should give a
healthy and protective workplace for their employees.
Thus, British telecom is following these Acts within their enterprise. It will aid in managing
relations with employees as well as company render different kinds of advantages to both
entities.
P7 Practices of HRM in a work linked context
Recruitment and selection process which are undertaken by Human resource within the
organisation while hiring a candidate or fresher. For appointing of human resource management,
there is having a necessitate following phases or sequence as well as figures and facts for
choosing a right person for a specific work profile:
Job Specification
SPECIFICATION OF JOB
1. Description of occupation
Job profile: Manager of Human Resource
Department of HR
2. Job purpose
 To enhance the working environment of organisation
 Increasing of workers performance and productivity by encouraging them
 Organising a Recruitment and Selection process.
3. Duties and responsibilities
 Set targets and objectives linked with work
 Review and Identify workers and organisation performance
 Analyse and determine main decision linked with workers
Description of CV: Here is written person specification for the post of British telecom
CURRICULUM VITAE
Name: ______
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Email ID: ________
Contact number: ______
Qualification
Diploma in Human Resource University of London 89.00%
Bachelor of Business
Administration
University of London 65.40%
Master of Business
Administration
University of London 77.70%
Secondary educations Cambridge School 91.00%
Personal details:
Father name: ____
Mother name: ____
Date Of Birth: __ ___ ____
Experience if any: 1 year experience as Human resource department.
Achievements: Diploma in HR from reputed college.
Offer letter of job
It is a document which is in a written form in which entire terms and conditions of both
parties negotiate and terms to serve each other. Some of required components are given below:
 Name
 Address
 Companies detail
 Joining date
 Structure of salary
 Minimum hours of work
 Leaving structure Signature of higher authority
Evaluation
In a final stage, evaluation of recruitment and selection process is needed. In which
Human Resource department and manager are aware about limitations as well as errors in a case
when it is incurred. Some of selecting applicant’s criteria are discussed below:
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