Human Resource Management Report: BT Case Study and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within British Telecommunication (BT). It begins by outlining the fundamental purposes and functions of HRM, specifically focusing on resourcing and workforce planning, and then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods. The report assesses the functions of HRM in achieving business objectives and evaluates the effectiveness of different HRM practices, such as training and development, compensation, and performance appraisal, in terms of benefits for both employers and employees. It also explores the significance of employee relations in influencing HRM decision-making, covering key aspects of employment legislation and its impact. Finally, the report examines the application of various HRM practices within BT and critically evaluates employee relations, influencing organizational decision-making processes.

Human Resource
Management
harshita.a

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and Functions of HRM applicable to resourcing and workforce planning.............1
P2. Weaknesses and Strengths of various approaches to recruitment and selection...................3
M1. Assess the functions of HRM to achieve business objectives.............................................5
M2 Evaluate the strengths and weaknesses of different recruitment approaches and selection. 5
D1 Critically evaluate the strengths and weakness of recruitment approach and selection with
examples......................................................................................................................................5
TASK 2............................................................................................................................................5
P3. Benefits of various HRM practices for employer and employee..........................................5
P4. Effectiveness of various HRM practices in terms of raising profits of organisation............7
M3 Explore different methods used in HRM practices..............................................................7
D2 Critically evaluate HRM practices and applications using example ....................................8
TASK 3............................................................................................................................................8
P5. Importance of employee relations in order to influencing HRM decision-making..............8
P6. Main factors of employment legislation and its impact on HRM decision making.............9
M4 Evaluate key aspects of employee relations management and employment legislations.....9
TASK 4............................................................................................................................................9
P7. Application of various HRM practices in an enterprise........................................................9
M5 Provide a rationale for the applications of specific HRM practices...................................12
D3 Critically evaluate employee relations and application of HRM which influencing
organisational decision making process ...................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource is considered as an asset of company which contributes maximum
efforts in achieving desired goals and objectives. Therefore it is important for company to think
for the welfare of their employees. For this, Human resource department are formed which plans
an actions and strategies for the development of company's workforce. British
Telecommunication, a multinational UK company which deals in offering fixed-line, mobile and
broadband serveries in United Kingdom. The project covers the functions and purposes of
Human Resource Management (Allen and et. al., 2011). The benefits provided to employer and
employee through various HR practices are also discussed under this report. The importance of
employee relation in context to influencing decision making process of HRM also explained
under this report.
TASK 1
P1. Purpose and Functions of HRM applicable to resourcing and workforce planning
Human resource management formed with the purpose of developing performance of
workforce of an organisation. Their main focus is to manage and monitor activities done by
employees with a motive of providing right direction in order to achieve desired goals and
objectives within limited time period (Surroca,Tribó and Waddock, 2010).
Nature:
 HRM is a continuous process.
 It focuses on performing many function such as training, performance appraisal,
recruitment and selection etc.
 It is an important part of the management.
 It manages activities of employees of all departments.
Scope:
 Conduct training and development programs to employees.
 Increasing confidence and motivation level of members
 Provide job security to employees (Armstrong and Taylor, 2014).
Functions of HRM are given as below:
Training and development: In this, it is the responsibility of HR manager to conduct
training and development programmes to their staff members in order to improve their skills and
1

knowledge so that they can contribute more in achieving desired goals and objectives. The
training provides them knowledge about different fields of work due to which they can adjust in
an field (Teece, 2012).
Compensation and benefits: The main focus of company is to achieve its desired goals
within pre-determined time period and for this, it is important to motivate and encourage their
workforce to contribute their maximum efforts and it can be possible only when the managers of
company appreciate their workers through giving rewards and compensation on the basis of their
performance. There are also other benefits the employees required to provide to its workers
which are as follows:
 Flexibility on working hours
 maternity leave Extended vacation
Performance appraisal: The human resource management is liable to appraise the
performance of their employees so that more skilled and effective leaders are easily identified.
Planning: It is necessarily required to formulate an effective plans and policies with the
help of taking suggestions from the employees so that they can successfully achieve desired
goals and objectives within allotted time frame (Boxall and Purcell, 2011).
Soft and Hard models of HRM:
Hard skills: In this, British Telecommunication treated its employees as an asset of
company which are engaged in performing business activities in an effective and efficient
manner. According to this model, the main focus of manager is to recruit skills and
knowledgeable staff members on the basis of requirements of BT. In hard skills includes:
 A degree
 An industry specific certification
 Book Keeping
 Computer skills
Soft skills: It refers to the skills and attributes which are helpful in completing different
roles and responsibilities in an effective and efficient manner. In this, the main focus of manager
is provide them roles and responsibilities and also increasing their satisfaction level (Yamamoto,
2011).
Example of soft skills:
2

 Communication and interpersonal skills
 Leadership skills
 Problems solving skills
 Team working skills
P2. Weaknesses and Strengths of various approaches to recruitment and selection
Recruiting skilled and qualified candidate for the vacant job position in company after
analysing their qualification and knowledge is known as recruitment (Carter and Liane Easton,
2011). It can be done through following recruitment process such as inviting eligible candidate
through publishing advertisement, conducting interview sessions, group discussion etc. Through
which they can find out eligible candidate for their company. There are various approaches of
recruitment through which manager of BT company can hire skilled and knowledgeable
members for the vacant job in company:
Internal approach of recruitment: In this approach, the manager has option to choose
candidates among existing employees for the vacant job in company. The human resource
management is well known about their employees and their skills and capabilities therefore they
can easily recruit suitable employees for the vacant job position. There are some strengths and
weaknesses of this approach which are as follows:
Strengths:
As the HR manager has limited option to choose among exiting employees therefore
publishing advertisement for the vacant job is not required hence it saves cost and time as well.
The employees are also feel motivated as they gets an opportunity to participate in recruitment
process which helps in maintaining healthy environment at work place (Yates, and Paquette,
2011). The productivity and profitability of company also increases as the recruited employees
are very much aware about the working environment through which they can contribute more
without facing any difficulties.
Weaknesses:
This approach restricts company in getting new talent and innovation due to which the
company may defeated by their rivals in competitive market. It also brings demotivation among
those employees who do not get promotion in company which affects the overall performance of
company in adversely manner (Davis and Adam Cobb, 2010).
3

External approach of recruitment: Through this approach, the management of
company has large number of option to recruit. In this approach the manager approaches eligible
candidates outside of the organisation for the vacant job they offered in their company. Therefore
the management need to think new ways which grabs an attention of people to apply for the job.
For this, the need to publish advertisement in which they describe all details regarding vacant job
along with person specification. So that it help people in getting whether they are eligible to
apply for the job or not. As the manager has a lots of option to recruit therefore the possibilities
of recruiting an effective and skilled candidate are high (Functions of HRM, 2017).
Strengths
The chances of getting skilled and knowledgeable employees are more due to which the
performance of employees are increases and achieve its desired goals and objectives in an
effective and efficient manner. The management of Human resource can easily identify the
required and skilled candidates as they have lots of options to recruit (Ernst Kossek, Lewis and
Hammer, 2010).
Weaknesses:
Recruiting this approach required huge investment and time as well due to which the
profitability of company also affected. Apart from this, the approach also demoralise and
demotivate employees as they did not get any opportunity for the vacant job position. It will also
causes conflict among top authorities and employees (Human resource management, 2016).
Selection: This is the process of selecting candidate who fulfils all needs required by
company for the vacant job. After clearing all recruitment process then the candidate should be
selected through given an confirmation letter of joining. There are various approaches of
selection which are as follows:
Systematic approach: In this approach, the manager should select candidates through
following sequences. The main objective of using this approach is to reduce the biased situation
which may cause conflicts among the employees.
Unsystematic approach: In this approach, the manager should select candidates on the
basis of their skills and qualification. The candidate having best resume and fulfil all
requirements will be selected for the vacant job position in company (Glover and et. al., 2011).
4

M1. Assess the functions of HRM to achieve business objectives
Conducting training sessions and development programs plays an important role in
enhancing skills and knowledge of employees therefore HR manager should need implement
such training programs. HR manager should also need to appreciate the performance of their
employees by proving rewards in form of incentives, bonus etc. through which their employees
can easily be motivate and gives maximum effort to achieve organisation goals and objectives.
M2 Evaluate the strengths and weaknesses of different recruitment approaches and selection
There are internal and external approaches through which the manager should able to
recruit skilled and knowledgeable candidates. There are strength and weakness of both
approaches as well. Recruiting through internal approach brings motivation level of employees
but also restrict company to get new talent and innovation. Whereas recruiting through external
approach the company in getting new talent which help them in competitive with their rivals but
at the same time, bring demotivation among employees (Halbesleben, 2010).
D1 Critically evaluate the strengths and weakness of recruitment approach and selection with
examples
Strengths and weaknesses of recruitment approach and selection that affect the performance of
an organisation. For example if in the recruitment process the HR manger recruit and select his
family member without conducting any interviews then it may affect negatively of the
performance of an organisation in future. The HR manager should need to select candidate on the
basis of their qualifications
TASK 2
P3. Benefits of various HRM practices for employer and employee
British Telecom is a multinational telecommunication company which offers fixed line,
mobile and broadband services in the UK.. Therefore it is important for them to maintain a good
relation with their employees as they put their maximum efforts in dealing with customers and
influencing them to get their broadband services. For this, the management of BT need to adopt
various policies and practices which helps in providing benefits to both employer and employees.
This help employer in achieving desired target within pre-determined period of time and help
employees in achieving growth and success in their professional career (Hobfoll, 2011). Such
practices which is essentially required to adopt by BT are described as under:
5

Monitoring and managing employee's performance: Employees are considered as an
valuable assert of company on which the growth and success of company depends. With the help
of their contribution the company can easily achieve desired goals and objectives. Therefore it is
important for management of BT to think for the welfare of employees so as to maximise their
satisfaction level and bring motivation and self-confidence among them. For this, the practice
should be adopted related to providing the appraisal of the performance of staff members and
provide them direction and guidance in order to perform in right direction. The manager is held
responsible to monitor and evaluate their performance so as to find out the deviations and
programs which restrict employees in performing in better way.
Training and development programs: This practices required to adopt after determining
the needs and requirements of training programs so as to improve their skills and knowledge.
Analysing the performance of employees help in identifying the skills and low-skilled employees
which help manager to mainly focus on them regarding enhancing their skills and knowledge.
This will help employees in achieving growth and success in their professional career and
contribute their service to company for longer duration (Luthans and et. al., 2010).
Benefits derived by BT and employees through application of such practices:
HRM practices provides many benefits to both employees and employers of BT which
can be further understood through following given table:
British Telecommunication company Staff members
Motivating factor: The performance of
company are based on the performance of
employees therefore improving skills and
abilities through conducting training
programmes help in increasing motivation
level. So that they can contribute more in
achieving organisational goals and help
company in attaining brand image in
competitive market.
Personality development: Conducting training
programmes for employees help them in
performing specific job in an effective and
efficient manner which develops their
personality as well. Getting new knowledge
about other field of work help employees in
performing work in different areas.
Long term relation: Practices adopted by BT
help in gaining loyalty and commitment of
Positive atmosphere: HRM practices helps in
creating healthy working environment due to
6

employees so as to contribute their services to
company for longer duration. Creation of
communication channel with a motive of
identifying feedbacks and issues faces
employees at workplace help company in
removing all such problems on time which
makes positive impact on employees and show
their willingness to fulfil their commitments
within prescribed time period.
supportive nature of management of BT.
Assigning roles and responsibilities after
identifying their skills and knowledge help in
motivating employees to perform delegated
task within time frame. Rewarding employees
on the basis of their performance also help in
bringing self-confidence among them which
allows them to work for 8hours in company in
easily manner.
P4. Effectiveness of various HRM practices in terms of raising profits of organisation
The main motive of BT company is to attract large number of customers and gain huge
profit. Therefore the manager need to focus on adopting various HR practices which brings
company into strong position in competitive market. In order to generate huge profits it is
essentially required that manager and workforce of company should give their maximum
contribution and perform their roles and responsibilities in an effective and efficient manner. HR
practices such as training and development program, rewards system etc. which helps manager to
identify the problems and issues which restricts the employees to perform in standard form. This
it helps manager in identifying the needs of training required at workplace (McWilliams and
Siegel, 2011).
HRM practices such as flexible organisation and different modes of payment and reward
system which motivates employees which results ion increasing profitability of company. If the
employees have knowledge of using advanced technology then they can able to provide quality
broadband services to their targeted customers and this will automatically generate profits as
well.
M3 Explore different methods used in HRM practices
Training sessions and development programs are such methods used in HRM practices
which provides benefits to overall performance of organisation. The HR manager is held
responsible to enhance their skills and capabilities of their employees and therefore need to
7

implement performance development programs so that it will helps the organisation to achieve
their desired gaols and objectives in effective and efficient manner.
D2 Critically evaluate HRM practices and applications using example
There are certain HRM practice consist of training and development which help in
improving the performance of employees as well as an organisation. If the employees doesn't
know how to utilise available resources then it can adversely affect the business operations.
Therefore HR manager need to develop employees skills and abilities time-to-time in order to
perform well (Pfeffer, 2010).
TASK 3
P5. Importance of employee relations in order to influencing HRM decision-making
Employee is considered as valuable asset of company on which the success of company
depends. Thus It is important for company to adopt certain strategies which help them in
maintaining healthy relation with their employees and make ensure whether they feel motivated
and happy while performing allotted task. Somehow if it can be found that they are facing issues
or problems at workplace due to which their performance are also affected then it is the
responsibility of managers to identify them and accordingly implement corrective measures in
order to overcome such issues which help in increasing motivation and satisfaction level of
employees.
Importance of employee relation in order ton influence HRM decision making:
Maintaining health relation will help in maximising the attitude and behaviour employees
which enhance their skills as well so that they can able to contribute more in achieving
organisational goals. it also helps in bringing motivation and self-confidence among them
through which they can able to fulfil commitments and requirements expected by company from
them. It also motivate workers to perform in a team with the help of taking support from their
fellows thus bring positive outcome to company. Giving importance to employees by involving
them in meetings help them in making more efforts and contribution. It motivates them to think
new and innovative which is helpful in making an effective decision taken by managers.
Following are the ways through which the manager can improve the relation with employees
which are as follows:
8

 Manager should engage employees in decision making process so that the chance of
making an effective decision will be more and on the other hand, the employees are also
feel importance and happy (Pierre, 2016).
 The management should required to follow equality act, 2010 in which they are liable to
treat all employees equally which brings maximum satisfaction level among them.
 Giving appraisal to employees on the basis of their performance through providing them
rewards, compensation etc. which help company in retaining skilled employees.
 Providing equal opportunities to employees and allow them to share views, new ideas and
suggestion which will help in making an effective decision through which the employees
are also feels important.
Such all strategies should required to be followed by manager in order to maintain healthy
relation with their employees.
P6. Main factors of employment legislation and its impact on HRM decision making
There are various employment legislation formulated by government are required to be
implement in an organisation by company so as to provide healthy atmosphere at workplace.
These employment legislation may also influences the decision making process of company as
well. Such employment legislation are as follows:
Anti-discrimination: According to this Act, the employer should not allowed to
differentiate their workers on the basis of their characteristics, gender, culture, religion etc. Thus
it is important for BT company to adopt such legislation in order to maintain healthy relation
with their employees (Sarkis, Gonzalez-Torre and Adenso-Diaz, 2010).
Dismissal: According to this, the manager have full right to terminate employees if they
found in performing illegal activities in an organisation. This will help in providing strict
direction to all other employees to perform according to the standards and guidelines of an
organisation.
Data protection: According to this Act, BT company need to protect their information
and data along with the employees and customers details so that no one can misuses for their
own benefits. It help company in gaining competitive advantage in market.
Equality Act, 2010: According to this act, the management of company is required to
treat all employees equally irrespective of their position in company which helps in maintaining
healthy environment at workplace.
9

Health and safety Act: According to this Act, the manager need to secure their
employees through providing healthy environment at workplace. Through this, the employees
should able to perform their allotted task without any fear or risk.
M4 Evaluate key aspects of employee relations management and employment legislations
Management need to maintain employees relations which help them in taking effective
decision relating tu business operation and helps them in identifying the employees issues and
corrective measures to resolve. Employment legislation also need to followed by an organisation
in order to create healthy working environment (Song and et. al., 2010).
TASK 4
P7. Application of various HRM practices in an enterprise Human Resources Management
Applying such HRM practices help in following areas:
Manpower planning: It is important for manager to first decide the requirements of
workers in the business operations so that they have sufficient workers to provide services to
their customers.
Training and development: It is also helpful in improving the skills and knowledge of
employees through implementing training and development programs.
Create vision and mission: It is important for manager to define goals and objective of
an organisation so that their employees can perform in right direction.
Maintain quality of products: Appointing skilled and knowledgeable employees help
company in providing quality products to customers as they have sufficient knowledge how to
treat and welcome customers in more impressive way.
Hotel receptionist training
Training title/ Workshop- Date- Time-
Place Trainer
Anticipated
Participants
Activity Expected time Procedure Equipments
10