Comprehensive Analysis of HRM Policies and Practices at EDF Energy

This report provides a comprehensive analysis of Human Resource Management (HRM) policies and practices at EDF Energy, a UK-based integrated energy company. It begins with an introduction to HRM and its strategic importance, followed by an examination of EDF Energy's recruitment and select...Read More

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Human resource management policies of organisations........................................................3
Training and development and Employee Engagement.........................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource Management (HRM) is the most essential and beneficial operation of an
organisation. Human resource reference to the workforce and employees associated with the
companies working and performing the respected job roles and assigned duties. Human resource
Management is department managing the employees of the company and also look over the
needs and requirements of the organisation in relation with human resource. The chosen
organisation for this report is EDF energy which is a integrated energy Company of the UK. The
EDF energy operates in electricity generation and selling gas and electricity to homes businesses
and other customers all over UK. The company was founded in 2002 in England UK, it is a
subsidiary of France electric utility company. Report covers and based on the needs of robust and
progressive HRM policies. The assignment also highlights over training and development
practice of human resource department of energy linking it with employee engagement and
HRM strategy.
MAIN BODY
Human resource management policies of organisations
Human resource management is a strategic approach which is undertaken by organisations
for effective management of the people in such a way that help the organisation and their
business in gaining a competitive advantage. The human resource management systems and
strategies are designed maximizing performances of the individuals in favour of the employer's
strategic goals and objectives (Lee, Wu and Tseng, 2018). The human resource department of
company are responsible for finding screen in recruiting, training and ultimately motivating
individuals and managing them in effective manner for making them work with their full
potential and rendering best services to the company. Human resource Management teams make
use of different strategies and develop appropriate teacher plan for or managing the human
resource needs and requirements of the organisation along with effectively managing the whole
workforce. There are many different practices and policies which are used by human resource
department of EDF energy for managing their staff and attaining a competitive edge. These
HRM policies are mentioned and elaborated underneath in context of EDF energy.

 Recruiting and selecting- The first and foremost practice which is conducted by the
human resource team of energy is recruiting and selecting manpower for the organisation
according to its needs. The human resource department keep appropriate records and data
of all the employees working in the entity appropriate records of the date of their
retirements (Altman, Larsen and Buchanan, 2018). Along with it human resource team
also conduct regular research and evaluation of the workforce requirements of the
company either skilled or unskilled. Human resource department is the need of the
organisation and particular departments PDF energy and accordingly recruit and select
more individuals. Recruitment and selection is one and responsibility of human resource
department is where the first recognise the needs of the organisation and accordingly
create a pool of suitable candidates which are experts and talented. Once bundle of
individuals are attracted and changed into a group then the selection process takes place
where thorough screening of candidates is conducted for gaining more knowledge about
the skill sets and abilities and knowing if they are suitable for EDF energy and for the
respected job role. Recruitment and selection process is a time consuming process and
also includes what expenses as extra arrangements are done by the department. But
recruitment and selection can also be done internally by promoting and transferring staff
from one position to another mostly to higher position. This process consumes less time
and money, also considered to be one of the easiest way of flowing expertise within the
company and developing a competitive edge.
 Training and development- Once the employees attracted and recruited within the
organisation next duty of a a human resource department of EDF energy is to train the
individuals. Training and development is another very important human resource
management responsibility which is conducted with the help of various sessions and
programs (Budhwar and Mellahi, 2018). The training and development is essential phone
new commerce in order to make them comfortable and introduce them with the
organisation, its functions, its operations and more importantly the working styles and
environment. Training and development programs are also conducted for the existing
individuals and manpower in the company by looking at the rapidly and frequently
changing working conditions and market trends. According to the market the working
conditions science of organisation also changes and it is important for updating the skill

sets of employees according to the current trends in order to render the best quality
products and services to the public.
 Appraising performances/ Rewarding- The employees and workforce belongs to
different regions and backgrounds folding separate and unique experiences and abilities.
Every employee of EDF energy works in their particular department assigned to them
according to their knowledge abilities and talents. The area in which the work are their
expertise and the workforce holes appropriate amount of knowledge in order to fulfill
their duties in the prescribed manner and in the given time period (Sivathanu and Pillai,
2018). The Performances and contribution which is made by every individual in the
company towards the ultimate goals and executive the strategies of company as planned
are the services which day render to the organisation. These services and performances of
employees are the reasons for the success and growth of the organisation therefore
performance appraisal and rewarding the individual is an essential activity. Human
resource department of EDF energy is responsible for developing effective rewarding
strategies for the employees according to their performances and the type of services
rendered. The rewarding in performance appraisal of employees will also motivate them
and encourage them to perform with their at most potential in order to gain highest
benefits and rewards and becomes the best employee of the company.
 Conflict management- As discuss and well known that workforce is a mixture of
different individuals belonging to different regions holding different expertise and
mentalities. Therefore, it is very common that conflicts are developed amongst the staff
and different teams or in between some team members. The human resource department
of EDF energy is also responsible of managing conflicts in between the workers and
providing them appropriate solutions for their problems. In order to meet the objective of
this job role the human resource management team public effective conflict management
systems and make use of appropriate approaches for managing conflicts in between staff.
One of the most potential tool for managing and reducing conflicts in between staff and
members is making use of effective communication tools and channels (Ambrosius,
2018). The better interaction and communication will result in developing attention
relationships in between different departments and team members of different functional
units. The conflicts of people will automatically reduce as they will be developing good

relations with one another and make efforts to understand each other. Two views and
mentality which will enable them to agree with one another and come to an equilibrium
point rather than fighting with each other and competing with one another.
Training and development and Employee Engagement
Training and development are two different concepts but most commonly used as synonyms
in the organisations and business world. training refers to orienting and increasing the knowledge
of individuals and employees about the organisation in which they are working or recently
became part of (Faigenbaum and et. al., 2019). On the other hand, development refers to the idea
and need for enhancing and updating the skill sets knowledge and abilities of individuals already
existing in the entity. Therefore basically training and development at two different activities but
are aligned with one another as training is giving to new and existing staff but to enhance their
knowledge about a specific short term objective of the company. The other side development is a
concept and programs which are conducted specifically for the employees and beneficial for both
the employees and the company. in development programmes the knowledge which is gained by
the individuals are helpful for hymns as it creates future career opportunities and opens new
doors for individuals to move upward in their careers. The development program is beneficial for
the organisation because the employees make use of their knowledge the entity while performing
the job roles and practice their new skills why enhancing the productivity and performance level
of the entity (Noe and Kodwani, 2018). Training and development activities also takes place in
EDF energy for which human resource department of the company is responsible. The human
resource management team of EDF energy conduct training and development sessions for the
workforce in order to increase and update the skill sets along with increasing then engagement in
the organisation. there are two types of training and development methods which are used by
human resource team of EDF energy, these are On-the-job training and Off-the-job training.
 On-the-job training programs and sessions are conducted on the side field of the
workers that means the employees are being trained by the internal experts of the
company while working. The employees of EDF energy are trained by the higher staff
that is expert managers and sometimes human resource manager within the organisation
while performing their particular job roles. The team managers at present on every level
and stage for guiding and directing staff in the correct direction and orienting them about
the working methods of the company themselves. The on the job training method is very

easy and beneficial for entity as no extra cost is involved in it the managers train the staff
while supervising them and for which no extra fees is charged by them to the company as
it is the part of their job role (Fletcher, Alfes and Robinson, 2018). This form of training
program is mostly conducted for fulfilling the short term objective such as for completing
a particular project for resolving a particular problem. The on the job training sessions are
effective for employees as it allows them to implement their learning and practice their
skills at the very moment while they are being trained.
 Off-the-job training sessions are conducted externally by the experts and facilitators
present in the marketplace who charges large amount of fees for conducting their
particular training programs (Bibi, Ahmad and Majid, 2018). Off-the-job training
sessions are mostly adopted by human resource management for developing and
improving the talents of the staff according to the new market conditions. The time when
any new system or technology is adopted by CDF energy and introduced in the
organisation at that time off the job training programs are conducted for the employees in
order to make them comfortable and introduce them to those new systems as they are the
one who are going to work upon them and bring out the results which expected by the
organisation.
Both of these training and development methods are beneficial for the staff and for EDF
energy because increase employee engagement within the organisation and improve their career
opportunities. Employee engagement first to when the workforce of the organisation are engaged
and motivated enough to make the operations of the company most efficient and effective
(Hammond and Churchill, 2018). EDF energy follow this policy of indigenous of force in the
organisation for improving the functions and making use of fresh and updated mindsets to run
the company and becoming most potential in the marketplace by being one step ahead of the
competitors and giving a competitive edge. Employee engagement is shown by the work force
then they are motivated and satisfied with their job and the job roles assigned to them. Employee
engagement and effective training and development session rendered by human resource
department of energy improves the working standards of the company and also help HR
managers to implement their HR strategies and plans potentially.

CONCLUSION
The above report conclude that human resource management and employee engagement are
the two concepts which are interlink and enable the organisation to game competitive advantage
in the marketplace from their competitors and stand out from others in the business. Training and
development methods which are used by the human resource department please a very potential
role in increasing the motivation level of employees and engaging them in the company in better
manner. The human resource department is responsible for managing the workforce and for
which they develop different HR strategies and plans of which training and development is a
very potential part.

REFERENCES
Books and Journals
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Altman, J., Larsen, L. and Buchanan, G., 2018. The environmental significance of the Indigenous
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Canberra, ACT: Centre for Aboriginal Economic Policy Research (CAEPR), The
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Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
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Sivathanu, B. and Pillai, R., 2018. Smart HR 4.0–how industry 4.0 is disrupting HR. Human
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Noe, R. A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
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