Human Resource Management Report: Strategies for Balfour Beatty

This report provides an in-depth analysis of human resource management (HRM) practices within Balfour Beatty, a global construction company. It begins by defining HRM and its importance, highlighting its role in organizational growth and employee development. The report then delves into Balfour Beatty's HRM strategies, examining both hard and soft HRM approaches. It explores recruitment and selection processes, differentiating between internal and external sourcing methods, and analyzing their respective strengths and weaknesses. The report further investigates employee relations, performance management, and the influence of employee legislation on HRM decision-making. It also discusses HRM's role in the organizational context, offering insights into the company's overall HRM framework and its impact on employee welfare and industrial relations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Concept of human resource management.........................................................................3
P2 Different approaches of recruitment and selection process in the global organisation.....6
TASK 2............................................................................................................................................9
P3 Benefit of HRM practices in context to employer and employee.....................................9
P4 Effectiveness of employee performance management and monitoring............................9
TASK 3..........................................................................................................................................10
P5 HRM strategies to improve employee relations and employee management.................10
P6 Impact of employee legislation in HRM decision making process.................................10
TASK 4..........................................................................................................................................11
P7 Hrm in context to the work in organisation.....................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is important aspect for growth of an organisation. As it
deals with the development of human resource of organisation through various stages of training
and development programme according to the needs of workplace. The company may go for
hard human resource management approach or soft approach depending upon various factors and
the work-culture of the organisation. The Balfour Beatty a construction company dealing in
global market situated in Canary Wharf, London. The organisation is having large no. of
employees and labour working with the company (Huang, 2011). So, to manage this huge human
resource of company efficiently different strategies should be planned according to the
development need of employee and the organisation.
In this report various types of approaches are studied that are followed in Balfour Beatty.
The need and the various types of resource planning model are described in this report. After
studying this report student will get to know about the different schemes of human resource
planing and sourcing techniques and affect of different internal and external environmental factor
of the organisation.
TASK 1
P1 Concept of human resource management
Human resource management is the process of recruiting the appropriate person for the
organisation and managing his activities for the growth of the company. Human resource
management includes selection of employee, provide scope of training and development of
human resource and manage them in the organisation effectively.
The Human resource management is very much important of the organisation as it
comply with the goals of the organisation. The human resource management is important for the
organisation as it helps in structured development of the organisation with timely managing the
task if all employee (ZHANG, SUN and HOU, 2011). Human resource management helps in
development of skills required for performing task effectively that leads to higher ROI for
organisation in return to the dollars spent on the workforce of the organisation. The human
resource management strategies are the reflection of the goals and objectives of Balfour Beatty
construction company working in Canary Wharf. HRM provides various types of training related
to the need of the employees in the organisation. Human resource department organize various

conferences, fair to explore the employee interest and knowledge. The department also organise
various trips for the growth of the employee and motivate them, thus the human resource
function helps in development of various skills and talent of the employee working for the
company Balfour Beatty.
The human resource management plays various important role for the development of the
organisation and the growth of the employee working for the company. As a human resource
assistant of Balfour Beatty, it is key responsibility to mange the function of HRM effectively in
the organisation (Mohammed and Anad, 2014). The different functions of human resource
management are as follows:
 HRM is support system if the organisation but it function more than its responsibility ion
the organisation Balfour Beatty.
 HRM ensure the implementation of human resource policies and implement them
effectively in the organisation.
 HRM function is to handle grievance and develop various disciplinary action to mange
the workforce of the Balfour Beatty.
 HRM common role is to select and hire appropriate person for the organisation at right
position to develop effectiveness of the organisation.
 HRM provide various training and development opportunity to the employees to develop
various skills in the workforce of the organisation.
 HRM functions for the managing the needs of employee according to the needs of the
organisation and take care of the people working for the Balfour Beatty organisation.
The human resource management is having wider scope and major role in development
of the organisation (Huang and Jiang, 2011). The scope of human resource management in the
Balfour Beatty organisation is as follows:
1. HRM in Personal management: This helps in planning and sourcing human resource for
the organisation. This deals with hiring, managing, training the workforce of the
organisation.
2. HRM in Employee welfare: This function of human resource management works for the
welfare of employees and ensures maintenance of health working environment in the
organisation. This function helps in providing safety services, health services, medical

services to the employee and the scope for retaining the employee within the Balfour
Beatty company.
3. HRM in Industrial relation: Being a multinational construction company Balfour Beatty
deals with huge no. of labour class. So, it is necessary for the company to develop health
relationship with labour and the trade union (Fuhua, 2011). This helps in resolving the
disputes effectively and efficiently at faster rate.
The human resource management develop through implementation of various approaches
of planning and resourcing of workforce in the Balfour Beatty organisation. These different
approaches of Human resource management are as follows:
1. Hard Human Resource Management.
2. Soft Human Resource Management.
Hard HRM refers to the development of the employee only for the prospective of the
organisation growth. The Hard Hrm deals with the human resource as same as other assets of the
organisation like machinery etc. The hard hrm main emphasis on the achievement of
organisation goals and provide training to the employee only for the required skills to accomplish
task effectively. The hard hrm is short term approaches of the developed of the organisation. The
employee in the company following the hard hrm is accordance with the minimum wages law.
This is followed by the autocratic leadership style.
Soft hrm works for the employee development and emphasis on the growth of the
employee by developing their behaviour, skills and knowledge (DONG and MIN, 2010). The
soft hrm treat the employee of the organisation as most valuable resource for the organisation.
The pay provided by the soft Hrm is competitive in amount and good pay according to the skills
of the people. This is followed by the democratic leadership style in the organisation.
The hard human resource development helps in making decision process faster and the
companies involved in implementation of cost effective activities in the organisation. But
disadvantage of the hard hrm is that higher rate of absenteeism and the higher employee turn
over rate in the organisation (Wang and Yang, 2011). While the soft hrm is good and effective in
providing good working environment and motivational workforce ion the organisation. While the
disadvantage of the soft hem are higher employee leaves cost.

P2 Different approaches of recruitment and selection process in the global organisation
The Human resource development main and first function is to hire the right individual
for the organisation. The hrm manges various activities related to the creation of job vacancies,
attracting the prospective candidate involving recruitment process and then selection of the
appropriate applicant (Sim and Koh, 2011). Recruitment is the process of attracting the
applicants towards the job vaccines available ion the organisation. Recruitment is finding out the
profile related to the need of the company. Recruitment is group of activities like searching
prospective candidates, matching the job profile requirement with the personal skills of the
applicants, through various means i.e. references, resume, company database etc. The human
resource management implement various techniques of recruitment and selection in the Balfour
Beatty organisation. These different approaches are defined as follows:
 Internal sources of recruitment
 External sources of recruitment.
Internal sources of recruitment: The internal resources refers to the employees
available in the workforce of the organisation. This refers to hiring the current prospective
employee of organisation for the different position present in the organisation. This helps in
exploitation of strength and skills available to employee of the organisation presently. This may
leads to the hiring of the employee for new position as they are seeking for career growth
opportunity in the company (.He and Qiao, 2010). The various methods utilised in the internal
sourcing and selection of human resource in the Balfour Beatty company are:
1. Promotions: Promotion is the up gradation ion the position of the individual in the
organisation. This leads to higher amount of remuneration, fringe benefits and other
facilities. This leads to achieving higher status and the responsibility in the organisation.
This helps in the organisation succession planing process by analysing continuous
performance of the employee and also the amount of responsible nature towards the
organisation growth and development.
2. Transfers: Transfer refers to the change in job profile of the employee without any
change in the responsibilities, remuneration and rank of the job. This may include
transfer of employee from one department to another at same position it may be transfer
from one location top other job location depending upon the availability of job vacancy.
Balfour Beatty is an global company and located its branches in different location. So,

transfer may be good approach for the company to fulfil the human resource requirement
in the different branches of the organisation as the company does not have to spent much
on hiring, induction, training of the new employee in the Balfour Beatty.
3. Recruiting Former employee: This approach of the internal sourcing for recruitment
needs is calling back to the ex employees of the organisation depending upon the job
profile available in the company (Zhizhang, Zhen and Cuicui, 2012). Balfour Beatty
company does not have to spend more time and assets of the organization on the defining
job responsibility of the employee. As the old employee are well known to the job
profiles and the work culture of the Balfour Beatty company.
4. Internal advertisement: This approach follows various means of advertisement and
posting the job vacancies available within the organisation. This will provide an growth
opportunity and creates a option to get placed at desirable position by the existing
employees in the organisation.
The strength of the internal sources approach of the recruitment process in Balfour
Beatty:
 Less time consuming approach and easiest approach fro sourcing and planing the human
resource of Balfour Beatty.
 Cost effective approaches for recruitment and selection.
 Promotion act as motivational forces for the employee.
The weakness of the internal sources approach of the recruitment followed by Balfour
Beatty in the organisation:
 There may be discrimination with employees in context to the promotion opportunity for
the employee.
 There may be increased turnover rate because they are not promoted and creates
dissatisfaction in individual.
 There is no available opportunity for the external candidates.
External sources of recruitment: The external source of the employee hiring in the
organisation refers to the available applicants outside the organisation premises (Salvendy,
2012). This develop innovation and freshness in the organisation environment as the new
employee are hired with innovative approach and competent for the new recruitment of the

organisation to achieve the goals effectively. Various methods of external sources of recruitment
in the construction company Balfour Beatty are as follows:
1. Direct hiring: This involves the posting a notice about the job vacancies available on the
gate of organisation or wall of the company. This attracts the people directly interested in
the job profile and results in direct hiring of employee. Being a construction company
Balfour Beatty is needing huge no. of labours for the organisation (.Budhwar and Debrah,
2013.). This direct hiring method is developed by the company to attract the labour class,
technical workers in the organisation.
2. Employment exchanges: this is regulated by the government agency and provides a large
database related to the skilled, semi skilled and unskilled job seekers workers that
information can be utilised for calling up the employee related to the need of the Balfour
Beatty company.
3. Advertisement: This approach is the most popular approach used for the attracting new
candidates for the organisation. This approach involves posting and providing
information of the job vacancies available in the organisation through the posters,
newspaper, television aids, social networking sites or online advertisement for vacancies.
This is the approach used for the attracting the candidate faster.
4. Campus recruitment: this leads to the hiring of the employee from the college and
university students. These are the employee which are fresher in the corporate sector and
highly motivated to for job. The Balfour Beatty company go for the campus recruitment
to hire self motivated and the fresh and innovative employees in the organisation (Boxall,
and Purcell, 2011).
The strength of the external sources approach followed by Balfour Beatty company in
recruitment process:
 Able to introduce innovative ideas and higher productivity with new motivated
employees.
 External environment is pool of skills and talent which is good for growth of the
company to hire candidate from external.
The weakness of the external sources approach of the recruitment implemented in the
Balfour Beatty organisation:
 This method is highly expensive and time consuming.

 Sourcing and the selection of qualified profile is difficult.
TASK 2
P3 Benefit of HRM practices in context to employer and employee
Performance management system is the approach to mange and monitor the performance
of the team and the individual which enhance the productivity and quality of overall performance
in the organisation. The some of the benefits of performance management system in context to
the Balfour Beatty and the employee are shown in table below.
HRM practice Employee Balfour Beatty in canary
wharf
Performance management
and monitoring
 This clarifies the
objective and goals
related to particular
task and the
organisation mission.
 Performance
management helps in self
assessment and helps in
carrying out self-swot analysis.
 Enhance job
satisfaction level of the
employee.
 This system helps in
clarifying the future
career path and future
growth opportunities
for the employee.
 Overall performance of
Balfour Beatty is
enhanced.
 This helps organisation
in achieving lower
attrition rate and
enhanced employee
loyalty
 This establish a better
communication system
between employee an
higher management
and reduces the gap
between the
communication barrier.
 Helps in effective
accountability and cost
saving approach.
Health and safety
 Increases performance
of employee.
 Decreased no. of
 Reduces cost of
insurance and medical

HRM practice Employee Balfour Beatty in canary
wharf
accident that ensures
safety of employees in
workplace.
 Employee good health
is maintained at
workplace.
benefits.
 Reduces absent ism
and sick leaves in
organisation.
 Retain staff within the
organisation.
 Helps in building
reputation of the
company.
P4 Effectiveness of employee performance management and monitoring
The employee performance management contribute in the productivity and the growth of
the Balfour Beatty organisation (Saiti and Mylona, 2015). Performance monitoring of the
individual helps identifying the performance gap of the employee and helps in the organisation to
organise various training and development performance to reduce the gap. The performance
management techniques like reward system , rating scale, management by objective helps in the
development of the employee skills and increases the effectiveness employee skills and results in
improved performance of Balfour Beatty construction company (Xiang and Li, 2011).

Employee performance management has three pillars which is regulated by the human resource
management system of the company. The monitoring of the employee performance leads to skill
development, changed performance behaviour and career growth.

On-the-job training is the most effective and most used techniques implemented by the
various organisation and while In-house development programmes and Coaching by line
managers or peers are also preferred by the organisation for development of the
employees.Sample template latest

Sample template latest
This graph shows that the conferences, workshops are utilised by the various companies
which are smaller in size while larger organisation not prefer conferences for the implementing
learning and development programmes in organisation.

This representation shows the various utilisation of source of the information and
documents in the learning and development programme followed by various companies.
Summary: The monitoring of the employee performance is necessary which helps in
contentious development of the employee. The performance management helps in defining fix
performance standards for the employee so that he can self evaluate his capability and skills.
TASK 3Sample template latest
P5 HRM strategies to improve employee relations and employee management
Employee engagement is defined as the workforce of the company are engaged in their
task completion so passionately that they do not have any time in gossiping, fighting etc. such
organisation is highly creative and task oriented results in higher productivity. The hrm practices
should be implemented in the Balfour Beatty such that it improves the employee relations and
leads to employee engagement in the organisation. Employee relationship can be improved with
providing an healthy environment to the employee and the should provide good remuneration
according to the performance of the individual. This will enhance the employee engagement in
Balfour Beatty. The trade union helps in protecting the rights if the employee and the make
subsequent actions for the development of the workforce. Trade union helps in development of
harmonious relationship between employee and the employer by negotiating the disputes.
The trade union congress for construction and the UCATT (Union construction and allied
trade and technician) are the trade union of UK that works for the rights of worker and

employees of the construction companies in UK. The UCATT merged with the Unite in 2017
and works collectively for welfare of workers. Trade union congress for the construction helps
the injured people at workplace, make policies to reduce the accidents and suggest various
policies the company to reduce the accidents and loss of human resource at workplace. The
benefits of the Trade union to the employee are as follows:
 The trade union helps in increasing wages for workers.
 Provide measures of health and safety at workplace.
 This builds unity in the worker to resolve problems of the employee collectively by
bargaining power.
P6 Impact of employee legislation in HRM decision making process
The UK legislations introduced various laws that ensures the employee rights and the
helps in maintaining good relation between workforce, organisation and the trade union. The
various employment law that effects the decision of the human resource department of Balfour
Beatty are as follows:
 Equality act 2010: It is defined as all the employee of the organisation should not be
discriminated on the basis of sex, religion, nationality etc. every employee should be
provided with equal opportunity of growth ion the organisation.
 Trade union act: Trade union act ensures the proper implementation of all employment
legislation in the organisation and helping in-[providing minimum wages defined by the
UK government and other rights to the workforce of the organisation (Feng-mei, 2011).
 Sex discrimination act 1975: This law ensures the protection of rights on the ground of
gender discrimination. This helps in providing equal opportunity for the male and female
employee in the Balfour Beatty company.
 The national minimum wages act 1998: This ensures that the employee should get
minimum wages defined by the employment legislation of UK. This affects the
decisions1_1495199751 making process of hrm practices and affects the compensation
management system of the human resource department.
The employee legislation is beneficial in developing ethical work culture and maintain
ethical practices in the company for the betterment of employee and workers. Some of the
benefits of the employee legislation to the workforce of the company are this provide equal

opportunity of growth and provides a good working environment and reduces discrimination in
the employees.
TASK 4
P7 Hrm in context to the work in organisation
The human resource management include identification of various specification in
candidate profile according to the company needs and hire appropriate person at right position
(Jin and Zhong, 2011). The person specification required in chef of Michelin star hotel identified
by the recruitment process of HRM are:
 The person should have 5 years experience in Michelin restaurant and private dining.
 The current position of the person should be head chef or Sous chef.
 Good communication skills.
 The person should legally authorised to work by the UK government.
 Disciplined.
 Good knowledge about different cuisines.
 The person should have knowledge about the costing of menu.
JOB ADVERTISEMENT
Balfour Beatty
Job profile:
Job Location:
Salary:
Company information:
Contract:
Specification required:
Quantity surveyor
Canary Wharf UK
Competitive in market
Balfour Beatty is an leading construction company with
provide equal opportunity growth of employee career.
Permanent employment
 Eligible to work and live in UK,
 BEng (Hnrs)/ MEng (Hnrs). Confident,
 Positive attitude,
 Team building ability.

CONCLUSION
The Hrm practices helps in the growth of the employee and the organisation as well as.
The effective implementation of human resource management strategies helps in enhanced
performance of the workforce leading to motivated employee working with the organisation. The
Hrm is helpful in finding the right person for the organisation and helps in development various
career opportunity for the individual simultaneously working with the organisation.
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Human Resources Managers. 2015. [Online]. Available through:
<https://www.bls.gov/ooh/management/human-resources-managers.htm>. [Accessed on
16th May 2017].