Analysis of Human Resources Management at BT Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on their application within BT Company. It begins by defining the purpose and function of HRM, emphasizing its role in workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, evaluating their effectiveness. It explores the benefits of different HRM practices for both employers and employees, assessing their impact on organizational profit and productivity. Furthermore, the report examines the importance of employee relations in influencing HRM decision-making, alongside key elements of employment legislation and their effects. Practical applications of HRM practices are illustrated with specific examples, including a training seminar agenda for receptionists. The report covers topics such as job analysis, recruitment, selection, training, compensation, and employee motivation, offering a detailed overview of HRM's strategic importance within an organization.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1. Explain the purpose and function of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P.2. Explain the strength and weakness of different approach to recruitment and selection......4
TASK 2............................................................................................................................................5
P.3. Explain the benefits of different HRM practices within an organisation for both employer
and employee..............................................................................................................................5
P.4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................6
TASK 3............................................................................................................................................7
P.5. The importance of employee relations in respect to influencing HRM Decision-making. .7
P.6. The key elements of employment legislation and the impact upon HRM decision making
.....................................................................................................................................................9
TASK 4............................................................................................................................................9
P.7. The application of HRM practices in a work related context, using specific examples......9
REFERENCES..............................................................................................................................11

INTRODUCTION
This study describes about the Human Resource Management (HRM) of BT company. In
this research, we have discussed about the purpose of the HR function and the key roles and
responsibilities of the same. Apart from this, we will look on assessment of the approach to
workforce planning, recruitment and selection procedure of the HRM department and the
performance management and reward system in the company. We will talk about the strength
and weakness of different approaches of recruitment and selection and also explain the benefits
of different HRM practices within an organisation for both an employee and employers. With all
that, we will discuss on benefits of different HRM practices in terms of raising organisation
profit and productivity. Also, with that we analyse the importance of employee relationship in
terms of influencing HRM decision-making. Furthermore, key elements of employment
legislation and impact upon HRM decision-making will be discussed. At the last stage of this
study, we have an example of one-page agenda for training seminar intended for receptionist at
5-star hotel.
TASK 1
P1. Explain the purpose and function of HRM, applicable to workforce planning and resourcing
an organisation
HRM is the most important function for every organisation for operating a business in a
good manner.
Definition: Human resources planning is the process of hiring and developing employee
and by this, they will become more valuable to an organisation. Human resource management
includes various activities such as job analysis, personal needs, hiring right people to the job,
managing wages and salaries, training and development as well as communicating with all the
employees at all the level.
The nature and scope of strategic HRM: As we have discussed above that HRM play
many important roles in an organisation. HRM nature describe the role of management function
like planning and organising, directing and controlling the whole management system. It
includes development, maintenance and management of human resources. . Moreover, HRM
involves the study of management communication, psychology, economic and sociology. It
involves team spirit and team work of a firm.
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1. Human resources and planning: Human resources planning recognise the jobs
vacant in the firm as well as excess and shortage of the staff and accordingly fill
them. As I am employed in the newly appointed HRM assistant, I will assist my
senior in order to achieve proper human resources panning. This function of HRM
can provide fresh talent and skilled employee by human resourcing and planning
in the firm so this is most essential activity of the firm who develop skill of their
employee in terms of enhance their working efficiency more effectively towards
accomplishing the goals and objectives of the firm.
2. Job analysis and design: Another essential of HRM is job analysis. Every job
analysis practice provides detailed explanation about each and every post in the
company. Based on the job analysis company HRM department decide the
number of employee they want in new recruitment. The job analysis provides
HRM a broad range of details on the vacant post in the organisation. And based
on it, they prepare advertisement of vacant posts. This HRM function find various
opportunities within the firm and increase the job criteria and employment within
the firm so that they would be able to get more talented candidates to their desired
post so that this would be reason for fulfil the objectives and goals of the business.
3. Recruitment and selection: Based on the data gathered by job analysis, HRM
team will prepare advertisement and publish them in newspaper (Bloom and Van
Reenen, 2011). After publishing the advertisement, numbers of applications are
filled according to the vacant job and have selection process like written exams,
interviews etc. As an assistant, I will help to fulfil all the HRM needs to complete
these processes. This HRM function provides the selection of best candidates with
the help of some test and interview phases so by this they would be able to hire
fresh and energetic employees to effectively achieve ther organisational gals and
objectives.
4. Orientation and Communication: after the selection of candidates, they will be
go for further for orientation and communication phase of HRM. The selected
candidate are informed about to the company background and its vision and
mission. HRM professionals have orientation program to let employee know
about organisational culture and introduce new employee to their seniors in this
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stage. This function make employee more communicate with other fellow
employee within the firm so that they would be able to share their knowledge
each other and also helps every individual employee in the firm and by these
exercises they can be performed more efficiently towards their targeted goals and
objectives of the business.
5. Training and development: Every employee goes through training and
development program of HRM, that will assist them to better performance in the
job and also make them more productive to the firm. Being a HRM assistant, I
have responsibilities to assist all the activities of training and development to help
HRM senior in the business. In this function of HRM, they would provide some
updated ethnological knowledge and skill by this they would prove as a cost
effective factors for the corporation so that they would be able to work more hard
and effective for the company in respect to accomplish their desired goals and
objectives within the firm.
6. Compensation planning and remuneration: There are several rules concerning
compensation and other benefits in the business. It is also the most important job
for HRM department to look into the compensation and benefits planning like
incentive, allowances etc. All these things make them motivated and more
responsible towards their jobs in the company. As a HRM assistant, I will help the
HRM team in all the activities of compensation planning and remuneration to
employees.
7. Motivation, welfare, health and safety: Motivation is the most necessary part in
an organisation to encourage their employees towards the firm's goal and
objectives. It is the job of HR department to look into different motivational
methods to increase confidence in the employees towards their targets. Apart from
this, certain health and safety regulation should be followed for the benefits of the
employees in the business. This HRM function is effectively work on all
employee within the firm, by the motivation and other benefits of employee, they
would enforced to work more hard for the company toward accomplish their goals
and objectives efficiently.
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There are various ways to manage HRM department in the firm. The two broad approaches
which are mostly used in the organisation are given below:
1. “Hard” HRM: The Hard HRM treat employee simply as the resource of the
business like, machinery and building. HRM team look forward the employee needs in
the company and recruit and manage them accordingly. If there is lack of employee in
the firm then they will go for the recruitment and also moving senior employee on their
next post. In addition, team also fire those employees who are extra in the firm and not
required performing in the business. I will assist all the activities in hard HRM
management with my seniors.
2. “Soft” HRM: In this approach, employees are treated as the most important
resources in the business and they are also sourced of competitive advantage to the
company to raise profitability and productivity of the business. In this approach, HRM
department focus on the needs of the employee in the firm such as role, rewards,
compensation, motivation etc. They do strategic planning for the workers in long term
and they will be more profitable to the company; being a HRM assistant, I will help
them to fulfil all the needs of this activity.
P.2. Explain the strength and weakness of different approach to recruitment and selection
Recruitment and selection is the process of the organisation's ability to meliorate the
quality of human superior and position in competition.
M.2. Evaluate the strength and weakness of different approaches to recruitment and selection
process:
 The best strength of recruitment and selection process is every candidates, who applied
for the targeted post in the firm, prepare themselves to make an effective view in the
organisation and perform well in every phases of recruitment and selection procedure.
 Another strength is, A comprehensive recruitment and selection process involves all the
departmental managers while selection of new candidates. Each departmental manager
get the future and current needs of the business and help to make a relevant and
appropriate job description to HRM department. Managers also helps to the department
in the required experiences and qualifications to each new post and also ensure that
appropriates candidates are recruited on the selected post.
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 Other strength is, understanding the involution of future personal recruitment and
developing the job list to the company and this strength bring organisational growth for
the company.
 Along with, the HRM department also have an ability to alternate option himself into any
kind of role that increasing their growth potential. They also have option to analyze the
fact by various method to identify that what is wrong and what is right for the
organisational benefits and its growth. Keeping all these factors in the mind in HRM
team would assist to work for the favorable potential of selection process and activity to
execute better in the selection procedure.
 Now comes to the weakness, A frequent disadvantage of recruitment and selection
process is trying to keep up with temptation being offered by company competitor in the
market such as Higher pay, more comprehensive health benefits and strong recruitment
packages becomes more expensive to the organisations. But company needs to keep up
with the competition in order to recruit a talented and skilled executives.
 Another disadvantage of the recruitment process, which is not appropriate method of
having aptitude test and other written test, which is conducted by the HRM team. It may
not give proper result in some particular situations. Many times, it had been seen in the
organisation that skill and capability can not be determined with the help of test. The test
also can not be effective used by the candidate, because this person who is conducting
this test are not supported towards definite person. Also, can not identify capability of a
person by a test.
 Location of a company can be disadvantage of a candidate in various ways. If a company
select current location in which they are operating their business, because of that
availability of reliable workforce under the old business model, then that workforce will
not survive in long terms in the new business model. Because, they are not well trained in
these areas.
EX- a blue collar workforce can not assist to fulfill the white collar jobs in the business. A
computer engineer and customer service associates can not give proper performance in the field
of insurance company. Because they have particular different field knowledge and cannot do
proper job in insurance sector.
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TASK 2
P.3. Explain the benefits of different HRM practices within an organisation for both employer
and employee
In a company, there are several activities presented which must be done by HR
professional carefully and they are afraid about the engagement of both employee and employer.
A good organisation always prefer to follow the positive work culture within the firm and they
are related with employee and employer in the firm. They need to keep their employee satisfy
and motivated towards their role and responsibilities within the firm that must be beneficial for
both employee and employer. These practices assist the company to boost up their employee
relations within the firm and take negotiation with their employee about to current issues and
barriers that are unproductive for the firm and remove them effectively with the help of HRM
practices. In the BT firm, HR professionals of the firm must take action towards workers rights
protection within the organisation and provide some remedy to feel employee that they care for
their employee at workplace and provide some facilities regarding to their wok. Training and
development program of BT firm provides their employee appropriate skills about to their work
within the business for increasing their working efficiency within the firm so that their employee
would be able to raise the productivity and profitability of BT business. They furnish various
facilities such as remuneration, allowances, incentives, attractive pay scale etc. make their
employee more motivated towards their task and target in the business so that their employee
would be influenced towards hard work for BT firm to accomplish their desired goals and
objectives within the firm. HRM department of BT firm have some assets like employees and
they can use their worker for the various works within the business. They use them for flexible
working condition in the firm and for better customer service provider as well. Many of times
this HRM practices could being cause of employee demotivation within the business because of
extra hour working condition make their employee demotivate towards their work at workplace
and raise negativity among the employees. HR professionals of BT company furnish support to
their employee within the corporation when they are feeling that they are facing any king of
harassment and discrimination within the firm then they can directly contact to HRM department
and ask for appropriate remedy for their difficulties in the organisation.
M.3. Explore the different method used in HRM practices
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HRM practices is motivating their employees, and this is one of the most important
practices by the BT company HRM team. They always help to keep motivate employee in their
working areas and work hard in critical condition of the company. This practices will assist their
workers to work hard in effective manner and this motivational practice help to the company to
make their employee cost effective in sufficient manner. Recruitment and selection process also
can be advantageous for employee and employer both. This activity helps to cognise about all
job description and process of selection on the targeted post to the candidates. And those
candidates who is applying for the post will gain more skills and knowledge while they are
setting up for desired job. BT company would be able to hire more talented candidate to the
targeted post and these practices would assist to carry out the goals and objectives of the
enterprise in very sufficient form.
Ex- in the case of employee's matter, the worker supervisor can not give current answer of that
particular situation and issues within the firm to all workers because, this case subject is often
related to the HR department. The supervisor discuss about this issue to company's HRM team
then make decision on that problems.
P.4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity Learning, training and development: training is the process of development of various
activities which are useful of each organisation in terms of accomplishing their golas and
objective effectively. (Berman, Bowman, and Van Wart, 2012). When, I joined my
previous job, they also provide me training and development program regarding the job
profile. This is most vital part of each organisation to develop their employees in very
effective such way in which they would be able to work more effectively towards the
organisational goals and objectives achievements. Through training and development
program of the firm. I have learned many new things regarding the job profile, which
helped me in future to better performance in the field of HRM. These HRM practices
gave me efficient knowledge to work well on past company's post. This training and
develop progra furnish the best way to BT firm to efficiently train their employee and
worker by proving appropriate training and development program at workplace so that
they will be able to work more efficiently at workplace. The focus of all aspects of HRM
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is on developing efficient workforce for the company that will help to accomplish goals
and objectives of BT company. Each employee want to become more efficient worker in
order to increase the production capability of BT firm and accomplish their desired goals
and objectives effectively. Payment and reward management: Payment and reward system provides motivate their
employees at the workplace and inspire them to work hard in terms of accomplish
organisational goals and objective effectively so that for that HRM furnish some specific
rewards system and attractive pay scale to their employee in respect to more motivate
them.(Budhwar, and Debrah, eds., 2013). This method assist to raise the production
capacity and enhance the market share of BT company at various level in the market.
With the help of payment and reward management, there are huge scope of enhance their
productivity and profitability by furnishing them some effective reward system and
increase workforce efficiency toward the organisation, these payments and reward
systems are, attractive payment system and special rewards on some special
achievements of employee within BT firm which boost up the capacity of their working
condition and all these exercise would help accomplish their desired goals and objectives
effectively. I have been also rewarded many times that will raise my motivation to work
harder for business success and getting more payment in that firm.
 Flexible working options: Flexible working alternative is other HRM practices which
assist to enhance a workforce flexibility and their working efficiencies as well so that
they would be able work more hard when they would be in critical comprtition of BR
firm at the marketplace.(Wright and McMahan, 2011). HRM activity prvides a suitable
environment to their workers and workers at different zone within the BT business and
location of the working condition. They provide required resources to their employee for
encouraging better performances and also teach them to work more efficiently when they
are in the critical condition of work. HRM practices assist the employee to increase the
value of their working condition at different level and have some unique thoughts and
thinking in special circumstances that provides their employee to become more efficient
in terms of raise the productivity and profitability of BT firm and accomplish their
desired goals and objectives effectively.
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TASK 3
P.5. The grandness of employee relations in regard to influencing HRM Decision-making
M.4. The key aspect of employee relations management affect HRM decision-making process
This is required for each organisation to precede the pattern and regulations of employees
legislation of in terms of make a positive value of the firm in the market and in the mind of
employees as well. A powerful relationship with workers is needed for broad creativity and
human self-satisfied. Having relationship with workers are usually making indication towards the
problem solving of the firm and it may be effected the working condition of the business. In the
firm having good relationship depends on the working condition of the firm and healthy and safe
circumstances in the business to provide their employee a good working condition in terms of
organisation success and make more competition in the future to compete in the market at the
highest level. There are some factors such as special incentives, allowances and attractive pay
scale of employees within the firm make their employees to effective work towards the
organisational goals and objectives and also assistance in communicate their employee at various
stage of the organisation. BT firm pursue a healthy and energetic working climate within the
organisation to that would increase the working efficiency of the workers and raise profitability
and productivity of the business When, a worker is not performing according to the employee
policies in the firm then this is called employees indiscipline in the business. There are several
situations in which an individual could not make their own decision in respect of whole
organisation favour so that they need to well employee relationship within the firm that would
provide them to mutual share of their issues and problems at the workplace. This is very critical
condition in which an individual could not decide an appropriate decision so that they need to
other fellow employee within the firm that make provide some relevant solution to the employee
to their complex task in the firm. Many times we have seen that we can not take an appropriate
decision as own experience we need to our senior and superior help in the company to make their
decision more vital to the all employee within the corporation. A healthy and energetic
relationship followed by our company in terms of solve all the problems and make healthy
climate and increase the profitability of BT firm as well. An individual worker and person can
not do everting in the business so that he/she is needed to other workers helps to make
complicated project easy and effective. Employee in the business provides some feedback to the
company HRM professionals to make some improvement and changes within BT firm and also
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make some effective work towards the employee within the business so that they would be able
to work more efficiently within the firm. HRM taam must follow their friendly nature at
workplace to communicate their all worker to them to know about to the actual situation of the
business at workplace. HRM practices must precede the rule of friendly behaviour with their
workers and management in the business to effectively communicate them each other. This can
be done with assistance of improving the quality of employee relations within BR business.
From the above discussion we could be said that BT company need to develop their employee
relation with the help of using several HRM practices within the firm so that they would be able
to increase their market sales effectively and it is also beneficial for BT company HRM
department to get help from their employees and worker at the workplace so that their decision
making process could be influenced by positively and make their decision towards accomplish
goals and objectives of BT business effectively.
P.6. The key factors of employment legislation and the impact upon HRM decision making
M.4. The key aspect of employee legislation management affect HRM decision-making process
Each country have its own employment legislation towards its employment within the
business. They affected by some legislative impacting to the subject like record possession,
labour relation, employee criminal record in their region and check them effectively. Federal of
each country make direct impact on the human resource department of each company and may
time it could be seen that federal low does not affect directly small business within the country. It
is totally on the basis on the property of business in the country(Guest, 2011). It is necessary for
each business to have a proper evaluation of their country legislation regarding to their workers
and employee and every changing areas of their legislation in the country. After evaluation of
this all legilation of the BT business there HRM professional must make their decision in favour
of employees rights in the firm and towards the business as well.
M.4. The key factor of employee legislation:
 There are needed that working time of employees within the firm must be set up
accurately within BT business to use their workers in proper manner. Their salary and
wages distribution are also in appropriate way which makes the positive impact upon
employees within the firm. HRM professional of BT business must ensure at regular
basis that their workers are getting their salaries and wages in relevant manner and there
are must bot be any fault legally while providing salaries to their employees.
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