Pearson BTEC Human Resources Employee Induction Manual Report

This report, prepared for a Pearson BTEC Higher National Diploma in Business Management, analyzes an HR employee induction manual focusing on TalkTalk Telecom Group Plc. It explores the purpose and responsibilities of the HR function, including staffing, remuneration, and legal compliance. The report assesses various management approaches, such as workforce planning, recruitment, and training, and includes case studies. Part 1 covers the HR induction manual, while Part 2 focuses on job descriptions, person specifications, job offer letters, and the implementation of employee legislation. The report emphasizes the significance of employee relations and the impact of legislation on HR decisions, concluding with an evaluation of HR practices and their implications within the organization.

Learner Name Klimentin Petrov ID HE12917
Programme Name Pearson BTEC Higher National Diploma in Business Management
Unit Number and Title Unit 1 – Business and Business Environment
Credit Value 15 Unit Level 4
Academic Year 2020-21 Cohort January 2021
Assessor Priyangani Ariyawansha
Assignment Title Human Resources Employee Induction Manual (Part 1)
The Job Application (Part 2)
Issue Date 18/01/2021
Submission Deadline Sunday 09 May 2021 at 23:59
IV Name Kashif Khan
IV Date 04/01/2021
Statement of Authenticity:
I certify that the work submitted for this unit is my own and the research sources are fully
acknowledged.
Learner Name: Klimentin Petrov Date:29.04.2021
1

Table of Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................5
Human Resources Employee Induction Manual.............................................................................5
1.0 TalkTalk Telecom Group Plc................................................................................................6
2.1 Explanation of the purpose and the key roles and responsibilities of Human Resource
function in TalkTalk................................................................................................................7
2.1.1. Purpose of Human Resource Management........................................................................7
2.1.2. Responsibilities of Human Resource function..................................................................8
2.2 Significance of human resource management activities for the selection and recruitment
process of employees...............................................................................................................9
2.2.1. Internal sources for hiring................................................................................................10
2.2.2. External sources for hiring...............................................................................................11
3.0 An assessment of various approach to management...........................................................11
3.1 Workforce Planning.........................................................................................................12
3.2 Recruitment and Selection...............................................................................................12
3.3 Development and Training..............................................................................................12
3.4 Performance management and reward systems...............................................................12
4.0 Inclusion of case study cases to illustrate the many approaches employed in human
resource activities......................................................................................................................14
2

4.1 Recognize important workplace law provisions and their effect on human resource
management decision-making...................................................................................................14
4.2 Human Resources Management practices advantages and disadvantages..........................16
References......................................................................................................................................18
Part 2..............................................................................................................................................19
The Job Application.......................................................................................................................19
1.0 Designing a job description for the position of senior marketing manager....................20
2.0 A person specification for the position................................................................................23
3.0 A Job offer letter to the selected candidate..........................................................................25
4.0 Evaluation and rationale for conducting HR practises....................................................26
5.0 The approach to and feasibility of workforce relations and interaction, with a particular
emphasis on agile organisation and job practises, as well as "Employer of Choice"................26
6.0 Critical points of how employee legislation could be implemented inside the organisation
...................................................................................................................................................27
7.0 The importance of employee relationship and influence on HRM decisions due to
employee legislations.................................................................................................................28
Conclusion.....................................................................................................................................30
References......................................................................................................................................31
3

Introduction
An efficient Human Resource Manager is a symbol of an efficiently operated business. Human
Resource Management includes not only managing the overall operations of a business but also
includes overseeing and directing various divisions and subsections that operate within the
company and make sure it is running optimally beyond obstacles (DeCenzo and Robbins, 2013).
It is an HR manager’s job to make sure the company is running in a way that is aligned with the
ultimate goals of the company. Human resource management is necessary for every company to
maintain the proper functioning of the company (Fottler, 2010). The process of establishing an
efficient human resource management system is predicated upon key factors like proper
communication and teamwork throughout the company.
4

Part 1
Human Resources Employee Induction Manual
5

1.0 TalkTalk Telecom Group Plc
Figure 1: TalkTalk Telecom Group Plc’s Logo (About us, 2021).
TalkTalk Telecom Group Plc is a telecommunications company. They provide services like
landline phone connections, Television cable connections, broadband connections, internet
services, and mobile communications services (About us, 2021). The company was founded in
the year 2003 in Leeds, England, United Kingdom. Since then, the company has grown into one
of the biggest telecommunications providers in the region. Ranked 7th among the top 10
telecommunications companies in the UK, the company has over 2,077 employees and rakes an
annual revenue of 1,650 million pounds (About us, 2021).
TalkTalk is a big competitor in the market because of its strong Human Resource Management
system. It is because of this; TalkTalk has been chosen as the subject of investigation in the
different aspects of the human resource management systems.
6

2.1 Explanation of the purpose and the key roles and responsibilities of
Human Resource function in TalkTalk
2.1.1. Purpose of Human Resource Management
Human resource administrators are in charge of managing the diverse needs of company
employees. Human resources departments help to increase an organization's competitiveness in a
number of areas, from economic to legal. The responsibilities of a human resource officer are
classified into the following categories: Staffing requirements, Remuneration, Benefits,
Evaluation of Results, Compliance with the law. The primary aim of human resource
management is to improve an organization's productivity by increasing worker performance.
Staffing requirements - - This includes defining job roles, determining the ability level and
credentials for a position, and posting job openings.
Remuneration - Human resource managers analyse and adapt an organization's pay system by
analysing wage trends in order to provide workers with industry-acceptable benefits.
Benefits - Popular work rewards include health insurance, dental insurance, and a retirement
plan. Human resources professionals must do research and analyse data in order to establish
adequate benefits for these positions while holding employer expenses down.
Evaluation of Results - In order to assess employee results, human resources teams collaborate
with individual department managers. The whole performance assessment process is created by
this agency.
Compliance with the law - Businesses are accountable for the health and treatment of their
employees. Employees are covered by the legislation in a variety of areas. Failure to obey will
result in a barrage of lawsuits, which will chip away at a business's profits.
TalkTalk is a telecommunications company and so it provides communications services
to their customers in various forms such as the internet, television, mobile phone services, etc.
The company uses its excellent quality in services to attract and retain its customers. The
company also makes sure that their staff is used efficiently so that every employee is satisfied
7

with the work they have and they are a valuable part of the workforce. The part of the
organisation that plans, controls, and develops the human resource effectively and efficiently is
the Human Resource Management (DeCenzo and Robbins, 2013). The system is also responsible
for sourcing, strategizing, and planning the workforce efficiently. This system oversees the
different aspects of the human assets and plans in a way that the human resource is managed
efficiently.
2.1.2. Responsibilities of Human Resource function
The position of the HR executive is changing to reflect more forward-thinking approaches.
Human resource executives in today's world must add innovations and guide organisations in
achieving business goals. HR executives must therefore adapt and evolve in tandem with their
respective companies. This is particularly important as major corporations become nimbler and
customer-centric. The following seven passages outline some of the most recent roles of human
resources leaders in today's workplace.
- Participate in the planning and development of the project.
- Assist employees in advancing their careers.
- Identify and hire employees who can help the company achieve its goals.
- Assume the position of change agents.
- Employees' Rights Advocate
- Domestic Violence Victims Should Be Supported
- Ensure that there is no cyberbullying at work.
The HR department of TalkTalk oversees the entire workforce of the company. Planning is the
primary duty of the human capital management system. The human resource management
system's primary role at TalkTalk is to schedule, lead, control, and perform the various
organisational activities of the organisation in a manner that advances the company's ultimate
goals. TalkTalk Group Plc provides a variety of services through their company. They
simultaneously provide services for mobile phones, landline phones, and the internet. And so, it
is very divided in terms of operations but due to the efficient functioning of its human resource
8

management system, it has been able to grow into one of the strongest telecommunications
businesses in the United Kingdom.
One of the most important factors of employee management is training them and
developing their skill so that excel and increase the overall productivity of the company (Fottler,
2010). Another big part of developing human resources is to provide them with the right working
conditions and the right resources to properly utilize their skills. Employees are the pillar of
TalkTalk who ensures that the company is moving forward towards the ultimate goals of the
company, in the most effective and efficient way. TalkTalk holds orientation and training to new
employees so that they are well integrated into the culture and systems of the company. This way
employees will be able to gather more experiences by providing more effort to the company. The
human resource management system of TalkTalk is organised in a way so that the human assets
of the company are utilized effectively so the productivity of the company increases and the
satisfaction level of the employee also increases. As mentioned earlier in this report, employees
are the operational core of the company, and so there is a need for not only managing them but
also make sure that they are satisfied, provided with enough resources and a good working
condition so that they can fully express their potential and give the company the productivity
boost, which is essential for the development of the company.
2.2 Significance of human resource management activities for the selection
and recruitment process of employees
One of the key markers for a well-functioning and sustainable and successful business is
well structured and sophisticated human resource management. It is one of the pillars for any
company. A business can only truly be profitable and grow into one of the most influential forces
in the market through managing the human relationships and interventions, this can be efficiently
managed by a human resource management system (Kahnweiler and Kahnweiler, 2012). No
business can survive without nurturing the human relationships that are associated with the
business and give value to the individuals through product, service, or contribution. And so, The
HR department of TalkTalk, trains, develops, and grooms’ fresh recruits. This process can be
9

accomplished in two ways. Hiring from within the company means the internal source of
recruitment and the other one is hiring externally which means, hiring an individual for a
position in the company, from an external source such as job searching websites, agencies, and
media. Both these selection processes are effective for finding the right people for the job.
However, both of them have their strengths and weaknesses. These strengths and weaknesses are
briefly discussed below.
2.2.1. Internal sources for hiring
Strengths of internal sources of hiring
1. Internal Candidates Are Now Known to You
2. Recruiting in-house saves money in the long run.
3. Internal candidates are also familiar with the organisation.
4. It's Easier to Find Internal Candidates
5. In-House Recruitment Increases Employee Engagement and Loyalty
6. Internal hiring cuts down on hiring time.
The strengths of internal sources of hiring are that it is considerably less expensive and more
often the candidate for the position is already familiar with the responsibilities and functions that
come along with the position and so there is less time spent to train and groom them for the
position (Kahnweiler and Kahnweiler, 2012).
Weaknesses of internal sources of hiring
1. It's possible that the company's culture would stagnate.
2. Costs in Training Have Increased
3. Choices are less.
4. Possibility of Workplace Hostility
10

On the other hand, one of the biggest weaknesses of this source is that there are not many
choices to compare candidates for the position and so sometimes the hired individual may be
overwhelmed or even arise disputes among their co-workers.
2.2.2. External sources for hiring
Strengths of external sources of hiring
1. Conversion Rate Has Increased
2. Candidates of Higher Quality
3. New skills and inputs are attracted.
4. New Business Insights and Ideas
This approach to hiring is much more effective than hiring internally. Through external
sources, the company gets the option to compare and choose the right fit for the position by
analysing each individual and their capabilities and experiences (Litterer, 2019). This source of
hiring is also comparatively more popular in both small and large companies.
Weaknesses of external sources of hiring
1. Riskier
2. More Expensive
3. It takes a lot of time
4. Maladjustment is a possibility.
Its greatest weakness is the large expense that comes along with it. It is not only more
expensive to find the right person but also to train and groom them for the position.
3.0 An assessment of various approach to management
11

Human Resource Management is responsible for the overall supervision of the proper
functioning of the human resource of the company. In TalkTalk, the HR maintains the human
assets so that the right people are in the right positions and the functional unit of the company is
working towards the ultimate goals of the company. Different HRM practices increase the
productivity and level of profit of TalkTalk. They are briefly discussed below;
3.1 Workforce Planning
Being responsible to utilize the human assets of a company, it is one of the roles that the HR
department play to plan the functions of the human resource in a planned and systematic way. In
an organisation there is a need to provide a supporting frame work, that will ensure that the needs
of every employee is met and the expectations that the company has over them is being effort
into the operations of the organisation.
3.2 Recruitment and Selection
When there is a need for more human assets in a company or there is a need to replace an
individual employee, the new employee who will be given the position cannot be chosen at
random. Every position in the workforce of a business that has an efficient HRM like TalkTalk is
very important for the proper functioning of the company (Gennard and Judge, 2010). And so,
the right recruitment for the position should be made according to that. If the new employee is
chosen carefully it will be less time-consuming and expensive for the company.
3.3 Development and Training
As the planners of the workforce, it is the job of the HR department to make sure that every
employee is performing optimally. In the course of an employee’s career with the organisation,
they face numerous obstacles and opportunities to make themselves better and excel and express
their capabilities. The HRM system is built in a way so that these employees who can excel
through training or an underperforming employee who needs a little boost to increase their level
of productivity. It is the HR department’s job to ensure that the employees are not only
performing well but also growing with the growth of the business.
12