HUMAN

RESOURCE
MANAGEMENT

Student name: Elena Stefania

TASK 1

1.1 Differences between personnel management and human resource management

In HRM are involving all the practices and decisions that affects or influences people in
directly mode, or human resources which working for the company. HRM is focused on the
issues of people in management.
The function of HRM includes different activities, and the activity which are the most
important is the decision in what staff needs have and the possibility for using contractors
which are independents on hire employees for fill all this needs, to recruit and to train the
most good employees, and to ensure they have a performers that is high, to deal with
performance issues and to ensure the personal and management practices in conformity with
the different regulation.
Definition of Personal Management is to obtain, use and to maintain the workforce to be
satisfied. In the management which is concerned is a part that is important with the
employees at workplace and with the relationship with their in the company.

COMPARATION BASES

PERSONAL MANAGEMENT

HUMAN RESOURCE

IN BT COMPANY

MANAGEMENT IN

Approach

Traditional

VIRGIN MEDIA
Modern

Manpower treatment

Machines or Tools

Asset

Function Type

Routine Function

Strategic Function

Basis of Pay

Job Evaluation

Performance Evaluation

Management Role

Transactional

Transformational

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Communication

Indirect

Direct

Labour Management

Collective Bargaining Contracts

Individual Contracts

Management Actions

Procedure

Business needs

Decision Making

Slow

Fast

Job Design

Division of Labour

Team

Rules

Importance of devising clear 'Can-do' outlook;

Conflict

rules/mutually
Institutionalized

Impatience with 'rule'

De-emphasized

Key Relation

Labour management

Customer

Separate, marginal task

Integrated, key task

Conditions

Separately negotiated

Harmonization

Training and development

Controlled access to courses

Learning companies

Selection

1.2 Assess the function of the human resource management in contributing to

organisational purposes

The functions of HRM have some activities which are different such as deciding what
employees they need, the employees recruitment and training, to ensure the employees have
a performance which should to be high and to deal with performance issues. HRM is
grounded in a correct and organized utilization of the employees to achieve the main
objectives for the company. The objective which is principal is that to use in efficient mode
the employees talents and abilities for getting operational objectives which are the company
key plan. Without the understanding of organization goals, HRM as well are looking to be
sure if the working environment satisfying the employee and as well the benefits and reward
which the employee receives.

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Recruitment Process
Recruitment includes in general the standard that is fascinating and precise for vacancies that
are availability. Virgin Media have some ways for promoting their jobs. The recruitment
process it changes in function by the job which is available. A first view of Virgin Media for
the inner plan of the talent is to fill the job which is available. This is referred to the process
that lists the employees who exists for the move. If there is no one employee that is good for
this job then the Virgin Media advertise the post on intranet.

Selection
The selection process consists in choosing the right persons who applied for the vacancy
considering and the regulations and labour law. Candidate screening is one of the most
important parts in the selection process. This provides assurance that people who were chosen
to interview have the necessary skills for the job which was offered. In the screening initial
levels, Virgin Media selectors shall view each the CV of the applicants.

Training
Is a process very important for every company because if employees do not have a good
training then the company will be affected and it will not work as it should and will lose
profit. If employees lack training, customers will notice and they fell that the organization is
not good enough for the needs that they need.

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1.3 Evaluate the role and responsibilities of line managers in human resource
management

Each employee or team reports directly to line managers and they are responsible for
informing his higher management level about those teams or employees. Line manager
monitoring the employees and they are passing the reports by department heads. All
employees makes part from the HR department, line manager and employees organizations.
Line manager in process of recruitment has a very important role. If the line manager needs
workers for his work informs HR first and then analyse and choose a few people for
recruitment. Because line manager have an important role in recruitment of employee they
takes the interviews of the candidates. After the employees selection is done the line manager
providing training which should to be sufficient or manage some training as if them can`t
train the employees. In workplace the performance of employees are monitoring by the line
manager.
If any of employee needs some any kind of special preparation, the line manager or must
inform HRM or the department head to give that training which is necessary for employee for
increasing the efficiency of employees. If the employees work is efficient is very easy for
achieving the objectives of company. In every day the line manager should to check the
quality of people management, measuring the performance of operation, monitoring the
progress of work, clients dealing, allocating work and rotas, providing technical expertise,
managing operational costs and so on.

1.4 Analyse the impact of the legal and regulatory framework on human resource
management

The Human Resource Department of Virgin Media fully complies with all legal and
regulatory requirements. According to legal requirements and regulations Virgin Media
employees are not forced to work more than 40 hours per week and receive in the time of
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break a period which should be sufficient. Virgin Media HR Departments provide for
employees a working environment that is safe. Of course they respect the rules and
regulations related to employees' benefits.
The Virgin Media employees cannot be paid less than the salary that the UK it has
imposed. Also abide by all the international and local rules and regulations about
compensation and benefits. Therefore, employees of company never get paid less than the
minimum wages set by the country where they work. Virgin Media HR Department also pays
higher wages for any overtime or for work during bank holidays. Organization HR
Department also complies with annual staff holiday regulations. Furthermore, it never stops
any of Virgin Medias employees to join any trade union in that country. Virgin Media HR
Departments also follow standard procedures for recruiting, placement, training &
development, termination etc.
Apart from above mentioned guidelines, Virgin Media HR Departments also obey health
and safety related regulations in all of the stores around the world.

Task 2

2.1 Analyse the reasons for human resource planning in organisations

Understanding the ways employees are recruited is very elementary part of business
related knowledge. If managers have not proper knowledge about recruitment process the
overall and ultimate goal of any organization may not stand aligned. Understanding how to
recruit employees means the knowledge of hiring and selecting proper and appropriate
employees for an organization (Windolf, 1986).
The main goal of human resource planning is to ensure that a company always has
candidates lined up to fill a new available post or position so that time and productivity are
not lost. Long delay times in between one departure and new hire could be more weigh on the
company. Forecasting is an important factor of the process that can tell how long the process
to hire new employee, and make speedy the process. In case of when the large number of
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employee needed and job market is stiff for workers with requiring skills, then HR
department will have to secure these workers. And it will be more difficult when the rivals are
also seeking people with these skills, and secure the new talents to step up recruiting efforts
and increase compensation packages to attract talent (Grant, 2005).
Finding the right candidate to fill the job opening offered and retaining skilled employees
is a difficult process. Businesses must adopt effective strategies to keep their employees
motivated and committed to their jobs, and to increase their loyalty and performance. Virgin
Media considers different key competencies to choose its candidates. Recruitment is the
process of attracting the best candidates to apply for the job, and selection happens when the
qualifications of a person meet the requirements of the organization. Employees must be able
to deal with company challenges brought by its reputation and must be looking for a longerterm position. However, to apply for a job at Virgin Media, the process happens to be online
and the selection depends on the position applied for. The candidate will be contacted by
telephone and after a short discussion; he/she will be invited to an interviewer to the
assessment centre.

2.2 Outline the stages involved in planning human resource requirements

Human Resource Management, the first step is to assess and make an inventory of
existing man power in the organisation. Then the human resource planners have to forecast
the future demand and supply of human resources. There are several expertise methods to
forecast the man power demands and supplies in the future. And then the planners have to
take actions to fill the imbalances in the areas that were assessed. Dessler, Gary (2010),
Planning human resources requirements has utmost importance in achieving strategic goals
of any organisation. There are four important stages that are involved in human resource
planning of an organisation.

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Assessing Current Human Resources

The first stage of HR Planning involves capacity of current workforce of the organisation.
It is important to know about the abilities, skills and knowledge of current staff. Analysing
skill inventory it is possible to identify the strengths and weaknesses of the existing
manpower.

Forecasting Demand and Supply

Another important stage of HR Planning is to forecast the future demand and supply of
human resources in the organisation to achieve goals of the organisation. Future demand
depends largely on organisations future plan. And supply of human resources can be
forecasted analysing availability of them in future both outside and inside the organisation.
Besides, forecasting is focused on both quantity and quality of human resources.
Gap Analysis
Once the organisation knows about the future demand and supply of workforce, it is
important to eliminate any gap between them. If the organisation finds that it will have more
staff than it will require in future, the organisation must reduce its workforce to establish a
balance. In the same way, if the organisation finds any future shortage of staff, it must hire
required number of employees well in time.
Developing Strategies
At this stage HR plans are implemented through different HR activities like selection,
recruitment, training & development, placement, performance evaluation etc. However,
action plan might need to be changed with time and conditions.

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2.3 Compare the recruitment and selection process in two organisations

Virgin Media: if there is any vacant position or they are intended to recruit new
employees then they give the advertisement in their webpage or newspaper. They ask for
online application submission or dropping their application to the HRM office. After
receiving the application they informed the applicant that they got the application and it is
being progressed. Then it will be reviewed by their recruitment team or the recruiting
manager. If the applicant experience and skills match to the job criteria then they call him for
a telephone interview. Sometimes they will take the interview in their central assessment
venues.
This interview contains behavioural and technical competency and other assessment tools
like work-based scenarios, role-plays, presentation and group exercises. In the interview
session applicant must bring his passport, driving licence or proof of address. If he become
successful or unsuccessful in the interview they will informed. Successful candidate will be
informed to join to their company whereas unsuccessful candidates information will be
stored in their data base system.
They will inform later if there any other vacancy or they will get job alert at regular basis.
A pre-employment check was done to the successful candidates regarding their current/
previous employment, criminal record check, education, credit reference check and proof of
relevant qualification. After checking those record successful candidate are enrolled for
training. They keep all the information for future recruitment. If any vacancies match the skill
and experiences they call the person for an interview. They have job alert system.
I would like to compare Virgin Medias recruitment and selection process with that of BT
Telecommunication. Virgin Media tries to fill out vacant post from internal workforce first.
For the external recruitment company announces vacancies online for only managerial posts.
And only online application is accepted for managerial posts. For other posts Virgin Media
advertise on stores vacancy boards. From the applications, company shortlists the best fit
applicants and call them for interview. For final selection short-listed applicants need to
attend an assessment centre. At the assessment centre candidates are given different problems
that they might have to face in stores during their duty. Finally, Virgin Media managers select
and recruit the best candidates from them.
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In contrast, selection and recruitment procedures practiced in BT are quite different from
that practiced in Virgin Media. Online application is must for all the posts in BT and
applicant must succeed in an online test before he is considered for further stages. From the
successful applicants BT calls the best fit applicants for an introductory interview where HR
Manger verifies if the person is the one who applied online. HR Manger also checks the proof
of identity and eligibility of work of the candidates. Then candidates sit for test where video
clips of different situations are shown and they are required to choose the best and/or worse
answers in those scenario. There is another section to test mathematical ability of candidates.
In the final section candidates need to agree or disagree with quite a few statements. The
successful candidates are called for 2nd interview. Finally, HR Manager recruits the best fit
candidates for BT.

2.4 Evaluate the effectiveness of the recruitment and selection techniques in two
organisations

The process or technique followed by Virgin Media ensures the equal employee
opportunities. Suitable and required employees can be selected by that way. One the other
hand for other three organizations there may internal selection process that can result bellows
the expectation performance level.

Clearly, BT has a smarter and more effective recruitment and selection process than Virgin
Media has. First of all, Virgin Media has no options for online application other than
managerial posts whereas BT has that option open for all the posts. Virgin Media managers
need to spend enormous time to make the short list as anyone can apply for the vacancies in
company. Besides, it is much easier for BT managers as applicant must pass an online test to
be considered for a vacant post. Therefore, BT managers get a filtered list for preliminary
selection. Candidates who passed an online test are likely to have better understanding of the
job than the candidates who do not take any test.
BT uses video clips during their tests whereas Virgin Media relies on situation based test.
Using video clips during test is certainly more effective than situation based test. Another
important skill tested by BT is mathematical ability of applicants. Virgin Media has a fairly
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good recruitment and selection procedure too; but not the best one. Tesco may consider using
some the techniques that are being used by BT in their recruitment and selection process.

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