BUS7B31 HRM In Context Assignment Sample


  • Balfour Beatty is a British based international company of construction and engineering services operating on three segments namely, rail, building and engineering services
  • The building services involved in construction, design, maintenance and management generates forty per cent of total revenues.

 The engineering services providing civil engineering, management and designs in roads, tunnels, towers, hydroelectric dams and bridges help to generate thirty-nine per cent of the revenues while the rail services overhaul the rail systems and their associated equipment, maintenance and construction management generating fifteen per cent of the revenues (Eisenberg, 2018). Its headquarters are situated in London, UK. As per the recent reports, the current revenues of the company are 858.7 crores GBP as per the 2020 annual financial reports. The company was founded in 1909 by George Balfour and Andrew Balfour in Britain. Reports of 2022 have shown that the organisation has twenty-six thousand employees currently working there.



a)How does the organisation make its HRM decisions?

  • The company has distinctive objectives to hire skilful employees through proper selection procedures for each vacancy.
  • The HRM develops a talent acquisition team to search for individuals suitable for their posts (Leonard, and Tyers,  2021).
  • The HRM operates effectively to monitor the recruitment process based on fairness, authenticity and equal opportunities with efforts on motivating the employees with their responsibility.

The HRM of the organisation ensures employees work with dignity and avail them of equal opportunities as per the standardised policy applicable to all the external and internal recruitment processes (Woodhead, Stephenson, and Morrey, 2018). They maintain the authorisation of the vacancies following the recruitment authority and establish the contracts based on the fixed terms to define the projects clearly to finish within the specified period.

 The HRM helps to acquire a large pool of talents worldwide as per their business capabilities and provide them with proper career development training (Jones, Comfort, and Hillier, 2018). The HRM provides the framework for specific selection criteria including skills, experience, qualifications, training and abilities to carry out the job profiles with routine checking of any scope for discrimination and adopting measures to resolve them with immediacy. The recruitment and selection process involves the write up of job advertisements, categories of tests given by candidates and providing feedback to the selected candidates and recognising the requirements for selected individuals to get success in the workplace. The reliability and validity of the selection tests must have adhered to the criteria and appropriation provided by the senior authority (Papa et al., 2018). The line manager of the HRM department will provide feedback to the talent acquisition team, take notes during the interview and make the compliance documentation.

  1. b) Critically evaluate the particular model or approach it uses.

  • Among different HRM models, the Harvard human resource management model has been incorporated to evaluate the HRM practices of the Belfour Beatty company.
  • As per the Harvard model, the company provides a holistic approach to the human resource management department (Aburumman et al., 2020).
  • By utilising the company’s human resources, the Belfour Beatty HRM provides its representatives of the organisation to accomplish its goals through proper arrangements of the business targets and implementing the objectives of the business organisation.

The company adheres to the stakeholder interests which include shareholders, supply chain, employees, management departments, Corporate governance and the company’s policy framework system (Aktar, and Pangil, 2018). The HRM analyses the situational factors of the recruitment strategies and selection process and arranges training programs and other caterer development opportunities for the internal stakeholders within the organisation. It operates on the reward system policies as a part of the positive reinforcement of the best performance of employees to motivate their career growth and development.

HRM Policies

  • The strategic management of the organisation’s stakeholders and acknowledgement of their contributions in achieving outcomes of the business objectives will eventually help to strengthen the HRM structure of the company (Tiwari, Srivastava, and Kumar,2019).
  • The subscription to the high commitment, to implement the ideal set of practices to extract the highest level of outputs according to the Harvard HRM model will help the company to sustain its long term goals.

The organisational plannings are decided based on the Harvard HRM model to interconnect the employment ship and the operations of the human resource management department. It will help to assess the different procedures of recruitment, development, benefit, training, employee relation plans, organisational strategies and performance management. The strategic management of the organisation’s stakeholders and acknowledgement of their contributions in achieving outcomes of the business objectives will eventually help to strengthen the HRM structure of the company (Tiwari, Srivastava, and Kumar,2019). The subscription to the high commitment, to implement the ideal set of practices to extract the highest level of outputs according to the Harvard HRM model will help the company to sustain its long term goals.

  1. c) Does this approach support the organisation’s long term goals?

  • The Belfour Beatty company designs its policies to provide maximum benefits to the workforce and achieve the strategic outcomes of the company while striving for sustainability in the long term context.
  • The HRM policies do not part of individuals’ contract of employment but frame the terms and conditions of employment so that the organisational performance stays at the top level.(BUS7B31 HRM In Context Assignment Sample)

The subscription to the Harvard HRM model will help the Belfour Beatty company to review the company’s contracts and amendments from time to time to provide a better strategic framework for the company to run towards its long term goals (Muthuku, M., 2020). The best practices of human resource management will be put into spaces of requirements to improve work productivity. It will help to nurture the well-being of the stakeholders’ resources and better manage their priorities and simultaneously motivate them to achieve the desired targets. The organisational policies and aims, strategies and actions by breaking down the management units and defining their roles will upgrade the business orientation of the company for the long term circumstances. The Harvard HRM model with a comprehensive HRM policy approach will define the strategies, cultures, technologies, business goals and development of the business environment and implement them in a structural process.


The Belfour Beatty business company will develop a strategic approach for developing its human resource management which operates on a regulatory framework for providing the best quality of the workforce to the organisation. It follows the Harvard HRM business model to ensure the quality achievement of the company were implementing the proper human resource management policies will help the company to expand the marketplace further. Besides, unit divisions of the management department will induce the operational functions more strongly and sustain the business organisation in the context of long term goals achievement.( BUS7B31 HRM In Context Assignment Sample)



Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource management practices and career satisfaction on employee turnover intention. Management Science Letters, 10(3), pp.641-652.

Aktar, A. and Pangil, F., 2018. Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: does black box stage exist?. International Journal of Sociology and Social Policy.

Eisenberg, P., 2018. Kier Group Plc: business and financial performance analysis and evaluation. The International Journal of Business Management and Technology, 2(6), pp.20-42.

Jones, P., Comfort, D. and Hillier, D., 2018. Materiality and external assurance in corporate sustainability reporting: an exploratory case study of the UK construction industry. World Review of Entrepreneurship, Management and Sustainable Development, 14(4), pp.454-472.

Leonard, P. and Tyers, R., 2021. Engineering the revolution? Imagining the role of new digital technologies in infrastructure work futures. New Technology, Work and Employment.

Muthuku, M., 2020. Soft HRM model: Human capital as the greatest asset for organizational performance. Journal of Human Resource & Leadership, 4(2), pp.14-29.

Papa, A., Dezi, L., Gregori, G.L., Mueller, J. and Miglietta, N., 2018. Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices. Journal of Knowledge Management.

Sato, Y., Kobayashi, N. and Shirasaka, S., 2019. Deriving Challenges through Clarification of Areas to Strengthen the HR System Using A Matrix with the Three Axes of Target Employee, Life Cycle Stage, and HRM Policy Choices. International Journal of Japan Association for Management Systems, 11(1), pp.91-101.

Tiwari, V., Srivastava, S. and Kumar, D., 2019. Adoption of HRM practices: A practical model-case study of a hotel. IOSR Journal of Business and Management (IOSR-JBM), 21(4), pp.59-63.

Woodhead, R., Stephenson, P. and Morrey, D., 2018. Digital construction: From point solutions to IoT ecosystem. Automation in Construction, 93, pp.35-46

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