The companies need to target on developing the positive image in business, due to increased competition. For the development of positive image of organizations, it has become significant for management of organizations to target over responsible management. The management suffers from more of the pressure through different stakeholders specifically through employees and investors for targeting over the management (Hendry, 2012). The employees are greatly influenced through operations of the company, so they target more on the manners with the help of which companies do the management of responsibilities. This depicts that how effectively a company treat the employees and also the society. Responsible management assists the organization in developing trust among employees. In companies, integration of different departments is done with more responsible management, but this essay has looked over the major challenges which are being suffered through human resource management. The responsibility is managed for the development of positive image of the organization (Bratton & Gold, 2012). In this essay, an analysis of the challenges faced by British Telecom Group is carried out with regards to its human resource management functions.

2. Main Body

2.1. Responsible Management

Responsible management is relative to quality management that involves the approaches which are utilized in order to set targets and for articulating the values which are driven through strategies and goals of the company. It is not possible for companies to avoid any type of criticism because of the reason that they have indirect or direct influence over the stakeholders and also on the environment (Renwick et al., 2013). In British Telecom Group, the management has targeted the management but it suffers from different challenges while implementing the management with human resource department of the organization. British Telecom Group is responsible for the management of employees in a manner with the help of which negative influences can be decreased and development of trust can be increased. In British Telecom Group, the human resource management is responsible to fulfil the responsibilities of community. In terms of responsible HRM, the managers need to ensure that the individual rights are fulfilled and they should take the wellbeing of employees into account. For depicting the responsible management, the organization needs to ensure the responsibility relative to stakeholders of organization and stakeholders include investors, customers, regulators, and employees and also the natural environment (Alfes et al., 2013).

In British Telecom Group, the major operation of human resource department is most critical for acquiring prosperity in the competitive business environment. The role of HR is to work parallel with business leaders for the development of an environment that is more appropriate and comfortable for employees to work in (Btplc.com, 2016). The department of HR of an organization should ensure the activities of responsible management (Nickson, 2013). According to Buller & McEvoy (2012), the HR management of British Telecom Group needs to ensure more sustainability for ensuring the effective responsible management. There is a requirement of learning capabilities and high skills relative to the progress of company, cultural development and change management. Through capabilities and skills, managers of HR of British Telecom Group can become enough able to develop sustainability in a company and as an outcome get more of the competitive advantage.

The definition of human resource management has been given by Bratton & Gold (2012) as a group involving different but connected operations that assist in sustaining, developing and attracting employees of organization. The practices of human resource management are integrated with techniques that are congruent with the strategy and culture of an organization. Different researches facilitate the HRM practices to be effective and are efficient enough to promote the results and human capital in giving more contributions to competitive advantage and performance of an organization.

For the implementation of green management system, it is important for British Telecom Group to promote the management capabilities and skills among different workers of an organization (Jackson et al., 2014). The organizations look for the development of creative environment and tool that can influence the sustainability of company and can promote the competitive benefit. Therefore, for the development of this type of framework, it is significant for British Telecom Group to have effective operations of human resource management that involve effective techniques of training, compensation, development, performance management and recruitment (Alfes et al., 2013). Through proper practices of human resource management, the management of British Telecom Group can increase capabilities and skills of employees. There is a requirement to align the principles of human resource management with objective of management to ensure the effective performance of different employees. It has been seen that with the help of more focus over human resource management, there are more opportunities to increase the performance of employees (Jiang et al., 2012).

The responsible HRM in the company can assist the organization to acquire competitive advantage through targeting five of the stages; employee relations, benefits and compensation, performance management, development and training, recruitment. Responsible management is a step by step procedure which is also called as total responsible management. It includes procedures that are being used through organizations in order to ensure positive image of an organization in marketplace and society. In British Telecom Group the responsibilities regarding natural environment and stakeholders are organized through strategies and practices that are utilized for the accomplishment of objectives. This is done through management of British Telecom Group because of the reason that there HR exercises have direct influence over the individual performance or group of different employees (Kehoe & Wright, 2013).

2.2. Major responsible management challenge faced by British Telecom Group Faces with respect to HR

According to Zhang et al (2015) different factors are involved in the management of responsibilities along with being involved or doing good in philanthropic exercises which is called as social responsibility of corporate. In wider term, the responsible management implies citizenship of corporate that is significant approach of an organization. In British Telecom Group, the management of corporate responsibilities is highly considered by the management in which links with stakeholders are included. In this way, responsible management implies enhancing trust level with significant stakeholders such as customers, societies, suppliers and employees. This assist the organization to ensure that there is positive image of the organization in market and also in society. British Telecom Group is required to suffer from the challenges relative to management of workforces in a manner that negative influences of corporate operations can be decreased and beneficial operations can be performed in a company. This needs more of the employees’ involvement in operations of company.

Along with it, responsible management involves the usage of natural resources in a manner that there is more sustainability (Kehoe & Wright, 2013). The particulars for the management are different with respect to different companies, its stakeholders and industry. The management of British Telecom Group is required to face from the challenges respective to the development of links with significant stakeholders specifically employees. With the help of this, organization gets enough able to solve issues with stakeholders respective of trust than just relationship of employer to employee. Through targeting the responsible HRM, the organization can solve different problems relative to employees, rather than fostering of problems as an outcome negatively influencing the employees’ performance. In companies, the organization of employees should be effectively and properly because they are the most significant asset of the company. The leadership and objective of an organization is integrated through people who work in that company. The policies that are set for employees of the company depicts the attitude of organization like how much responsible the firm is.

There is a requirement by management of British Telecom Group to do the management of employees of organization with full dignity and respect. For depicting responsibility in case of practices of human resource, the management needs to go beyond the boundaries. The major approaches in responsibility for human resources involve compensation, compensation and performance management, training and recruitment (Dyllick, 2015). The management of British Telecom Group needs to be efficient in order to fulfill its responsibilities relative to the working of employee in the company. The managers need to ensure better environment of working and high quality for employees. There are different strategies of HR which should be targeted for depicting responsibility relative to employees of the company (Ramesh, 2014).

2.2.1. Responsible Compensation

One of the major challenges that are being faced through the HR management of British Telecom Group is relative to advantages of employees and their compensation (Community.bt.com, 2016). The compensation of employee is the most significant activity of human resource that assists the organization in developing the positive image in employees’ mind. Compensation is the remuneration or reward that the employees get for doing the work (Buller & McEvoy, 2012). For the development of effective links with employees, the managers of HR of British Telecom Group need to ensure the fair compensation of employees. There can be different types of compensation of employees; it can be non-financial and financial. Financial compensation involves bonuses, salaries or monetary rewards provided to employees for effective performance. Financial compensation assists in increasing the employees’ performance. The management needs to make sure the responsible compensation for enhancing the employees’ performance and satisfaction of employees. When employees present in the company are not appreciated for the work they do, then it results into employee de-motivation. For keeping employees satisfied and motivated, the management of British Telecom Group needs to ensure the equal compensation for all of the employees. Along with the financial compensation, the responsible HR management needs to target over the non-financial compensation of employees. Non-flexible compensation involves provision of recognition for task, job authority and flexible working hours in which employees work (Parkes et al., 2015).

According to (2014) for ensuring the responsible compensation for different employees, the HR managers of British Telecom Group needs to follow the legal compliance and they should make decisions regarding the employees’ compensation relatively. The compensation of employees should be done dependent on regulations and laws of country in which operations are performed by an organization. The minimum wage law of country needs to be followed through British Telecom Group in which it performs operations. This depicts that organization is more responsible relative to the following of policies and laws of country while making decisions relative to employees’ compensation. When setting of employees’ compensation is not done in accordance with policies and wage laws of country, then, it outcomes into the negative image of the organization in the market. Therefore, for having positive reflection in industry and for working on the basis of long term, British Telecom Group needs to ensure the congruency with regulations and laws of country (Jiang et al., 2012).

Along with it, there should be equality in between different employees relative to caste and gender. There should not be any differentiation in the compensation of employees depending on the caste or gender. The management of British Telecom Group needs to ensure that discrimination of compensation is done among different employees dependent on the performance (Budhwar & Debrah, 2013). There should not be discrimination dependent on caste or gender, as it results into building negative image of the organization in employees’ point of view. It also results into more of the turnover of employees, employees prefer leaving the company. This also depicts the negative attitude of company regarding the society when organization does the discrimination of employees depending on various elements.

British Telecom Group needs to ensure equality and justice while providing benefits and compensation to employees whether these are non-financial or financial. The responsible management of HR in British Telecom Group should be targeted for having loyal and satisfied employees in future. For depicting responsibility for society, the British Telecom Group should offer compensation to the employees. The employees should be motivated to apply for job in this company. This can be done when employees will assume that benefits and compensation provided through organization are fair and are in accordance with the level of performance of employees. The responsible management should be depicted through HR management of organization. While hiring of employees, and compensation should be done dependent on their skills, experience, education and qualification. When compensation of employees is not done dependent on the capabilities and skills then they feel de-motivated and devalued. It is significant for management of the company to enhance the level of motivation for employees through targeting over the wages and salaries (Budhwar & Debrah, 2013).

For ensuring more satisfaction of employees, there is a requirement to offer benefits and salaries to employees. In Severn Trent, all employees should be compensation dependent on the performance of individuals. The employees should be provided with the additional advantages and rewards in order to enhance the level of encouragement (Buller & McEvoy, 2012).

2.3. Recommendations

For the increment of motivational and performance level of employees, the HR management of British Telecom Group needs to target the planning of compensation of employees. The compensation of employees should be done dependent on the performance level. With the help of responsible compensation, the managers of HR of British Telecom Group can enhance the encouragement level of employees. The employees should be considered too much important for the organization. They should be provided with non-financial and financial compensation. There should not be any difference in between employees relative to benefits and compensation. Along with it, there is a requirement to do proper planning while setting benefits and salaries of employees. Some of the standards need to be set for employees in order to set her or his salary (Jiang et al., 2012; Hendry, 2012).

The HR managers of British Telecom Group need to follow the theory of reinforcement, in accordance with which bonuses or rewards are provided to the person for the conduct depicted by employee. There are some of the chances that employee can depict same conduct again. It has been identified through theory of reinforcement that when awards are provided to the employees, and when they are provided with monetary awards, then there are more chances to experience effective performance through that employee (Kehoe & Wright, 2013).

Along with this, the Equity theory needs to be adopted through managers of HR of British Telecommunication. In accordance with which, managers of HR should target the equity in employees’ salaries. This assists in the development of positive assumption of employees relative to the company as they feel that they are provided with value by the organization. They also feel treated being equally because of which there comes an enhancement in their motivational level. Because of equity in employees’ compensation, there is an enhancement in employees’ productivity. Whereas, absenteeism and turnover rate is highly reduced (Purce, 2014).

According to Nel et al (2014), the management of British Telecom Group needs to make decision relative to benefits and compensation of employees at the hiring time. The compensation of employees should be done dependent on their capabilities and skills. When an employee does some work effectively then they should be provided with benefits and perks in accordance with her or his performance. The HR department of British Telecom Group should also target the pay system in the company. When the alteration of compensation system will be done to variable pay by management of Severn Trent, then this will let the employees to know that there is integration of alteration procedure in the company which depicts that value is provided to the employee by the organization. In Severn Trent, the variable pay system will shift the working of organization from individual to group based working. This can assist in extracting the organizational culture or entitlement psychology in which compensation of employees is not done dependent on the individual performance (Frye, et. al., 2006).

The compensation of employees should be done dependent on their individual performance. The equality should be done relative to different factors such as caste, race and gender etc. The capabilities and skills of employees should be targeted while taking decisions relative to benefits and compensation of employees. The responsible benefits and compensation which is provided to employees cause enhanced profitability of Severn Trent, due to the fact that through this there is increment in the performance of individuals. The objective of responsible HR mangers of British Telecom Group should be to encourage the idea of forward looking and improvement. It is recommended by theory of Agency that incentives which are given to employees are the major contributor for increasing the performance of individuals. The management of British Telecom Group should also target the performance of team in the company. Respective to the compensation management of team, the employees get enough able to look over the performance of their co-workers and providing reviews to others when improvement is required in the performance (Alfes et al., 2013).

3. Conclusion

It can be stated through the analysis of responsible human resource management of British Telecom Group that management of the organization suffers from different challenges while ensuring more of the management in the organization. For acquiring competitive advantage and success, the organization needs to target over the responsibility towards management of human resource of organization. The employees should be taken as important factor of company in order to acquire competitive advantage. The major challenge which is face by department of human resource is relative to the management of employees’ compensation. The human resource management of organization needs to ensure the implementation of compensation within organizational practices. The employees should be provided with equitable and fair compensation for increasing the satisfaction and performance level. The management of British Telecom Group should develop effective techniques of human resource in order to encourage employees. The high level of motivation of employees is significant for ensuring more of the productivity. The motivation of employees can be done through providing fair benefits and compensation.

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