Roles and Functions of HRM in Kingfisher Airlines

This report discusses the roles and functions of the human resource department in Kingfisher Airlines, including recruitment and selection processes, communication, and issue resolution. It also explores the advantages and disadvantages of internal and external recruitment methods.

INTRODUCTION
In an organization there are different resources which are utilized which are financial and non-
financial in nature. Among all the distinct assets human resources is the most important one as it
contributes maximum in carrying out the day to day business operations. If in an organization, the
quality of work force is good than its success its assured to a great extent as than it is only affected by
the external factors on which the management has no control (Armstrong and Taylor, 2014). Kingfisher
is a very big airline which has given employment to a great number of employees. It has to give
customer services to variety of customers for which it is necessary that it gives maximum care to the
different candidates which appear for the selection and recruitment process. The following report will
talk about the different roles and functions that are performed by the human resource department in
the refereed organization. It will also discuss the distinct methods of selections which can be utilizes in
order to attract people to apply for the job. Thereafter, the given text will also discuss the factors
through which this division contributes in the profitability of firm by participating in the decision making.
TASK 1
P1 Purpose and functions of HRM
Human asset administration in Kingfisher works with a specific end goal to put correct
individuals into the correct duty, and ensure the representatives can meet the association's objectives.
People are the core asset of an association as if they are not there than, all business capacities like
conveying through a wide range of media, oversee money exchange or managing clients couldn't be
expert, or one might say that people and their potential are important to drive an association.
Association changes constantly influence the business as well as the workers. In an enterprise, human
asset administration is in charge of how representatives are dealt with. It is responsible for going up
against individuals into the association, helping them with their work, settling every one of the issues
emerging, and remunerating them (Boxall, P. and Purcell, J., 2011). Keeping in mind the end goal to
boost the authoritative efficiency, it is vital to deal with person's capacities and time. Then again, the
human asset administrators in bigger association will sort out the HRM assignments and report
specifically to the CEO. The division of HR administration works to guarantee that administration
bargains adequately with everything concerning the general employee resource of the association,
individual’s advancement, and dealing with the connections between the administration and the
representatives. Its duty is to assume a dynamic part in the process - a facilitator-to advocate every one
of the individuals and guarantee that each worker's voice and concerns are heard. Moreover, HRM
ensures that all gets ready for changing in lead will have an adequate time and assets to produce results;
particularly, to adjust between the general population forms and the objectives of the business to make
a common feeling of importance. In order to manage the administration, the role performed by it in can
be listed in the following manner:
Recruitment and selection – To perform the job or delver services to client’s kingfisher airlines demand
quality and skilled employees which are made available by the department of HR. it by performing the
function of selection attracts applicants to app for different jobs and as per the requirement does the
recruitment. It is a complex process that needs to be started on time as only than the continuity in the
operations can be maintained (Beardwell and Thompson, 2014).

Communication – to carry out the various operations it is important that the right message is conveyed
to the right person on the correct time. This duty is performed by the human resource management
division of kingfisher as it ensures the delivery of appropriate message to the work force.
Resolving different issues – In a big organization like Kingfisher diversity I employees is high. They are
from different cast creed and culture which makes it difficult to maintain coordination among them.
Issues keeps on taking place due to differences in the interest and views and in that case department of
human resource plays a very important role as hey work towards solving these issues as early as possible
so that it does not effect to the organizations performance (Bratton and Gold, 2012). Apart from this to
resolve the issues on time is more important to maintain good working conditions as this also helps in
reducing total employee turnovers.
P2 Different section processes and its positives and negatives
Kingfisher airlines is known for its quality of employees. In order to full fill the requirement of
various departments process of recruitment and selection is conducted so that their skills can be utilized
in the work place and preparations can be carried out. For this there are different methods which are
available with the management and they can with the help of same can attract the applicants. According
to the requirement and nature of work to be done the process of selection is collected. The most
famous ways which are utilized in kingfisher by the management are as follows:
Internal sources of selection – It is a well-known technique that is utilized in the referred organization
and also in other business entries in case when the management does not want to take the risk of hiring
candidate from outside the boundaries of organization. Management by selecting a particular existing
employee fulfills the requirement of a particular post and continue the work. There are different
methods through which this process is conducted among which the most important one are as follows:
Promotion – it is a positive mode of motivation which helps in encouraging the work force to
work with higher efficiency. Those candidates who are found to be effective and skilled are promoted to
higher level and given more responsibilities (Brewster and Hegewisch, 2017).
Employee referrals – under this process management takes help of their existing work force to
the right candidate for different jobs
Transfers – It’s a well-known and used process of doing recruitment and selection. A particular
employee is asked to continue his job on at some other location in the same industry. It helps them
administration in doing quick hiring and also facilitates the work force in short span of time.
Advantages of internal recruitment
Cost saving - It is a very cost saving process as management does not has to send much on the process
of recruitment and selection process. The total expense of advertisement and promotion can be saved
and further utilized for some other purpose.
Time saving – Apart from just being a cost effective it is also a less time consuming process. When
employees are available within the boundaries they can be allotted jobs within a short period of time. It
helps in maintaining continuity in the work (Jackson, Schuler and Werner, 2011).
Disadvantages

Restricts fresh talent – When new employees are not hired from outside it restricts the chances of
getting better and more talented staff which may bring innovative ideas with them for the existing code
of conduct.
External Recruitment process – This is a different process of selecting employees in this selection of
employees is done from outside the organizations boundaries. It is done when fresh talent is required at
the work place. When the existing staff is short or is in cable of performing particular task than this
method is utilized.
Advantages
Fresh talent – it is an appropriate method through which new and better skilled employees can be made
available in the working environment. Their contribution can bring higher profits in the Kingfisher as
their ideas may give greater capacity to use the available resources (Meredith and Belbin, 2011).
Disadvantages
Cost consuming – in order to make the candidates aware about the available post management of given
organization has to spend good amount on the advertisement process. This may increase the total
expenses of the organization and hence the profitability will be greatly effective.
Discourage existing employees – When management invites external talent to perform a particular job
at the work place it brings a negative feeling among those who are already working with the
organization.
REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach.
Pearson Education.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource Management
International Digest. 19(3).