Human Resource Management in Airdri Limited

This project report defines the meaning of human resource management in the context of Airdri Limited. It explains the recent history of development with significant major concepts of HRM under various stages. The report also describes the role of the human resource management director and major activities such as employee development and protection, along with their reasons.

HRM Current Thinking
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Definition....................................................................................................................................1
HRM development history and significant major concepts........................................................1
Role of HRM Director................................................................................................................4
Major activities that the HRM department will be responsible for and the reasons for doing
them.............................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is the strategic approach where formal systems composed
for management of an individual within an organisation. It is designed to maximise employees
performance that lead to achieve company's objectives. Airdri is a hand dryer manufacturers
situated in Witney, UK. It design and manufacture world leading hand dryers and noted for its
quality and reliability.
In this project report, information regarding HRM and recent history of development is
been discussed effectively. Apart from this, significant major concept as well as role of HRM
director is being mentioned under this report. Understanding of major activities performed by
HR department is covered clearly in this project (Armstrong and Taylor, 2014).
MAIN BODY
Definition
Human Resource Management is also known as personnel management. It is the process
of managing company's employees which involve hiring, training, firing and motivating
employees. Here company hires new employees and trained them so they work effectively. HRM
director of Airdri follow Human resource management for taking number of decision that helps
in achieving set goals and objectives. The main purpose of HRM in company is to maximise the
it's productive by optimising the effectiveness of employees. Here HR director treat employees
as an assets of the company with a aim to make effective use of employees, minimising risk and
maximising return on investment. Employees recruitment, workforce management, job role
assignment, performance management, learning & training, employee recognition etc. are the
function of human resource management.
According to Edwin Flippo, HRM is define as planning, organising, controlling, directing
of development, procurement, compensation, management, integration, separation and
maintenance of human resources to the end which assist in achieving individual, society and
organisational objectives.
HRM development history and significant major concepts
Human resource development came into existence after 1800. It was concerned with the
provision of employment, training, health and disability schemes etc. It support for management
which basically concerned with recruitment, time keeping, discipline for future activities such as
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performance appraisal and management development, forecasting growth. Human resource
manager is responsible for organising all functions of the organisation which starts with
welcoming new employee, their induction and give orientation regarding the company's policies
and rules.
Human resource management has developed through various stages that are explained
below:
 Administration Stage: In this personnel functions are performed by line managers,
supervisors, trainers, recruitment and welfare officers before the establishment of HRM.
Early management theorists give ideas about job design, selection techniques and
structured reward systems etc. that was incorporated into personnel management theory
and practices. Airdri is a small scale company and its personal management function
were often conducted by it's line manager who was considered as a part of overall
management responsibilities. Manager is mainly restricted to administrative areas such as
salary records, employee welfare activities and minor disciplinary procedures. They also
focus on issues related to pay, working conditions etc. and resolve them (Collings, Wood
and Szamosi, 2018).
 Welfare and Administration Stage: Specialist and professional approach to personnel
management in described under this stage. Provision for welfare services of employees is
increased by some employers. Scientific management, behavioural science helps in
employee management and development methods like productivity measure, control
mechanisms and management planning. Airdri establish a labour welfare department to
promote the welfare functions, provide emergency training to equipment practitioners
with necessary skills. In this stage expansion of personnel functions such as recruitment,
selection and training gradually moving from specialist to more general approach.
 HRM and strategic human resource management stage: In this personnel management
becomes human resource management which representing a modification towards the
integration of personnel function and strategically focused on overall company's
effectiveness. HRM represents 'micro' approach such as activities, processes and
functions of human resource department whereas SHRM define 'macro' perspective like
policies and strategies.
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In this stage of HRM where, 'employees' recasts as 'human resources' who are important
assets of organisation. Airdri employee's knowledge, aptitudes, skills and future potential helps
in business activities. Human resource planning, effective attraction, job design, retention
techniques, safety systems etc. are company's personnel management strategies that assist in
assuring their individual and group contributions to the achievement of company's goals. For
building previous developments, Airdri integrate personnel management and HRM into a
coordinated approach to the management of organisation's employees. This is the origin of
SHRM i.e. strategic human resource management in the company. It use various strategies and
policies for improving employees performance by increasing their confidence that help in
organisational success.
 SHRM (Strategic Human Resource Management) into present and future: In this stage
practice of attracting, developing, retaining and rewarding individuals for the benefit of
both employees and organisation as a whole. Airdri presently focus on recruiting the best
employees and provides them benefits, compensation, training and development in order
to achieve success. Now, SHRM takes these responsibilities one step forward by aligning
individuals with the objectives of other departments and overall organisational goals
(Strategic human resource management, 2018).
Airdri presently using latest method of recruitment and selection i.e. HR manager
shortlist students from online recruitments sites then conduct interview of individuals through
video conferencing. Shortlisted students are called for Group discussion and written test. After
successful completion of both round desirable students were selected. By this method company
hrm definition by authors get talented employees which helps in achieving objectives on time.
Company also use advance technology for training and development of employees. Manager
always focus on updating employees with updated technology used in production activities.
Training and development not only include technical but company also focus on soft skills,
quality, team, legal managerial, hrm definition by authors safety training in order to overall
development of organisation. Company use various methods of appraisal like performance and
potential appraisal for motivating their employees. It also provide safety & health, welfare and
Grievance handling facilities to individuals. Airdri also appoint a counsellor for counselling it's
employees performance (Jackson, Schuler and Jiang, 2014).
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Role of HRM Director
Human resource director is a member of top level management, who is responsible for
the administration of all human resource policies and activities. The director supervise human
resource functions such as compensation, staffing, benefits, affirmative action, health & safety,
employees relations, training & development. They also oversee professional human resource
staff. The director is accountable for smooth and profitable operations of organisation's HR
department. Director of Airdri monitor various managers like personnel manager, HRD manager,
administration manager etc. who manage different departments that comes under human resource
management (Bratton and Gold, 2017).
Some more role of Airdri's HRM directors are mentioned below:
 To act as an internal change consultant and agent.
 Assist in development of organisation through the knowledge of corporate culture,
policies and plans.
 Director initiate change in company's environment and behave as an expert and
facilitator.
 To maintain communication lines open between individual, group and HRD function
within and outside the company.
 Director identify and implement HRD strategies with overall organisation strategies.
 Provide coordination between and support services for the implementation of human
resources development program.
 To diagnose issues and determine appropriate solutions specifically in the human
resource department.
 Director evaluate the influence of human resource development intervention so as to
identify, test or develop how HRD improved individual and organisational performance.
 Director actively involved in company's strategy formulation.
 Try and relate individual and work in order to achieve organisational objectives
effectively and efficiently.
 Director also maintain work culture in way to provide healthy and safe work environment
to all employees of organisation (Budhwar and Debrah, 2013).
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Major activities that the HRM department will be responsible for and the reasons for doing them
HRM department of an organisation is related with the personnel management. In the
case of Airdri Limited, human resource manager of this company is responsible for looking after
all the activities which are related with human assets and personnel management. An effective
HR team or department is responsible for numerous activities and dome of them are discussed
below:
Recruiting and hiring – This activity is considered as the most important function
performed by HRM department of an organisation. According to this activity, HR manager plays
the role of recruiter and defines the vacant position which are needed to be filled by appropriate
candidates. These function implies various responsibilities on HRM department. For example,
This department of Airdri is responsible for screening of all the applicants, interviewing all
candidates in order to select the perfect employees and providing them all necessary information
about the company and job profile (Briscoe, Tarique and Schuler, 2012).
Employee development – The another responsibility of HRM is to make efforts for
overall development of employees. This responsibility includes continuous efforts and processes.
HR manager of Airdri Limited help employees to set and achieve their goals which can help
them in developing their individual careers. Job satisfaction is the most significant activity which
is included in the responsibility of employee development.
Internal communication – This process is included in second dimension of HRM
department's responsibilities as this process is concerned with welfare of organisation and
internal relationships. By using this process, HR manager of Airdri is fulfilling its responsibility
of creating a link of communication in company. Internal communication can include various
activities such as producing magazines or newsletters filled with events, opportunities and useful
informations. This communication also includes link between superiors and subordinates in order
to provide an understanding.
Protection – This activity is the most important responsibility of HRM department as it
is related with protection of employees working in an organisation. In order to ensure protection
of employees, HR department is responsible to comply and fulfil all needed health and
workplace standards. For example: Airdri is a hand dryer manufacturers, HRM department of
this company is responsible to fulfil all necessary standards which are needed at a workplace of
electronics productions. There are several standards present which are developed and enforced
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by regulators and governmental authorities. These standards and guidelines are the responsibility
of HR manager to comply and provide training to subordinates on appropriate workplace
behaviour. HRM department is responsible to protect its employees from discrimination,
harassment and unfair practices.
Benefits and compensation – According to this activity, HRM department is responsible
to provide appropriate and suitable compensation to employees of an organisation.
Responsibilities of benefits and compensations are few continuous activities which are the main
focus of HR manager. Airdri is a developing company and its human resources department plays
the key role in analysing a company's pay scale, track industry trends for compensation and
benefits (Brewster and Hegewisch, 2017).
The above said activities are responsibilities of HRM department which are needed to
fulfilled for certain reasons. These reasons are concerned with improving growth and
development of an organisation and improving job satisfaction of employees. Few of the reasons
of above activities are mentioned below:
Improving efficiency of organisation – In order to bring efficiency in the operations of
an organisation like Airdri, it is important for employees for that company to work effectively. A
company can improve their activities if their employees are skilled and motivated enough to
contribute towards organisation goals. The above responsibilities and activities such as benefits
and compensation motivate employees from which efficiency of an organisation can be
improved.
Attaining satisfaction of employees – This is the most important reason of performing
above activities and fulfilling the responsibilities by HRM department of an organisation.
Employees of Airdri are needed to attain job satisfaction so that they can contribute towards
organisation. Above activities such as employee development and protection will help HR
manager to this company to satisfy their employees.
From above responsibilities and reasons for fulfilling those responsibilities, it can be said
that Human resource management department of Airdri Limited is fulfilling its responsibilities
efficiently (Jiang and et. al., 2012).
CONCLUSION
In this project report, meaning of human resource management in context to company is
defined. Recent history of development with significant major concept of HRM is explained
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under various stages. Role of human resource management director are also mentioned. At last
major activities which HRM department will be responsible and their reasons are described in
this report.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55(6). pp.1264-1294.
Budhwar, P. S. and Debrah, Y. A. Eds., 2013. Human resource management in developing
countries. Routledge.
Jackson, S. E. and et. al., 2014. An aspirational framework for strategic human resource
management. The Academy of Management Annals. 8(1). pp.1-56.
Online
Strategic human resource management. 2018. [Online]. Available through:
<https://study.com/academy/lesson/strategic-human-resource-management-definition-
importance.html>
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