Human Resource Management - Functions, Recruitment, Benefits, and Employee Relations

This report provides insights into the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices, and importance of employee relations in HRM decision making. It also includes an evaluation of the effectiveness of HRM practices in raising organizational profit and productivity, and explores different methods used in HRM practices. The report provides specific examples to support evaluation within an organizational context, with a focus on British Airways' HRM practices.

HUMAN RESOURCE
MANAGEMENT
1

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explaining the purpose & the functions of HRM that apply to the workforce planning and
resourcing a business...................................................................................................................3
M1 The function of HRM in providing talent & skills appropriately:........................................4
P2 & M2 Explanation of the strengths & weaknesses of various approaches to recruitment and
selection.......................................................................................................................................5
TASK 2............................................................................................................................................7
P3 Explaining the benefits of different HRM practices within an organization for both the
employer and employee..............................................................................................................7
P4 Evaluating the effectiveness of different HRM practices in terms of raising organisational
profit & productivity...................................................................................................................8
M3 Exploring the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context...................................................................8
TASK 3............................................................................................................................................9
P5 Analysing the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................9
P6 Identification of the key elements of employment legislation & the impact it has upon on
HRM decision making..............................................................................................................10
M4 Evaluating the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organisational context..............................10
P7 illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................11
M5 Provide a rationale for the application of specific HRM practices in a work-related context
...................................................................................................................................................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13
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3

INTRODUCTION
The concept of human resource management is referred to as the highly effective
procedure to manage the company's staff properly associated with the business. Each global
operating company operates with an experienced human resource officer who is responsible for
conducting the organizational operations properly. The present part of the report would include
the main functions as well as the purpose of the human resource department within the
boundaries of an organisation (Aboramadan, Kundi and Becker, 2021). The strengths and
weaknesses of British Airways concerned with the approaches of recruitment and selection is
mentioned. Also, the different benefits of HRM practices about employee and employer along
with a discussion upon its effectiveness are done. In the next part of the project, the report
includes analysis of employees relation that influences the decision making of HRM with
identification of certain key elements that are related with employment legislations. Lastly, it
covers the application of practices within a work applying some examples.
TASK 1
P1 Explaining the purpose & the functions of HRM that apply to the workforce planning and
resourcing a business
Human resource management is denoted as the backbone of every business company.
The function assists in companies through furnishing each resource that all are needed for the
smooth running of organizational activities. The main aim behind the hiring of a human resource
officer is that his major responsibility is to enhance the performance of businesses to achieve
their goal expectedly. There are different main functions of HRM that are highly essential to
have the effective planning of a company's workforce (Bévort and Einarsdottir, 2021).
The concept of workforce planning denotes proper planning that is being done to
determine, identify & planning the supply as well as the demand of the company's workforce. It
also focuses upon assessing the various gaps that are prevailing within the organisation as well as
analysing the interventions of talent management so that can assure the adequate placing of the
right people in the company.
Purpose of HRM
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The purpose of HRM which apply to the workforce planning at British Airways are
mentioned below:
 The major purpose of HRM is to manage the company's staff in an effective way which
ultimately contributes to the flawless operations of a company.
 The department of HRM also aims at practising effective planning that leads to the
development of strong decisions. The planning is related to the successful maintenance of
healthy employee relations as well as the successful attainment of organizational goals at
British Airways.
 The airline company British Airways, has clearly defined its tasks or the jobs which are
required to be performed at the company. This assists in the contribution of a clear vision
or the roles & responsibilities at British Airways (Cameron, 2020).
Functions of HRM
The different functions of human resource management at British Airways are listed
below:
 Recruitment & selection: Recruitment denotes the most essential task which a
department of human resource functions so to have sound personnel within the
organisation. The department performs this function to hire and place the highly
competitive applicant with a combination of efficient knowledge and the appropriate
professional skills. A company like British Airways takes assistance from their human
resource department to select the best employees for them.
 Training & Development: It is very important to train the workforce and develop their
skills effectively from time to time so that can work according to the market demand.
This function of an organisation is being done by the department of human resources to
have the higher productivity of an organisational workforce. At British Airways, the
department schedules training sessions with time to improve their skills as well as
provide the latest knowledge to each employee (Chen, Liu and Zhang, 2021).
 Maintaining workforce relationships: Developing and maintaining the proper relations
among the workforce staff of the company is extremely important to have a healthy
working condition. By focusing upon this, the department of Human Resource at British
Airways emphasis the creation of a strong bond among each employee.
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M1 The function of HRM in providing talent & skills appropriately:
Talent and skills is an important matter of concern by the HRM to have effective
performance in an organisation like British Airways. Skills assists department to treat their
workforce as the highest valuable assets to them & they feel connected with the business as well.
On the other hand, the aspect of talent is fully different from that of skills where the employees
are targeted to attain the targets successfully with higher profits. In companies like British
Airways, the highest important thing is skills that improve their market recognition & attainment
of competitive advantage for organisational sustainability as well as growth. To attain the
business objectives successfully with high efficiency it is very much necessary that employees
are highly talented and carries the essential skills with them. (Dai and et. al., 2021).
P2 & M2 Explanation of the strengths & weaknesses of various approaches to recruitment and
selection
Recruitment
The concept of recruitment denotes inviting various applications and hiring the most
deserving one to fill the organisational vacant position. The process of recruitment commences
right from the position which is not allotted to any of the employees and then followed by the
preparation of a job description as well as the selection of recruitment mode. The department of
human resources performs an important role in the process of recruitment and selection (Facer,
2021). There are two main approaches to recruitment which are mentioned below with their
strengths & weaknesses.
Approach Meaning Strength Weakness
Internal Under this, the
employees who are
hired for the vacant
position are from the
company itself. Either
an employee is
promoted or is
transferred to an
This involves less cost
& time in hiring the
talented candidate as
the employees are
internally hired. This
enhances the
motivation level of
employees through
The approach is not
the most reliable as
this does not bring the
latest talent hence
could not get new
skills.
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empty position. their promotion within
British Airways.
External Under this, the
employee is hired to
form out the company
through publishing
advertisements.
Candidates from all
over the world can
apply to match the job
profile.
This invites
applications from fresh
talent or allows the
business to acquire the
latest ideas for their
business. British
Airways has a wider
option of selecting the
best candidate.
This consumes huge
time and cost while
placing and taking an
interview of British
Airways to hire the
best candidate.
Selection
This is the most effective way of choosing the deserved candidate from various options of
eligible applicants. Under this, the recruiting team pays their emphasis upon the selection of
appropriate interviewees based on the company's requirements as well as the job profile. This is
done by British Airways in respect to extend their business performance and attain higher profits
(Hu and et. al., 2021). The different approaches to the selection method with their strengths &
weaknesses are mentioned below:
Approaches Meaning Strengths Weaknesses
Aptitude Test This is the most
common and easy way
to identify the ability
as a problem solver as
well as their
knowledge.
This furnishes the
whole thought of
knowledge & skills of
the applicants from the
test and also consumes
less time & cost.
It is hard to identify
the overall
compatibility of a
candidate from just a
test.
Personal Interview This involves a formal
set of interviews by
experienced personnel
This is a feasible
process as the
candidate is assessed
The performance of an
applicant might get
affected as a candidate
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of the organisation. In
this, the candidate's
skills or knowledge
are being identified
face to face through
asking different
questions.
personally and the
behaviour of an
applicant can be
determined through a
different form.
may get nervous when
seeing more than one
person at the interview
panel.
TASK 2
P3 Explaining the benefits of different HRM practices within an organization for both the
employer and employee
In the case of both, the employees and the employer could get benefits from utilizing the
different practices of HRM within the premise of an organisation. Thus, organisations like
British Airways can apply the distinct type of HRM practices that proves effective.
HRM Practices Advantages to Employees Advantages to Employer
Learning by training Furnishing proper
development & training to the
employees is taken as the main
function of HRM. This allows
the employee to strengthen
knowledge and skills through
which they can be able to face
challenges at any time.
Well trained staff members are
compatible to perform their
actions in a better way. This
would help the employer in
accomplishing their objectives
smoothly.
Selection and Recruitment Recruitment and selection can
benefit employees through
providing transfer or
promotion which can
encourage them to work with
more integrity and honesty.
The company can fill their
vacant positions through which
accomplishment of objectives
and generation of profits
would become easy.
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System of rewards Each employee wishes to have
rewards or promotion in their
job that keeps them motivated
towards the commitment of the
organization and enhances
their performance level
(Mahjoub and Kruyen, 2021).
Motivated staff would give
their best and high productivity
that ultimately gives rise to
higher profits for the
organisation as well as helps in
retaining employees for long.
Hence, companies like British Airways applies numerous HRM practices to furnish
various advantages to the company as well as to their employees.
P4 Evaluating the effectiveness of different HRM practices in terms of raising organisational
profit & productivity
The practices of HRM are structured in a way that helps in assisting the business to
enhance their productivity as well as profits flawlessly. The company British Airways utilizes
distinct practices of HRM that provides effectiveness to upgrade their profitability &
productivity. The following discussion justifies the evaluation of the effectiveness of various
HRM practices.
 Organizational flexibility is the most essential practice of HRM which gave rise to higher
business productivity. The employees feel comfortable within their task & act effectively
in flexible working climate The organisational human resource manager at British
Airways carries the accountability of accepting proper policies for encouraging
comfortable work culture, where staff is compatible to choose their working hours.
 Training & development sessions is also an essential consideration through which an
employee can enhance their level of performance to the heights so that the organisation
can boost their manufacturing rate & bring greater profits as well (Miranda, 2021).
 Recruitment & selection procedure assists to choose & recruit the highly deserving
candidate which is also best for the company's vacant job position with a combination of
effective skills & knowledge.
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With the assistance of the above-mentioned benefits, an organization including British
Airways utilises effective practices of HRM & which has encouraged their sales, productivity &
profitability.
M3 Exploring the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context
British Airways is an organisation that works for the success of workforce arrangement,
confidence and commitment. If the business plans to reduce their employees turnover, then they
are required to have best HRM practices. Such programs have enhanced the faithfulness &
motivation to enhance the employee's success. A few of the distinct methods that are taken into
consideration within HRM practices are mentioned below:-
 Identifying best candidate
 Structuring & putting to promotions of jobs
 Short-list & developing applications
 Meeting the best practices of an organisation.
TASK 3
P5 Analysing the importance of employee relations in respect to influencing HRM decision
making
In concern to develop a healthy professional environment within a business, staff
members are making constant efforts on the creation of healthy bonding with their co-staff
members. Good & sound relation between the employers as well as employees enhances the
wholesome performance of the business. A staff spends most of their time at the office, hence
sound relationship gives rise to a positive environment, & behaves like an essential motivational
force. Below are the few strategies that affect the decision making of HRM in context with staff
relations: Staff Engagement: Workforce engagement is related to, the energetic contribution of an
employee within decision-making & other notions of management. With the assistance of
effective interaction, British Airways motivates its staff the sharing their ideas, providing
suggestions, expressing their opinions, which results in the enhancement of employees
engagement and provides a feeling of respect (Odunayo, 2021).
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 Employees productivity: Employee productivity is directly related to the high level of
satisfaction among employees through their engagement. Developing a good relationship
at British Airways provided an insight to staff that personal needs are, & how they are
encouraged. Regular feedback & appraisal upon their task encourages them to perform
hard on the provided task within a particular time.
 Career development opportunity: Empowerment is concerned with furnishing an
employee with different skills & knowledge by training that assists them to meet future
challenges. The human resource management must emphasise this approach as a trained
staff feels highly engaged & motivated against untrained staff. Though, development or
training decisions of the human resource management could develop a positive
relationship as this ensures the growth of an employee while working at British Airways.
P6 Identification of the key elements of employment legislation & the impact it has upon on
HRM decision making
The major aim of executing employment legislation is safeguarding the staff from any
form of unethical actions all over the company. All the organisational decisions which are made
by the department should follow the laws imparted in the employment legislations. Some of the
legislation that impacts the decision making of HRM is mentioned below: The Equality Act: This Equality Act is taken as the highly essential employment
legislation where all the staff members are to be treated in a similar way & partiality or
favouritism is strictly not allowed. If any staff member is found with any form of
unethical or discrimination activity then is required to report to the manager & the
department has the major responsibility of abiding by these rules properly at British
Airways (Rahn, 2020).
 Trade unions: Trade union is created with organisational staff those have combined their
motives for achieving numerous essential goals such as enhancing organisational safety
standards, working conditions & benefits, etc. Each company like British Airways is
required to take care of their employees otherwise the business could be affected through
the monopoly of trade unions.
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M4 Evaluating the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context
Worker relations:
The key aspects of employees relation are maintenance of sound employees relations,
techniques for having as well as describing employees relations and commitment.
Worker relations and the legislations:
The key aspects of employees legislations comprise of the encouragement behind work
laws, major lawful problems & limitations such as information security, well-being & security,
etc. which has moral & social obligations (Wan and Liu, 2021).
Worker’s organizations and work environment portrayal:
The key aspects that affect the HRM decision making involve the employees work,
aggregate assertions & Control, feedbacks & complaints is the better practice, etc. has a direct
effect on the decision-making in the context of an organisation.
P7 illustrate the application of HRM practices in a work-related context, using specific examples
JOB DESCRIPTION
Job Role- Management Trainee
Reporting person: Chief management personnel
Job Summary: At British Airways, Management Trainee must possess the innovative way to
maintain healthy relations and a positive working environment. The Management Trainee
should be ready with managing the human resource & develops the HRM policies blueprint for
the company.
Responsibilities:
 To generate healthy employee relationships.
 To coordinate with the other functional departments.
 Do planning & collect employees feedback. To enhance sound coordination with various personnel and other staff.
Qualification:
 Bachelor degree with HR specialisation.
 A Master degree in HR is an additional benefit.
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PERSON SPECIFICATION
Important Skills:
 At least 2 years of expertise as a Management Trainee in an airline industry
 Sound communication skills Analytical & problem re-solving skills
Desired skills:
 knowledge about different HR software for integrating employees data and performance
 Commercially aware & financially educated
OFFER LETTER
British Airways
August 22, 2021
QWE
Dear JKL,
We are grateful & delighted to express that you are selected as a full-time Management Trainee
at British Airways as you are being fantastic in your interview & the organisation is highly
delighted to select you for this position.
As per our conversation, we hope that you will be joining the organisation as expected by
August 26, 2021. If you are interested in this role, please reply to us at this email address. Also
kindly send all your educational & experience certificates in the mail & carry the hard copies
with you for the final verification.
Regards,
HR Manager
BHO
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M5 Provide a rationale for the application of specific HRM practices in a work-related context
The implementation of HRM methods in having a parallel relation with explicit &
quantifiable organizational data. Furnishing a fundamental practice to perform with an employee
once utilizes against the requirements of their performance. Also, this would allow maintaining
healthy working culture with no confusion in roles and responsibilities. This would make clear
all the directions that an employee is required to take care of at their workplace (Yan, 2021).
CONCLUSION
From the above report, it can be concluded that organizational performance could be
developed by the application of effective HRM practices. Human resource management has
different functions & roles to perform within the work context. HR personnel performs the most
important role in hiring & recruiting the highly deserving applicant for the vacant job position.
HRM practices are developed for enhancing the productivity & up-grading the profitability of
the organisation. A business can attain its competitive advantages in the international market by
adequately applying the practices. Also, there are different internal as well as external factors
that create an impact on business & the decision-making which have been discussed above for
positive success. Eventually, an instance of an implementation of HRM practices in the
workplace context has been mentioned in the report with an adequate description of the same.
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REFERENCES
Books and Journals
Aboramadan, M., Kundi, Y.M. and Becker, A., 2021. Green human resource management in
nonprofit organizations: effects on employee green behavior and the role of perceived
green organizational support. Personnel Review.
Bévort, F. and Einarsdottir, A., 2021. Human Resource Management in the Nordic Context. The
Oxford Handbook of Contextual Approaches to Human Resource Management, p.209.
Cameron, V., 2020. The importance of staff recruitment on student
outcomes. Independence. 45(1). pp.54-55.
Chen, S., Liu, W. and Zhang, G., 2021. Can I speak up? The effect of ethical human resource
management on employee ethical voice. In Academy of Management Proceedings (Vol.
2021, No. 1, p. 10506). Briarcliff Manor, NY 10510: Academy of Management.
Dai and et. al., 2021, May. Practice Teaching Reform of Human Resource Management Major.
In 2021 2nd International Conference on Computers, Information Processing and
Advanced Education (pp. 58-62).
Facer, R.L., 2021. Developing Public Servants: International Trends in Human Resource
Management. In Handbook of Public Administration (pp. 240-248). Routledge.
Hu and et. al., 2021. The influence of human resource management systems on employee job
crafting: An integrated content and process approach. Human Resource Management
Journal.
Mahjoub, A. and Kruyen, P.M., 2021. Efficient recruitment with effective job advertisement: an
exploratory literature review and research agenda. International Journal of
Organization Theory & Behavior.
Miranda, N.K., 2021. The impact of human resource management practices on the perceived
organizational performance of managers; the mediating role of organizational culture in
selected state owned business enterprises in sri lanka.
Odunayo, H.A., 2021. Human Resource Management Practices and Small and Medium Scale
Business in Nigeria. International Journal of Business and Management Review, 9(2),
pp.63-76.
Rahn, J., 2020. Best practices for campus agency recruitment. Campus Security Report, 16(10),
pp.1-5.
Wan, W. and Liu, L., 2021. Intrapreneurship in the digital era: driven by big data and human
resource management?. Chinese Management Studies.
Yan, D., 2021, April. Research on the Curriculum Reform of Recruitment and Talent Assessment
under the Blending Learning Model. In 2021 2nd Asia-Pacific Conference on Image
Processing, Electronics and Computers (pp. 340-344).
Zhang, H., Yang, M. and Huo, B., 2021. The impact of empowerment-focused human resource
management on relationship learning and innovation. Industrial Management & Data
Systems.
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