Human Resource Management: A Comprehensive Guide to HRM Practices and Their Impact on Organizational Success

This report delves into the multifaceted world of Human Resource Management (HRM), exploring its purpose, functions, and practices within the context of a modern organization. It examines the strengths and weaknesses of different recruitment and selection approaches, analyzes the importance of employee relations in influencing HRM decision-making, and critically evaluates the impact of employment legislation on HRM practices. Through specific examples and case studies, the report highlights the crucial role of HRM in fostering a positive work environment, enhancing employee performance, and ultimately driving organizational success.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENT
INTRODUCTION................................................................................................................................1
TASK 1................................................................................................................................................2
P1: Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organization....................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.......6
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives............................................................................................................................................8
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.....8
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples..........................................................................................9
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee....................................................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity................................................................................................................................12
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context.....................................................................................13
D2 Critically evaluates HRM practices and application within an organizational context, using a
range of specific examples................................................................................................................14
TASK 2..............................................................................................................................................15
P5 Analyze the importance of employee relations in respect to influencing HRM decision-making.
...........................................................................................................................................................15

P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making...............................................................................................................................................16
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context..............................................................18
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
...........................................................................................................................................................18
M5 Provide a rationale for the application of specific HRM practices in a work-related context.. .21
D3 critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context..................................................................22
CONCLUSION..................................................................................................................................24
REFERENCES...................................................................................................................................25

LIST OF FIGURES
Figure 1: Classification of HRM functions.....................................................................................3
Figure 2: Major HRM functions......................................................................................................3
Figure 3: Steps followed during HRM decision making...............................................................14

LIST OF TABLES
Table 1: Table Representing the Strengths and Weaknesses of different Recruitment and
Selection Approaches......................................................................................................................6
Table 2: Job description.................................................................................................................18
Table 3: Model CV to communicate with HR in Titan Airways...................................................19

INTRODUCTION
In any organization, management is dependent on the available human resource. Human resource
for any organization is considered to be the key ingredient as they not only hold various level of
responsibility but also performs various tasks that are in return helpful for the organization to
achieve their goals and objectives as a whole. Purpose of HRM along with various functions
such as operative, managerial and advisory are studied in this report. All the functions are being
performed planned and are implemented by the human resources deployed in the organization.
Strengths and weaknesses of different approaches to recruitment and selection are being
discussed in this report. The report also studies about benefits of different HRM practices along
with different methods. In this report, importance of employee relations with respect to
manipulating decision making of HRM is being analyzed with the help of different examples.
Major components of employment legislation and their impact on HRM decision-making is
studied in the current report. Lastly the report discusses about application of different HRM
practices over as work-related tasks using specific examples.
1

TASK 1
P1: Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organization.
Purpose of Human Resource Management
1. Staffing: One of the main responsibilities of HR of Titan airways is to hire and hold the
finest employees present.
2. Benefits management: All feature of the employee benefits management is taken care by
HR department of Titan Airways. These benefits include retirement plan, health
insurance, leaves of absences and many more.
3. Employee relation: It is the main purpose of HR manager of Titan Airways to maintain
and build healthy relations between employees and employer and employee (Armstrong
and Taylor, 2014). HR manager is responsible for activities related to hiring and firing of
an employee and they need to provide necessary information to the organizational stuff
and the management. Training and orientation are also part of HR department.
Functions of Human Resource Management
Functions of HR is to direct various activities of the management of an organization. The HRM
department of Titan Airways mainly works for gratifying the organizational objectives and to
build a proper work culture. Function of HRM can broadly classify as operational function,
managerial function and lastly advisory function.
2

(Figure 1: Classification of HRM functions)
(Source: By Author)
(Figure 2: Major HRM functions)
(Source: By Author)
3
FUNCTIONS OF HRM
OPERATIVE
FUNCTION
MANAGERI
AL
FUNCTION
ADVISORY
FUNCTION

Operative Function:
1. Training and development: It is the job the HR department to provide on job training to
all the currently recruited candidates in Titian Airways. The training and development
cell measures and monitors requirement of employees if additional skills is needed.
2. Recruitment: It is considered to be one of the most complex responsibilities for the HR
manager of Titan Airways. It includes various tasks like drawing, employing and holding
prospective of the employees (Sekaran, and Bougie, 2016).
3. Professional development: According to this function, employees of the organization
have the opportunity to grow their career, education, and skills of both ground staff and
the other working stuff.
4. Ensuring of legal compliance: These function of HR is to protect the organization. The
HR department of Titan Airways should be aware of all policies and laws for working
conditions, employment, working hours etc. for being legally active and sustaining the
organization.
5. Performance appraisal: As per the performance of the employees of Titan Airways HR
department approves appraisals. This function of the HR also elevates the organization
and employees in all areas.
Managerial function:
1. Planning and organizing: The HR according of managerial function must set
organizational goals and objectives. For Titan airways the first step of planning is to
predict job requirement and vacancies. It is the responsibility of HR to be responsive of
available vacancies, setting the job requirements and also to decide any kind of
employment resources. Organizing is one of the main managerial functions that look up
for developing and design the structure of Titan Airways.
2. Directing: Directing means that it is the job of the HR to motivate and inspire the
employees of Titan Airways to achieve the organizational goal of providing the best
customer service (Bratton and Gold, 2017).
4

Advisory functions
1. Top management Advice: In this function, the HR appointed in Titan Airways gives
advices to the departmental heads for work related policies of the organization.
2. Departmental head Advice: HR is responsible for acknowledging the top management for
procedures and policy formulating. They also discuses about the manpower appraisal for
proper human relation.
5

P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
In Titan Airways, selection and recruitment follows many of the sources on the basis of personal
specification and the job description. Some of the sources have been discussed below:
External recruitment: Recruitment in Titan Airways is done via various external sources. As per
this process, selection and recruitment of employees are through very comprehensive process
around different external sources (Board, 2017). In this process the sources taken into
consideration are campus recruitment, job advertisement over newspapers and magazines, labor
contractors, employment agencies etc.
Internal recruitment: One of the most popular types of recruitment in organization is deployment
of employee through management from the present employee within the organization. Mostly
transfer, promotion and job rotation are the main reason and type of internal recruitment.
Personal specification: According to demand of the recruiting, organization must select the
appropriate employees for required available position. While talking about Personal
specification, it includes a list regarding personal requirements of the organization that is needed
to be satisfied by the candidates in look for job opportunities. Personal specification also
comprises educational qualification required, behavioral necessity job experience of the
employee to be deployed (Rauch and Hatak, 2016).
Job description: It is considered as one of the significant task included in the process of selection.
Assessments of the candidates are done according to their capabilities and potentials of
performing a specific task according to the provided job description. It is considered to be a list
that comprises various tasks to which the employee must initiate and perform accordingly. This
process of job description is considered to be very essential for calculating weakness and
strength during the selection approach:
Strengths and Weaknesses of Recruitment and Selection Approaches
Table 1: Table Representing the Strengths and Weaknesses of different Recruitment and
Selection Approaches
6

PERSONALIZED APPROACH: It is considered to be the traditional approach of selecting employees
in an organization like Titan Airways through preferences and personal experiences
STRENGTHS WEAKNESSES
 Employee’s loyalty for the origination develops
and enhances.
 Less cost, time efficient and effort are required by
the organization.
 Healthy relationship is build between the employer
and employee.
 Confidence and trust of the employee of the
organization is created.
 Under qualified employees can get
appointed if foresightedness of employee
is lacking.
 Selection of employees can get biased.
 Less competitive organizational culture
within the employee selection (Sparrow,
et. al., 2016).
SYSTEMATIC APPROACH: Formal and structural processes followed for requiting employees in an
organization comes under this category. It a systematic approach and selection is based on finding out
the employees’ potentials though persuasive way.
STRENGTHS WEAKNESSES
 By following the approach biasness during
selection of employee can be eliminated.
 It associates with elevated time
requirement; high cost and effort made by
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 Along with proper policies the process of
recruitment becomes more efficient to employ
more talented workers in Titan Airways.
 The rate of success for selection of the appropriate
worker for the organization according this
approach (Purce, 2014).
 Various situation and techniques are assigned to
the candidates for assessing them.
management.
 It is a complex process having numerous
stages for selection.
 Because of the long management process
more people are employed for managing
them.
 It leads to an unmanageable environment
for balancing the work of administration
and also the employee in a specific time
period.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives.
Controlling and monitoring human resource is the main functions of HRM in an organization.
Their main motive is to provide organization with more goals and objective for organizational
sustainability. The main objective of HRM functions is to guarantee that organization has most
skilled and talented people within the organization. Some of the functions have been assessed
here-
1. Effective Communication: To achieve the objective of the organization proper
communication is required for conveying competencies and skills. With a proper
communication system the employees are made to understand the function and operation
from business perspective.
2. Right People for Right Job: One of the main HRM function is allocating an appropriate
candidate for a job that has interest and can perform well with respect to the skills they
poses. Right combination of work environment and job post available the talent and skills
of an employee must be considered at workplace (Brewster and Hegewisch, 2017).
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3. Balancing the Work: The HR manager works and encourages all the employees that
maintain a work life balance. It uplifts the mental strength and employees get motivated
for working hard for the organizational benefit.
Thus, HRM is capable in providing talented and skillful employees for Titan Airways so the
business can acquire more success in the upcoming years and all the organizational aims and
objective can be fulfilled.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
In any organization like Titan Airways core function is considered to be the process of selection
and recruitment. An effective selection and selection process marks the success of an
organization as the business is effective with well skilled and qualified employees.
DIFFERENT
RECRUITMENT
APPROACHES
STRENGTH WEAKNESS
In House Recruitment In house recruitment is a cost efficient
method for recruiting suitable
employees via references given of taken
from employees those who are presently
working with the organization and
filling up as kind of vacant position
(Brewster et al 2016).
The referred or chosen employee may
fail to satisfy organizational
requirement of qualification and
quality posed it may lead to
encouraging risk.
Systematic Approach This method is quite systematic and
formal for ensuring appropriate
recruitment.
Systematic approach is time
consuming process; it also takes more
human resources and is costly process
for the entire selection and recruitment
process.
9

Outsourcing Outsourcing a popular technique for
recruiting employees from other
countries and places in order to get
cheap labor cost.
Organizations have very limited or no
knowledge regarding rigid
characteristics with capability of
performance during the real job
situation.
Personalized Approach- In this type of approach, working
history and previous personal
experience are taken into consideration
before recruiting an employee.
Both time and money can easily saved
in these approach but these process is
largely partial (Phillips and Gully,
2015).
Employment Agency- It is an external method that is efficient
enough to provide the most efficient and
potential employer by a hired agency.
Constancy fee are charged by
Agencies.
D1 Critically evaluates the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.
Systematic Approach
A proper and systematic approach is being carried out by the organization for recruitment of
employees. An organization can be benefited by eliminating any kind of biasness in the process
of recruitment for Titan Airways. A candidate has to undergo various stages during the
Recruitment process that are already predefined. This selection process does not support
choosing of an individual according to their personal background. However, systematic approach
is a time consuming process, cost effectiveness is less.
In-House Recruitment
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In-House Recruitment approach is very common method of selecting and recruiting employees
for the organization. Main advantage include that the organization is free from searching outside
sources for employing candidate (Cascio, 2018). Employees are mostly recruited by the
workforce resulting in minimized training cost. Empty slot in the organization are quickly filed
using the In house approach of recruitment but may result is causing a hurdle in deploying
appropriately skilled and qualified employees. For an instance, Titan Airways must opt for
recruiting employees from training institutes hence it will have more trained and skill
professional working for the organization.
Employment Agency
Agencies are the effective mode of getting qualified employees as it categorizes their pool of
candidates based on their skills, educational background and related business sector. Biggest
strength of this approach is pool of employees with dedicated skills to that sector which makes
the organization benefited by getting focused candidates to this job. However, higher cost is a
major weakness of this approach which makes this approach less workable in diversified manner.
For example, it doesn`t go in favor of employees always where agencies provide so many
conditions and charges in getting the job of any organization like British Airways (DeVaro et al
2016).
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee.
The main aim and objective of various practices of HRM practice is to guarantee and encourage
proper management of individuals working within the organization with appropriate reward
system, efficient teamwork, motivation and decent organizational environment and culture.
Objective of any organization can be achieved effectively by developing a healthy and long term
relationship between employers and employees through various HRM practices. Different
benefits gained by an organization, employer and employees through various practices of HRM
has being effectively discussed below-
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 Enhanced performance: Managing the performance of the employees within an
organization is one of the indispensable practices of HRM for Titan Airways (Donate, et.
al., 2016). Employee’s Performance can be effectively managed and monitored though
proper and systematic assessment as per the current organizational standard. Knowing the
level of performance employees can evaluate their present status. This will result in
improving employer’s performance according to the present standard and push them as
per demand of the organization.
 Developing Relationship and Bonding: Developing and maintaining a healthy
relationship with the entire stuff member working with the organization is one of the vital
role played by HRM (Muscalu, 2015). Improving the bond between staff members helps
in maintaining and cooperates with each other and works as a team for the organization
with increased productivity. Consequently, these processes of bonding and developing
relationship among the employees to will build trust and support one another for
achieving enhanced product.
 Upgrading Training and Development: Conducting various programs for training and
developing the employees of an organization for introducing new skills and improving
the present competencies of all employees of the organization is one of the most
important practices of HRM. These practices are very much effective in improving the
standard of the organization by enhancing skills and knowledge of individuals working
for the organization. The employers get an opportunity to develop the present human
resource who with appropriate skills and techniques for enhancing the organization as a
whole.
 Proper Flexibility: In every workplace, every employee wants appreciation and wants to
work in a flexible environment. Hence, it becomes the responsibility of the HRM
department to provide flexibility and comfort at the workplace (Elliott, et. al., 2017). The
level of flexibility may differ for different organization. Flexibility is quite helpful in
motivating the employees within the organization because it delivers more choices to
select that support balancing an employee’s personal and professional life. Satisfied
employee will be more productive for the organization.
12

P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity
Main objective of any organization like Titan Airways is to achieve more profitability along with
productivity. In terms of efficiency of profit attained and productivity HRM practices of the
organization should be measured in terms of its effectiveness in increasing its productivity and
profitability. Accomplishment of all the practice of HRM indicates that it will lead to increase
productivity of the employee’s together with benefit to the organization raising their standards.
Usefulness of different HR practices is discussed below with the enhancement of productivity
and profit-
1. Training and Development: One of the most important activities that HRM perform is
managing the training and development department (Mishra and Bose, 2016). This
function of HRM in an organization helps in contributing directly to the organizational
business enhancing both profitability and productivity. In an organization, it is the
responsibility of training and development department to introduce various program to
the employees for improving their skill, knowledge and capabilities for increase their
performance for different experiences. Consequently, it will lead to increasing the
employee’s services with upgraded performance for attaining more organizational profits.
2. Setting Benchmark for performance: One of the common HRM practice is to setting
benchmark for all performed operations for an organization though a competitive
approach. The term benchmark stands for an imaginary line with respect to the
performance of the employees along for the benefit of the organization. Therefore, all the
employees within the organization are forced and encouraged to perform more than the
marked benchmark for enhancing the throughput and thus contribute to the business with
high profit generation.
3. Employee Relations: Another important HRM practice is improving and developing long
term employee relationship to gain more and more organizational profit. Virtuous
relationship between employees working within the organization supports administration
to control and overcome various complications along with enhanced performance. In the
same way, employee’s performance can be backed up their associates and colleagues
13

who guarantee more profit and organizational productivity. It will result in escalating the
employee’s productivity and output will be of higher benefits.
4. Technique of rewards and Appraisal: Apart from the other techniques offering different
rewards and appraisal according to employee’s performance is a significant Human
resource management practice. These techniques help in motivating the employees of the
organization directly though appropriate reward and appraisal. It helps upgraded
employee’s performance which in turn will improve the organizational productivity as
employee’s objectives to gain rewards increasing profitability as a whole.
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context.
In an organization like Titan Airways, all the practices of HRM are efficiently backed up using
various methods so that all the practices can be effectively applied for organizational benefit.
Various HRM practice methods are discussed below:
1.
Drawing HRM Plan: HRM plan is the most significant method for drawing the practices
of HRM within the organization. Through plans HRM practices are used for backing it
up. For an instance, in Titan Airways the HRM plan has features related to the HRM
practices that are required to perform all the activities effectively and to achieve the goal
and objective of the organization.
2.
Manpower Planning: Yet another essential process use by an organization for designing
the practices of HRM along with proper communication and information system is
manpower planning. In this method a proper and flawless plan for the action is build and
monitored for minimizing the gap between supply and demand, succession and all the
information consequent after the sequence plan is served to the program of training and
development for the organization (Marchington, et. al., 2016). E.g., In Titan Airways the
HRM practices like performance development, Training and Development are
successfully backed by using manpower planning.
3.
VMV Articulation: VMV in organization stands for Vision, Mission and Values that is
helpful in shaping all the practices for HRM. For instances, the vision of Titan Airways is
14

helpful in shaping the practices and activities of HRM to be more customer concerned
and workforce oriented.
D2 Critically evaluates HRM practices and application within an organizational context, using a
range of specific examples.
In an organization, practices of HRM are part and parcel of HRM functions. The HRM practices
as a whole influences performance of the organizational business.
Performance management comes under HRM practices which mark the introduction of an
environment having a competitive workforce. A positive and healthy competition between the
employees will result in urge to earn reward for better performance from the organization. For an
organization implementation of this kind of HRM practice will indicate that the organization is
capable of achieving the goal and objectives of business successfully. Together with this
motivated employees of Titan Airways can perform better resulting in earning profit for
themselves and the organization as a whole.
One of the most significant and prominent HRM practice of Titan Airways is Training and
development of the stuff present according to requirement of the organization. This type of HRM
practice is fundamental for an organization it helps in reflecting a positive business environment
for improving the performance entirely. Advancement of the employee’s skill is directly reliant
on this HRM practice. Therefore, training and development influences greatly in the achievement
of business objectives. For an example, Titan Airways boosts their program of training and
development by using various engagement applications.
One of the important practices that HRM perform is to provide a flexible working environment
to all the appointed employees of Titan Airways. These practices not only motivate the
employees of the organization to perform efficiently but also help in balancing the life of the
employees (Kurtz and William, 2017). Rotation of the work and hours of working are included
in the practice of Flexible working which leads to a balance and satisfied employee’s life with an
attitude to work more and perform well. For instances, Titan Airways has introduced this
practice by using an engagement app that is helpful in monitoring and managing job hours.
15

TASK 2
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.
Figure 3: Steps followed during HRM decision making
 Defining Problem: In the process of decision making by the HRM department, personal
relation with the employee high effects in the opinions made by them concerning a
significance problem report along with proving guidance for a solution accordingly. For
an instances, while in operational stage employee may face problem regarding the
working environment that can be influenced by mutual choice and decision made by the
employees.
 Identifying Factors: Decision making of HRM is generally done only by the management
at the top level in any organization. Hence, respectable relationship among employee and
employer guarantees factors of identification that a solution according to the identified
16
Defining Problem
Identifying Factors
Developing Potential Alternative
Analyze and Selecte Best Alternative
Implement the Decision
Implement the Decision

problem can be taken. In addition, good relation of the employee expresses relevance that
a joint decision for each factors will be taken.
 Developing Potential Alternative: Good employee relation encourage the management in
searching more diverse and versatile solution while developing a potential alternatives or
searching out a solution to a problem. Employees are also involved and can forward
solution accordingly.
 Analyze and Selected Best Alternative: While discussing about a problem and searching
for solution various alternatives can come across even from the perspective of the
employees. Therefore, employee’s relationship is capable of influencing the choice
selecting an alternative.
 Implement the Decision: The best alternative is the analyzed along with its efficiency in
offering a suitable solution is taken care of by HRM during implementation of any
decision. During this process, relation of employee can impaction the way the decision
will be applied together with implementation plan supporting employee’s decision
cooperatively.
 Implement the Decision: At last the chosen by the HRM must be implemented in such a
way that it can be evaluated and controlled to achieve ensures better result for the
organization in future. During the evaluation stage good employee relation confirms an
appropriate system of control along with high productivity and achieving the
organizational goal and objective.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Various external and internal factors influence the employment in Titan Airways. Different
Legislations associated with employment are significant features that effectively impact decision
making of HRM. These legislations are legal outline that are meant for guarantying equality
during the process of recruitment, providing fair work opportunities and many more for the
welfare of the employees. Main objective of employment legislation is to eliminate any kind of
partial activities happening in the core functions of the organization. And to supervise decision
17

making activity of HRM, Few of the important features of employment legislations have been
acknowledged and studied below-
 Equal Payment: The organization must have a proper payment scheme which must be
done according to the standards of performance, work responsibility and fairness must be
maintained among all employees. Decision making of HRM concerning about
employee’s payment is interrupted by Equal Pay Act 1970. According to this Act a
promising action is taken for offering a fair payment to all men and women working for
the organization.
 Sex Discrimination: One of the most common and chief complications that organization
come across with rising figure of objections filing every year is for sex discrimination. In
various workplaces female workers are discriminated mostly. Hence to overcome this
condition organization opts to apply Sex Discrimination Act 1975 so that impartiality is
maintained between all the employees irrespective of their sex. This kind of legislation
helps and directs HRM to make proper decisions related any sex discrimination within
the organization.
 Equal Opportunity: In an organization employee expect to get equal opportunity to
regardless of their caste, gender, race and ethnicity. Hence it becomes a significant
component to provide equal opportunity by proper decision making quality of HRM.
Equality Act 2010 is enacted in organization so that every employee gets the same
opportunity. This following act extremely influences the decision of HRM to assure equal
opportunity to all employees with respect to rewards, responsibility and compensation.
 Environment of the Workplace: Providing a healthy and suitable working environment
for the employee for an organization which is immense HRM decision to be taken by
Titan Airways. Health and Safety at Work Act 1974 is implemented in an organization
that helps in supervising the environment of the workplace. These kind of legislation is
immensely impacted by any kind of modification in the architectural design of the
workplace or while making any kind of decision or planning for workforce by HRM of
an organization like Titan Airways.
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 Data Protection: All kind of important data and information of the organization must be
protected from intruders. These data may include of information regarding business
operation, record of employment and various customer data. Data Protection Act 1998 is
implemented in organization like Titan Airways which influence the protection of data of
workplace and maintains proper data security.
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context.
All the HRM practices for an organization are supported effectively by both legal and legislative
frameworks. Various facets of the employee relationship are interrelated to employment
management of the organization directly impacting the decision making of HRM of Titan
Airways.
 Employment Rights: All the employees in an organization owns few privileges for
working and get benefits accordingly (Zibarras and Coan, 2015). Rights of the
Employment are maintained and monitored within an organization by Employee
relationship management that is buoyed by applying Equal Pay Act, 1970.
 Working Environment: Working environment of an organization immense worry to be
taken cared by HRM. Healthy and safe working environment enhances employee’s
performance. Health and Safety at Work Act 1974 is applied in Titan Airways that guides
to achieve a dynamic working environment for the employees.
 Gender Discrimination: Report on discrimination has been increased in past few years
although many actions have been initiated by the government and industry associations’
to deal with it. Sex discrimination act 1975 is widely applied in dealing with the
workplace discrimination issues.
 Employment Opportunity: Opportunity to be employed and working in any
organizational context equally is a big aspect. Many issues have been raised previously
accusing the inequality in the employment opportunity in the organization which is
backed by Equality Act 2010 in British Airways.
19

P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
On the basis of employee type and nature of operation the HRM practices contrast in an
organization. Correspondingly, the HRM practice implementation varies according to the work
interrelated context. Some of the HRM practice applications that Titan Airways monitored have
been evaluated below:
 Enhancing Competencies and Employees skills: One of the significant HRM practices in
an organization is frequent enhancement of Skills and developing them accordingly for
increasing the organizational productivity. For of Titan Airways, engagement app is
introduced for various purposes like for guiding the coaching conversation for employees
which implies that-Time with my Manager. The app is applied for one coaching to
another and then mentoring them accordingly (Gatewood, et. al., 2015). Employees are
now capable of understanding their influence in Titan Airways and their role in the
business as a whole.
 Employee Recruitment and Selection: Primary HRM practice includes selecting and
recruiting skilled employees for the organization according to the demand and
requirement of the job availability. Thus the application of the whole process comprises
creating a proper job advertisement, personal requirement, assessment of applicants etc.
In Titan Airways the process of recruitment and selection takes place either in regional
offices or centrally.
 Performance Management: In any organization, employees’ performance marks the
business success which can be measured effective for evaluating the growth of the
organization. The performance management plays a significant role for the betterment of
Titan Airways. In Titan Airways, performance of all the employees can be effectively
measure by employee engagement app. (Keller, 2017) And it has been found that about
88% of the employees working with the organization said that the application to be very
beneficiary in managing performance along with proper link with the manager. The app
is found to be capable of working as motivational tool.
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Table 2: Job description
Company Titan Airways
Job Type Full-Time
Areas of Expertise Management skills
Relationship management skills
Leadership to handle clients
Aware of ongoing technologies
Innovative and creative
Qualification 1+ years experiences in same field
Valid certificates in the area
Graduation from the recognized university
Other Requirements Self motivated
Excellent communication skills
Multiple skills to support business functions
Ability to play multiple roles.
Table 3: Model CV to communicate with HR in Titan Airways
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CURRICULUM VITAE
Contact Information
Name: XYZ PERSON
Address:31, Wall streat, London, UK
Mobile: [phone]
Telephone: [phone]
Email: [e-mail]
Career Objective: To make use of the skills and capabilities at a peak value to achieve personal
as well as professional goals.
Personal Information
Date of Birth: 00/00/19xx
Gender: M/F
Place of Birth: abcdefg
Marital Status: Married/Single
Spouse Name:
Citizenship: United Kingdom
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Children: Number of children
Visa Status: Applied
Employment History
Position: XYZ position
Details: (in chronical order)
Education
High School: XYZ School
University: ABC University of UK
Training: ABC Institute
Certifications: A, B,C,D
Other Skills
Awards: X, Y,Z
Publications: FGH
Books:
Professional Memberships:
Hobbies: reading, games, learning etc.
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M5 Provide a rationale for the application of specific HRM practices in a work-related context.
In an organization like Titan Airways, the practices of HRM are significant functions that the
employees of HR department perform. Implementation of the practices of HRM helps the
organization to attain sustainability of business in the present market though proper regulatory of
activities of various human resources and monitoring them to inspiration to achieve more work
productivity.
It is essential to apply a competent HRM practices in an organization, it plays an important role
for shaping the employees accordingly and to build an employee friendly environment within the
organization. An organization applies various HRM practices that successfully monitors and
guides the staff providing them with an environment that commendably helps in accomplishing
the goals and objectives of the organization and helps in gaining success. From the perspective of
Titan Airways, the practice of HRM is considered to be greatly crucial hence it is interconnected
with an assorted organizational function. Through a systematic approach, the employees for the
organization are recruited and selected from either external or internal sources. The Performance
management of the organization is performed using engagement App which is helpful in tracking
the performance of the employees that a manager is responsible for controlling their actions.
With the use of the app has minimized the efforts required for training and development of stuff
members though weekly mentoring. From a feedback process it has been found that more than
88% of the appointed employees find the app to be profitable according to the requited standard
of performance. Hence to achieve the goal and objective of the organization must implement
HRM practices are widely in Titan Airways.
D3 critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context.
In an organization, decision making by HRM can be effective if there exist an unblemished
relationship between all the employees working in a team. In Titan Airways, the relation of the
employee is interconnected with implementation of HRM practices. The assessment has been
reflected below-
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Listen: Employees of an organization share opinions and also offer different information to the
organizational customers. Listening is a very influential and powerful tool. For an instance, while
storing and ordering from customer. But for some reason the staff in the client side tends to
ignore the request. The employees of the customer site are considered to be immoral. Hence, the
organization must provide proper programs of training and development to the employees for
enhancing their skills and experience.
Talk: All the customers wish to have a recognized and formal conversation along with the
appointed employees. In any profession arrogance is never encouraged. For acquiring an
optimistic feedback graceful talk show and stuff for customer service must be motivated.
Therefore, pyramids technique is used for assessing the provided information (Taylor, 2014.).
Flawless Service: When candidates are expected to be honest to organization and they tend to
keep information only to themselves without involving any customer staff. For an instance, when
a customer books an air ticket with Titan Airways. The employees offer them with proper and
clean service to the customer that satisfies them and as a result good reviews are provided.
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CONCLUSION
In these above report, importance of HRM practices in various working environment is studied.
It will reveal the performance of the organization as a whole including their rate of business
growth. In these present report Titan Airway has been taken consideration and all the activities of
the HRM department has been evaluated. The aim and purpose along with various function of
the HR managers has been studied in these report. It has stated that HRM aspires and works for
an organization must have adequate and properly skilled staffing along with proving personal
and professional growth and guidance to all the worker of the organization for accomplishing the
aim and objectives of titan airways to give proper customer service with customer satisfaction. In
this report growth and accretion of the HRM practices and activities has been studied from the
perspective of practical and theoretical knowledge. In these report purpose and functions of
HRM has been studied. The weakness and strengths of various HRM approaches has been
evaluated in these report. Both effectiveness and benefits of different approaches of HRM has
also been enlisted in this report. The key legislations for the regulation of different HRM
practices within Titan Airways have been studied in this report.
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