Human Resource Management at Aer Lingus

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Explore the critical role of HRM at Aer Lingus, analyzing workforce planning, recruitment, employee relations, and the impact of HR practices on profitability and productivity.

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HUMAN
RESOURCE
MANAGEMEN
T
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Table of Contents
INTRODUCTION................................................................................................................................3
OVERVIEW OF THE COMPANY.........................................................................................................4
LO1...................................................................................................................................................5
P1 PURPOSE AND FUNCTIONS OF HRM APPLICABLE TO WORKFORCE PLANNING AND
RESOURCES IN AER LINGUS.........................................................................................................5
P2 STRENGTHS AND WEAKNESS OF VARIOUS APPROACHES TO RECRUITMENT AND
SELECTION....................................................................................................................................7
LO2...................................................................................................................................................9
P3 BENEFITS OF DIFFERENT HRM PRACTICES ON THE MANAGEMENT AND EMPLOYEES OF AIR
LINGUS.........................................................................................................................................9
P4 EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN AER LINGUS IN RAISING PROFITS AND
PRODUCTIVITY...........................................................................................................................10
LO3.................................................................................................................................................12
P5 IMPORTANCE OF EMPLOYEES RELATIONS IN AER LINGUS WITH RESPECT TO INFLUENCING
HRM DECISION MAKING............................................................................................................12
P6 KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS ON HRM
DECISION MAKING IN AER LINGUS............................................................................................14
LO4.................................................................................................................................................16
P7 APPLICATION OF HRM PRACTICES IN WORK RELATED CONTEXT........................................16
1. JOB SPECIFICATION.....................................................................................................16
JOB PORTFOLIO AT AER LINGUS................................................................................................17
2. CV OF THE CANDIDATE.......................................................................................................18
3. INTERVIEW NOTES..............................................................................................................19
4. JOB OFFER TO SELECTED CANDIDATE................................................................................20
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5. AN EVALUATION OF THE PROCESS AND THE RATIONALE FOR CONDUCTING APPROPRIATE
HR PRACTICES............................................................................................................................22
CONCLUSION.................................................................................................................................23
REFERENCES...................................................................................................................................24
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INTRODUCTION
Human resource department plays a crucial role in the growth and development of any
company. HRM performs all the activities in an organization like selection and hiring,
management, appropriate allocation etc. that leads an organization to success. It manages all
the key roles in an organization that reduces chances of conflicts, or any issues that may arise
within in an organization which results in effective working of the organization. This assignment
will critically evaluate all the activities of HRM within an organization and the key
responsibilities of HR manager that binds all the functional departments within the
organization.
The organization chosen for this assignment is Aer Lingus which is an airline company in
Ireland, UK. Aer Lingus is the second largest company in Ireland that provides airline services
and was initially established by the government of Ireland and later was privatized International
Airlines Group. The HRM department of Aer Lingus plays a very important role in its constant
success as it looks after all the major activities of the company. This report will explain the
effectiveness of key factors of HRM in Aer Lingus along with the practices the HR manager of
Aer Lingus performs that benefits the company in terms of both profitability and productivity.
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OVERVIEW OF THE COMPANY
Aer Lingus which is an airline company in Ireland, UK. Aer Lingus is the second largest company
in Ireland that provides airline services. Aer Lingus was founded on 15th April 1936 at Ireland
UK. It was initially established by the government of Ireland and later was privatized
International Airlines Group between the year 2006 to 2015, which owned the company
completely. The headquarters of Aer Lingus is situated in Dublin Airport, Ireland and the
company mainly focuses on cities like Cork, Belfast-City and Shannon. Aer Lingus generated
revenue of 1,766 million in the year 2016 and the net income of the company was founded
about 205.5 million in the year 2016 (O’Connell and Connolly, 2016).
Figure 1: LOGO OF AER LINGUS
{Source: http://customerservicecontactnumbers.co.uk/aer-lingus/}
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LO1
P1 PURPOSE AND FUNCTIONS OF HRM APPLICABLE TO WORKFORCE
PLANNING AND RESOURCES IN AER LINGUS
There is wide range of purposes and scope of HRM in Aer Lingus that the HR manager of the
company has to perform these scope are encouraging the employees, recruitment and hiring,
managing human resources, relation within the same industry, providing salary, manpower
planning, training and development, employees relation, appreciation on good performance
and understanding the view of employees (Fay, et al. 2015).
FIGURE 2: SCOPE OF HRM
{Source: http://ispatguru.com/wp-content/uploads/2014/03/HRM.jpg}
PURPOSE AND FUNCTIONS OF HRM IN AER LINGUS ARE AS FOLLOWING:
HUMAN RESOURCE PLANNING: It is the process that helps Aer Lingus to calculate the
vacancy of jobs in several departments and helps the company to understand that
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whether the employees in a company are more than they need or less than the
requirement.
JOB ANALYSIS DESIGN: The HRM in Aer Lingus helps to analyze the job profile needed
for the vacant seats in the company and provides a detailed description of every job in
Aer Lingus.
RECRUITMENT AND HIRING: Depending on the information about the employee
requirement based on job analysis the HRM department of Aer Lingus makes various
advertisements and spread them through several media like social media, print media
etc. and all this comes under recruitment (Azeem, et al. 2016). After the recruitment
process, several candidates apply the HRM department conducts a proper interview
and chooses the appropriate employee and hires them and this process comes under
selection or hiring.
TRAINING AND DEVELOPMENT: The selected employees in Aer Lingus are provided
with the various training session which helps employees in performing in the best way
they can. Aer Lingus spends a lot amount in these training and development programs.
PERFORMANCE APPRAISAL: The HRM department in Aer Lingus provides performance
appraisal on timely bases after evaluating the performance of the employees. These
appraisals are based on the growth in employee’s performance and depending on the
growth the HRM department of Aer Lingus provides bonuses, incentives, holiday trips
etc. to their employees so as to keep them motivated.
INDUSTRIAL RELATION: The most important function of the Human Resource
department in Aer Lingus is to maintain a healthy relationship with the union members.
This will help Aer Lingus to avoid the strike actions by the employees of the company
and provides the surety of efficient working in Aer Lingus.
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P2 STRENGTHS AND WEAKNESS OF VARIOUS APPROACHES TO RECRUITMENT
AND SELECTION
There are various types of recruitment and selection methods that are used by the human
resource department within the company depending upon the situation to hire new employees
for the company. The methods are dependent on either traditional method of selection or on
the modern ways by using technologies. There are mainly two types of methods that are used
by companies to find the potential and skilled employees for their company based on the job
requirement. The two approaches to recruitment and selection are internal recruitment and
external recruitment (Breaugh, 2017). Aer Lingus uses both the methods depending on the
need and situation of the company and both the methods have strengths and weakness. The
weakness and strengths of both the approaches for recruitment and selection in context with
Aer Lingus are discussed below:
INTERNAL RECRUITMENT
It is the method in which the ability of candidates is identified from within the organization.
There are both formal and informal ways that are utilized to understand the skills and
capabilities of the internal candidate that helps the HRM department to understand that the
employees within the company are capable enough to responsibly perform the new role
assigned to them or not. Aer Lingus does not give much importance to this method as there are
various departments in airlines companies which need only experts. The weakness and
strengths of internal approach in Aer Lingus are discussed below:
STRENGTHS
It reduces the cost of hiring and also takes lesser time as compared to other methods.
The Company clearly knows the capabilities and qualities of employees and also the
employees are aware properly of the working structure of the company (Bibb, 2016).
Employees are highly motivated as they get an opportunity to explore their new skills.
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WEAKNESS
Internal recruitment restricts the area for the more skilled and capable candidates.
It becomes the reason for conflict among the employees in the company as other
employees may have a negative effect of the same.
EXTERNAL RECRUITMENT
External recruitment is the process in which the candidates from outside the company are hired
by proper recruitment and selection process (Fox, 2015). Aer Lingus uses this method more
often as the airline company needs employees with expertise in their field as it is more about a
technicality in the airline's industry. The weakness and strengths of external approach in Aer
Lingus are discussed below:
STRENGTHS
It opens the gates for new and fresh ideas which may help a company to change their
perspective in working process.
People with more experience could be allowed to join the company that will result in
more productivity.
WEAKNESS
It is a time taking the approach as well as needs a big sum of money to carry out the
complete process of selection and recruitment.
Only selection method may not disclose the capabilities of the candidates which may
result in a selection of lesser deserving candidate according to the job profile.
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LO2
P3 BENEFITS OF DIFFERENT HRM PRACTICES ON THE MANAGEMENT AND
EMPLOYEES OF AIR LINGUS
There are several benefits of the HRM practices to the management and employees in Aer
Lingus that is responsible for the effective running of the company. The benefits of HRM
practices on the management are as following:
HIRING AND TRAINING
It is the most important responsibility of the HRM department and that benefits most to the
management of Aer Lingus as they prepare a proper job description and hire an appropriate
candidate that benefits the management as they have skilled employees to deal with.
CONFLICT MANAGEMENT
There are many situations when there is disagreement in employees and management the HR
acts as the mediator between both the parties and tries to resolve the problems so that the
management can maintain good relationships with the employees.
Benefits of HRM practices on the employees are as follows:
The major advantage of HRM practice is laid on the employees of the Aer Lingus such as the
encouragement that the HR department gives to the employee’s results in more loyalty by
employees towards the company and also the employees perform their work with full efforts
(Sekaran and Bougie, 2016). The employees start feeling confident after the training and
development session as their skills are enhanced and also they discover new abilities within
themselves. It improves the employee’s competencies to put best by proper training those
results in satisfaction among the employees regarding their work.
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P4 EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN AER LINGUS IN RAISING
PROFITS AND PRODUCTIVITY
It is necessary to analyze the effectiveness of different types of HRM practices in Aer Lingus so
the company can evaluate its profit rates and productivity as compared to existing position.
Various models are also used to analyze the effectiveness of HRM practices like Hamblin model
of evaluation, Warr’s Framework of evaluation etc. (Caligiuri, 2014). The effectiveness of HRM
approaches in Air Lingus is discussed below:
EFFECTIVENESS OF RESILIENT WORKING OPTION
When there is a flexible working atmosphere in the company it provides employees satisfaction
that results in an automatic rise in productivity rates. In Aer Lingus, the HR department
provides employees resilient working that makes the working atmosphere comfortable for their
employees. The flexible working style encourages the employees to perform an effective
manner and complete their work with full dedication that increases the productivity and
profitability in Aer Lingus.
EFFECTIVENESS OF TRAINING AND DEVELOPMENT APPROACHES
Training and development are one of the essential HRM practices that are provided to the
employees at Aer Lingus and there are several benefits of effective training practice in raising
profits and productivity at Aer Lingus and these methods are Fresher’s Training, soft skills
training, quality training, managerial training, team training etc. All these trainings provide
employees give them the knowledge about the work and how to practice those work effectively
in order to increase profits and productivity (Ford, 2014).
EFFECTIVENESS OF PERFORMANCE APPRAISAL AND WORKPLACE DESIGN
The Human Resource Management of Aer Lingus evaluates the performance of the employees
on timely bases and provides them rewards according to their growth in work that motivates
the employees to result in more productivity for the company that automatically results in
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more profits margins. These performance appraisal and workplace structure also improve other
actions like employees attentiveness in the company, less employee’s turnover in Aer Lingus,
employee’s satisfaction and motivation.
EFFECTIVENESS OF EMPLOYEES RETENTION
Every company wants there trained and experienced employees to retain as much as they can
in the company and so the Aer Lingus performs all the possible activities that help employees
retention so as to increase profitability and productivity of the company. Many methods are
adopted by the HRM department of Aer Lingus like healthy competition within the company
and prices like special holiday pack or bonuses in order to encourage their employees. All these
ways result in a reduction of employee’s turnover and they stay for longer time in the company
and increase the productivity and profitability of Aer Lingus.
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LO3
P5 IMPORTANCE OF EMPLOYEES RELATIONS IN AER LINGUS WITH RESPECT
TO INFLUENCING HRM DECISION MAKING
Employee relation means the way in which the staff of any company is being tackled by the
higher authorities of the company as well as by the people on the managerial level. It is the
foremost needs for any company to maintain healthy employee relation as employees are the
one who is responsible for both the rise and downfall of the company (Godard, 2014). The
human resource department of Aer Lingus has the duty to manage the employee relation at all
the levels of the company. The HR manager of Aer Lingus is the one who records all the
activities of the employees to make sure that no such activity takes place in the company that
damages the employee’s relations in any way.
Healthy employee's relation has many perks not only in terms of profits or increased
productivity but it also helps in minimizing any kind of problems between higher authorities of
a company and the employees. Employee’s relation is the main factor that may influence the
HRM decision making and there are many ways by which employee’s relation in Aer Lingus
can be improved such as:
IMPROVED COMMUNICATION CHANNEL
When there is appropriate communication channel in between the employees and the other
superior committee it minimizes the chances of issues in the company. The management of Aer
Lingus also has its doors open for their employees so that they can directly come and discuss
their problems with any level of the authority within the company. It makes the communication
even stronger and the employees start feeling comfortable in communicating with the superior
management at any point in time without any hesitation.
CREATING STRATEGIES TO IMPROVE EMPLOYEE RELATIONS
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The HRM department of the Aer Lingus keeps on making new strategies and plans so that they
could continuously improve the relation of the employees with the management such as they
conduct regular meetings and ensures that each and every employee participate equally also
HRM department takes suggestion in decision making with the employees so that they can feel
their importance in the company (Kearney and Mareschal, 2014).
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P6 KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE IMPACT IT HAS
ON HRM DECISION MAKING IN AER LINGUS
It is the duty of Human Resource department of any company to follow all the guidelines set by
the government. Industrialization affects the employment laws and it brings many changes in
any company. The HR manager of Aer Lingus along with entire HR department makes sure that
all the guidelines that are linked to the laws of UK government are accomplished and followed
by the company. The HR manager of Aer Lingus also makes sure that all the laws are adopted at
every brand of Aer Lingus in the same way under the guidelines of respective nation. Here are
some laws of employment that are followed by Aer Lingus under proper guidelines:
WORK HOUR AND MINIMUM WAGES ACT, 1938
This law should be followed by all the companies and anywhere in any part of the world as it is
for the welfare of the employees. The HR manager is the one who takes care of the salary that
is to be decided for the employees and so the manager should take care that employees are
being paid there salary at a proper time and the wages decided in the contract. There should be
clarity in the wages decided for employees there should be no hidden policies that employees
are left unaware while signing the contract (Alexander and Haley Lock, 2015). Also, no
employees should be mistreated or made to work extra hours without their permission. In case
of overtime, the HR manager should make sure that the employees are being paid accordingly
in Aer Lingus.
DISABILITY DISCRIMINATION ACT, 1995
There should be no discrimination against any employees as the UK is a big country with diverse
population and the airlines business of Aer Lingus is spread all over the world so the HR
manager of Aer Lingus should make sure that there is no discrimination with the employees on
the basis of gender, caste, color, creed, religion etc. The Aer Lingus has adopted the law of
disability discrimination act in a way that no employees are being mistreated on any such
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grounds. In case any employee is being mistreated on this basis by any member of Aer Lingus
the HR manager makes sure that the member is terminated urgently (Howlin, et al. 2014).
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LO4
P7 APPLICATION OF HRM PRACTICES IN WORK RELATED CONTEXT
The HR manager and HRM department plays an essential part in the process of recruitment and
hiring the new candidates for the company for various job profiles (Caligiuri, 2014). The HR
manager of Aer Lingus has taken a decision concerning the vacancy in the company to hire new
employees for job roles like finance manager, junior engineer, business analyst etc. and will use
the external recruitment approach. So here is the portfolio for recruiting and hiring new staff
for the job profile of junior engineer in Aer Lingus is given below:
1. JOB SPECIFICATION
By using the external recruitment approach the HRM department of Aer Lingus is searching for
the candidates for the profile of junior engineer. The role of junior engineers is crucial when it
comes to the airline industry as the junior engineer manages all the technical issues that arise in
the company in its functioning. The main role of the junior engineer is to take care of all the
technical aspects of the company and its working and analyzing the problems and solving it that
may discontinue the working. The junior engineer will follow the instructions of the head
engineers and is not allowed to function on its own without prior permission of head engineer.
Firstly all the candidates who applied for the job were selected according to their qualifications
than an interview was conducted by the HR. In this the HR manager of Aer Lingus and his few
teammates took the interview and finalized few candidates for the next test, monitoring the
knowledge and communication skills of candidates during an interview. The final candidates
were then asked to take part in group discussion round and then finally the candidates
shortlisted after GD round has to face the last stage of an interview where the head of the
engineering department of Aer Lingus along with some associated department asked few
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questions to the candidates. After all the shortlisting and discussion the most deserving
candidates were chosen by the interview team for the post of junior engineer in Aer Lingus.
JOB PORTFOLIO AT AER LINGUS
SPECIFICATION OF THE JOB Title of job: Junior Engineer
Experience required:
2-4 years
Education:
Bachelor’s degree in engineering
MBA in engineering with technical
operation
Skills and knowledge needed:
Technical knowledge
Interactive skills
Expertise in the given profile
Requirements for the job:
To improve the technical functioning of
the company for the efficient working
To follow the instructions of the head
engineer and monitor all the technical
issues and immediately report it to
head engineer for further action
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2. CV OF THE CANDIDATE
XYZ
120, West coast road
Ireland, UK
Email ID- XYZ.12@gmail.com
AIM
To work with the professed company in an alleged job role so that my abilities could be utilized
and my skills may help the company to grow.
SKILLS
Good interactive skills
Skilled in technical matters
Leadership skills
EXPERIENCE
3 years of experience as a junior engineer at BCM airlines.
1 year of experience as technical expert at British Airways.
EDUCATION
Graduation in engineering from Imperial College London with 85% scorecard and post-
graduation in engineering from University of Cambridge, the United Kingdom with 80%
scorecard.
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3. INTERVIEW NOTES
For choosing the new candidates for the job profile of junior engineer at Aer Lingus, the HR
manager along with other members of HRM department has specified some standards for the
candidates that they should stand who would be selected. These specifications are called as
interview notes. These specifications are discussed below:
Technical knowledge
Interactive skills
Expertise in the given profile
Work-oriented
Experience of minimum 2-4 years
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4. JOB OFFER TO SELECTED CANDIDATE
JOB OFFER LETTER
03 January 2018
Mr. XYZ
Ireland, United Kingdom
Dear Candidate,
Aer Lingus is happy to inform you that you are finalized for the hob profile of a ‘Junior Engineer’
in our airline's company. The company wants you also accept the offer and confirm your joining
in the company. Once the company had your acceptance, we anticipate your joining in our
headquarters in Ireland, the UK in upcoming 15 days. The first two months will be your training
period and during this training time, your salary would be 8000 GBP. After the training period,
your performance level will be the criteria that will decide your further continuation with our
company. If the job is confirmed with both the ends your salary will be increased to 9000 GBP.
We request you to report at our headquarter that is located at Dublin airport, Ireland, UK. You
are requested to confirm your joining within the 5 days with respect to this offer letter. For any
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sort of queries, you may contact us on your contact details provided on our websites or emails.
Sincerely,
POR
HR Manager
Aer Lingus
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5. AN EVALUATION OF THE PROCESS AND THE RATIONALE FOR CONDUCTING
APPROPRIATE HR PRACTICES
The HR practices have to be carried in a remarkable way. The complete approaches utilized by
the HRM department in difficult in terms of proper practices. Many times it may happen the
proper HR practices may prove to be insignificant due to the difficulties the HRM department
faces at the different stages of recruitment and selection of the deserving candidate for the
right job profile as one wrong decision of choosing inappropriate candidate may become the
reason for the failure of the whole industry. A right rationale for implementing the proper HR
practices is the appropriate selection of a deserving candidate, a well-planned interview
procedure and right staff for training and development process (Phillips and Phillips, 2016).
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CONCLUSION
This assignment concludes that there is a significant importance of the Human Resource
Department within any company. At Aer Lingus, the HR department follows all the laws and
legislation set by the government of UK. This assignment explains that the HR department of
Aer Lingus makes all the efforts in selecting the right candidate for the companies so as to meet
all the aims and objectives of the company and lead the company to success.
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REFERENCES
1) Alexander, C. and Haley Lock, A., 2015. Underwork, Work Hour Insecurity, and A
New Approach to Wage and Hour Regulation. Industrial Relations: A Journal of
Economy and Society, 54(4), pp.695-716.
2) Azeem, M.F., Azeem, M.F., Yasmin, R. and Yasmin, R., 2016. HR 2.0: linking web 2.0
and HRM functions. Journal of Organizational Change Management, 29(5), pp.686-
712.
3) Bibb, S., 2016. Strengths-based recruitment and development: a practical guide to
transforming talent management strategy for business results. Kogan Page
Publishers.
4) Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention, p.12.
5) Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM
practices designed to improve knowledge transfer within MNCs. Journal of
International Business Studies, 45(1), pp.63-72.
6) Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM
practices designed to improve knowledge transfer within MNCs. Journal of
International Business Studies, 45(1), pp.63-72.
7) Fay, D., Shipton, H., West, M.A. and Patterson, M., 2015. Teamwork and
organizational innovation: The moderating role of the HRM context. Creativity and
Innovation Management, 24(2), pp.261-277.
8) Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology
Press.
9) Fox, S., 2015. An examination of the importance of recruitment and selection in a
business; should it be considered an internal HR function or outsourced to a
specialist? (Doctoral dissertation, Dublin, National College of Ireland).
10) Godard, J., 2014. The psychologisation of employment relations?. Human Resource
Management Journal, 24(1), pp.1-18.
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11) Howlin, F., Halligan, P. and O'Toole, S., 2014. Development and implementation of a
clinical needs assessment to support nursing and midwifery students with a
disability in clinical practice: Part 1. Nurse education in practice, 14(5), pp.557-564.
12) Kearney, R.C. and Mareschal, P.M., 2014. Labor relations in the public sector. CRC
Press.
13) O’Connell, J.F. and Connolly, D., 2016. The strategic evolution of Aer Lingus from a
full-service airline to a low-cost carrier and finally positioning itself into a value
hybrid airline. Tourism Economics, p.1354816616683492.
14) Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and
measurement methods. Routledge.
15) Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building
approach. John Wiley & Sons.
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