Human Resource Management in HRM........................................................................................0 Introduction..................................................................

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Table of Contents
Introduction....................................................................................03
Discussion
Part 1
Overview of the Company....................................................................04
Human Resource Management (HRM).....................................................04
Functions of HRM...........................................................................05-06
Talent Development............................................................................06
Hard and Soft Model of HRM................................................................07
Strength Stability and Retention Leads to Productivity.................................07-08
Height of Technology in the world of HRM...............................................08
Sources of Recruitment.......................................................................08
Difference between Training and Development.........................................09-10
Reward Management........................................................................10-11
Employee Relations and Legislation.......................................................11
Grievance Management......................................................................12
Technology and Innovation.................................................................12-13
Part 2
Job Specification.............................................................................14-15
CV..............................................................................................16
Preparatory notes for interviews............................................................17
Justified decision of the candidate selected ..............................................18
Document and the complete process of recruitment ....................................19
An evaluation for conducting appropriate HR practice .................................19
Conclusion....................................................................................20
References....................................................................................21-23

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Introduction
This paper aims to discuss the importance of Human Resource Management
(HRM) in an organization. There are various industries that deal with the employee and
the HRM. Here it will be discussed on the airline industry. The role and function along
with the learning and training, employee relationship with the HRM, the field of
grievances, and the trend of technology towards betterment will hold the essence of the
discussion in this paper. It will also suggest the restructuring possibilities of the
company through HRM.
Human Resource Management (HRM) is a huge department in an organization that
plays a vital role in its success. The main resources of this department are the people
themselves. The core activity of the HRM deals with its employee. This paper will
discuss the overview of one of the airlines, namely, Qatar Airways. The function of the
HRM in association with the airline and the possibility towards restructuring the
management policies towards achieving betterment in the business outlook. The
involvement of the workers or the employees, their grievances, the HRM services and
the relation between them will form the main part of the discussion.

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Part 1
Discussion
Being a newly appointed Human Resource Manager of Qatar Airways, certain
organizational requirements seem feasible for restructuring towards betterment.
Overview of the Company
Qatar Airways is one of the World’s five-star airlines. It has global operations.
The Hub Operation is from one of the Gulf Countries, Doha, State of Qatar. Being an
aviation sector in the international wings, it has main functions including HR,
Operations, Finance, Sales, Administration, Customer Services, Flight Handling so on
and so forth. Here we will discuss the HRM department towards a certain restructuring
that seems to be worthy for the company.
Human Resource Management (HRM)
Human Resource Management is a coherent approach in a strategic way
towards effective management of people in an organization. The team of HRM helps a
business to achieve a competitive advantage. In simple words, it is managing people
(Michael 2019). HRM aim to help the business goals, however, it is also the
responsibility of the HRM to build relationships among the employees within the
organization based on loyalty, trust and openness (Armstrong and Taylor 2020).
Functions of HRM
The functions of the HRM mainly deals with Selection, Recruitment, Management
performance, Learning and Development, Compensation and Benefits, Health and
Safety, Exit terminology and its process towards attaining coherence (Mashhady et
al.2021).
Selection- This includes selecting and staffing the employees. This includes resourcing
and talent management(Taylor 2018).

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Recruitment- It involves making contracts or agreement between the employee and the
employer.
Development- It is the function of the HRM to welcome the staff on board and to train
them with the company policies. Training and development are generally followed by
feedbacks from the departments and the management (Al-Shaiba 2017).
Compensation and Benefits- Salary is accompanied by the relevant compensation
and benefits. Depending on the company standards, it is the HR who decides the
benefits for a job function.
Employment brand- It is the responsibility of the HRM to build an employment brand
through satisfaction and coherence (Edwards 2017).
Health and Safety- It is HRM that needs to implement the safety measures with
adherence to the company policies. For instance, the airline shall follow the rules of the
labour law on the physical strength like no checked-in baggage shall weigh more than
32 kg. This will lead to the safety factors of the labourers health while lifting the baggage
towards loading and offloading in the aircraft.
Economic stability- Directly or indirectly the effects of the economy of the company
depends on the HRM structure (Bratton and Gold 2017). It has a great influence on the
socio-economic part (Caputo et al .2019).
Exit Terminology and its process-The company welcome the employees with
professionalism towards motivating every staff member towards establishing their job
functions within the organization.
Talent Development
A company’s growth depends on its resources and employees are one of the
greatest resources for an organization. Qatar Airways has its talent and development
technology which helps the staff member to enrol themselves in the training and
learning skills, to update their basic details like date of joining, gender, etc. More
importantly, it allows staff to apply for leaves online which if getting approved or rejected
are displayed on the site itself. Technology has made people more independent. The
academic performance needs to be facilitated with the professional attributes towards
personnel management (Barrena-Martinez et al.2019).
Hard and Soft Model of HRM
Generally hard model means to identify and focus on the workforce including
selecting and hiring the employees. Being in the aviation sector, security measures are