HRM Practices in the TUI Group

This assignment examines Human Resource Management (HRM) within the TUI Group, a travel and tourism company. It analyzes the strengths and weaknesses of their recruitment and selection processes, highlights the importance of employee relations, employment legislation, and explores how HRM practices are applied in the organization. The report draws on academic literature to support its findings.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain function and purpose of HRM for workforce plan and resources of an organisation
................................................................................................................................................1
P2 Explain strengths and weaknesses of recruitment and selections approaches..................3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for employees and employer.................................................5
P4 Evaluation of effectiveness of HRM practices for raising profits and productivity.........6
TASK 3............................................................................................................................................7
P5 Importance of employee relations that influence HRM decision-making........................7
P6 Key elements of employment legislation and its impact on HRM decision-making........8
TASK 4..........................................................................................................................................10
P7 Illustrate the application of HRM practices....................................................................10
CONCLUSION..............................................................................................................................11
REFRENCES.................................................................................................................................12

INTRODUCTION
Human Resource Management (HRM) has considered as the various practices including
recruitment and selections, hiring, deploying and managing people within an organisation. This
term generally described the formal system in which employees are manage in the firm. HR
manager play an important role for staffing, employee compensation and benefits as well as
design the work (Altman and Sabato, 2010). The mains objective of HRM is to increase
productivity and profits in an effective manner and manage entire workforce. This report is based
on TUI Group which is multinational travel and tourism company and situated in Hannover,
Germany. It deals in tourism sector and own travel agencies, cruise ships, airlines, hotels and
retail stores. This assignment will define purpose and function of HRM for workforce planning.
It will explain strengths and weaknesses of recruitment and selections, and benefits for employer
or employee from practices. It evaluate HRM practices for raising profits and importance of
employee relations and legislation which impact on HRM decision-making. Illustrate the
application of HRM practices will also discuss here.
TASK 1
P1 Explain function and purpose of HRM for workforce plan and resources of an organisation
Human Resource Management is the set of practices which helps in managing the people
at workforce. They perform various kinds of functions or activities such as planning, organising,
staffing, directing and controlling with an organisation. In the TUI Group, HR manager always
focus on maintaining the team and employees in appropriate manner so that number of tourists
can be attracted and also feel relax or experience from effective services.
Purpose of HRM
Human resource focus on creating effective bridge between organisational workforce and
line management. Therefore, small companies can better interact with each or every staff
member due to limited workforce, but in the case of large organisation, there are various levels
of management as well as because of multinational firm (Wilson, 2010). HR manager play vital
role in creating positive working environment and healthy relations among people. Some
purposes of HRM are as followings;
Internal Customer Management: There are several key purposes of human resource
management as they focus on increasing productivity and profitability within an organisation.
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HR manager of TUI Group also consider this for organising best tour plan or operate it in an
effective manner by serving quality of services and facilities to them (Battisti, 2011). They also
concentrate on implementing the processes and policies which are necessary in the firm
regarding attracting, recruiting, hiring and retaining best employees in the industry. Human
resource is directly linked with organisational financial performance.
Law: It is another purpose that human resource management must be required to
understand the labour relations as well as negotiation. In this included several rules, regulations
and legal legislations that how a company can hire or terminate employees as per set code of
conducts and policies. HR manager has to consider the retirement plan, benefits and conflict
resolution for creating healthy environment.
Cultural Sensitivity: The main purpose of HRM is to create and maintain good culture
with awareness in the firm. HR manager focus on requirements of multiple division of work so
they daily called upon to maintains and manage the cultural differences.
Functions of HRM
Here are main functions of human resource management which must be performed in
effective manner so that organisation can achieve its goals or objectives. HR manager of TUI
Group also perform their functions to attract more visitors and organise trip as per the customer's
demands in better ways (Perry, 2011). Functions always support in effective workforce planning
and resourcing in an organisation. Here are some major functions such as;
Recruitment and Selections: It is one of the most important functions that must be
performed in an appropriate way as HR manager conduct recruitment for finding suitable
candidates within the firm. It is the process of captivating, viewing and selecting best or qualified
person as per the job criteria. The purpose of recruitment is to attract talented and qualified
individuals towards organisation.
Orientation: It is fundamental duty of HR manager to organise orientation program so
that new employees can be adjusted with their job and working environment. In such program,
employers provide information and instructions regarding goals or objectives and how they can
achieve those all in an effective manner.
Maintain good working environment or conditions: HRM perform their moral duty that
to provide effective or good working condition to their employees so that they will work hard
and focus to attain goals or objectives in an effective way.
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Managing employee relations: HR manager always ensure about employees relations at
the workforce (Blackburn and Hart, 2013). In TUI group, every employee work within a team
that shows their relationship and teamwork for achieving predetermined goals.
Training and Development: The most effective function that HRM consider is training
and development programs for improving employees performance in the organisation as HR
manager conduct learning session and training programmes so that they can enhance employees
skills, abilities and knowledge in an appropriate manner.
Therefore, human resource management play significant role in managing employees
works with effective performance and also maintain their relationship within organisation so that
better environment can be build. There are various function and purposes that performed by the
human resource department within organisation.
P2 Explain strengths and weaknesses of recruitment and selections approaches
Recruitment and selections process is very necessary to every firm because it helps in
creating better workforce by recruiting and selecting suitable candidates for organisation. It also
reduces the costs and other major faults such as unmotivated, engaging incompetent and
uneducated employees etc. In the TUI Group, HR manager concentrate on finding best qualified
and experience person who can manage the entire tour operations and provide effective services
to the clients.
Strengths and weaknesses of recruitment and selections
Internal approaches
Strengths Weaknesses
 Internal recruitment is cheaper and less
consuming method for selecting
candidate for a specific post.
 Find an appropriate candidate for
suitable job within firm, and develop
them for performing any particular
tasks or job in effective manner.
 Hire right person who are passionate
about the work and achieve set goals or
 Internal recruitment process can be
restricted to select qualified and
experienced person as well as
innovative ideas can be narrow within
the firm.
 Management have to spend huge
amount of money and time efforts for
findings the suitable candidates within
organisation which sometimes may be
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targets (Bridge, 2012).
 Choose growth oriented people who are
always ready to enhance individual's
skills and abilities for getting success.
less effective and do not find best
candidate.
External approaches
Strengths Weaknesses
 External recruitment is very effective as
it helps in bring new ideas and
innovation due to people comes from
outside.
 Discover suitable candidates who are
flexible in doing work at different areas
within organisation and also
comfortable for performing any job or
shifts.
 Company can find more applicants
through advertising of vacant posts so
that number of candidates are to be
invited.
 Recruit person from outside sources
can also take more time and required
money for providing information about
job by using advertising or other
consultant agencies.
 In the present time, candidates are
using internet for searching jobs and
applying for same which also a weak
point of recruitment process.
 It is lengthy process and also consume
more time in recruiting and selecting
people.
Here are different approaches of recruitment and selections such as:
Job description: This is the first phase from where a systematic recruitment process
begins as in this involve whole description regarding particular job such as post of vacancy,
eligibility criteria, job task, reporting information, roles and responsibilities and pay scale etc.
interested candidates apply as per their matching profiles with job.
Skills inventories: In this consider a comprehensive list including required skills,
eligibility criteria, experience and knowledge regarding particular job (Wainwright, 2013). It is
related with job descriptions in which defined the ideal candidates for fulfilling job vacancies.
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Strategies of job posting: In this defined that human resource department make an
appropriate strategies for proper recruitment and selections procedures so that job vacancies can
be fulfilled. They provide information to the desired candidates regarding job opening in the
organisation. Manager of TUI group also consider this for appointing suitable person within the
organisation.
Multi phase recruitment: With help of this, recruiter can conduct the systematic
procedures of recruitment and selections for finding and hiring interested candidates with match
their profile with particular job. They follow different process and steps in the interview to find
the candidate at right time. In this involve various phases for recruitment such as face to face
interview, telephonic round and other examinations including written or physical tests.
TASK 2
P3 Benefits of HRM practices for employees and employer
Human resource management practices have various benefits for both employers and
employees within an organisation. In any organisation, HRM play an important role for
managing entire team workforce and build strong relations among people so that they can
accomplish set objectives (O'Neill, 2012). there are defined various benefits of HRM practices
for employers and employees such as;
Benefits for employers Focus on tasks and specific assignments: This is the major benefit for employees as they
can focus on the work completion which moved from job in effective manner. It is
beneficial for employers and organisation for achieving particular goals or objectives. Better use of working time: this is also another benefits as employer can utilise the
appropriate time for better working by HRM practices so that targets can be achieved in
limited time period. Decrease of absences and leaves: It will support in reducing the absenteeism and
chances of leaves through effective HRM practices within an organisation. Manager of
TUI group can take more advantages from practices and manage the tour operations for
providing better services and facilities to visitors.
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 Build healthy environment and flexible workplace: HRM practices are essentials in
building healthy atmosphere where employees can work effectively. It directly affects on
the collaboration and cooperation among employees so that level of productivity can be
enhanced. Employers can manage employees and teamwork with healthy environment
which is essentials in creating harmony system and strong relations within organisation.
Benefits for employees: Training and development opportunities: HRM practices provides various benefits to
the employees and one of the best opportunity is getting training and learn more about
work (Carraher, 2015). Training and development program support in enhancing
employees skills or abilities so that they can perform any task in effective manner. Realisation in new areas: Employees have opportunities for realising new areas and gain
experience from there. It is also benefit for employees to get maximum experience and
learn several things for enhancing skills and knowledge. Satisfaction of personal and cultural interest: Employees can get maximum satisfaction
regarding personal as well as cultural interest through HRM practices in an effective
manner.
 HRM Practices motivates employees: This is another benefits of human resource
management that it motivates to employees for performing its tasks and work with more
efficient manner. It is essentials in improving employees performances that facilitates in
increasing level of productivity of the organisation.
P4 Evaluation of effectiveness of HRM practices for raising profits and productivity
HRM practices are different in any organisation which have some policies and rules in an
effective manner. In the TUI group, HRM has been appropriate in order to raise organisational
profits and productivity. Company can achieved more profits and productivity by implementing
HRM practices such as;
Innovative and high performing employees: this is the effectiveness of practices as TUI
group focus on promoting innovative and creative environment for providing better facilities to
the employees and also motivate to them to achieve goals or objectives (Paridon, 2015). It will
support in increasing productivity and profitability.
Effective directions setting and execution: In this, leaders and managers play an
important role in any organisation as they take responsibility for providing directions, setting
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purposes, priorities, goals and roles of the workforce in TUI group. This company focus on
recruiting appropriate leaders and managers for getting profits and increase productivity.
Team and individual goals with effective communication: TUI group and its human
resource management support in setting and attaining individual as well as team goals in an
appropriate manner. HRM also provide effective mode of communication to the employees for
avoiding such gaps.
Updating employees skills to maintain productivity: in the present scenario, there are
lots competition in travel and tourism sector. Therefore, TUI group required to make changes
within the organisation for surviving from different competitors in an effective manner
(Gronum, 2012). They set employees current skills and update it in continually basis.
Rewards and drive performance: It is another benefit for employees that organisation
provide rewards and extra benefits to employees so that they can work or perform any task with
more seriously.
Hence, it can be analysed that HRM practices has vital role in raising profitability and
productivity of the organisation so that they can get success with more effective manner.
Employees and employers have several benefits which they can gain through effective human
resource practices such as creating innovative ideas, concentration towards goals achievements,
and create healthy environment that directly impact on increasing productivity.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
Employees relations play an important role in working within a team in an effective
manner. In TUI group, every individual share better relationship because human are not machine
so it helps in feeling them important and comfortable within an organisation. It is an essential
that support in motivating employees and encourage them to within a team so that common goals
or objectives can be achieved. Here are some importance of employee relations such as;
Work will become easy by sharing among: Positive relation support in reducing work
load as employees can do work by sharing it in easy way so that targets can be achieved
(Verreynne, 2012). It also help in increasing productivity and profitability by building healthy
relations among people.
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Resolve conflicts and barriers among workers: healthy relation always support in
reducing chances of conflicts and resolve it in effective manner so that employees can work in a
team and collaborate with each other. It will assist in better performance and achieve
predetermined goals or objectives in an effective manner.
Loyalty of the employees: Pleasant and positive environment always leads to bring
productivity and profitability within the firm. It will create loyalty of employees and also
motivate them to achieve set targets of the TUI group.
Ensuring equality by communicating effectively: In this defined that effective
communication system always help in resolving conflicts and barriers by providing proper
information about company. TUI company ensure that there are no any discrimination regarding
employees as equality must be there. In returns, workers will feel more motivated for performing
any task so that they can achieved goals or targets.
Employees performance: Employees relations play crucial role increasing level of
performance by performing entire tasks and work with better ways. TUI group has opportunity to
enhance the performance of employability by encouraging them so they consider the better
relationship, interaction and build strong networks with them.
Productivity level: It is required to make better relations with staff members and build
strong team who can perform any specific tasks in perfect manner. Therefore, manager of TUI
group consider the employees relationship and maker decisions to formulate effective team to
achieve set targets. It is essentials in enhancing productivity and profitability in better manner.
Good working environment: It is beneficial in creating healthy environment and make
good working climate which feels employees very comfortable and they can work with effective
manner. TUI group can organise various tours and trips with the help of getting ideas from
employees and get their participation in making decisions. It also support in making good
relationship with management and employees so that company can achieve long term profits.
P6 Key elements of employment legislation and its impact on HRM decision-making
In any successful organisation, there must be follow certain rules and employment
legislation at the workforce. Like other famous organisations, TUI group also requires to focus n
various rules and legal legislation that can impact on the HRM decision making in the firm.
Therefore, they maintain and manage the employment legislation while recruiting or hiring new
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candidates within an organisation. There are some major elements of employment legislation as
as followings;
Defining position: in the process of recruitment, company required to defined and
describe the employees position and their details in the firm (Herbane, 2010). It also elaborate
employees roles and responsibilities in the TUI group for the making decision regarding human
resource management.
Proper compensation: Company has to requires for defining their compensation for
workers while recruiting any candidate. It must be required for providing employees wage and
salary as per their works and working hours. After all these agreements on everything,
organisation identifies and select suitable candidates for effective working.
Ensuring equality: This is an important element in which organisation generally ensure
about equality within the company in different perspective while recruiting and hirings person
(Malhotra, 2010). There should not be any discrimination among employees regarding wages,
sex, gender, working hours and health facilities etc. as the act has formulated about this so
employees have rights to ask for legislative help for fulfilling their demands and needs. HRM of
the TUI group can influence the employees in positive ways in case of ensuring regarding
equality in any perspective.
Time of work: Employees must be required to be aware of working time within an
organisation (Southern, 2011). In this included daily and weekly working hour for performing
any tasks or work. It depends on them that they want to do overtime or not but they have to get
proper compensation on the behalf of their work for overtime. It is the moral duty of manager or
supervisor to allow employees leave on any specific occasions. It is an essential for taking any
decisions in human resource management regarding organisation.
Minimum payment: The government of UK has formulated the act for minimum wages
in which company required to set payments structure as per the legal regulation. TUI group also
required to consider the government rules and policies regarding minimum payments so that
employees can get fair amounts of rewards or compensation. In the procedure of recruitment and
selections, company have to disclose the pay rolls which are being paid to the new candidates.
Job contracts: In this, company come under a contracts with employees for the purpose
of performing some specific task within time period. Employees also agreed mutually regarding
project and the pay structure so that particular tasks can be achieved. There is necessary to
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follow entire rules, regulation and policies while accepting agreements so this also affects on the
human resource decisions.
Therefore, legal actions must be considered by TUI group during recruitment and
selections procedures. It is helpful in impacting positively on HRM decision making for
successful organisation.
TASK 4
P7 Illustrate the application of HRM practices
The practices of human resource management generally defines as the HR personnel
which have abilities for developing the people and traits in leadership in an appropriate manner.
In this consider various activities such bas training and development programmes, motivation,
divisions of work, functions and performance appraisal (Temponi, 2010). In TUI Group, there
are various HRM practices which support in managing the business operations and activities as
well as put workers in suitable sections.
Here are some HR practices and application such as;
Career management: Every employees or workers have their own dreams and desired
towards their future which motivate to them for doing any work and job and achieve set goals or
targets in effective manner. In travel and tourism sector, employees can make their career by
discovering best places and operate tour so that number of visitors can be attracted. Manager
have to consider this as they requires to develop individual and make their career for future.
Training and learning sessions: It is an essential for improving employees performance
and also influence on HRM decision-making regarding employees retentions (Rae, 2010).
Manager of TUI group conduct training and learning session for employees to enhance their
skills and abilities for performing task or job.
Rewards and compensation: It is also one of the best scheme that provide motivation to
employees and also encourage them to perform well in an effective manner. Every employees or
people wants to get rewards in exchange of their work so, it is fundamental duty of organisation
to provide proper rewards and extra benefits to workers for their task achievements. If company
not provide then it will impact negatively on the HRM decision-making and also employees will
not works.
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Recruitment: It is a important process that must be conduct in an effective manner. HRM
decision-making have positive impact on this as recruiters find suitable candidates from
recruitment process (Schaper, 2014). Their main objective is to hire best qualified person by
analysing skills and knowledge of candidates.
Invitation letter
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HR executive
TUI Group invites you for best opportunity to work with our group. Our tourism company
headquartered in Hanover, Germany is the largest travel and tourism company and owns
travel agencies, hotels, hotels, cruise ships, and retail stores.
TUI Group is looking for an HR executive with great enthusiasm and dedication for their
job. You will be responsible for recruiting and hiring the best of talent and well qualified
staff and other job responsibility will be as follows:
Conducting interviews and making necessary arrangements for it.
Induction and orientation.
Designing HR policies.
Workforce management.
Designing compensation packages
Maintenance of employment record
Research various destinations over place price and customers and Designing tour packages.
Designing customized tour packages
Requirements:
 Degree in hospitality, travel, tourism, business or relevant field.
 The candidate must be well-qualified and experienced of minimum 2 years in HR
field.
 The candidates from same background are preferred.
 Excellent knowledge of travelling software. (computer reservation system, e-travel
etc)
 Proficiency in English; and knowledge of other language will be considered as an
advantage.
 Ability to present, communicate, multitasking and one can also handle crises.
Interested candidate can apply directly on the company website before
September 20th, 2018.
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Other Details:
Department: Human Resource
Industry: travel/tourism
Skills: HR operations
Recruiter Details:
Company Name: TUI Group
Company Details: TUI Group Pvt Ltd.
Website: www.tuigroup.com
contact us:
Sample of Email
To
Cc
Bcc
Subject
Dear XYZ,
As a result of your application for the position of HR Executive, I would like to invite
you to attend an interview on 22nd September 2018, at 10 am at our office in
Hanover, Germany. You will have an interview with the department manager. Please
bring all your necessary documents to the interview. If the date and time is
inconvenient please contact me by phone [phone]) or email ([e-mail]) to
arrange another appointment for you.
We look forward to seeing you.
Regards-
ABC
CONCLUSION
From the above report, it has been summarised that human resource management play
vital role in managing people at the workplace. They perform various duties and functions such
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as recruiting, hiring, staffing, directing, training and developing individuals for achieving
particular goals or objectives in an effective manner. This report was based on TUI group which
deals in travel and tourism industry. HRM has various purpose and functions within an
organisation. In this defined strengths and weaknesses of recruitment and selections procedures.
It also discussed various importance of employee relations, employment legislation and
application of HRM practices.
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REFRENCES
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perspective of small‐business owners. Corporate Social Responsibility and
Environmental Management. 18(3). pp.172-185.
Blackburn, R.A., Hart, M. and Wainwright, T., 2013. Small business performance: business,
strategy and owner-manager characteristics. Journal of small business and enterprise
development. 20(1).pp.8-27.
Bridge, S. and O'Neill, K., 2012. Understanding enterprise: entrepreneurship and small business.
Palgrave Macmillan.
Carraher, S.M. and Paridon, T.J., 2015. Entrepreneurship journal rankings across the discipline.
Journal of Small Business Strategy. 19(2).pp.89-98.
Gronum, S., Verreynne, M.L. and Kastelle, T., 2012. The role of networks in small and medium‐
sized enterprise innovation and firm performance. Journal of Small Business
Management. 50(2).pp.257-282.
Herbane, B., 2010. Small business research: Time for a crisis-based view. International Small
Business Journal.28(1).pp.43-64.
Malhotra, R. and Temponi, C., 2010. Critical decisions for ERP integration: Small business
issues. International Journal of Information Management. 30(1).pp.28-37.
Rae, D., 2010. Universities and enterprise education: responding to the challenges of the new
era. Journal of Small Business and Enterprise Development. 17(4).pp.591-606.
Schaper, M.T., and et. Al 2014. Entrepreneurship and small business.
Southern, A. ed., 2011. Enterprise, deprivation and social exclusion: The role of small business
in addressing social and economic inequalities (Vol. 2). Routledge.
Storey, D.J., 2016. Understanding the small business sector. Routledge.
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