LO1 Explain the Purpose and Scope of Human Resource Management

This report is based on "human resource management in Kingfisher". The recruitment and section process aims with the human resource department where they make the appointment of efficient staffs. We will discuss here the vital functions of HRM of the company include benefits and compensation establishing a relationship between employee and labor, human resource planning, development of the human resources, safety, and health activities. We will also discuss the competitive labor market creates a list of advantages within a business, which can better be marked as a well-organized company.

Introduction
Leadership remains the greatest strategies followed by maximum organizations.
Leadership remains one of the best strategies that get used for the management of
employees. Process of leadership also enhances assistance of employees in terms of
gaining knowledge about what they are working.
An organization success depends on their employee performances as well as
recruitment and the processes of training, which executives of human resource bring
down. The recruitment and section process aims with the human resource
department where they make appointment of efficient staffs. The competitive labour
market creates a list of advantages within a business, which can better be marked as
awell-organized company.
LO1 Explain the purpose and scope of Human Resource Management in terms
of resourcing an organisation with talent and skills appropriate to fulfil business
objectives
Definitions of HRM by Kingfisher Airlines:
Main functions performed by Kingfisher Airlines: The vital functions of HRM of the
companyinclude:
1. Benefits and Compensation
2. Establishing a relation between Employee and labor
3. Development of Human Resource
4. Human resource planning, recruitment, and selection
5. Human resource research
6. Safety and health
Activities: The activities include:
 Development of a thorough knowledge about the corporate plans, culture as
well as the Kingfisher Airline’s policies
 Acting as a consultant
 Initiate alterations and modification and play the responsibility of a facilitator
and expert
 Establishing a better communication between each individual present within
the workplace of Kingfisher Airlines
The ‘Best Fit’ approach vs. ‘Best Practice’:
Best Practice Best Fit
Best practice states that several HR Policies
will be including reward plans
It believes in reward systems which should
be aligned with that of the strategies of the
company
In this practice the HR leads to better
commitment of employees as well as high
motivation to the same
Best fit results in achievement of
competitivebenefit for the company
The hard and soft models of HRM:
Hard HRM:
Here the employees get used as resource for a trade where a strong link is identified
with that of the planning of corporate business. In this model, the HRM would

significantly be focussing on the needs of workforce and manage and recruit
professionals as per the Kingfisher Airlines need.
Figure 1: Hard HRM Model
Soft HRM:
In soft HRM all the employees receive a treatment of being one of the primary
resources of the Kingfisher Airlines and remain a source for keeping the Kingfisher
Airlines in a competitive edge. Infact they are treated as individuals and thereafter all
their requirements get planned accordingly. In this model, the HRM would
significantly be focussing on the needs of workforce as per their roles and
responsibilities with extra benefits of motivations and reward systems.
Figure 2: Soft HRM Model
Workforce planning:
Types of labour market:
Types of Firm Types of Labour Power Market
Core (Large firm with a power of
market as well as an ability to )
Independent Primary Subordinate Primary
Line/Control employees, Salaried
staff both of technical and
professional fields
Production workers who often
gets unionized by competing with
union
Periphery (Competitive yet small
firms offering an ability to make a
good plan ahead)
Craft Secondary
These are highly skilled people
who are generally unionized by
craft union
Low skill, lesser job security with
high turnover for a chance of
advancement. These are actually
dead-end jobs
PESTEL
Figure 3: PESTEL
The internal labour market: ILM, abbreviation of Internal Labour Market, is an
administrative unit within a firm where pricing and labour allocation gets governed by
administrative procedures and rules.
Analysing turnover: The ways with which employee turnover can be calculated has
been mentioned below:
Checking the records of HR for counting the total numbers
Employee turnover rates get calculated with terminated employees
The impact of legal and regulatory frameworks:
Protection of employees from unfair discrimination within their office
Protection of employee investments in their pension
An employer is needed to provide his employee a place with safer and cleaner
environment
HR will be developing policies to ensure that employees and managers are well aware
about the legal restrictions as well as conscious about the various ways of dealing
with the potential violations.

Recruitment:
Sources of recruitment: internal vs. external recruitment
Internal Recruitment External Recruitment
This takes place when the HRM team of
Kingfisher Airlines looks for hiring
employees from referrals of their existing
workforce
This takes place when HRM team of
Kingfisher Airlines is hiring from external
source such as through advertisements,
agencies etc.
Selection:
Reliability and validity as key criteria:
Reliability: Reliability can get measured by the ‘test-retest approach’, parallel or
alternate form method and split halves procedure. It actually refers to techniques of
achieving consistency with the measurement of repeated use of their key term.
Validity: Validity encompasses types like, content validity, criterion validity and
constructs validity.
Task 2 – Produce a Report
LO2 Evaluate the effectiveness of the key elements of Human Resource Management
in an organisation
Introduction
The different models of evaluation have been mentioned below:
1. Hamblin Model of Evaluation
2. Kirkpatrick’s Design of Evaluation
3. Warr’s Framework of Evaluation
4. Premil’a and Virmani Model of Evaluation
5. Peter Brameley’s Model of Evaluation
The effectiveness of the different training evaluation models:
 At Kingfisher Airlines, Accountability is assured with evaluation
 Checking the cost efficiency of training programs
 Feedback to the process of training as well as for the trainer
The effectiveness of job and work place design, and reward system: Job and
Workplace design and reward system at Kingfisher Airlines would be enhancing the
following:
 Increment in terms of productivity
 Improvement of attendance
 Employee retention gets improved
 Employee morale gets improved
The effectiveness of flexible organization and flexible working options:The newly
implemented Flexible working schedule at Kingfisher Airlines, not only strengthened
the employee commitments instead it also enhancedthem in handling situations which
might be proved unsafe for the company functionality. It actually motivated them in
working perfect with positive impact over the outcome.
Training and its needs and differentiation with development: Development and
Training remains the key factor for the best functioning of HR. Kingfisher Airlines
looks the process of training and development as one of the integral activities. Their
various forms are:
1. Induction Training
2. Training on Job Instruction
3. Refresher Training
4. Vestibule Training
5. Apprenticeship Training

In today’s world training stands as one of the important practices which assist
employees in bringing improvement to their level of competency. It increases their
efficiency with an extra advantage of increasing their effectiveness towards what they
are functioning.
Development, on the other hand, implies opportunities that get crafted for the growth
of an employee.
Job and workplace design
Reward management
Extrinsic rewards: are the tangible reward systems which managers proffer to the
employees in terms of bonuses, pay rises as well as bonuses (Crick and Spencer 2012,
p.465). Intrinsic rewards are the non-physical rewards which get proffered
emotionally towards the employees. That is, these are the praise letters or
motivational quotes received by an employee on completion of a successful project.
The link between motivational theory and reward: According to theories of
‘Content and Process’, motivation remains a procedure with which an individual’s
thinking process gets influenced and enhances them in achieving their goal more
perfectly. It can be financial and non-financial. For the former, the organization would
be making payment because of their performance whereas for the latter, non-financial,
praising enhances the employee performance. ‘Maslow’ puts a theory where
managers would be deflecting their attentiveness in offering a complementary fair
relationship with the workforce ((He et al. 2014, p.199)). ‘Herzberg’ puts forward a
theory where he mentioned a couple of needs for every employee. Such are:
1. Motivation Factor
2. Hygiene Factor
For example, Kingfisher Airlines make use of Maslow’s and Herzberg’s theory where
the former suggests that achieving one level will be motivating them in achieving the
second level. In this company rewarding remains one of the prime motivator where
each employees get reward for attaining accomplishment of their projects (Yang et
al. 2012, p.838).
The flexible organisation
The diverse types of flexibility are:
 Numerical Flexibility: It allows an organization in terms of quick response to
the environmental alterations of employed employees.
 Structural Flexibility
 Functional Flexibility: Quickly employees can get re-deployment to newer
activities and tasks.
Models of flexible organisations (e.g. Handy, Atkinson): Handy Shamrock’s
management theory states that the first leaf represents multi-skilled team consisting of
managers, technicians and professionals who would essentially be continuing the
business successfully. The second leaf is the contractual fringe since non-central
activities would get contracted to those firms such as Kingfisher Airline which
specializes in effective communication (Aniset al. 2013). The third leaf is the flexible
workforce that would be made up of seasonal, temporary and part time workers. The
figure has been provided below:
Figure 4: Handy Flexibility Model
Atkinson Flexibility Model has been shown below:

Figure 5: Atkinson Flexibility Model
Performance and reward
Performance management and methods used to monitor employee performance:
Methods used for monitoring employee performances are provided below
(Davidson et al. 2012):
1. Monitoring of employee performance
2. Asking employees about making use of tools which are meant for self-
monitoring so as to keep a track of whatever they are doing
3. Regularly checking what the employees are performing and how they are
attaining their regular task
4. Keeping an eye on what they are performing by tracking a record from their
previous performance as well as becoming aware about the various means
using which they are functioning
Types of payment and reward system
Intrinsic vs. Extrinsic Rewards: Intrinsic reward explains the satisfaction which an
employee is getting after completion of a task is termed as intrinsic reward whereas
extrinsic is the fringe, money and promotional benefits (AlBattat, 2013, p.162).
Financial vs. Non-Financial Rewards: As name implies financial reward is
rewarding with money whereas non-financial potentially are at the disposal of any
organization. Non-financial rewards infact motivates the employee in getting more
attracted towards their performance and functioning.
LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Employee relations:It is a manner with which the management interacts and
addresses each employee. Maintaining a better relationship will be reducing any kind
of workplace conflicts along with some more advantages such as raising staff morale
and increment of the entire organization productivity (He et al. 2014, p.198). At
Kingfisher, the different ways that get used for improvement of such has been
mentioned below:
 Improved Communication:Maintaining a proper hierarchy, the management
makes sure that all the employees are having access to every level so that they
can feel their priority of service as well as their importance within the
organization.
 Career Development: For decrement of employee turnover, the company
have adopted certain roles in terms of staff career development.
 Sharing of vision: For making each and every employee feel special,
importantly the company is needed to share the plan of the company with their
every staff.
Strategies for building and improving employee relations and engagement:
The strategies include:
 Using a survey that acts rightly for assessing employee engagement
 Focussing on the employee engagement at the organizational and local levels
 Selection of the right managers
 Coaching of managers and additionally holding them accountable for the
purpose of employee engagement
 Defining engagement goals in everyday terms
Employee relations and the law:
The purpose of employment law: Apparently employment law got into effect when
industrialization was spreaded all over the world. Infact, this very term bring about a
lot of change to a nation (Govaertset al. 2013, p.36).

Fair Hours and Wages:The employment law got implemented for the purpose of
correcting conditions of hours and wages of an employee. At Kingfishers a safer
working condition got implemented where each of them was provided every right in
suing the employer if any unsafe condition gets raised.
Workplace Equality:Currently the law got established to working conditions which
enables people for working in an atmosphere that does not contain any kinds of bias
within itself.
Trade unions and workplace representation:
The role of trade unions − local/national: The Trade Union typically follows
activities which include provision of services and assistance to their individual
members who are collectively bargaining for a suitable working condition with a
better option of payment for their every worker. Including such they also engage
themselves in improvement of the public services provided to them along with taking
industrial actions and political campaigning. The union members can include:
 Professional footballers
 Shop assistants
 School means staff
 Nurses
 Teaching assistant
 Bus drivers
 Apprentices
 Engineers
Notably most of the trade unions work independent with workplace representatives.
These representative offer help to the members with their diverse problems and
resolve their issues at their earliest.
The roles of Trade Unions
A significant change has been brought down to the industry that includes:
 Abolishing the process of child labour
 Minimum wage implemented nationally
 Improvement of safe working
 Improvement of the standards of living by making reduction of the total hours
in a week and encouragement of a healthier balance between work and life
 Improvement in terms of parental leaves
 Equality legislation
 Proffering minimum sickness entitlements along with lesser holidays
Also with the trade unions a lot of agreements got issued that affects every workplace
following negotiation, bargaining and consultation.
LO4 Apply Human Resource Management practices in a work-related context
Technology is not the only thing which everyone looks for. Infact it is the purpose of
attaining work as well as remain connected with the whole world. Also it will be
impacting on the recruitment of how the employers are carrying the task of
recruitment and in what ways they are finding the right squad of talent.
Social Media Recruitment: Even though it is not new that recruitment process takes
place at every organization, or it is not anything new neither to the employees or the
employers, but these are gaining more hike because of the implementation of a few
media tactics. Such includes video interviewing where the social media profile of a
candidate gets considered. This consideration is taken into account instead of making
use of the traditional ways which are now being used. One ofthe crucial means of
using social media in terms of recruitment is by making use of the referral source. An

analysis shows that almost a percentage of 30% finds an increase into the referral
candidates (Costen and Salazar, 2012).
Tracking System of the applicant: It remains one of the most helpful technological
impacts on the process of recruiting. Although the hiring managers and the recruiters
might find it as one of the most advantageous tools for making a rigorous scan to the
resumes, whereas for the job seekers it might come as one of the hurting situations as
individual resumes would never be considered here. Thus the best way to make use of
such is using it with some trained eyes since they can take a look on the resumes
which are not getting into account by this Applicant Tracking Systems (Lee 2015,
p.85).
Mobile Recruiting: A larger portion finds it as one ofthe most advantageous means
with which a better recruitment can be achieved. In a good resume, the career page is
needed to be optimized in its best ways. This will be allowing the candidate in getting
a positive response from the organization.
Career Pages and Job Boards: This is not something new in the recruitment
process. But the application of technology has brought down a lot of change with an
advancement of effective utilization of recruitment tools. The mobile recruiting states
that in a mobile, the career pages are required to get optimized. Sharing of social
media means that the messages can get accessed using mobile for example, some
people is making use of Twitter feed from their phone.
Conclusion: The report puts a draw line defining about the various terms of HRM
and its impact over a business, Kingfisher Airlines. It has taken out the various
activities of Trade Unions with their prime role in any trade. Employee Law and
Relation have been established with their best effect over any company.