Recruitment Process

This document provides an overview of the recruitment process, including the purpose and functions of HRM in workforce planning, strengths and weaknesses of different approaches of recruitment and selection, benefits of HRM practices for employers and employees, and the importance of employee relations in HRM decision making.

Recruitment Process

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Purpose and functions of HRM, applicable to workforce planning.......................................1
P2 Strengths and weaknesses of different approaches of recruitment and selection...................2
P3 Benefits of different HRM practices for employer and employees........................................3
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................5
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................6
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making...........................................................................................................................7
P7Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
P1 Purpose and functions of HRM, applicable to workforce planning
HRM: Human resource management is an approach or a process of managing people of an
organization in order to make them able to accomplish goals of company. It is a set of some
activities of functions which are being played by HR of an organization such as: hiring,
selecting, and training, motivating, retaining and firing to employees.
Purpose of HRM: One of the main purposes of human resource management is to mange
several needs or company’s employees as well as maximizing efficiency of company. In the
context of British Airways it can be said that the purpose of HRM of this company is to establish
appropriate payment employees for motivating them and retaining them (Boella and Goss-
Turner, 2019).
Functions of HRM: Human resource is one of the main and important departments of British
Airways who is responsible for its success. The reason behind it is it plays several important
functions which are:
Workforce planning: It is preliminary function played by HR in which this department
complete a process of forecasting and analysing about requirement of workforce in their
company. After making planning about demand of workforce in an organization, it also makes
sure that existing employees of company are skilled, posses’ knowledge to carry out functions of
the company or not. This planning helps it out in completing further functions of recruitment,
training and others (Lussier and Hendon, 2017).
Recruitment: After workforce planning and analysing demand of workforce in an organization
it recruit employees as per the job role and among all candidates it select the best one by linking
requirement of job roles and person specification. Recruitment and selection process plays an
important role because mistakes of this function can create several problems for British Airways.
Recruiting wrong and unskilled employees can become the reason of poor quality and image of
the company. So, it can be said that HR plays critical functions and by evaluating candidates’
skills they make this function successful.
Payment and Reward: After recruitment, HR finds requirement of motivating employees in
order to retain skilled workforce in an organization. British Airways mainly focuses on reward
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and payment for motivating employees. For making this function effective, HR identifies needs
of employees as different employees have different needs such as financial and non-financial.
After identifying needs, they provide them either bonuses, incentives or promotional
opportunities to them accordingly. It increases trust among employees and they are more likely
to retain within an organization and support them in meeting their goals.
Training and development: It is one of the other important function in which HR provide
training to all employees in order to make them aware about company’s policy, ways of
performing and strengthening their skills (DeCenzo, Robbins and Verhulst, 2016). By getting
training, employees find easier in completing their tasks without errors. It increases their
productivity.
P2 Strengths and weaknesses of different approaches of recruitment and selection
Before discussing about strengths and weaknesses of recruitment and selection it is important to
discuss about importance and different approaches of recruitment and selection. It is the
procedure of identifying needs for job of an organization and links it with skills of candidates
and selects them for that job role. There are 2 approaches of recruitment such as internal and
external.
Internal recruitment: A process of employing candidate or employee within an organization is
called internal recruitment (Engesser and et.al., 2018). There are some sources of this approach
such as:
Promotion: It refers an advancement of employees’ post in an organization. For example:
promoting an employee from business associate to senior business associate and fill vacancy
within an organization.
Transfer: It is being used when an organization has several branches as British Airways operate
in different places so, it can make an effective use of transfer. In this recruitment, employee of
one branch is being transferred to another branch if required.
Advantages and disadvantages
 It is cost effective and time saving which is main advantages of it.
 It limits creativity and innovation in an organization.
External recruitment: A process of employing people outside the company is known as
external recruitment (Ahmed and Ahmed, 2019). Some sources include:
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Advertisement: It is the traditional approach in which HR give advertisement in newspaper and
others by adding all details of required skills, designation, pay scale and others. By doing this
they get several candidates and after that by taking interview of all candidates they select the best
one.
Educational institutes: It is the modern and the mote used approach in which, HR recruit people
by meeting directly to colleges and institutions.
Advantages and disadvantages
 One of the main advantages is company can bring creativity in an organization.
 It is time consuming and expensive approach as company require invest in training and
development program as well.
Selection: A process of choosing the right and appropriate candidate who fit with all
requirements of job role is known as selection (Waffenschmidt and et.al., 2018). There are
several approaches of it such as:
Application forms: It is the traditional approach in which HR gets several application forms and
CVs of candidates. After getting all application forms, they analysis them and linking job
requirements with person specification and then taking interview they select the best candidate.
One of the benefits of this is, in this approach, HR can identify abilities by taking face to face
interviews but it is time consuming process.
Online screening: In this type, candidates sent their CVs to E-mail which is being analysed by
HR. After that Initial screening of applications is usually based on an assessment of a candidate's
experience and qualifications against the job's requirements. Advantages of this are it is time saving
process but HR can find difficulties in identifying candidates in an effective manner.
P3 Benefits of different HRM practices for employer and employees
HR practices refer some elements which allow HR to develop leadership to their staff and
making beneficial to both employers and employees. There are several HR practices which can
allow British Airways to increase their productivity, improve performance, motivating
employees, retaining them and accomplishing all pre-determined goals. So, it can be said that
HR practices do not only make beneficial to employees but also support employers such as:
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Safe working environment: It is one of the main HR practices which allow HR to increase
productivity of their as well as allow company in accomplishing their goals. When HR give an
effective and safe working environment to employees then employees feel secure to work there.
It increases their retention and motivate them. They also find easier to focus on their work which
increases their productivity (Donate, Peña and Sanchez de Pablo, 2016). When employees
increases their productivity then it directs affect overall performance of company. So, it can be
said that it is beneficial or both employees and employers.
Performance linked bonuses: It is stated that British Airways focuses on rewards and payment
to employees in order to motivate them. Providing bonuses to employees on the basis of their
performance and given targets, it can make them feel valued and motivated to retain within
company. When employees get bonuses on the basis of their performance then they put extra
efforts on performing tasks. It allows them to satisfy customers. Satisfaction of customers affect
image of the company which is beneficial for employers as well.
Training and development: It can be said that every employee has some areas in which they
lack and want to improve them in order to perform activities in an effective manner. For this
purpose or increasing skills and knowledge of employees, HR provides training to employees. It
helps them out in reducing errors and improving productivity (Chang and Chin, 2018). When
employees produce errorless work then it satisfies customers. Satisfied customers who get
qualitative services and products, they are more likely to retain with the company for the long
run which improve image of the company. So, it can be said that this HR practice also make
beneficial to both employers and employees.
Talent and career development: It is important for employees to know about their actual
position in the company as well as their performance. R of British Airways provide feedbacks to
employees and tell everything about their performance as in which area they are good and in
which they need to make improvement along with ways to improve them. This help employee
out in improving their performance and productivity as well. It also helps employers in
completing fair evaluation function and performance appraisal (Hassan, 2016). So, it can be said
that feedback plays an important role in motivating employees and supporting company to meet
their goals.
So, from the above discussed HRM practices it can be said that British Airways need to
focus on all these for taking competitive advantages.
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
As the world is going all around with developing more level of aggressive policies in perfect
manner which are essentials to have serving the guidelines with major level of HR professionals.
The HR practices are considered to best level of practices which have the processing action
that’s is working in universally manner.
Hence the strategy are subsequent of HR practice which should be aligned with organizational
strategy’s in order to work in optimum efficiency as the situation when these practices are
executed in perfected manner will be helpful in leading there superior level of performance of
the organizations by addition the sustainable level of values in achieving the respective goals of
the British airways.
So the HR practice are such as recruitment and selections if the considered to be the major
level of responsibility for the department of British airways in way to have the selective level of
hiring in order to end up with adding the specific level of vales. The firm have the trying to add
exceptional valuable person to the respective business tools.
Training and development are about the HR practices which make the clear level of
investments with appropriate training timing come within the employee budget. British airways
have the direct level of relationship for the formal training in aviation industry in order to
increase the learning. The development can be done through focusing if the level of feedback
achieved in coaching for the purpose of peer learning. this is all about the challenging
assignment around 70% as the next is 20% regarding the development relationship and the last
ones is about the learning the formal course if training.
Performance managements system have the major objectivity in order to have supporting their
efficient level of commitments for associating the differentials resources as per the priority. This
is the open level of mechanise s in term of handling the major competencies regarding the
appraisal process. Hence, this will help employee out in improving their performance and
productivity as well. Employers have been successful in fair evaluation process and performance
appraisal (Hassan, 2016). So, it can be said that feedback plays an important role in motivating
employees and supporting company to meet their goals.
In addition o that’s their assessment have the proper level of uncovering the three key candidates
characteristics which is about ability, trainability and commitments in which the company tends
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to have vigorous level of tracking the recruitment metrics which the helpful in building the key
advantage in perfect manner.
Service quality enhancement in which the department will be able in focussing the culture by
the having the reflection in the differential programmes along with programming of the different,
policy, procedure and practices in more effective way. The staff will be able to have generating
there more case level of productivity for increasing the customer satisfactions as employer will
have tracking of performances as mode of orientation to enhance the public image in more
perfect manner.
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
In an organization, the employer and employee tend to have the sharing of relationship
with the respective level of follow workers as the human being who are no machines. As every
individual. As every individual have the certain level of positive or negative relationship which
thy have thee ned to establish the proper understanding.
Importance of employer and employee relationship
This is also helpful in discussing the brilliant level of idea and involve them in certain
level of decision making of British airways management in perfect order. This is important
aspect for the employee and employer to have the friendly level of decision making with each
other with as the individuals to the several issues which cannot be cannot tasking the decision
alone with the proper guidance and advice with other. This is about the implementation the any
plans which have the pros and cons over the open forum which have the right the ever to express
there with opinion to be freely manner.
There is inclusion of the various strategies such as the-
Role of trade unions
The trade union have he help in more way of negotiating the employer on the behalf of
the member along with advocating for improvement such as the better level of working
conditions , compensation and job security. This turning out to be the work becoming the easy
which have the sharing among the all as the responsibilities which is the must divided to
accomplish the assigned the task with the stipulated time framing. This have the strong relation
by the place their employee is more the more productivity which is the more efficient by the
creating the less conflict become the loyal.
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Collective agreements
This is process of the negotiation between the employer along with group of employees
which is aimed to make the particular level of agreements in relation of regulate working
salaries, working conditions, benefits, and other aspects of workers' compensation and rights for
workers. As the healthy employee which have, the reducing the problem of the absenteeism at
the workplaces which is the sharing the warm relationship with fellow workers which is you
have the need to know. Work have become became easy by maintaining the fellow the which
work load with the turning the increase productivity and also discourages with the conflict and
fights among the individuals
Disciplines
Employee disciplines have the matter of dominances for masking the work environment
to provide the safe and pleasant in terms of both employees and management. Discipline works
as best level of foundation regarding the trust between managers and employees. With
engagement with employee relations also the discouraging the conflicts and fights among the
individuals as the trust which have the fall have been the whenever needed. The deceive different
have been acted the negotiated the packages by sharing the common goal in successful manner.
this is helpful in promoting the growth, reducing the lability risk and improving the culture as the
human resources which is need to be positioned as valuable part of the decision making.
Grievance and redundancy practices
This have bene considered as the right of the employee in terms of the concern level of
procedure along with complaints that’s is been raise by the employer which can be regrading he
working conditions , pay failure or the testament by employer. Maintaining the strong the
employer and employee relationship can be key success to have the ultimate level of success of
the organization which have result the adventurous. The strong the relationship in place their
employee will be productive in turning out the efficient by creating the less level of conflict more
level of loyal.
Hence the process of the organization which is impossible to have he without the
cooperation with efforts firm the workers which is helpful in the employee retentions which is
the cost of recruitment, hiring and training which is cutting out to be drastically. Through the
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development of executives which have the success of engagement initiatives which is keeping
the managements with the bargaining unit employee.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation have the referring the all laws related the employee and employers
which have the main aims to the right of workers and improve relationship with employers. In
the context British airways which is the aviation industry have the face the several problems by
following the all regulations. This have the follow term legislation that’s it accomplishes the
goals and solution of the solves the problems which is retailed to employees as such as the labour
turnover and other respective conflicts.
Equality act: this is the one of major laws which is helpful in protecting the employee against
any level of discriminations which is on basis of age gender and other aspects of business. The
major level of problem which is aced by employee at the workplace of British airways in
regarding the increase level of discrimination. Is the BA is having the discrimination at
workplace can have the result in the decrease level of image and increase level of turnover ratio
of the employees. So, it is important of hr department in order to have the establishing of rules
regarding company in order to make employee to have effacing of valued and motivated in equal
manner. When HR give an effective and safe working environment to employees then employees
feel secure to work there. It increases their retention and motivate them. They also find easier to
focus on their work which increases their productivity.
Employment contract act: This have been the act which is introduced by UK which is
regarding the introduction of requirement which provided the reasonable notice before the
dismissals. There is the proper obligation of BA to have the follow up of respective guideline as
this have the clear statement as the me payee have the right to make the clear level of
description. On the other hand, on the level of situation employer dismissal is there, the employer
has the pure level of obligation in order to have providence of valid and clear reason presentation
as this will be against the lawsuit.
So as discussed form the other laws, it have been followed by their safety and privacy of
consumers in term of safe working environments an privacy of data protection. It can also help
them out in increasing retention rate and loyalty among customers. It can also help them out in
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accomplishing their all goals and solving problems related to employees which may occur such
as conflicts, poor quality, poor productivity etc.
Health and safety act: As per the proper implication of this respective guidelines, the firm
including the BA have the obligational and responsibility of providing there working
environment to the worker which is specifically safe. As the employer have the belief to work in
the health, effective and safe environment which turning to be make them more level of effective
and efficient in respective marketplace. By having the properly of follow up of respective
guidelines will marks the firm have the solution of the various issues along with having the
attraction of the wider range of skilled level of workforce in peered manner.
P7Illustrate the application of HRM practices in a work-related context, using specific examples
Job description
This is about the description of the versions level of abilities, skill and knowledge which tends
to be needed in the employee for their performing the significant level of tasks by handling entire
business organizations. Hence the recruitment process of HR assistant have be advertise with
job description over particular job profile.
Job description
Profile : HR Assistant
Company: British airways
Academic Qualification: Master degree in human resource management from respective
reputation college or university.
Skill and attribute
 communication skill
 Leadership style
 Depth knowledge of policies & procedures.
 Good interpersonal skill
 Proper level of presentation skill
 Negotiation skills
 Team building
Working Experience
 At least, it have been required the time of minimum three year experience as assistant
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HR manager.
Appearances
 Smart and good walking
 Age between 24-36years.
Curriculum vitae
Professional profile:
I have the three year of experience which is about the stating the abilities in order to have the
handling the any type of business need. I am the hardworking candidates by analysing the
different business scenario. The major level of qualities has always been the supporting elements
to have the developing the growth business rate in global market.
Other experience
Worked as intern in aviation industry for 8 months
IT Skill and knowledge
 SPSS
 Digital marketing
 Microsoft office
 Excel
 PowerPoint presentation
Personal interest
 Travelling
 Newspaper reading,
 Playing games
 Listening songs
Interview Questions
 Why the company should hire you for this post?
 What are the respective roles and responsibilities of HR manager?
 Tell us about your strength and weakness as a HR manager?
 Explain the critical situation such as conflict should be handling by HR manager?
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Job offer letter
23432 Walter way
Green bally, 52542
20 may 2020
Dear john,
I am herby glad to inform you that the British airways have selected you for the position pf HR
assistant. As the team thoroughly review the significant details regarding your qualification,
skills and knowledge. I have discussed with my manager regarding this, I look forwards CV for
next level. As request you to please accept offer letter for position of HRM.
As the dicussed salary have been offered to you taksing all leel of you preferances and rnage of
benefits. Requested to complete the formality which require before starting training.
Sincerely
katy para
HR manger
British airways
CONCLUSION
From the above assignment, it can be concluded that recruitment and selection process or
function of HR played a vital role in getting skilled workforce in an organization. It allows
company to accomplish their goals with the help of employees. Further, it has shown importance
of playing all functions of HR like training and development, motivation and others. It also
allows company to retaining their employees within an organization for the long run. Work have
become became easy by maintaining the fellow the which work load with the turning the
increase productivity and also discourages with the conflict and fights among the individuals.
There is the proper obligation of BA to have the follow up of respective guideline as this have
the clear statement as the me payee have the right to make the clear level of description. By
having the properly of follow up of respective guidelines will marks the firm have the solution of
the various issues along with having the attraction of the wider range of skilled level of
workforce in peered manner.
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REFERENCES
Books and Journals:
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Engesser, S. and et.al., 2018. Internal acoustic structuring in pied babbler recruitment cries
specifies the form of recruitment. Behavioral Ecology. 29(5). pp.1021-1030.
Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Waffenschmidt, S. and et.al., 2018 Effective study selection using text mining or a single-
screening approach: a study protocol. Systematic reviews. 7(1). p.166.
Chang, E. and Chin, H., 2018. Signaling or experiencing: Commitment HRM effects on
recruitment and employees' online ratings. Journal of Business Research, 84, pp.175-
185.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-22.
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