Recruitment Process

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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