Human Resource Management Literature Review

This assignment requires a thorough review and analysis of academic publications related to various aspects of human resource management (HRM). The provided list of references encompasses diverse subfields within HRM, including strategic HRM in service contexts, public health leadership, assessment as learning, employee engagement, performance management, international HRM, and global leadership. Students are expected to synthesize information from these sources to demonstrate their understanding of key concepts, trends, and debates within the field of HRM.

Working with and Leading
People

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Selecting and recruiting new member...................................................................................3
1.2 Impact of legal, regulatory and ethical considerations..........................................................4
1.3 Taking part in the selection process.......................................................................................5
1.4 Own contribution in the selection process.............................................................................5
TASK 2............................................................................................................................................6
Enclosed in ppt.............................................................................................................................6
2.1 Skills and attributes needed for leadership............................................................................6
2.2 Difference between leadership and management..................................................................7
2.3 Leadership styles in different situations................................................................................7
2.4 Ways to motivate staff...........................................................................................................8
TASK 3............................................................................................................................................8
3.1.Importance of team work.......................................................................................................8
3.2. Working in an team as a leader and member........................................................................9
3.3.Effectiveness of the team in achieving the goals ................................................................10
TASK 4..........................................................................................................................................10
4.1Factors which are been involved in the planning and monitoring........................................10
4.2Plan and deliver the needs of the assessment of developing customers service...................11
4.3Success of the performance assessment process...................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
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INTRODUCTION
The working of an organisation which has different types of teams and functioning
department is entirely dependent on the type of leader and manager they have hired. Their skills
and qualities are the major factors which further help in selecting the right candidates for the
organisation. British Airways is one such company which has been providing great quality
services to the consumers over a large time span. This has been possible due to the effective
leadership and great management of every operation. In this report, the basic recruitment and
selection process of hiring a cabin crew member has been depicted with job description and
person specification. Furthermore, this report shall help in understanding the skills and attributes
which are required for an effective and successful leadership. There are some basic differences
between leadership and management which have been highlighted in this report. Moreover, the
different aspects of working in a team as a member and a team leader have also been depicted.
TASK 1
1.1 Selecting and recruiting new member
The British Airways aims to hire a new employee at the position of cabin crew member.
Following is the job analysis, job description and person specification for this particular job.
Job Analysis:
The air cabin crew is a position in which the person has to make all the efforts for making
flying experience of a person delightful and pleasant. There cannot be any sort of compromise
in the services provided by the company through this member to the customer.
Job Specification and Person Specification
Responsibilities:
 Attending clients and briefing them about the journey.
 The cabin crew has to conduct different operations which are considered as pre-flight
operations.
 Greeting and welcoming passengers. Serving meals and providing necessary refreshments.
Salary: £20,000 is the base salary for those who hold experience and is negotiable.
£15,000 is the base salary for those who do not hold experience.
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Working Hours: The cabin crew has to be present on the flight at any instance. Hence, the
working hours are flexible and can change according to flight timings and need of staff
members. Individuals will be working in particular shifts which are rotational over different
time periods.
Qualifications: Atleast Graduate with a degree in Hospitality and management.
Expectations from employee: To be cooperative and supportive for the organisation. The
candidate must be willing to work at any time of the day or night irrespective of their previous
duties. Great dedication and efforts are timely rewarded with incentives and appraisals.
Skills: Excellent communication skills, body language must be perfect and positive attitude
towards job.
Work Experience: Freshers and experience holders both can apply.
1.2 Impact of legal, regulatory and ethical considerations
There are certain legal and regulatory frameworks devised by the government for making
the recruitment and selection process in every company irrespective of their functioning type
very smooth and ethical (Catano, 2013). It is important for the organisations to follow these code
of conduct so that any sort of legal allegations and complications are not faced in the near future.
The impact of such kind of policies and laws is that candidates are not misguided or exploited for
the personal benefit of the companies in which they have applied for a job. Furthermore, there
has to be certain amount of discipline and a common format when considering recruitment
procedure (CHUANG and Liao, 2010).
British Airways can experience serious trouble and difficulties if it doesn't follow or obey
the regulatory frameworks. Legislations like Health and Safety at Workplace, Employee
legislations, Equality at workplace, etc. have been devised so that discriminatory practises in
terms of race, caste, creed, sacred objects, gender or any other factor doesn't take place (Dann,
2012). There has to be an equal parameter which is based completely on skills and knowledge.
Apart from creating a disciplinary procedure, the monitoring which is acquired from these
legislations and legal laws helps in prohibiting the unethical practises which often lead to biased
recruitments. For instance, a person wants to hire his relative for a particular position in British
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Airways despite of the fact that he is not capable. In this situation, the regulatory frameworks and
ethical considerations help in stopping this person from providing reference (Gropu, 2013).
1.3 Taking part in the selection process
The recruitment and selection process is very crucial operation which involves hiring the
right candidate for the company. British Airways has acquired a brand reputation in the airline
industry with its exemplary services and great products (Dessler, 2016). Customer satisfaction is
reached when they are happy with the type of work which is being provided to them in the form
of services. Hence, it is highly important to recruit and select the candidate that has desired skills
and knowledge with respect to the job (Gruman, and Saks, 2011). While taking part in the
selection process, I had to go through a lot of CVs. There were large number of candidates that
had applied for the job and are willing to participate in the organisation as a cabin crew member.
The Human resource department holds the responsibility of hiring the right candidate
without getting influenced by references or the powerful authorities of the company. The
interviews have to be designed in such a way that actual qualities of the candidate are tested and
examined (Guest, 2011). Furthermore, there is a need for evaluating and checking the
background of applicants when filtering the application forms. It helps in getting rid of the non-
deserving candidates and company doesn't suffer any kind of losses.
1.4 Own contribution in the selection process
I being the part of the human resource management had to look after the job design and
the effective execution of the entire recruitment and selection process. It is important to
understand that recruitment and selection are the foundational processes which further define the
future of the company. It is my responsibility to help British Airways in selecting the right
candidate irrespective of any sort of discrimination or unethical practises. I participated in the
filtration process in which different applications were screened and then their background check
was performed. The eligible and suitable candidates were called for the interview. It was a three
tier process and every skill i.e. social, technical and managerial attributes were tested (Harzing,
and Pinnington, 2010).
Out of 50 applicants, 35 were selected for the position of cabin crew. There were some of
them who had a sort of reference and influence of powerful authorities. But no such application
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was entertained and the company developed its recruitment and selection process according to
the legal rights and ethical considerations.
TASK 2
Enclosed in ppt.
British Airways
 The company was founded in 1974.
 One of the largest airline company in UK according to fleet size.
 Has large scale operations in different regions and sectors.
2.1 Skills and attributes needed for leadership
Leadership is the most important attribute which is responsible for successful functioning
of a company. Leadership is like the guiding light which helps in providing the right path to all
the activities of the company.
Following skills and attributes are important for effective leadership:
Innovation: The ability to think beyond limits and out of the box is innovation. The
organisation has to gain innovative ideas and strategies so that competition can be handled
effectively.
Vision: Without appropriate vision, performing any sort of activity or operation is like
throwing the pebble without any aim. The end result of such an approach is always failure. When
the company shall have a vision and aim to work upon then productivity is increased. Leaders
are the persons who provide vision and aim to the company and its people.
Quick decision making: During critical situations or any instance, it is important for the
leader to have the ability to make quick decisions. Long hours of analysis and thinking cannot be
provided for just one situation. Hence, leadership will be functional and effective only if there is
quick decision making with appropriate or correct approach.
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Problem solving skills: Problems or crisis can occur at any point of time. Any sort of
changes in the internal or external environment of the company can result in a problematic
situation. Hence, the leadership has to be efficient enough in overcoming the losses and deriving
perfect solutions for the problems. If provided solution is not effective then respective back up
plan must be with the leader.
Communication skills: The effective transfer of respective message and getting
appropriate feedback is a perfect communication process. Leaders have to communicate the
vision, goals and objectives of company to the followers and other individuals so that
organisational activities are aligned completely with these attributes.
Confidence:Confidence helps in implementing the strategy correctly and boosts morale
and motivation levels of followers.
2.2 Difference between leadership and management
 Leadership and management are two different aspects but equally important for an
organisation.
 The leaders have followers while managers have subordinates.
 Leadership is much more collaborative while management is more instructive.
 British Airways has to have both of them at different levels for sustaining competition.
 Leadership has a vision and purpose for functioning while management involves follow
up of instructions and works to meet daily goals and objectives.
 Management helps in arranging the day to day activities while leadership is to look after
the complete operations of the company.
 Managers have to ability to make people focus and work while leaders inspire and
encourage individuals to develop a feeling of consideration and thoughtfulness for the
organisation.
2.3 Leadership styles in different situations
The different types of leadership styles are as follows:
 Autocratic
 Bureaucratic
 Democratic
 Transformational
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 Transactional
In a situation when quick decisions have to be taken without considering any sort of
suggestions or ideas from the employees then autocratic leadership style is dominant. However,
democratic leadership styles are more effective when large amount of participation is involved.
Transactional leadership is completely based on the vision and aim of the leader.
2.4 Ways to motivate staff
Staff motivation is an important aspect which helps in improving the productivity and
efficiency of the organisation. The leaders and human resource management has to make efforts
for applying strategies that help in building employee motivation.
Several ways have been depicted as follows:
 Incentives and rewards for extra efforts made by the airline crew can be a technique for
increasing motivation and boosting morale of employees.
 Appreciation when provided by the leader whenever a staff member has achieved a target
is also a way of improving staff motivation.
TASK 3
3.1.Importance of team work.
In all firm no work can be processed by an individual. all the employees of the
organization has to the work in an team so that they can be able to achieve their goals and
objectives and it will help in the improvement of the company also. so the team work is very
important in the organization specially in the service sector. and the service sector depends on
the satisfaction of the customer and that is depended on the team work of the organization
(Hendry, 2012). some of the benefits of the team work in an organization are:
Increase in efficiency: the team work helps in increasing the efficiency of the peoples in the
team. they can be able to focus on the task which is been given to them. from this the time also
reduce to do the task given to them because if some amount of people will do one task then it can
be finished faster than the individual person will do, and the task will also be done in an better
way(Mendenhall., 2012).
Build trust: if the workers are been merged in an team then they can be able to build trust
among themselves, so that if any of the individual does not able to do than any other from the
team can take that persons responsibility also.
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Leads to innovation: if there are many people working together then there will be many
number of ideas will generate for one problems, so it is better to have the innovations to be done
for everything it is good having the brainstorming every day. it helps to make better decisions for
the problems occurs (iang, Lepak, and Baer, 2012).
Improve the services: the service sector provides the services to the customers so it is
better to have the team work in an firm so it can improve it service. from this the customer
satisfaction will be increased. by this the team member also will make good relation between
them and it will provide the best services to the customers also.
Feeling of accomplished: if the any of the person do the thing alone will not be able to
finish and it can't be able to do that much good as an team together can do, they can be all
together win or accomplish something big(Bush, T and Middlewood, D., 2013).
3.2. Working in an team as a leader and member.
Leader is that person who has the responsibility to make the environment in the team. and
that will be depended on the method which the leader uses (Kaushal, 2010). as I am an leader of
an team so I would be using the participative and the transformational styles, as the company
has facing many of the issues so I would firstly try to solve that problem and make the team to
work in that section so that that can be improved. if there is any problem related to any of the
section the problem as to be identify then it as to be made an proper plan to solve it so it can be
fixed and no customers then has to face that problems(Savikko., et,al., 2010). as the changing
needs and wants of the customers the services also should be provided in the manner or the way
in which the customer wants then they can become more satisfied by the services which are
provided by the organization. has the needs are increasing the customers want to get each and
every things in an one destination so I would like to make available some the services more
which are been needed by the customer. in the other part I will involve the other style of the
leadership is the participative leadership. I will try to make as much as separate departments in
the organization like the different department for the HR teams, marketing teams and the
financial teams and the technical teams differently and the each and every team will have the
leader of their team and all the individuals will have the specific role and responsibilities which
they have to fulfill. all of the members will be given the freedom to think about the new or
innovative ideas(Czabanowska., et,al., 2014). I will conduct and meeting in 2-3 days in every
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month so that I can get to know about the problems, ideas, or any suggestion the employees need
to tell or give so that if there is any issues coming in anything would made be clear and the new
ideas should be implemented if it is been agreed by everyone.
3.3.Effectiveness of the team in achieving the goals
To have effectiveness in team it is very necessary because it will help the entire team and
the organization to achieve the goals and the objectives of the company. some of the ways to
achieve the effectiveness are:
Clarify the goals and the objectives to everyone: it is important to know the goals and objectives
of the organization so that all the teams and the their members would be know about their duties
and the responsibilities so that they can be able to do their part of responsibilities. so that they
can be able to do their task without any problem and the confusion.
Interaction with the client: The each and every member is connected to the customers and they
has to interact with them so that they can know about the customer's needs so that they can make
changes according their needs and it is good to know about the customers and satisfy them
because they are working for the customers only(Gwyer.,2010).
Find out the ways to resolve the issues: it is comma to have the conflicts among the team in
which there are more the two people working together but it is the responsibility of the team
leader to solve the issues and he has to take an fair decisions.
TASK 4
4.1Factors which are been involved in the planning and monitoring.
In all organization nit is necessary to monitor and make sure of the performance which
the employees use to do in every time (Kehoe and Wright, 2013). to monitor the performance of
the employees then the performance appraisal program should be conducted from this the
monitoring also be done and the employees also get motivate and do their work more
properly(Mendenhall., 2012).. some of the benefits of monitoring the performance are as
follows:
By doing the performance appraisal system it can be get to know that what are the goals and the
objectives of the each individuals, the roles and the responsibility are been divided to each of the
employees in the starting of the appraisal period, and the employees and as well as their
managers should make plan to what will be the roles and responsibilities for the next time.
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While doing the performance monitoring program it can be identified that who all are doing the
or giving the best performance and who are giving low performance so then they will be getting
the proper development training to get develop the performance.
if the monitoring performance will be held in an continues manner then the employees also get
the motivation all time to do their work properly.
If I would make an planning assessments of the employees then I would take care of some the
things which are described below:
Feasibility: the goals and objective which are been planned to achieve should be achievable.
Organization structure: all the things are been planned according to the organizational structure
and the performance structure is also planned according to the organizational structure(Bush, T
and Middlewood, D., 2013).
Goals and objectives of the organization: as according to the goals and the objectives of the
organization the goals and objectives are been given to individuals according to their skills and
they have to achieve their individual goals it will make benefit for the employees as well as the
employers.
Measurable: there should be an proper grading or the measurable system so that the goals and the
objectives of the individuals should be measured and the goals will get the value and
performance can be measured as which is low and high performance.
4.2Plan and deliver the needs of the assessment of developing customers service.
The assistant which are working as to provide the customer an services they have to
continuously take the personal development programs to work effectively. the HR manager has
to make the plans for his own personal development needs for the services(Savikko., et,al.,
2010). some of the developing and monitoring the performance in customers service assistant:
Setting the goals for the upcoming cycle: the first step is to make and set the goals of the service
assistant in the upcoming months and years.
Setting performance measures: all the services after evaluated should be measured so that the
performance should be measured according to that.
Setting of guidelines for the feedback: in the organization there are some rules and regulations so
it should be rated and given to all as they requires.
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Set an evolution schedule: there should be an schedule which is been set so that they can be
having the proper meeting in between the employees and the managers should be done so that
they can be able to tell the things which are been done in the past time and so that they can get to
know that how the employees are working.
Training for developing personal skills: in this process the training and the developing periods
are been done to motivate the employees and to make them to know about some the basic things
which can be beneficial for them and the organization too.
4.3Success of the performance assessment process.
The performance assessment is the most useful and the successful to achieve the goals
and the objectives of the individuals working in the organization and to the organization itself.
this is been beneficial to organization because all the process of the organization has to be
organized. by this the employees will get to know the roles and responsibility and the goals and
objective. they know what to do and what basic things are been evaluated at the end of doing the
performance. as the goals of the employees should be marked together has to be done properly
and then I will also do some of the things. the individuals of the firm will give the appraisal
system. the work which is been given to the people is then been measured to make the things
easy. from this they had been get to know about the issues they u are having so it is good to
motivate them(Stubbs., et,al ., 2014). it is important to make the performance assessment process
so that the employees will get the work and if office area is been selected or not. this can make
the employees to make his performance good and the customers also get much more satisfaction
from their work or services provided to them.
CONCLUSION
From the above mentioned report it is been concluded that the there should be and proper
planning in the organization to make the things go on smoothly and the employees can be able
to work properly. and the another main and important thing in the organization is to form a team
of few members in it so that individuals can be able to achieve goals and objectives easily
because of forming the team all the individuals can be able to build trust on them so that they can
be able to do the things properly. there should be an approach which should be used in an
organization to achieve is to make performance appraisal cycle which will motivate the
employees to do work and it can be make the measurement that who is giving the best
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performance in the organization and who all needed help in developing, so these all things
should be applied and organization to achieve the goals and objectives easily and properly and
can be able to make the customers become satisfy with the services which the organization is
giving, and it will help in competition with the competitors.
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REFERENCES
Books and journals
Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and
innovation. 39(4).
Bush, T and Middlewood, D., 2013. Leading and managing people in education. Sage.
Catano, M. V., 2013. Recruitment and Selection in Canada.4th ed. Cengage Learning
publication.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Czabanowska, K., et,al., 2014. Public health in the 21st century: working differently means
leading and learning differently. The European Journal of Public Health. 24(6). pp.1047-
1052.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Dessler, G., 2016. Human resource management. Prentice Hall.
Gropu, B., 2013. Mandated Benefits. Aspen Publication.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Gwyer, R., 2010. Leading in difficult times: what can we learn from the literature?. New review
of information networking. 15(1). pp.4-15.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55(6). pp.1264-1294.
Kaushal, Gr., 2010. Case Study Solutions - Human Resource Development. Macmillan.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of Management. 39(2). pp.366-
391.
Mendenhall, M.E., 2012. Global leadership: Research. practice. and development. Routledge.
Savikko, N., et,al., 2010. Psychosocial group rehabilitation for lonely older people: favourable
processes and mediating factors of the intervention leading to alleviated
loneliness. International journal of older people nursing. 5(1). pp.16-24.
Stubbs, B., et,al ., 2014. Meeting the drastic physical health disparity in people with
schizophrenia: a leading role for all physiotherapists
(editorial). Physiotherapy. 100(3).pp.185-186.
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