HRM Practices, Employee Relations, and EasyJet Case Study Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case study of EasyJet. The report begins by outlining the core functions and purposes of HRM, specifically in the context of resourcing and workforce planning within the company. It then delves into different approaches to recruitment and selection, evaluating their strengths and weaknesses. The report further examines various HRM practices, such as training and development and performance management, detailing their benefits for both employers and employees. It assesses the effectiveness of these practices in terms of organizational productivity and profit. The report also explores employee relations, the importance of employment laws, and the application of HRM practices in a work-related context, using specific examples. The report concludes with a critical evaluation of HRM practices, emphasizing their impact on organizational performance and employee relations, providing valuable insights into effective HRM strategies.

Human Resource
Management

Contents
INTRODUCTION.......................................................................................................................................3
PART 1.......................................................................................................................................................3
P1 What are the functions and purpose of the HRM that are applicable to resourcing and workforce
planning in company...............................................................................................................................3
P2/M2/D1What are different approaches to recruitment and selection. State their strength and
weakness..................................................................................................................................................4
M1 How HRM functions provide skills and talent appropriate to fulfill the business objectives............7
P3 State different HRM practices together with their benefits for employer and employee....................7
P4 Analyze the effectiveness of different HRM practices for terms of all increasing organizational
productivity and profit.............................................................................................................................9
M3 Explain different types of HRM practices with some organisational examples...............................10
D2 Critically evaluate the HRM practices with their examples on organizational performance............11
PART 2......................................................................................................................................................11
P5 Provide the importance for all the employees relations in respect as for maintaining influencing
decision-making of HRM......................................................................................................................11
P6 Identification of the key elements of employment laws and its impact on HRM decision-making...12
M4 Evaluate all the employee relation management with all the HRM implications............................14
TASK 4.....................................................................................................................................................15
P7/M5 Illustration of the application of HRM practices in the work-related context, using particular
examples................................................................................................................................................15
D3 Critically evaluate all the HRM practices with employee relations and management......................18
CONCLUSION.........................................................................................................................................19
REFERENCES..........................................................................................................................................20

INTRODUCTION
The human resource management is referred to as the strategic approach which is used to
manage the employees in the organization so that a competitive edge can be taken in the market.
It is that practice which is aimed to enhance the productivity and performance of the workforce.
The main role of human resource department is to hire talented employee, provide them rewards,
offer sufficient training and manage their performance in order to enhance their productivity.
There are many laws being enacted in order to protect the rights of employees which not only
helps in motivating the employees but also contributes in enhancing the efficiency which can be
used to achieve the organizational objectives (Hooi, 2019).The organization chosen in this report
is EasyJet, a low cost airline that was established in the year 1995 and is headquartered in Luton.
This report is divided into two parts in which first will deal with purpose and functions of HRM,
various approaches of recruitment and selection and HRM practices with its effectiveness. The
second part will cover importance of employee relations, various employment legislations and
the application of HRM practices.
PART 1
P1 What are the functions and purpose of the HRM that are applicable to resourcing and
workforce planning in company.
The human resource management can be referred to as a process which involves
recruitment, training, compensating and planning the strategies and formulating the policies so
that the loyal employees are retained into the organization. In today's era, there has been
significant changes in the ways in which the human resource works and has provided great
amount of importance to it in the organization (Syed, and Tariq, 2018).
The workforce planning is defined as such process which involves analyzing, forecasting
and planning the workforce supply and demand, assessing any of the gaps in it and finally
determining the target employees so that the right person is hired at the right time with the
correct skill set in order to achieve the organizational objectives.
The purpose of HRM is narrated thereunder-

 The main purpose of the human resource management is to motivate the workforce so
that their performance can be enhanced and they can form efficiently for the achievement
of goals which will result in the growth and success of the organization.
 Another aim of HRM is to develop such programs for the advantage of employees so that
they are retained in the company. This will also help in attracting the talented workforce
in the organization.
 Another purpose of this is to identify the recruitment needs which includes identifying
duties and skill set required for the job and various other requirements that is related to a
job position.
The function of HRM is illustrated below-
 The foremost function of the HR manager is to attract the employees and bring out their
efficiency. It is considered as the important function because the qualified and potential
employee is being recruited which can help the organization in achieving its objective in
the proper manner (Singh, 2018).
 The HR manager has an important function that is to identify the future needs of the
organization relating to the workforce which involves the type of employee required, in
what number and etc. The planning of HR is similar to the planning of workforce as there
is adaptation of a procedure so that the staffs are recruited in an effective and systematic
manner.
 Another function of HR manager to provide training to the workforce so that their
existing skill set is improved and new knowledge is developed so that they can perform
efficiently.
P2/M2/D1What are different approaches to recruitment and selection. State their strength and
weakness.
Recruitment is a process which includes identifying, screening, attracting, short listing
and taking interview of the candidate in the organization for a specific job position. There are
many approaches to it and the HR manager of EasyJet can use the following recruitment
approaches so that the qualified and potential candidate is attracted into the workplace (Ridder,
and Baluch, 2017).
Internal approach

This includes filling job position internally by the existing employees. There are various
types of internal approaches that are narrated thereunder-
 Promotion- It is the upward movement of workforce from their present position to the
higher job position which has more responsibilities and pay scale. It is a kind of
recognition for the efficiency, talent and knowledge of the employees that is shown in the
company (da Silva, and et. al. ,2017).
Strength: This recruitment approach motivates the employees to work with their full potential as
there is recognition for their talent and knowledge in promotions.
Weakness: Sometimes, this approach may damage the confidence and moral of other workforce
as they are unable to get the promotion because of their short service in the organization.
 Transfer- This type of recruitment involves making a shift of workforce from its present
position to the other job role of the similar nature where there is no change in the rank,
salary and responsibility of the employee.
Strength: This approach may help in providing opportunity to the workforce so that they can get
the broader and wider knowledge in the organization.
Weakness: There may be a lot of adjustment and learning for the employee and the company
may have to spend a lot of funds and efforts in providing training to the employees in order to
get them prepared for the new job position.
External approach
This recruitment involves recruiting and attracting the employees from outside the
organization. Various approaches of external recruitment are narrated thereunder-
 Referrals- This approach involves recruiting the candidate which has been referred by the
existing employee of the organization (Crawshaw, and et. al., 2020).
Strength: This may help in attracting the employee which is already made familiar with the
environment of the organization so there is less probability that the new employee may face any
kind of issue because of the adjustment at the workplace.

Weakness: This approach may result in loss of talented and skillful workforce which may be
attracted by other methods like campus recruitment, etc.
 Job advertisement- It involves placing an advertisement in newspaper or other channels
where the description of the job is advertised together with the qualities and skills set
required by it so that the potential candidate can be attracted
Strength: This approach can help in finding the talented candidate in the effective and easy
manner.
Weakness: Sometimes this approach may not be favorable for the organization as the irrelevant
candidate can be attracted for the job role that is advertised. (Shahreki, 2019).
Selection
It is that process of identifying and hiring the candidates so that the vacancy in the
organization is filled. This process involves matching the requirement of company with the skills
and qualification of the candidate. EasyJet can use the following approaches to selection so that
the best candidate is hired in the organization (Ayentimi, and et. al., 2018). Various approaches
to it are illustrated below-
 Personality test- This includes measuring the characteristics and features of personality
of the person which relates to future performance of job role. It usually involves taking
the test of candidate in relation to its personality so that its inner qualities and strength are
identified.
Strength: It helps in hiring the employee on the basis of its personality assessment result which
helps in identifying the interpersonal characteristics of it.
Weakness: This process may be expensive and time consuming and may result in delayed
selection of candidate.
 Interview- This approach involves a face to face interaction among the employer and
candidate so that the employee needs are identified and the organization is able to
determine whether the candidate is fit for the job role or not.
Strength- The interview helps in getting the better response rate as the practical knowledge is
being tested where this kind of interaction.

Weakness- This approach may be time consuming which may lead to delayed selection of
employees.
M1 How HRM functions provide skills and talent appropriate to fulfill the business objectives.
The following are the HRM functions which are effective in providing skills and talent in
order to fulfill the objectives of company. These are discussed below-
 Creating such environment for the workforce which can help in utilizing and developing
the skills of workforce.
 Providing assistance to workforce in order to maintain standard in their performance and
increase the productivity by feasible job design and providing them with their
performance based feedback so that they can work to achieve business objectives.
 Building and maintaining the healthy employee relation with the harmony (Barnes, and
et. al., 2017).
P3 State different HRM practices together with their benefits for employer and employee.
The HRM comprises of all those practices that helps the organization in establishing of
framework which is needed to manage the employees. It includes everything right from
recruiting the employee to providing them positive and healthy environment of working by
ensuring that there is effective management of their performance. EasyJet can make use of
different practices of HRM in its daily working so that the workforce is managed in an efficient
and effective manner (Lengnick-Hall, and et. al. 2018).
 Training and development- This HRM practice requires providing on the job and off the
job training to the employees so that an opportunity is given to them to improve their
existing knowledge and the new skills are developed so that their job roles are performed
efficiently. Development is considered as the lifelong process which is not specific to a
particular job role rather it involves overall professional and personal development of the
individual.
Benefit to employees
It helps in increasing the job satisfaction of the
employees so that they are able to contribute in
the effective manner for the accomplishment of
Benefit to employer
This practice contributes in increasing the
performance and productivity level of the
employees that can result in reduced errors and

organizational goals. more quality work so that the positive result is
brought out of the performance.
 Performance management- This HRM practice is relating to monitoring and keeping a
check on the workforce working so that its efficiency and productivity level is increased.
It involves giving regular feedback to the workforce relating to their performance so that
improvements are made on regular basis (Zhang, and Liu, 2019). It also encourages the
development of proper communication channel among the employer and employees so
that the workforces are free to discuss their issues relating to their job role in order to
enhance their efficiency. The HR manager of EasyJet must manage its workforce so that
they work in the right direction in order to achieve the predetermined objectives of the
organization.
Benefit to employees
This practice helps in clarifying the expectation
of the employees and encourages more job
satisfaction in them.
Benefit to employer
This practice contributes in lowering the
conflicts among the employees and employers
and makes sure that the consistency and
efficiency in the employee’s performance is
maintained.
 Reward management- This practice includes framing and implementing the policies and
strategies that can help in giving rewards to the workforce in the equal and fair manner.
This helps in making the employees feel valued and motivates them to effectively
perform for the achievement of organizational goals. The HR manager of EasyJet can
provide recognition and rewards to the workforce so that their confidence and morale is
boosted and the productivity is increased which will help in flourishing the business and
increasing the success rate of it (Berman, and et. al., 2019).
Benefit to employees
This practice contributes in boosting the
morale and confidence of the employees so
that they can perform with their best abilities.
Benefit to employer
It helps in increasing the productivity
performance and efficiency of the employees
so that they can contribute inachieving the

predetermined goals of the company.
P4 Analyze the effectiveness of different HRM practices for terms of all increasing
organizational productivity and profit.
For all the HRM practices it is important to frame the business and their implementation
with goals. HRM helps out to manage all the effective terms in order to maintain the contribution
for the organizational growth. EasyJet is a well-known Airline which can maintain the workplace
with the help of HRM practice so that they can manage out their protection and enhance their
goal which certain different methods which are mentioned below:
 Performance management: It is an effective method which helps out to analyse and to
improve the performance of the employees who are being working in the company. It is
mainly being made in order to make the objectives clear for all the employees being
working to gain the overall goals and also helps out in advancement for the company’s
performance, individual’s task and the teamwork (Aktar, and Islam, 2019). It helps out to
make their workforce to work with the proper talent and in the improved method of
communication so that the company can increase their profitability and with that the
production of the organization can thereby be accomplished. HR manager of EasyJet can
thereby keep a proper monitoring on the performance of their workforce and also frame
short-term goals for them in order to make them overcome the challenges.
 Training and development: This mainly the HRM practice which helps how to evaluate
and increase the work by providing the employees and the workforce a proper training
facility through which they can develop and enhance their skills in order to work within
productive manner. This create the companies to make the work easy and fast as they
meet the workforce and the employees being capable in order to perform all the important
job roles for the company. A proper timely training is being required for all the workforce
in Easy jet, as it helps out to enhance the production and also the growth through which
the organizations and thereby increase their goals and manage the turnover from the
employee performance.

 Management of rewards: It is the most important method through which unemployed
and thereby be motivated as by providing all the employees a reward will help them out
to boost their confidence and also to enhance and encourage their morale to provide more
contribution towards the company and their goals. It can be given to all the skilled and
the efficient worker for their performance and their help for the production of the
organization. HR manager of EasyJet can thereby maintain all such development and
further strategies through which they can implement out a proper fare reward structure to
all the employees who used to work in a better manner and also helps in the performance
for the values goals and objectives. This will help out to enhance the performance and
also to increase the growth of the company (Hans, and Mnkandla., 2017).
M3 Explain different types of HRM practices with some organisational examples.
As for applying the HRM practises in all the organisational growth it is important that
employees should maintain a proper benefit and advancement with a positive environment and
attitudes. Training and development should be given to all the employees who used to work with
the new skills and also there has been providing all the development through with the job roles
can be enhanced. They should be maintained and evaluation of performance of all the HRM
practice in order to monitor and keep a regular axis related to the performance and improvement
for the employers and employees and they should also be given a proper transparent environment
with a proper communication and a reward management to all their employees being working.
By managing proper reward systems it helps out easyJet to maintain the business growth and
profit in an appreciated manner by increment in the incentives, rewards and all the promotional
activities
D2 Critically evaluate the HRM practices with their examples on organizational performance.
As while using the HRM practises it thereby created a positive and negative approach on
all the organisations as when the reward system is being created and it is being given to the
skilled and efficient employees it helps out to motivate and boost the morale of the employees
who get their appreciation but on the other hand it create a negative impact on the other
employees who are not being that efficient towards your work which resulted in the inefficiency
and in productivity in their behavior. Whereas while the performance management is been
evaluated between the employees and their working sections there has been taken a regular
feedback regarding to overcome the challenges so that employers can then buy know the strength

and weakness of their teams. It sometimes create a negative impact It’s when there is a lack of
communication between the persons and this create a de-motivation in the employs but they were
not being able to complete the work in a proper manner.
PART 2
P5 Provide the importance for all the employees relations in respect as for maintaining
influencing decision-making of HRM.
In order to maintain a positive and also a healthy environment and relationship between
the employees and the employers the company should thereby frame a positive environment and
attribute. As if the workforce is happy and try to get a proper relationship between the managers
and their team leaders, they will be loyal, productive and more confident towards your working
sections. Business helps out to create a proper faster, transparent and an agile relation India’s
driving force for the effective communication and its media channels. As there has been some
major advantages to which the employs relation for the Easy Jet Airways can we maintain some
of the main importance for maintaining the employee relations for Easy Jet are as follows:
 Loyalty of employee retention: As the workforce is the most important asset of all the
companies and for the business no company can thereby afford to lose their employees so
it is quite important to maintain an amicable relation between the employer and the
employee so that they will feel motivated and they should not leave the company (Ueki,
2017). Employer will have to make proper continuous efforts in order to make their
employees feel comfortable and also appreciated by creating a healthy relationship and
environment to them, whereas it can be analysed that there are certain policies that HR
manager can thereby implicate by providing a clear and transparent communication
between the employer and employee so it will help them out to maintain the production
and also create a proper friendly relation between them.
 Remove workplace conflict: As when the organization tends to work in a proper manner
it will thereby help out to remove all the conflicts that can arise between the employer
and the employee and it create a strong bond and a friendly relation between them. As
decrease in the conflicts will help out to increase the turnover and the production of the
company by maintaining the harmony and the workplace environment the employer and

employee can help out the company to push in a positive manner. HR manager of EasyJet
can thereby try to implement and maintain a proper relation by creating a proper
communication between them so that a positive workplace environment can be created.
 Enhance production: As when the business is being done in a proper manner it will help
out to gain the profitability and the production by increasing the revenues for the
generation of the company. When the workforce is being feeling motivated and energetic
towards your company and their environment it will help them out to maintain the work
by achieving the goals and objectives for the business. The HR manager of EasyJet can
thereby make their employers to be appreciated and the employees should be effortlessly
motivated towards your good relationship and their maintenance of the work and a proper
form and for the company (Hughes, 2018).
Thus, It is important to maintain a proper employee relation in all the organization as it helps
out to increase the production a positive approach and less conflicts can be created in the
workforce environment it helps out to motivate all the employees and also enhance the revenue
generation of the organization.
P6 Identification of the key elements of employment laws and its impact on HRM decision-
making.
Employee used to be an important asset in all the organisation as it helps out to maintain
proper works and the growth for the company and for that the rights that are being given to the
employees should be protected and they should not be exploited in any case. The government has
provided certain legislations through which all employees can thereby be protected as in order to
make them self not being discriminated. There has been framed certain laws which implement
out the decision making through the help of human resource management in EasyJet which are
as mentioned below:
 National minimum wages act 1976: This provides out mainly the design which Help out
to provide all their employees who are being working in the organisations are being
entitled to get a mandate from their employers on a proper time period. There has been
framed at a minimum wages that is being fixed under the law should be given to all their
employees at a particular time period by the EasyJet. HR managers thereby are being
framed in order to maintain the organisation to give them a proper decision relating to all