HRM Practices: Workforce Planning, Employee Relations & Legal Analysis

This report provides an evaluation of Human Resource Management (HRM) practices within the context of British Airways, focusing on workforce planning, resourcing, employee relations, and the impact of employment law. It assesses various HRM approaches, including internal and external recruitment methods, highlighting their strengths and weaknesses. The report also analyzes the importance of employee relations in influencing decision-making within HRM and explains key elements of employment laws and their impact on HRM. Furthermore, it examines the application of HRM practices in work-related contexts, providing specific examples to illustrate the concepts. The primary goal is to understand how effective HRM strategies can enhance organizational productivity, improve employee engagement, and ensure legal compliance, all of which contribute to the overall success and competitive advantage of the organization.

HRM

Table of Content
INTRODUCTION...............................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Evaluate various HRM that is applicable to effective workforce planning and also resourcing in
company............................................................................................................................................3
TASK 2.................................................................................................................................................3
P3 Explain the benefits of various HRM practices in company in context of employee and employer
...........................................................................................................................................................3
P4 Evaluate different HRM practices along with increasing major organizational productivity and
enhanced profit..................................................................................................................................4
TASK 3.................................................................................................................................................4
P5 Analysis of the importance in employee relations with influencing decision-making in HRM....4
P6 Explain different key elements in employment laws and their major impact on HRM for
decision-making................................................................................................................................4
P7 Provide the application of HRM practices for all work-related context, by ananlysing particular
examples............................................................................................................................................4
CONCLUSION....................................................................................................................................7
REFERENCES....................................................................................................................................7

INTRODUCTION
Human resource management is an important strategic approach which helps the
company to manage individuals and also to enhance the competitive advantages. It is a
practice which is being assembled and made to evaluate and increase the growth and
performance of individuals in workforce for their organisations. As in all the companies
employees are treated as the important and valuable asset as they play a major role in the
growth and success of the companies and organisations. It is important to have skilled and
talented workforce so as to manage work efficiently and also to gain the accomplishment
with the organisational targets and objectives. Human resource department implies all the
managing of the task and the motivation to all the members who can effectively create and
give their full efforts in the company. The major role of HR is to hire end recruit skilled in
efficient employs and also to create a reward system so as to manage the performance and
also provide training and development sessions to increase the productivity and performance
of the workforce. It is being seen that there are different kind of legislation which are being
applied on all the rights and safety for the employs from any kind of discrimination and
exploitation. This helps to motivate the employs and also increase the deficiency in order to
contribute for the goals and advancement in the organisational areas. The organisation chosen
in this report is British Airways as it is a well-known airline company which was being
settled in 1974 headquartered in London (Andalib, Darun and Azizan, 2019). In this report
there are two important parts in which the initial part will cover the purpose and function of
HRM along with the approach of recruitment and selection with general advantages and
effectiveness of HRM practises. The other part Will provide the employee relations,
employment law and all the applications of HRM practises.
TASK 1
P1 Evaluate various HRM that is applicable to effective workforce planning and also
resourcing in company.
HRM or human resource management is an important method which helps in
selection, recruitment of valuable employees and peoples who used to helps the company to
enhance the growth and productivity by showing the skills and efforts. This provides
motivation, training, planning and generally compensating to all the employs to manage
effective strategies in order to retain the work in the company. In the most implied changes,
which is being seen in HR works are we the Organisational context and general method of

working (Pham and et. al., 2020). HRM provide significant changes in all the human resource
areas and also majorly focus on providing importance for the organisation to gain the loyalty
of employees.
Workforce planning is well known as a process in which forecasting, analysing and
proper planning is being made for the workforce in order to cover their demand and supply
and also to remove all the gaps which are being assessed in between them. It mainly focus on
targeting the employees so that the proper and the right person is hired with an accurate skill
which are being needed for the organisational growth and success this is generally being
made for the target of talent management through which right amount of skill is being gained
in the company (Cooke, Xiao and Chen, 2021).
The main purpose of HRM is patient there under:
 It helps out to develop and frame all the effective programs through which the
retained in the company can be managed and the employees can gain the benefits and
get attracted with the new ideas and knowledge. It helps out to get attractive and
talented workforce in the organisation.
 Another major focus of HRM is to identify the requirements of recruitments which
involves the duties of jobs, other relating matters for the job position at the skills
which are being applicable for the job position (Kim, 2020).
 HRM helps in motivating all the workforce to make better performance and also to
effectively utilise their skills to achieve and accomplish the development and
objectified goal of the organisation.
 The main purpose of HRM is to make the employees engaged in all such activities
and task with the proper interest that they will help in the future targets of the
company and also become the loyal employees for the organisation.
Function of HRM is mentioned there under:
 HRM focus on attracting the employees and to make the workforce to push the limits
and to bring all the skills and abilities out of them. They manage all the qualified and
potential employees to be recruited and to accomplish the targets through which It
will acquire the strong management of company to overcome all the challenges and
get in to new heights.
 Human resource managers focus on future and also build all the goals and the
suitability according to the future needs they manage their workforce to work in an

effective quantity through which all the required areas are being generated. HR makes
the plans to manage a systematic procedure for recruitment of all the staff and also in
adapting the new policies that will undergo the suitability for the companies
framework.
 The main motive of HR manager is to keep the employs updated India’s skills for
which they try to give sufficient training programmes and sessions in order to develop
the new generating ideas and also to analyse the requirements of the company. They
not just provide training to the new candidates who are being hired but also the old
employees who are being working in order to make them better than before and also
to give them new knowledge. This helps out the organisation as well as the employees
to get motivation with all the performance and the evaluation sessions(Moore, L.F.
and Jennings, P.D. eds., 2017).
P2 Evaluate strengths and weaknesses with different analyses of recruitment and selection
Recruitment is generally hiring, shortlisting and identifying the employs and the
candidates who are being efficient for the organisations with different interview sessions
along with the screening test and other attracting measures through which the company will
analyse to know the specific and efficient candidate for the job role which they want to
manage. British Airways is a well known company and they try to manage Various
approaches through which the shortlisting and treatment is being made and the company will
able to get the skilled and efficient potential candidates (Marrucci, Daddi and Iraldo, 2021).
Some of the major approaches which are being used by the company are mentioned there
under:
Internal approach
It consists of filling an important job position where company tries to manage all the
recruitment of an internal procedure in their existing employees. Some of the major internal
approaches which are being used in the recruitment sessions are like:
Transfer
Such kind of approach is mainly being made when the organisation decides to shift
the employee from their existing job role to any other similar job rule so as to manage the
work accordingly. In all such areas there will not be any differentiation in the responsibilities,
salary and the rank status. This only shifts the person to a same job in another area.

 Strength: This provides the employee to gain more opportunities and to think in a
broader aspect with their experience and knowledge in the existing company. It also
helps them to analyse the new environment and working culture.
 Weakness: As it is difficult for all the candidates to adjust in a new environment and
they have to manage a lot of learning sessions and hard work and efforts have to be
made in order to shift the person to a new job role. The company will have to raise
more funds for effectively providing training to the workforce for a new area.
Promotion
It is mostly liked approach by the employees where they were being pushed for a
higher job role as compare to their current positioning of job. This involves upward
movement where the person gets more responsibilities and pay scale as compare to the older
one. It involves several methods like rewarding, recognition in other efficient manner is
through which the employees who are talented and skilled can manage the work in the
organisation (Anh and et. al., 2019).
 Strength: This helps to make the employees to show their skills and also motivates
them to show their best performance for the company to get the recognition and also
to get promotion according to the talent and the knowledge which is being hidden in
them.
 Weakness: Employees also majorly being affected by this promotion facilities as at
the time when certain employees had shown much effort for the company has not
gained the promotion, they lose their morale and also not being able to serve for the
organisation in a manner they were doing earlier (Iqbal and et. al., 2020).
External approach
This approach involves all the candidates who are having skills, knowledge and
efficiency to manage the company. It usually provides the employees who are being working
outside and they are being selected by the organisation through different hiring procedures.
Merely it is a process in which the external candidates outside from the working environment
are being hired. Some of the major approaches which are being used in external recruitments
are as follows:
Job advertisement
This is a method in which company used to advertise about their requirements of the
efficient employees in the job description with qualities, positioning, skills needed and many

more in the candidate through which the selection criteria is being managed (Pham and
Tuckova, 2018). Such advertisement is being made in order to gain the potential employees
and to reach the maximum candidates as possible.
 Strength: It is the easiest manner to gain so many options of efficient and potential
candidates as there will be about so many applications which are being seen through
the job advertisement and the company has so many options to choose the best out of
it.
 Weakness: It at times is unfavourable for the organisation as they were being seen
that so many irrelevant candidates which are not being able to manage all such works
and are not being under such skills used to apply for the particular job role which used
to waste the time of the company.
Referrals
This is a method of recruitment where all the workforce who are being working
already in the company used to refer and efficient candidates for the particular job position in
the organisation. This helps out for the existing employees as they were well aware about the
requirements of the company to gain and get the best skilled working staff for the
organisation (Figueiredo Pais and Mónico, 2019).
 Strength: In this recruitment procedure the organisation tends to see the easy method
of selection as the persons who are being already working in the company would
know about the scenarios, methods, tactics, requirements of the company which they
are being searching in a candidate. Other than this the new candidate which was being
hired with the reference will already be known about the working procedure and the
adjustment they will have to make according to the company.
 Weakness: As when internal staff used to refer their own candidates, they at time
become partial and try to make the candidates of their own to be selected. This make
the loss of opportunity for all the talented workforce and the efficient persons which
can put their extra efforts and potential for the company to be selected.
Selection
This is a method through which all the recruitments and selections are being made of
an efficient employee or candidates in order to complete the vacant position in the
organisation. This involves general methods through which the organisation uses to set the
bar of the qualifications, skills of the candidates which are being required for their working

staff. British Airways manage different selection approaches in order to hire, select and
recruit the best employees for their company (Kazemi, 2018). Some of the selection criteria
are according to the needs and the methods through which they be able to know about the
skills and personality of person. There are certain approaches which are being used in
selection process which are like:
Interview
This involves the selection of an individual by the company while conducting an
interview by the heads of the department or a team who are well aware about the
requirements they are being searching in the candidate. This involves an interaction which is
being made face-to-face between the candidate and the employer through which the team or
the employer can analyse the confidence of the candidate and also their ability to perform the
task or they are being fitted for a particular job role offered to them. This criteria makes them
to question the employees about the company and other aspects in which they are being
knowledged so as to evaluate their behaviour, adaptations, confidence in working.
 Strength: This used to help the employers to know the capabilities of the person who
is being hired as they can also test their practical knowledge and confidence with the
face-to-face interactions and also manage to know about the inner capabilities through
which the work and the criteria as can be fulfilled.
 Weakness: This is mainly a time-consuming process where all the employees used to
come with different aspects and knowledge and when the team used together in order
to take interview it consumes your time and also make the selection delay by different
interviews rounds.
Personality test
Such kind of selection approach provides the features in the personality through
which the persons characteristics can be evaluated and this can be analysed that whether they
are being able to manage all the future performance and programme. Here the candidates
personality test is being made in order to evaluate their weakness and strength and also to
know about their thinking capabilities and the critical mindset an approach(Miah and Islam,
2017).
 Strength: It helps to gain the best employees for the company as it evaluates their
personality assessment and also realise their critical thinking approach with their

decision making power and other interpersonal characteristics and skills which are
being required in the organisation for the future growth and programs.
 Weakness: this is an expensive process and also takes so much of time of the
company by conducting different type of attitudes and test which make the selection
delay.
TASK 2
P3 Explain the benefits of various HRM practices in company in context of employee and
employer.
There are different kinds of practises which are being applied in the company for
managing and establishing their working conditions. It is being seen that in order to manage
efficiency in the employees there should be practised all the methods through which human
resource management can hire efficient staff and to make them skilled. British Airways in
order to make the best strategies to make the employees motivated towards the company can
use different practises in an effective methodology they are like:
 Training and development sessions: Human resource management is the most
important area in all the companies did not only just hire and recruit the efficient and
talented employees but also focus on making them more skilled and efficient for their
working scenarios. Their main motive is to give job trainings to all the employees
who are being hired and are also being working from so long. The main agenda
behind all this is to enhance the skill, job role and evaluation of performance through
which the growth and management can be framed (Lockhart, Shahani and
Bhanugopan, 2020). So, trainings are being given to all the employees for their
personal and professional development and also to manage the effectiveness of the
target and goals in the company.
Benefit to employees
 This generates a satisfaction towards
a job and motivation in the
employees as they will be able to do
all the task in a proper manner and
can also contribute for the
accomplishment and the targets that
I’ll be assigned for the organisation.
Benefit to employers
 This helps the employers to increase
their performance and a pinch
efficiency level with the help of
employees there will be less error in
their work in the quality of work can
be maintained which will result
accomplishment of positive

It also make them skilled for the
future problems and challenges
which may leads to manage the
growth and success.
attributes(Nejati, Rabiei and
Jabbour, 2017).
 Performance evaluation and management: In order to make the company work
successfully it is important to regularly keep check on all the workforce and also to
manage the efficiency in working of employs. HR managers have to keep monitor on
all the production and efficiency of the company by analysing and taking regular
feedbacks of the employees. They should organise group sessions and the assigned
task through which they me able to analyse the skills and efficiency and the issues
which company being facing. British Airways and also upright all such conditions by
giving directions to their workforce about the objectives which a predetermined with
the job role for the growth of the company (Li and et. al., 2020).
Benefit to employees
 This manages the employs to know
about the ideas and expectations
which are being made with them.
And also clarify the objectives and
the performance which they have to
do while doing any task. It motivates
the candidates towards the job role
and also make them satisfied by
making a clear transparency between
them.
Benefit to employers
 In order to manage all such
contribution, the conflicts can be
removed from the working space
and when the employer used to
communicate with their employees it
will make them feel better and
cooperative with the organisation
and also enhance the performance by
getting the motivation from the
higher authorities and the working
ideas and scenarios.

 Reward management: It provides implementation, framing and including all the
different attributes and practices through which the growth can be appreciated of all
the employees being working in the company. British Airways can manage the
efficient reward system and recognition for their employees by providing reward
system to all the employees who are being showing extra effort for the company this
will also enhance the productivity and boost the confidence by flourishing the success
and growth rate in the company.
Benefit to employees
 The reward system makes the
employees feel more confident
towards the company and will also
enhance their confidence and morale
for pushing their limits and working
in a best way possible.
Benefit to employers
 This enhance the performance and
also increase the efficiency through
which the contribution for the
growth and success of the
organisation can be increased.
P4 Evaluate different HRM practices along with increasing major organizational productivity
and enhanced profit.
For all the organisation it is important to manage the growth and success and that can
only be implemented if the work and the processes are properly being aligned and managed.
British Airways has a strong HRM management as they manage their employees to perform
in an evaluated way and also helps in producing the growth through the referral and other
means.. Their main motive is to gain profit and productivity for the organisation with the help
of employees and for that some of the practises which are being used by them are as follows:
 Reward system: In all the organisation when the employees used to enter, they always
try to be identified as a hardworking and efficient employee and for this they push
their limits. Every person in one way or the other feel confident when they gain a
prize for their hard work and achievements, this motivates them to perform with more
dedication for the future goals and targets. Increasing pay scale, extra voluntary
amounts, appraisals, any facility for families etc. or some of the major areas through
which the rewards are being idealised. British Airways focus on being fair and equal
with all the members as they make certain policies and strategies through which they

will give fair chances to all the members in the company to show their productivity
and growth (Cristiani and Peiró, 2018).
 Performance evaluation: For the company it is important to evaluate and analyse the
work and progress of every employee who are being giving efforts for the production
and growth. All the individuals have different level and methods of working and the
company focus on the main motive which is to achieve the targets. HR manager in
British Airways evaluates and monitor all the performance of employees by taking
and analysing regular feedbacks and also by setting up the short-term goals which are
to be achieved by them. This make them to analyse the capabilities of the employs
and also the nature through which the contribution in the organisational areas and
production can be focused.
 Training and development: This are the most important role of HRM in their sector is
they have to recruit and select the efficient employees and along with that make them
capable for the works which are being assigned to them. This is generally the method
in which sessions, task, short-term objectives and goals are being given to the
employees or the new hired freshers so as to make them know about the upcoming
challenges and work. While giving the training sessions it provides a clarity in the
mind of freshers that in what extent they will have to work and the manner in which
they will have to perform and push their inner creativeness. British Airways manage
their proper training sessions in which they try to evaluate and give certain task to
their employees so that they will know and analyse their working procedure and it
also helps in increasing the turnover rate of the company with the help of employees.
TASK 3
P5 Analysis of the importance in employee relations with influencing decision-making in
HRM.
In all the companies it is important to manage transparency and better communication
between the employer and employees. Healthy environment and positive relations creates the
company to gain more heights. There is being strived that in all the organisation the
workforce should manage their efficient relationship with the heads and the employers along
with the managers. When a respectable position and better communication is being made
with the working staff this will create a happy, productive and a loyalty among them. British
Airways Can efficiently manage proper employment relations Through which efforts are