Air India HRM Practices: Recruitment, Selection, and Relations

This report delves into the core principles of Human Resource Management (HRM), focusing on its critical role in organizational success. The assignment, framed from the perspective of a trainee HR officer at Air India, explores the fundamental functions of HRM, including recruitment and selection, employee training and development, and the maintenance of positive working conditions. It analyzes the strengths and weaknesses of various recruitment approaches, contrasting internal and external methods. The report emphasizes the benefits of effective HRM practices, such as fostering a strong organizational culture and enhancing employee engagement. Furthermore, it evaluates how HRM practices directly influence organizational profit and productivity, highlighting the importance of job design and employee training. The report also examines the significance of employee relations in influencing HRM decision-making, addressing issues like absenteeism and employee grievances. Finally, it illustrates the application of HRM practices in a work-related context, emphasizing the role of HR in advertising, job descriptions, and salary structures, using Air India as a case study.

HUMAN RESOURCE MANAGEMENT

Table of Content
Introduction......................................................................................................................................3
Explain the purpose and the functions of HRM..............................................................................3
Explain the Strengths and Weaknesses of different Approaches to Recruitment and Selection.....4
Explain the Benefits of different HRM practices within an Organization......................................5
Evaluate the effectiveness of different HRM practices in terms of raising Organizational Profit
and Productivity...............................................................................................................................5
Analyze the Importance of Employee Relations in Respect to Influencing HRM decision-making
.........................................................................................................................................................6
Illustrate the application of HRM practices in a work-related context............................................7
Conclusion.......................................................................................................................................7
Reference List..................................................................................................................................8
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Introduction
The aim of this assignment is to understand the principles of effective Human Resource
Management. This assignment will help to understand how lifeblood of any organization and
how they are attracted to recruiting and retaining staffs at the core of all Human Resource
activities. This assignment will help to understand the tools and techniques which can be used to
maximize the employee’s contribution and how all these methods can be used to gain
competitive advantages. This will help to explore the importance of training and developing
building and extending skill base of the organization and ensure its relevance to the ever
changing business environment. This will help to understand the growing importance of having
an flexible organization as well as equal flexible labor force. These techniques can be familiar
with the job design and with different reward system. In this assignment the work will be done as
a newly appointed HR trainee officer of Air India.
Explain the purpose and the functions of HRM
There are different purpose and function of the HR. These responsibilities can only be carried out
by the HR as it cannot be done by any other part of the organizations as the HRs is being trained
that way. The five major functions of HR can be:
● Recruitment and Selection- This is one of the important processes which are being done
by the HR. It is the HRs responsibility to hire and recruit new employees for an
organization. It is a very important job of HR as the potential of a candidate has to be
understood by them and has to be hired if the candidate is not eligible to reject them and
get the most talented ones (Armstrong and Taylor, 2014). This is a very important duty of
the HR as they have to make proper planning and has to grade the number of the
employees which they are going to need. The entire process depends on the goals of the
organization as it can be short term or long term.
● Maintaining working conditions for the employees- It is the responsibility of the HR to
provide an good working condition inside the office. This is being done to encourage and
ensure the safety of the employees (Beardwell and Thompson, 2014). A good workplace
is always being liked by the employees rather than an unhealthy working place. It has
been seen that not always employees contributes to a company’s goals this happens
because lack of good working condition and motivation.
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● Training and Development- It is important for an employee to have both training and
development in their skills when they join any organization. This is the responsibility of
the human resource to manage the training and the development of the employees. The
HR can improve the performance of an organization by educating and enhancing one's
knowledge as well as skills.
In Air India all the interviews are being carried out by the HR and the managers or the
supervisors of the company to find out the candidate with the suitable resume. Thus all of these
points have to keep in mind while recruiting a candidate for Air India.
Explain the Strengths and Weaknesses of different Approaches to
Recruitment and Selection
There are several strengths and weakness of different approaches in recruiting and selection
process. The process of recruiting employees can bring changes in an organization and might
even bring downfall to the organization. This is why it has to be observed before the whole
process is being done. There can be two different types of recruitment process such as:
● Internal Recruitment
● External Recruitment
Internal Recruitment- In this type of recruitment it always cheaper and easy to recruit people.
In this type of recruitment the organization already tends to know the weakness and strength of
the candidate. In internal recruitment the candidates are already familiar with the type of work
the organization does and also knows how it operates. It also reduces the number of potential
candidates which could be recruited. Internal recruitment gives opportunity to the organization to
promote its business in the new level (Brewster and Hegewisch, 2017). This also stops the
incoming new ideas which could be adapted from external recruitment. It also creates a space for
new vacancy which has to be filled as soon as possible.
External Recruitment- In external recruitment the advantage of bringing new ideas from
outside can stand as strength for the organization. This is comparatively a longer process than
internal recruitment. This allows the organization to have a bigger network of workers from
where the best can be found easily. This process can take a lot of time and get expensive too as it
needs to do proper advertisements and have to be interviewed this whole process can be slow and
the time which will go against doing such works can waste the time of the organization and in
the end they might find nothing. The external recruitment method can give an opportunity to the
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candidates to have a wider range of experience. In this type of recruitments selection process
might not that effective to understand the skills of the candidates.
Explain the Benefits of different HRM practices within an Organization
It is very important to have proper HR practice inside an organization because it can help to
develop an organization in many different ways. The role of an HR can be very effective on the
organization as it helps to build teams and offer better working condition to the employees. In
every organization the employees look for good working conditions which are only being offered
by the HR. In the absence of HR no such condition can be kept as they are the ones who keep all
the things in the right place (Brewster, et al, 2016). The HR is always responsible to build teams
as they are the only ones who know the right abilities and the skills of the employees and thus
the HR can make the perfect blend inside the team to get better performance from those teams.
The other benefits of having an HR in an organization can be that it offers a very good
organizational culture or work culture to an organization. It is very important for all organization
to have a good culture. This helps the employees to work with full confidence and comfortless.
The whole concept of having an organizational culture is being introduced by the HR as without
it no officials can work efficiently (Chelladurai and Kerwin, 2017). It is also the duty of the HR
to engage people with their work because if the work in not being done the correct way the
organization can lose revenue. The other role of the HR can be to bring development inside an
organization. It is a very important point that every HR should consider while doing their job. In
Air India the role of the Hr can be simply be described by building team of cabin crews and
pilots as well as ground staffs to help maintain an organizational structure within an
organization.
Evaluate the effectiveness of different HRM practices in terms of raising
Organizational Profit and Productivity
The role of Hr in bringing profit to the organization is a very important part of the job for HR.
The HR always hires and fires the employees so they have to be very careful while hiring the
staffs for any organization such as Air India. The HR has to find out the perfect potential for the
organization (Jackson,, et al, 2014). The role of HR can help to raise an organization as it helps
the organization by recruiting potential candidates for the organization and also helps to increase
the productivity of the organization. For example if Air India wants to increase their service
quality they have to get potential candidates in their organization so that the people opting for
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Air India gets the desired service they are paying for and if those passengers do not get the right
quality of service they might not be interested in opting for Air India from their next journey. It
is important for the HR to describe the job design to the employees so that they understand what
to do and where to implement their skills. If a guest is not happy with the quality of the service
they will start blaming the staff and the company but this might have actually happened due to
inappropriate amount of skills offered by the HR (Marchington, et al, 2016). This is the reason
why an HR should always look after the training offered by the company to the new joiners. The
training should take through different departments. This will help to raise the department and
help it to expand. Expansion will automatically lead to high profits and growth in the
organization. The whole process can be implemented to raise the profit of the organization and
also the growth of the entire organization. Thus these methods can be implemented to raise
organizational profits and productivity.
Analyze the Importance of Employee Relations in Respect to Influencing
HRM decision-making
It is important to maintain healthy relation between the employees and the HR. This helps to to
create norm of behavior which can be accepted by all the other employees working in the
organization. Employees in disciplines must not be tolerated and should keep proper ways to
make them understands the dos and don'ts of the organization. Absenteeism can be a major factor
that can affect a company's relation with the employees (Purce, 2014). It is very important for
any organization to carry a healthy relation with the employees so that if there is an issue
between the members of the organization it can be solved with the help of both the employees
and the HR. In these types of issues the employees tend to offer a very slow performance to the
organization. Thus it is the duty of the HR to clear up the situation and make reasonable decision
to solve the issue. Employee grievances can be other issues which an organization faces at any
point of time and so it is very important to carry out proper actions to solve such issues. The
employees have different expectations from different organization and when they are not
fulfilled they start to produce low amount of productivity to the organization (Reiche, et al,
2016). This type of issues can be seen in Air India as the management has to fail to keep their
talents happy which can cause a major downfall in the organization. It is important to offer
competitive salary to the employees in order to keep them satisfied as they are the only ones who
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can provide profit to the organization. A skilled HR can always solve such issues easily and thus
it can be understood that the importance of having an HR in an organization is very important.
Illustrate the application of HRM practices in a work-related context
The role of HR can be very essential to any organization as it has to illustrate different
applications to work related contexts. All the work related to advertising of hiring and the job
description has to be done by the HR (Sparrow, et al, 2016). the responsibilities can also contain
jobs related to put attractive salary structure in order to attract candidates. Every year Air India
offers such jobs to qualified candidates where the description might have writings such as urgent
need for cabin crew and average qualification being described in briefs. All these jobs are being
done by the HR. These works has to be done very seriously as it will help to provide talents from
all over the country. Those advertisements also describes the required qualification as well as
detailed description about what is required from the candidate and what the candidate might get
in return if they cracks the interview and gets the job (Storey, 2014). The HR has different
processes to take the interview of the candidates and in order to understand the candidate’s
potentials they offer different problem solving situations to the candidates to look for the best
inside a candidate. The job of the HR does not end there as the candidates now have to be trained
for their jobs which will be offered by the organization.
Conclusion
Thus it can be concluded that from this assignment the duties and the responsibilities of the
human resource management has been described in depth. The assignment also describes the
strengths and weaknesses of the different approaches of recruitment process and selection. It has
been also researched that how the HR can provide appropriate skills and knowledge to the new
joiners. The benefits of different HRM practices within an organization have been described. The
organization selected to offer the different examples is Air India. The total role of the HR in Air
India has been described with the help of the examples. The effectiveness of different HRM
practices to bring profit and productivity to an organization has been described and also the
importance of employee relation in relation to HRM decision making has been described. Thus it
can be understood that the entire assignment has offered a thorough knowledge about Human
Resource Management.
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Reference List
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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