HRM Practices: Recruitment, Selection, and Employee Relations Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) functions, recruitment and selection approaches, and employee relations within organizations. It explores the purpose and functions of HRM, including staffing, benefits management, and employee relations, and classifies these functions into operative, managerial, and advisory roles. The report assesses the strengths and weaknesses of different recruitment methods, such as personalized and systematic approaches, and evaluates how HRM functions provide talent and skills to fulfill business objectives. Furthermore, it examines the benefits and effectiveness of various HRM practices for both employers and employees, along with the importance of employee relations and employment legislation in HRM decision-making. The report also illustrates the application of HRM practices in work-related contexts, providing specific examples and a rationale for their use, ultimately evaluating the impact of employee relations and HRM practices on organizational decision-making. Desklib offers a range of study tools and solved assignments for students.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENT
INTRODUCTION................................................................................................................................1
TASK 1................................................................................................................................................2
P1: Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organization....................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.......6
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives............................................................................................................................................8
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.....8
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples..........................................................................................9
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee....................................................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity................................................................................................................................12
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context.....................................................................................13
D2 Critically evaluates HRM practices and application within an organizational context, using a
range of specific examples................................................................................................................14
TASK 2..............................................................................................................................................15
P5 Analyze the importance of employee relations in respect to influencing HRM decision-making.
...........................................................................................................................................................15

P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making...............................................................................................................................................16
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context..............................................................18
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
...........................................................................................................................................................18
M5 Provide a rationale for the application of specific HRM practices in a work-related context.. .21
D3 critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context..................................................................22
CONCLUSION..................................................................................................................................24
REFERENCES...................................................................................................................................25

LIST OF FIGURES
Figure 1: Classification of HRM functions.....................................................................................3
Figure 2: Major HRM functions......................................................................................................3
Figure 3: Steps followed during HRM decision making...............................................................14

LIST OF TABLES
Table 1: Table Representing the Strengths and Weaknesses of different Recruitment and
Selection Approaches......................................................................................................................6
Table 2: Job description.................................................................................................................18
Table 3: Model CV to communicate with HR in Titan Airways...................................................19

INTRODUCTION
In any organization, management is dependent on the available human resource. Human resource
for any organization is considered to be the key ingredient as they not only hold various level of
responsibility but also performs various tasks that are in return helpful for the organization to
achieve their goals and objectives as a whole. Purpose of HRM along with various functions
such as operative, managerial and advisory are studied in this report. All the functions are being
performed planned and are implemented by the human resources deployed in the organization.
Strengths and weaknesses of different approaches to recruitment and selection are being
discussed in this report. The report also studies about benefits of different HRM practices along
with different methods. In this report, importance of employee relations with respect to
manipulating decision making of HRM is being analyzed with the help of different examples.
Major components of employment legislation and their impact on HRM decision-making is
studied in the current report. Lastly the report discusses about application of different HRM
practices over as work-related tasks using specific examples.
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TASK 1
P1: Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organization.
Purpose of Human Resource Management
1. Staffing: One of the main responsibilities of HR of Titan airways is to hire and hold the
finest employees present.
2. Benefits management: All feature of the employee benefits management is taken care by
HR department of Titan Airways. These benefits include retirement plan, health
insurance, leaves of absences and many more.
3. Employee relation: It is the main purpose of HR manager of Titan Airways to maintain
and build healthy relations between employees and employer and employee (Armstrong
and Taylor, 2014). HR manager is responsible for activities related to hiring and firing of
an employee and they need to provide necessary information to the organizational stuff
and the management. Training and orientation are also part of HR department.
Functions of Human Resource Management
Functions of HR is to direct various activities of the management of an organization. The HRM
department of Titan Airways mainly works for gratifying the organizational objectives and to
build a proper work culture. Function of HRM can broadly classify as operational function,
managerial function and lastly advisory function.
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(Figure 1: Classification of HRM functions)
(Source: By Author)
(Figure 2: Major HRM functions)
(Source: By Author)
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FUNCTIONS OF HRM
OPERATIVE
FUNCTION
MANAGERI
AL
FUNCTION
ADVISORY
FUNCTION

Operative Function:
1. Training and development: It is the job the HR department to provide on job training to
all the currently recruited candidates in Titian Airways. The training and development
cell measures and monitors requirement of employees if additional skills is needed.
2. Recruitment: It is considered to be one of the most complex responsibilities for the HR
manager of Titan Airways. It includes various tasks like drawing, employing and holding
prospective of the employees (Sekaran, and Bougie, 2016).
3. Professional development: According to this function, employees of the organization
have the opportunity to grow their career, education, and skills of both ground staff and
the other working stuff.
4. Ensuring of legal compliance: These function of HR is to protect the organization. The
HR department of Titan Airways should be aware of all policies and laws for working
conditions, employment, working hours etc. for being legally active and sustaining the
organization.
5. Performance appraisal: As per the performance of the employees of Titan Airways HR
department approves appraisals. This function of the HR also elevates the organization
and employees in all areas.
Managerial function:
1. Planning and organizing: The HR according of managerial function must set
organizational goals and objectives. For Titan airways the first step of planning is to
predict job requirement and vacancies. It is the responsibility of HR to be responsive of
available vacancies, setting the job requirements and also to decide any kind of
employment resources. Organizing is one of the main managerial functions that look up
for developing and design the structure of Titan Airways.
2. Directing: Directing means that it is the job of the HR to motivate and inspire the
employees of Titan Airways to achieve the organizational goal of providing the best
customer service (Bratton and Gold, 2017).
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Advisory functions
1. Top management Advice: In this function, the HR appointed in Titan Airways gives
advices to the departmental heads for work related policies of the organization.
2. Departmental head Advice: HR is responsible for acknowledging the top management for
procedures and policy formulating. They also discuses about the manpower appraisal for
proper human relation.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
In Titan Airways, selection and recruitment follows many of the sources on the basis of personal
specification and the job description. Some of the sources have been discussed below:
External recruitment: Recruitment in Titan Airways is done via various external sources. As per
this process, selection and recruitment of employees are through very comprehensive process
around different external sources (Board, 2017). In this process the sources taken into
consideration are campus recruitment, job advertisement over newspapers and magazines, labor
contractors, employment agencies etc.
Internal recruitment: One of the most popular types of recruitment in organization is deployment
of employee through management from the present employee within the organization. Mostly
transfer, promotion and job rotation are the main reason and type of internal recruitment.
Personal specification: According to demand of the recruiting, organization must select the
appropriate employees for required available position. While talking about Personal
specification, it includes a list regarding personal requirements of the organization that is needed
to be satisfied by the candidates in look for job opportunities. Personal specification also
comprises educational qualification required, behavioral necessity job experience of the
employee to be deployed (Rauch and Hatak, 2016).
Job description: It is considered as one of the significant task included in the process of selection.
Assessments of the candidates are done according to their capabilities and potentials of
performing a specific task according to the provided job description. It is considered to be a list
that comprises various tasks to which the employee must initiate and perform accordingly. This
process of job description is considered to be very essential for calculating weakness and
strength during the selection approach:
Strengths and Weaknesses of Recruitment and Selection Approaches
Table 1: Table Representing the Strengths and Weaknesses of different Recruitment and
Selection Approaches
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PERSONALIZED APPROACH: It is considered to be the traditional approach of selecting employees
in an organization like Titan Airways through preferences and personal experiences
STRENGTHS WEAKNESSES
 Employee’s loyalty for the origination develops
and enhances.
 Less cost, time efficient and effort are required by
the organization.
 Healthy relationship is build between the employer
and employee.
 Confidence and trust of the employee of the
organization is created.
 Under qualified employees can get
appointed if foresightedness of employee
is lacking.
 Selection of employees can get biased.
 Less competitive organizational culture
within the employee selection (Sparrow,
et. al., 2016).
SYSTEMATIC APPROACH: Formal and structural processes followed for requiting employees in an
organization comes under this category. It a systematic approach and selection is based on finding out
the employees’ potentials though persuasive way.
STRENGTHS WEAKNESSES
 By following the approach biasness during
selection of employee can be eliminated.
 It associates with elevated time
requirement; high cost and effort made by
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