Human Resource Management Project 1: Virgin Atlantic Airways Analysis

This project provides an in-depth analysis of human resource management (HRM) practices within Virgin Atlantic Airways. It begins by outlining the purpose and functions of HRM, focusing on workforce planning and resourcing. The project then explores different approaches to recruitment and selection, evaluating their strengths and weaknesses. It also examines the benefits of HRM practices for both employers and employees, along with the effectiveness of these practices in raising profits and productivity. Furthermore, the project emphasizes the importance of employee relations in HRM decision-making, including the impact of employee legislation. The analysis covers various aspects, such as training, performance management, and maintaining a positive work environment. Overall, this project provides a comprehensive overview of key HRM concepts and their practical application within a real-world business context.

HUMAN RESOURCE
MANGEMENT
(PROJECT 1)

Table of Contents
HUMAN RESOURCE MANGEMENT..........................................................................................1
PROJECT 1 .....................................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1 ..........................................................................................................................................1
P1Purpose and functions of human resource management applicable to workforce planning
and resourcing.............................................................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................2
TASK 2 ..................................................................................................................................3
P3. Benefits of HRM practices for employer and employee .....................................................3
P.4 Effectiveness of HRM practices to raise profits and productivity........................................5
TASK 3 .....................................................................................................5
P.5 Importance of employee relations at time of HRM decision making .................................5
P6 Impact of employee legislations on HRM decision making..................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES ...............................................................................................................................8

PROJECT 1
INTRODUCTION
Human resource management is most vital part of any organisation. It plays an essential
role in order to perform various operation of business organisation. It regulate employee in
organisation in order to complete different activities of organisation (Kerlinger, and et. al.,
2013). HR manager of organisation different interviews in order to hire new employee as per
requirement of organisation. It also controls different works like salary of employees on time,
allocation of resource for manufacturing of products, conduct various types of training session in
order to enhance skills and knowledge of employees. HR manager is also renowned as
representative of any organisation because it plays an important role in order to represent its
organisation in effective manner. In this project Vi4rgin Atlantic Airways is being which
provide airline services in various countries. This company helps to explains to define various
functions of human resource management their weakness of recruiting employees and various
types of selection approaches.
TASK 1
P1Purpose and functions of human resource management applicable to workforce planning and
resourcing
Human resource management plays a significant role in order to provide better training
and various types of accommodation to its employee which help management to accomplish
different types of functions which is perform by employees in effective manner. There are some
objectives of personnel department of this organisation is mentioned below: Employees- in order to provide different types of training the HR manager of Virgin
Atlantic airways should implement different types of new and innovative methods of
training. It aids in enhance the skills and knowledge of employees. HR manger of
organisation controls different types of conflicts while performing different activities at
workplace. Thus employee can retain in organisation for long time to provide their
services (Kircher, and Jain, 2013). Organisation- HR manager of organisation hire new employees and properly give
various types of training in order to perform different types of operation in organisation
in a systematic manner. It help in accomplishing the target which is assigned by the
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manager of organisation. By providing various training it help to improve the
performance of organisation (Lewis, Packard and Lewis, 2011). So HR manager of
organisation put their effort in order to maximise level of profit and also stands before its
different rivals present in marketplace. Performance management: HR manager of organisation put its efforts in order to
resolve various types of conflicts while performing various types of work activities by
employees. It aids to increase productivity of organisation. It helps to attain goals and
objectives of organisation.
 Employee relation: HR manger of organisation put their effort in order to make healthy
relationship with employee by considering their different types of issues. It helps to make
strong relation with HR manager and employees working in organisation. HR manager of
organisation regulate their employees in effective manner so that no conflict could be
arises while performing different task in organisation.
Functions of HRM
Recruitment and Selection: HR manager conducts different types of interviews in order to
select qualified candidate as per requirement of organisation.
 Planning: Human resource department of organisation prepare various types of plan and
policies while implementing different methods of recruitment and selection of applicant.
 Maintain positive environment: HR manger of organisation put its effort in order to
maintain good environment in order to perform different work activities.
 Training and development: HR manager tries to implement different types of training
methods in order to increase skills and knowledges of employees (Moutinho, 2011).
 Orientation: This function concerned to get aware about the new rules and regulation of
organisation which are define to newly recruited employee in organisation.
P2. Strengths and weaknesses of different approaches to recruitment and selection
In order hire different employees organisation implement different approaches of
recruitment and selection. Organisation select various applicant who have fulfil all criteria of
recruitment and selection who are fit for post. Organisation put their effort in implementing
different methods of recruiting and selecting right individuals for right post. It also consider
internal, external and third party source to recruit various applicant for different types of post. In
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order to recruit different candidates organisation provide different types of accommodation like
various salary package, employee agencies, labour contractor and many others.
External source: This source is related with recruitment of employee from outside of
organisation. HR manager can take help in recruiting applicant from colleges, newspaper,
magazines and many other ways.
Strength: There are various applicant who wants to works with in Virgin Airways
Limited. While selecting applicant organisation verify the education and experience of
employees. It helps to accomplish different types of task in effective manner. It also help to
increase profitability of organisation (Nabrzyski, Schopf and Weglarz, 2012).
Weakness: Organisation invest lots of capital in order to hire new applicant from
external source. This process have lots of complication in order to select best alternatives from
different colleges . By selecting applicant from outside it reduces the morale of existing
employee which leads to reduce the productivity of organisation.
Internal source of recruitment: This resource concerned on to recruit employee within
organisation which includes transfer of employee giving promotion to them, and
recommendation mad many other ways.
Strength: It helps organisation to recruit employee by giving promotion , transfer from
on department to other department of same organisation. It is very less time consuming processes
and also need less capital investment in order to recruit different employees.
Weaknesses: organisation do not put effort in recruiting new employees. They cant
implement new and innovative of recruitment because they recruit existing employees in order to
deliver the services. It leads to reduce the growth of employees. The performance of organisation
is also reduce.
TASK 2
P3. Benefits of HRM practices for employer and employee
In order to accomplish different types of task it is essential for human resources
department of Virgin Atlantic Airways should implement different approaches human resources
practices which benefits employee as well as organisation in respective manner. These benefits
helps to develop career of employees working in organisation it also leads to enhance working
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capabilities of employees. HR manager gives new responsibility to its employees help to develop
skills and knowledge of employees There are some benefits describe below: Good working environment: HR manger of organisation implement different strategies
in order to provide effective environment which help to accomplish various task in
stipulated time frame. Good environment leads to attain goals and objectives of
organisation (Ployhart, and Moliterno, 2011). Career growth: There are various promotions and compensation which are given to
employee by management of organisation. These compensation and promotion helps to
improve performance of employee and employee take keen interest in performing various
activities in effective manner. It also helps to build carrier of employee by giving him
new responsibilities. It aids to attain effective result which leads to growth and expansion
of business.
 Motivation: HR manger needs to motivate their employee in order to accomplish
different types of work activities in stipulated time period. It helps to increase energy
level of employee to perform different types of task in effective manner
Benefits to employer
 Reduce conflicts: By taking help of effective HR practices, it help to identify the causes
of conflicts and resolve it in effective manner. Thus it aids to improve performances of
employee.
 Quality workforce: by providing qualitative training to employee it enhance
productivity of organisation.
 Achievement of objectives: if employee attain adequate various types of training
methods, it helps to attain good outcomes in order to achieve goals and objectives of
organisation.
These are benefits which helps employee to enhance their living standard which help them to
perform their duty in effective manner. It leads to smooth running of organisation in order to
maximise the growth of organisation. HRM practices plays a significant role in order perform
different types of work operation inside the organisation in effective manner.
P.4 Effectiveness of HRM practices to raise profits and productivity
In order to select right individuals for right post organisation put its effort in following
different approaches of HRM practices. Effectiveness of HRM practices can determined in
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various ways I order to fill different post vacant in organisation. BY following these approaches
HR manager can establish healthy relationship between employees and organisation.
Determining the effectiveness of different HRM practices of Virgin Atlantic Airways can be
accomplish through model which is mentioned below:
Kirkpatrick Model- This model can determine the effectiveness of training and its impact of
employees. It can be enhance in 5 steps-
 Reaction: By implementation of this model it shows reaction after training given to
employees. Organisation needs to attain better experiences through conduction of
various training session. It helps to enhance performance of employee by implementing
various training methods (Renz and Herman, 2016).
 Learning: It helps to determine skills and abilities of work by providing various
training sessions. It can be used to evaluate the promotion of employees. Many
employees attain promotion to employees. It result in success ad growth of training
session.
 Behaviour: In this behaviour of different employees are analyses. After completion of
training session behaviour of employee are positive then it can termed as successful
completion of training. It helps to develop the skill and knowledge of employees. So HR
manager and its department put its effort in order to provide training to employees.
 Result: In this outcomes are determined by HR manager of training session HR
manager took views of employees about the training which are provided to its employees
. It helps to attain goals and objectives of employees and also increase level of profit of
organisation. Hence it is determine that HR has done tremendous job in [providing
training to employees.
TASK 3
P.5 Importance of employee relations at time of HRM decision making
Establishing healthy relationship with employees of organisation leads to create an
effective environment in organisation in order to accomplish different types of task in stipulated
time frame. So management of organisation can able to take different types of decision in order
to growth and expansion of business. There are some importance of employee relation which are
concerned to HRM decisions of Virgin Atlantic Airways limited are describe below:
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 Promotes creative ideas and innovation: in order to establish good relationship with
employees. Management can gain new and innovative idea from their employee which
aids tom accomplish goals and objectives of organisation. Thus organisation have
tendency to take effective decision which are related to recruitment and selection and
many other decision. It helps to enhance the profitability of company. It creates good and
strong brand image in front of different customer (Schermerhorn, and et. al., 2014.).
 High loyalty of employees- if organisation maintain good relationship with employee it
helps to gain loyalty of employees working in organisation. It also helps to retain
employees in organisation for long time period.
 Promoter team working- Maintaining good relationships leads to reduce conflicts
between the employees. It help to mange different operation of organisation in effective
manner. HR manager can consider suggestions of employees which are related to training
and compensation which are given to all employees.
 Job satisfaction: Employees of organisation give adequate training in order to solve
various issues of employee. HR manger can consider the suggestion of employees in
order to select qualified applicant. So organisation can hire right employee in
organisation.
 Reduction in recruitment expenses- Maintaining good relationship with employee the
HR manger can attain suggestion from employee it helps to implement new and
innovative technology in organisation.
P6 Impact of employee legislations on HRM decision making
Every organisation have to follow different rules and regulations which are imposed by
government in order to smooth running of business. It also help to maintain of services which
provided by the organisation to its loyal customer which impact on HR manager of organisation
in decision making. There various element which affect management in decision making are
given below:
Equal pay act, 1970- this act define that there should no discrimination between males
employees and female employees. They are equally treated by management of organisation. So it
is responsibility of HR manager is to monitor that there should be no discrimination between
males and female employee at time of recruiting and selecting male and female employees in
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organisation. It helps organisation in order to equal diversification of employee within
organisation.
Health and safety Act- This act concerned on to give safety and hygiene to employee, it is
responsibility of employee to maintain safety and hygiene in organisation. It is responsibility of
manager to provide various types of facilities to employee which helps to maintain hygiene and
cleanliness. If any accident occurs to employee while performing different work activities. Then
manger should took various initiatives steps in order to cure that employee. It provide various
treatment to that employees (Shafritz, Ott, and Jang, 2015.).
UK employment equality act- As per this act it give equal opportunities to different participant.
HR manger of organisation HR manger of organisation not able do discrimination between male
and female employees while recruiting and selecting employees, giving promotion and training
and many more. So that all employees of organisation can perform different activities in
effective manner.
RIDDOR 2013- This act government took initiative steps in order to record all accidents in
different organisation to employee while performing different operation in organisation.
Disability act- As per this organisation has to give necessary tools and facilities to various
employees who get disable employee of organisation. The HR manager also took proper
initiative in order to care those employee and arrange various facilities to them.
CONCLUSION
As per above mentioned report it has been assumed that human resource management
plays a significant role in regulating employee in order to perform different activities of
organisation. It also plays an important role to hire new employee for organisation in order to
accomplish different types of work activities of organisation. There are also different element
which affect them to take decision.
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REFERENCES
Books and journals
Kerlinger, P., and et. al., 2013. Wildlife and recreationists: coexistence through management and
research. Island Press.
Kircher, M. and Jain, P., 2013. Pattern-oriented software architecture, patterns for resource
management (Vol. 3). John Wiley & Sons.
Lewis, J. A., Packard, T. R. and Lewis, M. D., 2011. Management of human service programs.
Cengage Learning.
Moutinho, L. ed., 2011. Strategic management in tourism. Cabi.
Nabrzyski, J., Schopf, J.M. and Weglarz, J. eds., 2012. Grid resource management: state of the
art and future trends (Vol. 64). Springer Science & Business Media.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renz, D. O. and Herman, R. D. eds., 2016. The Jossey-Bass handbook of nonprofit leadership
and management. John Wiley & Sons.
Schermerhorn, J., and et. al., 2014. Management: Foundations and Applications (2nd Asia-
Pacific Edition). John Wiley & Sons.
Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015. Classics of organization theory. Cengage
Learning.
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