Human Resource Management Report: UK Drone Delivery, HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the UK Drone Delivery organization. It begins by outlining the purpose and functions of HRM, focusing on recruitment, training, compensation, and employee relations. The report then delves into the strengths and weaknesses of various recruitment approaches, including direct advertising, talent pool databases, and employee referrals. It evaluates the importance of HRM functions in providing talent and skills, followed by an assessment of the strengths and weaknesses of different selection approaches. The report further examines the benefits of HRM practices, such as providing security to employees, hiring the right people, and fostering self-managed teams. It explores the effectiveness of various HRM practices in improving productivity and employee engagement, including the use of intrinsic and extrinsic rewards, motivational theories, and flexible organizational structures. The report also addresses the significance of employee relations in influencing HRM decision-making, as well as the impact of employment legislation. It concludes with a critical evaluation of HRM practices, supported by examples, and a discussion of the application of HRM practices within the UK Drone Delivery context, emphasizing rationale and practical implications.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and Function of Human Resources of Management in UK Drone Delivery
organization.................................................................................................................................3
P2 Strength and Weakness of different approaches of recruitment.............................................4
M1 Functions of HRM to provide talent and skills.....................................................................5
M2 Evaluation of strength and weaknesses of approaches of selection......................................6
D1 Critical evaluation with example...........................................................................................6
TASK 2............................................................................................................................................6
P3 Benefits of HRM Practices within the UK Drone Delivery organization..............................6
P4 Effectiveness of different HRM practices..............................................................................7
M3 Assessment of methods used in HRM practices...................................................................8
D2 Critical evaluation of HRM practices application using example.........................................9
TASK 3............................................................................................................................................9
P5 Importance of employee’s relation for influencing HRM decision-making..........................9
P6 Key elements of employment legislation and its impact over HRM decision-making........10
M4 Evaluation of key aspects of employee’s relation...............................................................11
D3 Critical evaluation and application of employee’s relation.................................................11
TASK 4..........................................................................................................................................11
P7 Application of HRM practices..............................................................................................11
M5 Rationale of the rationale....................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resources Management (HRM) is a part of the top management of the company that
manages people at the workplace by using the various management approaches and theories. The
report will be based on the UK Drone Delivery organization which delivers the essential
products such as medicines, organs via drone as soon as possible. The report will specify the
function of human resources management in the organization and also the strength and weakness
of different approaches of recruitment and selection. The report will also evaluate the HRM
practices and the application of practices within the drone delivery organization. Further, the
report will also define the benefits of HRM practices to the both employer and also employee.
The report will also describe the effectiveness of different practices of human resources
management in improving the productivity and efficiency of the employee and business.
MAIN BODY
TASK 1
P1 Purpose and Function of Human Resources of Management in UK Drone Delivery
organization
The purpose of the HR management is to recruit highly talented and best workforce in order
to run the business operations smoothly. The purpose and function of HR management in UK
drone delivery company are as follow:
 Recruitment and selection: The HR manager of the company find and hire the qualified
employees for managing their business delivery services in the best manner possible. For
this, the managers use the best and appropriate tools and technology and also follow all
the legal requirements and ethical practices related to the hiring and selecting.
 Training and development: The function and purpose of the company HR manager is
that they provide their new and existing employees with suitable and regular training for
their personal as well as professional development. The impact of which the employees
are able to manage the order of delivery of medicines and other products on time via
drone service (Mitu and Vasic, 2018).
 Compensation: Before setting the salaries and wages of the new employees the managers
have to make sure the candidates experience, theoretical and practical working

knowledge. It is because if employees do not receive salary as per their expectation than
they will quickly quit the job.
 Safety and Health: The HR manager of the company have to make sure that their all
employees will remain same health at the time of taking the orders and preparing the
order for the delivery via drone. The managers have to ensure that the work environment
of the organization must comply legal requirement set by Health and Safety Act.
 Employee and Labour Retention: In order to retain the employees within the
organization the HR manager of the drone deliver launches the various parties and fun
activity to make them happy. And also, to minimize the disputes between the employer
and employees.
 Termination and Firing: The managers can also terminate and fire the employee any
time if any breach of contract and agreement done by employee (Liu and Liao, 2017).
P2 Strength and Weakness of different approaches of recruitment
Basically, there are various approaches of recruitment but the most appropriate, suitable
and in trend approach of recruitment and selection is direct advertising, talent pool database and
employee referrals.
Direct Advertising: In this approach, the HR managers of the UK drone company can place and
launch various advertisement related to job vacancy on their career sites, job boards, social
media platforms and industry publications (Shatarova and Zlatanova-Pazheva, 2018).
Strength:
 The company can send and deliver the job vacancy applicants to the specific group or
customers.
 The campaigns and advertisement over the social media platforms are cost effective as
compared to others.
Weakness:
 Using the leafleting and paper-heavy direct mails to the candidates for job vacancy is can
create difficulty for environment.
 This might lead to legal issues to the company related to the privacy and data protection
of candidates.

Talent Pool Database: The HR managers of the company can always create a talent pool
database of the candidates that are not selected but have suitable knowledge that need to be save
by the company.
Strength:
 Whenever new vacancy arises in the company the managers can refer the candidates
having in their talent database.
 The future development of the company became easier by use of talent pool database
approach.
Weakness:
 Sometime, the company might lose outside talented employees which is much better than
the talent pool database candidates.
Employee Referrals: The managers of the company can also select the candidates which is refer
by the existing employees. The candidates might be the existing one that have quit the company
earlier (Macassa, 2019).
Strength:
 Here, the employers are able to hire the correct person because they know about the value
and ability of that candidates earlier.
 This recruitment is cost effective for the company because the company need to spend
money on the advertisement etc.
Weakness:
 There may be chances that the wrong candidates are preferred by the employee just to
help their family person.
 The unsuitable candidates can lead to the loss of talented candidate and also decreases
business performance.
M1 Functions of HRM to provide talent and skills
The HR manager of the UK Drone Delivery company must be expert in the verbal aptitude
and also need to have strong computer knowledge in order to manage the whole recruitment and
training process. The skills that are needed for the HR are worker relations, onboarding, HR
information software, planning etc. The human resources of the company must have the ability to

build strong relation between the employees so that no one will quit the job because of the
inequality and discrimination (Piwowar-Sulej, 2018).
M2 Evaluation of strength and weaknesses of approaches of selection
Strength of the approach:
The strength of the internal approach of the recruitment is that it reduces the expenses of
preparation of the drone delivery company. There is a less chances of recruiting the inadequate
candidates. The strength of the external approach of the recruitment is that it ensures the high
productivity of the employee and also advance the brand of the company.
Weakness of the approach:
The outer candidate’s selection may result into the increase in company’s cost and the
managers need to provide extra skills development training because of lack of experience. The
weakness of internal approach is confidence problem (Mamatova and Pavliuk, 2020).
D1 Critical evaluation with example
The UK Drone Delivery company’s managers need to hire and retain the best and talented
employees that manages the regular delivery of essential products via the drone machine. The
candidate must know the use and operation of drone machine properly soc that the delivery will
be done on time. For example, the company can use Best Fit versus Best Process for effective
workforce planning but it is also increasing the cost of the company to hire the expert for the HR
manager role (Tavakoli and et.al., 2018).
TASK 2
P3 Benefits of HRM Practices within the UK Drone Delivery organization
The adoption of human resources management practices helps the manager of the drone
delivery company identifying and selecting the best and talented candidates not only from the
local market but also from the international market. The benefits of this practices include the
following:
 Providing security to employees: Because of the unpredictable situation of the life, the
employees always feel stressed related their job security. In this situation, the managers
of the company with the help of formal and informal contract take good care of their

workforce. It is also beneficial for the organization because it helps them in retaining the
talented employees with themselves.
 Hiring the right people: With the help of HRM practices, the drone delivery company’s
manager can hire the best and exceptional people from all over the world which further
add value to the business. For this, the managers have to make sure that their structure of
the selection process must be fair and simple. By building the right workforce in the
organization the company can take competitive advantage in the market (ROSAK-
SZYROCKA, 2017).
 Self-managed and effective team: This is also one of the benefits of the HRM practice
because this helps the company in managing the task of their worker regularly. The
training and development to the employees helps in managing the effective teams within
the company and the impact of which the overall business performance get improve.
 Fair and performance-based compensation: This practice of the HRM helps the
company mangers in measuring and evaluating the performance of each employee on
daily basis. And compensation and incentive based on their performance encourage the
workers to work even at the workloads.
 Employee’s engagement: The employees engagement practices of human resources
management benefit the company in receiving the best ideas and thoughts at the tough
phase of the company. The open communication about the strategy and plan helps the
managers in encouraging the feeling of employees that their company’s trust their
employees. And also helps in removing the negative informal chatters (Angela-Eliza and
Valentina, 2017).
P4 Effectiveness of different HRM practices
The HRM practices helps the managers of the UK drone delivery company in improving
the profit and productivity of the organization in the following manner:
 Extrinsic and Intrinsic reward: Intrinsic reward such as problem-solving skills,
intelligence, experiences which is offered by the organization. The intrinsic motivation
helps the drone delivery company in motivating their employees and increases their level
of productivity which leads to professional development. While on the other hand, the

extrinsic reward such as incentives, bonus, appraisal etc. motivate the employees towards
the achievement of organizational and their own regular targets and goals. Motivational Theory and Reward: The HR managers of the company are able to satisfy
the needs of the employees if they apply Maslow’s Hierarchy of needs motivational
theory within the drone delivery company. Here, the manager has to fulfil the needs of
the employees which start from the physiological needs and then at last fulfil the self-
actualization needs. For this, the managers should properly analyse the current
requirement and future expectations of their employees in order to improve their
performance and achieving business profit maximization objectives (Aitken-Fox and
et.al., 2020). By motivating the employees of the company, the managers can improve the
productivity and performance of them and this is known as performance management.
 Flexible organization structure and working practice: In order to formulate and set the
structure and culture of the organization based on the relation of its employees, the
managers of the drone delivery company need to adopt the flexible working hours. The
flexibility at the work place and balance work life balance always attract more and more
candidates. Nowadays, candidates always look for that company which provide them
work life balance and also the structure of the business where no one can harsh and
demotivate them. For this, the HR managers of the company need to first learn various
skills of managing a team and also understand the pros and cons of each practice. The HR
managers of the company have to conduct the recruitment, selection and placement
function equally without discrimination between the candidates. The manager also needs
to provide proper training and development to their employees and for this they need to
have these skills and qualities between them. In order to build this quality, the managers
have to be critical thinking and active listening.
 Performance and Reward: The managers of the company have to look and monitor the
performance of their employee on the basis of their work quality not quantity. It is
because delivery the large amount of orders without maintaining the quality of product is
only going to increase the company cost. The managers also provide the compensation on
the work quality basis. The company’s manager have to provide equal target to all their
employees and also have to make sure that the working hours must be flexible that is 8
hours a day.

M3 Assessment of methods used in HRM practices
The following methods used in HRM practices which can be used by the managers of the UK
drone delivery company are as follow:
 Enrolment and choice practically speaking
 Meeting planning and best practices.
 The effect of the innovation and technology on the improvement of the enrolment and
choice procedure.
 The company can also utilize the online assets to communicate with the employees in
formal and informal ways.
 The managers can also structure the organization in simple ways and also promote the
work to attract candidates (Meshcheryakova and et.al., 2018).
D2 Critical evaluation of HRM practices application using example
The manager of the Drone delivery company is unable to understand the issues of the
company but after coming in knowledge with the HRM practices the manager uses Feedback
practices. In this, the manager asks each employee about their concern separately. And after that
they get to know that there is a person in a company that harsh and bully the employees on the
basis of their skin colour. The manager takes strict action against that person and fire them from
the company after that the trust and confidence of all the worker over the manager and company
get increases (Rashid and et.al., 2020).
TASK 3
P5 Importance of employee’s relation for influencing HRM decision-making
The managers of the UK Drone Delivery company have to fascinate the workers
connection in order to improve the execution of employees within the company at any working
condition. For this, the managers have to consist the following systems:
 Correspondence: The HR managers must give their employees the authority to access
and restore the essential data related to the task of the company which includes
employee’s role for completion. By providing them relevant customer data, the company

able to manage their delivery task on time. This is a way with the help of which
employees will probably perform at their high level and agreeable dimension.
 Reduction in Turnover: Employee’s relation is considered as the backbone of the
business. Poor relation between the employees will directly affects the business with the
high employee turnover. The drone delivery company’s managers have to launch various
formal and informal parties and also make believe the employee that the company respect
their skills and knowledge (Ünsür, 2019). While on the other hand, the employees also
need to be active towards their work and manage all the order of the customers on time so
that the turnover of the company will not reduce.
 Great Profit: The deep relation between the employees helps the human resources
management in increasing the profitability of the company. It is because if each
employees helps other one in their work completion and share their knowledge with each
other than the profit of the organization will definitely increase. UK Drone Delivery
company have to provide them enough time so that they can get to know each other’s.
 Vision: The setting and decision of the vision of the drone delivery company must follow
the vision of the employees. Every employee expects from their company that they care
about their employee’s personal development also. So, the business vision which provide
the employees in achieving their personal career goals will never leave such place.
P6 Key elements of employment legislation and its impact over HRM decision-making
The HR managers of the company have to ensure and make them updated with all the
legislation and regulations of employment in order to take proper and appropriate business
decisions. The legislation basically come from the UK parliament, UK courts and also EU laws.
This law includes National Health and Safety Act, anti-discrimination law, bullying and
harassment etc. The key element of employment and their impact are as follow:
 Health and safety: The HR manager of the UK Drone delivery company have to follow
all the provision related to the health and safety of the employees otherwise they might
face legal penalty and the impact of which their brand image will get badly affected. The
also need to follow the flexible working regulation for their employees in which they
have to provide 48 hours work in a week in order to protect their employee’s health.

Along with that the company also need to provide the maternity and paternity leave of
around 3 months to their female employees.
 Anti-discrimination law: This is a law in which the managers need to provide equality to
each of their employees. If managers fail to do so it will badly affect the HR decision
because it will directly cause to loss of talented employees. The employee does not want
to work and also do not feel happy by working at a place where the superior do partiality
among the employees. The company have to provide equal opportunity to all their
employees without discriminate them as per the dismissal legislation.
 Bullying and Harassment: Any harsh to the employees of the company will lead to the
prisoner to the culprit and it might cause the permanent closure and seal to the company.
So, managers of drone delivery company need to adopt proper strategy such as 360-
degree feedback in order to know the issues employees are facing in the organization.
The company are not liable to dismissed any of its employees after their completion of 12
months of employment and also, they are not liable to harsh them from their day one of
employment. The company have to provide the minimum wage of 8.91 pound to all of its
workers.
 Data Protection: The managers of the company also make sure that no confidential data
access right is given to the employees because in case such an information gets out of the
company the client will file a police case against company. The impact of which the
company will get permanently shut down. The company also need to follow the statutory
notice period and statutory redundancy in order to take proper decision of any critical
situation.
M4 Evaluation of key aspects of employee’s relation
The key aspects of the employee’s relation within the UK drone delivery company are such
that the managers try to use different techniques for the same. The managers provide all the
work-related law and regulation training to the workers so that they can become responsible
person. The manager also tries to create a supportive business environment for the employees
with the help of which the employees will able to complete their daily work on time. The job
security is also one of the aspects of employee’s relation used in HRM practices. The company
must adopt the policies and procedures which provides the right to fair compensation and right to

safe workplace to each employee of the company. Not only that, the company have to make sure
that company’s environment is free from the discrimination and retaliation concept which
basically demotivates the employees (Topuz and Çağlayan, 2019).
D3 Critical evaluation and application of employee’s relation
The employee’s relation helps the managers of the UK Drone Delivery company in
building the employees confidence and also enhances their motivations. The harmonious
relationship between the employees and employer which not only grow the business to the
international level but also contribute to the economic growth and development. This is
ultimately increasing the efficiency of the company and also increase the revenue. But if the
manager does not do so than this lead to an increment in the conflicts and misunderstanding
among the employees which will further lead to low productivity and performance of drone
delivery business (Tataru, 2019).
TASK 4
P7 Application of HRM practices
Job specification
UK Drone Delivery
Position: HR assistant
Description
The human resource assistant has to manage and maintain the information of posting of
job advertisement. HR assistant also have to provide training, hiring and recruiting new people
with organization.
Experience
Have at least 2 years of experience in the HR field and also work and assistant.
Graduation
 Must be a graduated in commerce
 MBA degree is must
Additional skills
Coordination skills, communication skill, team-working skills

Person specification
Essential criteria Desirable criteria
Understandable skills
well-organized
Writing skills
Supporting skills
Confidence level should be high
Knowledge of computer with different
software.
Effective in presentation.
Job advertisement
Open vacancy
UK Drone Delivery
The business is looking for responsible and flexible HR assistant with an efficient work and
experience.
Qualification: graduation in any field with master degree, MBA.
Work experience: minimum 2-year experience in HR department at multinational
organization.
Salary is decided as per the skill and knowledge of individual
Those who are interested in the position can submit the CVs in nect seven days.
Email address: [e-mail]
contact us: 11452545164,8258288651
CV
Johan worth
8546525415
Objective
To join the reputed organization where I can use my skill and develop my career and
get the success. To obtain an effective and higher position in a multinational company in HR
field.
Professional profile

MBA professional with almost 1.5 of experience in the human resource department and
work under the HR and supporting responsibilities. All work for recruiting, training and
selecting the people within organization. Also, capable to perform higher administrative duties
in the HR department.
Core skils
 Management skill
 Team-working skill
 Coordination skill
 Research skill
Education profile
Graduate in commerce
MBA in HRM
Work experience
Work as HR manager assistant for 1 year.
Completed internship in multinational organization.
Declaration
All the information written in the CV is correct and with my best skills and knowledge.
Johan worth
Interview questions
Q1. Tell me 5 reason to hire you in the company?
Q2. Why you want to join this organization?
Q3. What is your goal and motive for next five years?
Q4. Tell about yours interested subjected and what is the reason behind that?
Q5. How did you know about this job profile and this organization?
Job offer
UK Drone Delivery

30 may 2021
Dear Johan worth
This is to inform you that UK drone delivery have selected you for the position of HR assistant.
We are requesting you to accept this offer letter and join the organization as soon as possible.
We wish you congratulations and a bright future in the UK drone delivery.
Jack Johnson
Human resource consultant
UK drone delivery
M5 Rationale of the rationale
The reason behind the application of human resource management practise is different as
their primary task is to develop a job specification that are needed in the organization. Which
help to the candidate to know about the position available in the UK drone delivery (Dede,
2019). Further, in this process the person specification is being presented by HR department
which explain the necessary needed and additional needs that company is demanding. Then
organization used to promote the job advertisement that has been made by the company. This can
be viewed by the candidate who are interested in that profile, and then they can send their CVs
for the same. The human resource department look to all the CVs of the candidates and filter out
the most efficient people who can be appointed as per their knowledge and skills. To ensure that
the information is correct and to talk to the candidates they use to organize the interviews for
them in that interview their different type of test and examination are held for the candidates who
are selected as per their CV's profile (Zirar, 2018). Various questions are asked related to the
subject according the job profile. The human resource asks different questions to every candidate
so that there is no chance of catching and when the employee will answer the question
effectively then they are told to speak something about themselves and then the individual is
being finalized. When the candidates are selected then offer letter is sended to them as a written
proof and then candidates accept the offer letter and join the organisation.

CONCLUSION
The report concludes the purpose and function of the human resources management and how
they will help the company in maintaining and developing skilful and talented workforce. The
report also concludes the strength and weakness of the approaches of HRM with the help of
which the manager can select and recruit the best and talented workers. The report further
concludes the benefits of the different HRM practices such as employee’s engagement,
performance-based compensation to the both employer and employee. The report also concludes
the key aspects and importance of employee’s relation for the organization goals achievement.
The employee always works as per the goals of the business but if the company’s manager works
and provide the employees with personal development along with business goals achievement
the employees retention will increases. The report also illustrates the application of HRM
practices in a work-related context.

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