Human Resource Management Report: Analysis of Indian Airlines

This report provides an overview of Human Resource Management (HRM) practices, using Indian Airlines as a case study. It begins with an introduction to HRM, outlining its purpose and functions, including recruitment, selection, and retention. The report then delves into different recruitment and selection approaches, comparing their strengths and weaknesses. It further explores the advantages of various HRM practices for both employers and employees, such as training, performance management, and rewards. The importance of employee relations and its influence on HRM decision-making is discussed, along with key elements of employment legislation. Finally, the report examines the application of HRM practices in a work environment, highlighting the need for effective implementation to create a positive and productive workplace. The report emphasizes the importance of adopting appropriate HR practices to increase profits, productivity and employee satisfaction, and offers recommendations for Indian Airlines to address its current HRM challenges.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1 ................................................................................................................................................1
P1 Purpose and functions of human resource management .......................................................1
P2 Strength and weakness to different approaches of recruitment and selection ......................2
LO 2.................................................................................................................................................2
P3 Advantages of several HRM practices for employer and employee .....................................2
P4 Effectiveness of different HRM practices in order to raise profit and productivity..............3
LO 3.................................................................................................................................................4
P5 Importance of employee relations and its influence in HRM decision making.....................4
P6 Key elements of employment legislation...............................................................................4
LO 4 ................................................................................................................................................5
P7 Application of HRM practices in work environment ...........................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

Illustration Index
Illustration 1: HRM practices...........................................................................................................2

INTRODUCTION
Human resource management is considered as one of the important department of an
organization which helps in better staff selection process, initiating training and development and
providing healthy and safe workable environment (Alfes and et.al., 2013). A comprehensive
discussion, addressing the issues faced by Indian Airlines will be made further providing various
strategies on the same. The report focuses on the main purposes and functions of HRM which
are, recruitment, selection, retention etc. In the end, a brief discussion will be made on
application of HRM practices in work environment
LO 1
P1. Purpose and functions of human resource management
The main purpose of human resource management is to coordinate with people working
in the organization in order to achieve specific objectives. Further, another important role of
human resource team includes fulfilling the requirement of employees and maintaining staff
satisfaction. Some of the main functions of human resource management that are needed to be
fulfilled by HR team of Indian Airlines include:
 Recruitment: HR team of Indian Airlines is responsible for recruiting right kind of
candidates in the company as per the requirement arising in different department. There
are four main functions that are considered while recruiting people which are analysis of
the job necessity, sourcing, screening and then finally selecting them (Bratton and Gold,
2012).
 Selection: It is an important function of HR where right kind of talent is attracted
towards the job ensuring that roles and responsibilities will be carried out in a well-
defined manner. Proper screening of candidates in initiated in order to perform this
function.
 Retention: Different activities are initiated in order to retain the current employees and
ultimately reduce staff turnover ratio. Employees are given with adequate number of
opportunities such as promotion, bonuses, monetary and non-monetary benefits, etc.
 Performance: Another function to be conducted by the HR team of Indian Airlines
includes management of performance of employees. They tend to keep the criteria of
performance appraisal very clear and transparent so that entire process will be adopted
willingly by employees (Budhwar and Debrah, 2013).
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Appropriate adoption of these functions will help management of Indian Airlines to fulfil
business objectives in the most efficient manner.
P2. Strengths and weaknesses to different approaches of recruitment and selection
Adoption of effective approach that can help in recruiting and selecting job candidates is
an important aspect of HR team. There are two types of methods considered for this process.
They are internal and external recruitment.
Internal recruitment is the process where candidates available in the existing force are
scanned in order to fulfil current vacancy. However, in case of external recruitment, people from
pool s are called for the process and recruitment and selection is processed from them. Internal
recruitment process is easy to be undertaken but external recruitment helps in bringing new and
fresh talent to the organization who are equipped with better skills (Kehoe and Wright, 2013).
There are different approaches to recruitment and selection that can be adopted by Indian
Airlines. They are as follows:
 Job description: In order to attract appropriate candidates towards job, it is important
that the job description that has been prepared by HR is accurate. It must have adequate
information regarding payment bracket, roles and responsibilities in the job, reporting
requirement, etc. It will help Indian Airlines to hire the right talent. The main
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Illustration 1: HRM practices
(Source: Importance of Employee
Relations - Why Employee
Relations at Workplace?, 2017)

disadvantage is that everything can not be mentioned in the job description and hence can
deviate the results.
 Multi step recruitment: The interview must be conducted in several steps so that in-
depth insight of candidates can be received. It also helps in making people meet with
their desired roles and responsibilities. However, the main disadvantage is that it is
difficult to make assessment of skills of an individual through a job interview (Buller and
McEvoy, 2012).
 Skill inventory: Before opting for recruitment process, it is important for HR team to
assess skills that will be required in an individual to fulfil the job requirement. A
comprehensive list of skills helps in finding out the right kind of candidate which Indian
Airlines in seeking. However, some of the skills can be developed in the individual with
time and hence company can not get candidate based upon the skill inventory every time.
LO 2
P3. Advantages of several HRM practices for employer and employee
HRM practices help in fulfilling the objectives of company. There are several HRM
practices that can be adopted by Indian Airlines as it proves to be advantageous to both the
employer and employees. Some of the common HRM practices are mentioned as below: Recruitment: It in considered as the core function of HR team. It includes the process to
attract, select and appoint, appropriate candidates for the job.
Employer: It helps in inclusion of right kind of candidate to the team so that overall objectives of
the organization can be met.
Employee: Equal chance is given to the individual in order to get recruited by the organization. Selection:
Employer: It is an important process as it helps in increasing production and profits of the
company if appropriate candidates have been selected for job. Indian Airlines is facing issues
regarding this approach and hence, it requires serious attention in order to increase its
profitability.
Employee: They are able to get their best suited and desired roles and responsibilities. Training:
Employer: It boosts up their morale and decreases staff turnover ratio.
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Employee: It helped in making the employees competitive enough so that they can effectively
perform their roles and responsibilities. It also helps in increasing the job satisfaction level of
employees Performance and rewards: It is another practice where employees are rewarded based
upon their performance.
Employer: It helps the employer to get the best from the employee and increases their
competency as well (Daley, 2012).
Employee: The employee also feel motivated when their performance is rewarded. Hence, the
practice must be adopted by Indian Airlines as well.
P4. Effectiveness of different HRM practices in order to raise profit and productivity
Indian Airlines is currently facing HR issues in the organization. There are different HR
practices that are required to be adopted by it. These are:
 Adoption of appropriate process of recruitment
 Effective selection of candidates from the pool of applicants
 Providing training and development to employees to increase their competencies
 To reward the employees based upon their performance to enhance motivation level
(Reiche, Mendenhall and Stahl, 2016).
These approaches to HR are not only helpful for the employees but also for employer. It
helps in ensuring that all requirement of employee are fulfilled so that they can work in full
swing which helps in increasing productivity and profits of the enterprise. Indian Airlines is
facing issues due to non-adoption of these functions. It can help the airline to increase its profits
in the long run. It further boost up the morale of employees so that they can work effectively and
efficiently for the entity. It will help Indian Airlines to achieve its objectives effectually
LO 3
P5 Importance of employee relations and its influence in HRM decision making
It is important that there is a strong relationship between the employer and employee.
Maintenance of healthy relations leads to success of the organization. It also leads to higher
productivity and greater employee satisfaction level of the personnels. The conflicts and disputes
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that can occur in the entity can be avoided through it further providing the employee a healthy
and safe working environment.
Good employee relation signifies that there is a positivity in the minds of people and they
are ready to contribute higher towards the success. Some of the important practices are to be
adopted by Indian Airlines, which are:
 Fair treatment must be offered to all the employees working in the organization.
Favouritism among employees must be avoided. HRM policies must ensure that there is
no discrimination at the work place based upon religion, gender etc. Embracing equality
in the work environment makes people to feel equal and important further increasing
their productivity at work (Popaitoon and Siengthai, 2014).
 Encouraging feedbacks from the employees and assess the issues that are generally faced
by them at the workplace. In that case management of Indian Airlines must adopt for
appropriate strategy in order to resolve the issue.
 An effective communication network must be initiated in the work environment. Open
channel of communication helps in resolving the problems quickly. Further, it leads to
higher satisfaction level of the employees.
P6 Key elements of employment legislation
HRM need to implement various regulation at the work place so that effective working
environment can be provided to the employees in the organization. Hence, it is important for
Indian Airlines to adopt the following legislations in its functioning. These are mentioned as
under:
 Discrimination Law, 1965: The race relations act 1965 indicates that there must be no
discrimination on the grounds of colour, race, ethnicity or national origin at public places.
Hence, Indian Airlines policies must take this aspect into consideration so that every
employee in the organization is given equal opportunities to grow.
 Wage Law, 1998: As er minimum wages act, 1998, a minimum amount of wages issued
by the government is required to be given to the employees working in the enterprise.
The current minimum wage rate in UK £7.50 per hour for the people above the age of 25,
£7.05 per hour for the workers with the age between 21 and 24 and £5.60 for the one who
are aged between 18 to 20. Hence, the wage distribution among employees in Indian
Airlines must consider the facts issued by the government (Marchington and et.al., 2016).
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 Maternity leave: There is a statutory maternity leave issued by the UK government
where it is important for the management in the organization to provide leave to its
pregnant employees for 52 weeks It includes, ordinary maternity leave for first 26 weeks
and additional maternity leave for last 26 weeks. Hence, the regulations issued by the
government must be followed and policies regarding maternity leave is required to be
made by Indian Airlines as well.
LO 4
P7 Application of HRM practices in work environment
Application of appropriate HRM practices ensures that an effective working environment
is created for the employees working in the organization. Hence, in order to work upon the stated
fact, it is important for Indian Airlines to follow appropriate steps of recruitment and selection. It
includes,
 Advertising for the position for which employees are required
 Screening the received resume so that people whose qualification and skills match with
the job profile can be found out
 Assessment of the candidate is done through multiple stage interview.
 Reference check process is also initiated to ensure that the person do not belong to any
criminal background.
 Job is offered to the appropriate candidate is given. Compensation pan is also discussed
with him at that point of time.
 The candidate is then given appropriate training and development so that he can meet
with the required responsibilities of the job profile. It helps in making the individual
competent enough to perform his task effectively and efficiently (Sparrow, Brewster and
Chung, 2016).
Indian Airlines is facing issues in its Human Resource management programme as the
employees are not satisfied with their job. They are not offered their desired roles and
responsibilities which leave them dissatisfied towards their job. It also leads to decrease in the
productivity which further decrease the profit levels of their company. The management forces
their employees to perform the tasks that are not offered to them at the time of job offer.
It is advised to the company to practice different HR function in order to build
appropriate relationship with the employees. An effective process must be followed at the time
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of choosing candidates and desired profile must be offered to them. It will increase the job
satisfaction level. Hence, it is advised to Indian airlines to opt for effective process of HR so that
the difference between employer and employees can be mitigate. It will help in achieving higher
profits and enhancing then market position of the company in the market as well (Importance of
Employee Relations - Why Employee Relations at Workplace?, 2017).
CONCLUSION
Based on the above report, it can be concluded that, human resource management is an
essential activity that is to be performed effectively in an organization. Indian Airlines needs to
adopt better HR management practices so that the problems arising in the entity can be sort out.
Further, it is necessary to opt for staff selection process so that right kind of talent can be
attracted towards the organization.
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REFERENCES
Books and journals
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review.22(1).
pp.43-56.
Daley, D. M., 2012. Strategic human resources management.Public Personnel Management,
pp.120-125.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Popaitoon, S. and Siengthai, S., 2014. The moderating effect of human resource management
practices on the relationship between knowledge absorptive capacity and project
performance in project-oriented companies. International Journal of Project
Management. 32(6). pp.908-920.
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.
Online
Importance of Employee Relations - Why Employee Relations at Workplace?. 2017. [Online].
Available through <http://www.managementstudyguide.com/role-of-communication-in-
employee-relationship.htm>.
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