Human Resource Management Report: Airdri Company Analysis Report

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on their application within the context of the Airdri company. It begins with an introduction to the purpose and scope of HRM, outlining its key functions such as staffing, compensation, and performance appraisal. The report then delves into workforce planning, recruitment and selection processes, employee development and training, performance management, and reward systems, illustrating how these approaches are implemented. It also examines different methods used in HR practices, including training, development, and recruitment strategies. Furthermore, the report explores the approaches to effective employee relations and engagement, emphasizing organizational culture, payroll, and employee development. The study also highlights key aspects of employee legislation, such as the Sex Discrimination Act and the Minimum Wages Act, and evaluates their impact on decision-making within organizations. The report includes specific examples to demonstrate the application of HRM practices in a work-related context and evaluates the use of technology in improving the recruitment and selection process, concluding with a summary of the key findings and recommendations.

Human resource
Management.

Table of Contents
INTRODUCTION..........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose and Scope of Human Resource Management............................................................1
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems...........................................................................2
3. Different methods used in human resource practices..............................................................3
4 Approaches to effectiveness of employees relation and employees engagement.....................4
5.Key aspect of employees legislation within organisation.........................................................5
6.Evaluation of employees relation and employment legislation in decision making and
meeting business objectives.........................................................................................................6
TASK 2............................................................................................................................................7
7 Application of human resource practices in work related context by using specific examples
......................................................................................................................................................7
8 Evaluating use of technology in improving recruitment and selection process......................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In present business world, Human resource management are responsible to execute and
manage effective operation and activity within an organization. They help in hiring best
candidate, improving performance of worker and making valuable plan to increase the efficiency
and workforce planning (Purce, 2014). In general, the HR manager of an organization use to
recruit, hire, develop and manage the worker so they work with full efficiency for the betterment
of company. To understand the importance of HRM, the company Airdri is selected. Company
manufacture variety of hand dryer.
The main purpose of this project report is to determine the purpose, function, roles and
responsibility of HR that are helpful in workforce planning, training and development. Beside
this report also discuss strength and weakness of various approaches of selection and recruitment
for the better performance of company. Furthermore, analysing importance of employees relation
and key elements of employees legislation and its impact on decision-making process. Hence,
application of human resource practises in work related context by using specific examples is
also discussed.
TASK 1
1. Purpose and Scope of Human Resource Management
HR refers Human resource of the company. It is the department of any company charged
with searching, screening, recruiting, staffing, controlling and training job applicants.
Purpose of HR
1. Staffing Needs: The HR department basically needs to recruit the employees. This
includes finding vacancy, identify job duties & profile, determining skills requirement
that are needed for a position.
2. Compensation: The HR mainly known for pay fair remuneration. It evaluates and brings
changes to an organisation's pay structure. This also focuses on labour work hour,
minimum wages, and payment for overtime work.
3. Performance Appraisal : HR is responsible for performance appraisal and rewarding
process. Appraisals are based on employee's performance and give them promotions if
they are working well (Pieper, 2012).
Functions of HR

 Planning: It is the main function of HR, which helps to identify current and future
demands of an organisation and make effective strategy to full fill the demands. In Airdri
HR manager need to make impressive plan for the purpose of future development and
growth.
 Selecting and staffing: It is a process of recruiting and choosing an employee to hire
them according to organisation's requirement. Such as Airdri have to recruit and select
the best candidates from large number of applicant. They recruit the member for the main
purpose to manage and operate different business operation in company. This help to
increase effectiveness and overall profitability.
 Training and Development: HR department provides trainings to fresher’s as well as to
the existing employees. Thus HR manager of Airdri use to provide training and
development programs which may help to achieve the goals. The main purpose of
providing training to employees is to develop unique skills and ability so that job role can
be performed in effective manner.
Roles and responsibilities of HR:
HR functions plays an important role in any organisation. It manages, create, implement
and suggest policies which are compulsory for each employee. In order to understand this Airdri
has been taken. It helps to organize people and provide them training so that they can work
effectively. This involves managing recruiting, hiring, employee benefits, training and
development strategies. Moreover, HR should have plans to achieve the organisation's goals. For
this HR needs to recruit best employees and provide them training and development programme

by providing this they can accept the changes and can work according to them and it also
evaluates the performance of employees or reward them for their well performance (Pattanayak,
2018). This includes employee benefits, compensation and leave policies for employees.
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems.
In business scenario, it has been observed that HRM approaches are effective in making
valuable plans to improve the quality of workforce, select and hire them, provide proper training
and development and also applies different concept to reward employees. Some of the assorted
approaches adopted by HR of Airdri are discussed below:
Work force planning: This is known as a systematic determinants of planning that help
company to make employees work according to plans and attain the goals and objective. In
Airdri manager use to ascertain the best qualified, knowledgeable and experience workforce by
making plans. This is beneficial to companies in order to increase the productivity of operation
and improve goodwill.
Recruitment and selection process: This is considered to be an effective process for
company as while recruitment and selection process HR use to hire best employee for their
company for the available option (Nickson, 2013). In Airdri, manager use to recruit the best
candidate for the specific job role from the number of applicant that will help in managing and
controlling business operation.
Developing and training: This is related to developing skills and ability among team
member so that they give better result to company. HR manager of Airdri use to provide training
program to worker and make them aware about the methods to be implemented so that best
outcome is generated for company. They held various development program in and out side
company so that employees can gain skill full knowledge.
Performance management and reward system: This is mainly related to formation and
implementation of effective polices to give reward to employees depending on their
performance. Like in Airdri HR develop the policy of extra payment to the deserving employees
if the surpasses the sales criteria during a month. This technique result positive to the company
as all employees start working with full efficiency in order to gain the additional rewards.

3. Different methods used in human resource practices
In present era, company use to have the best HRM working for them as Human resource
management is a process that is described as the practices, system and valuable polices that help
the other employees to improve attitude and performance. In Airdri, the HR manager of Airdri
have applied assorted method of HR practices that support in smooth functioning and managing
successfully business operation. These are discussed below:
Training and development: Changes brings human resources in a situation of being less
productive. To increase competitive advantage human resource must be provided with training.
Training helps employees of Airdri to update their skills as per the requirement of their particular
job and changing environment (Kim, 2012). Through learning management system employees
are trained and managed. Proper education, qualification and skills are provided to employees
while providing training.
Recruitment and selection: Human resource management department of Airdri helps
company to recruit employees that are qualified and skilled to perform activities related to
different jobs. HR policies not only help in recruitment of qualified workers but also helps in
retaining skilled and experienced workforce by providing them growth and development.
Furthermore, managers of Airdri are scheming variety embrace recruitment pattern to draw in a
large number of applicant pool.
There is a systematic method of selecting an employee within an organisation such as
 Application of form and CVs
 Online screening and short-listing
 These they use to make interviews from the applicant.
 After interview they use to take test such as ability and aptitude tests.
 After test member are selected for personal profile.
The above mention points are crucial that help in balancing available resources, making
workforce trained and skilful in order to attain the predetermined goals and objective.
4 Approaches to effectiveness of employee’s relation and employees engagement
Practices performed by Human Resource Management is defined as policies, practices
and system that influence employee’s behaviour, attitude and performance. It is considered as
planned approach to manage people effectively for performance. Staff members are managed
effectively and efficiently with prominent human resource system (Kehoe and Wright, 2013).

The system is responsible for preparation of the effective plans and strategies for betterment of
Airdri's structure. Benefits of different HRM practices are as follows-
Organizational Culture: It is defined as the underlying beliefs, assumptions, values and
ways of interacting that contribute to the unique social and psychological environment of an
organization. Organizations culture includes expectation, experiences, philosophy as well as
values that guides member’s behaviour and is expressed in member’s self-image, inner workings,
interactions with the outside world and future expectation. For example- to bring punctuality in
organization time management will be used that will create a report system in the organization
and helps in finishing work on time.
 Planning for change: HR department of every organization is considered as pillar that
helps to perform various organization function very effectively. Changes are frequent and
human resource management helps Airdri to adopt this changing environment to be
competitive in the market. Providing stability in this fast changing environment through
HR department of company is one the most important benefit that is provided by HRM
practices.
 Payroll: A database is created for employees that shows complete scenario regarding
each individual working in Airdri. This database contains the information such as
employee time, attendance pay scale etc. This helps to calculate bonus and remuneration
of employees by HR department (Foster, 2014).
 Employee self-service: Maintenance of payroll register by company helps employees to
verify their self-performance. This increases confidence of workforce on management to
provide fair remuneration. This HR practice of Airdri will help to motivate workfare to
attain targeted objects.
 Employee development: Understanding importance of employee's development with
company helps to create effective team by retaining qualified and experienced workforce.
For employee’s development HRM of Airdri will plan training sessions that will increase
employee’s productivity.
 Promote positive behaviour: Having positive behaviour in organization helps to deal
with various crucial issues and to resolve them. HR team of Airdri promotes positivity in
the organization by resolving conflicts on time in fair manner.

5.Key aspect of employee’s legislation within organisation
Employee's legislation are rules and regulation that are essentially regulate both leader,
worker and management within company. The act is basically associate to the employee's
working in an organisation that guide them to be responsible towards their jobs and duties. This
helps to protect against employees discrimination, unfair trade practices, unsafe work conditions,
unfair wages and benefits. These are based on federal and state legislation, constitutions.
Sex Discrimination Act (1975): The sex determination Act 1975 is an act that governs
by parliament to protect employees. When person are treated unfavourably because of their sex
(male,female) is called sex discrimination whether they works with efficiently skill. In Airdri
women have shown their ability to perform effectively with same skill than man have and got
success. Although its a major issue for women employees that they are treated under sex
determination in some organisation (Chelladurai and Kerwin, 2017).
Anti discrimination Act: In business firm anti-discrimination act support to avoid the
chances of favouritism among employees. This act signal that every worker should be given
equal opportunities and treated fairly without any favouritism. The managers of Airdri has native
this law while hiring and recruiting nominee. They also provide the same salary structure to
applicant according to their qualification and skill set. Furthermore, if managers neglect to meet
this act then employees do not work with full efficiency.
Minimum wages Act (1998): The Minimum wage Act provide minimum wages to the
workers those are working in organisation and stop exploitation of them. This Act governs by
government to take corrective actions for fixing minimum wages and revising the same. This
help to increase their morale and work in effective manner in order to achieve the objectives of
the organisation (Buller and McEvoy, 2012).
6.Evaluation of employees relation and employment legislation in decision making and meeting
business objectives
In business word, it is very significance for a company that employee's and employer
share a strong relationship so that healthy environment can be maintained. In general employee’s
relation is defined as employees and employer relations either in formal or informal nature that
help in completing various work within an organisation. In Airdri worker and boss work with
mutual understanding that help to reduce the work load and formation of polices for the
betterment of company.

It is observed that in large or small organisation employee’s legislation and relation with
high authority plays significance role while making valuable decision. This also support
companies to reach its desired result and maintain a workforce that could work together in any
circumstances. Therefore, it is the main role of HR manager of business firm to maintain good
relation with team member and provide them time to time valuable rewards. In Airdri Human
resource manager need to evaluate and maintain health relation that will give beneficial result
during a time period. They try to motivate employees by adding additional pay scheme,
introducing the concept of incentive, allocation types of allowances that will directly increase the
overall performance of worker. Such as, in Airdri HR develop a scenario if an employees is
willing to work for extra hour are bounded to receive extra payment as incentive with their
monthly income. They also add internet bill payment polices to their system that will make
employees happy and satisfied (Briscoe, Tarique and Schuler, 2012). This will result in better
working condition in Airdri and all staff member work with full efficiencies to obtain the
services provided by management. Beside this HR manager also try to make team member feel
safe, secure, comfortable that will increase their work performance. Furthermore, manager of
Airdri also follows employment legislation model that are formed by authorities like sex
discrimination act, anti-discrimination act, disability act and minimum wage act. Thus there is no
differences among worker respect to their salary, age, and religious belief. Hence, this will
advantage to raise their productiveness and profitableness of business operation of Airdri.
TASK 2
7 Application of human resource practices in work related context by using specific examples
In present business scenario it has been observed that manager applies different types of
human resources practices in order to maintain working environment within an organisation
(Bratton and Gold, 2017). The HR manager of Airdri adopt the practices of recruiting, selecting
the best employee for a certain job. The manager formulates a specific job description that is
discussed below:
Job description: - It describe the general task, duties and responsibilities of that position.
It specifies the function which is done by the person who secure that profile such as minimum
qualification and relevant skills.
Company Name: Airdri

Job Details: Support marketing manager and executives
Job title: Marketing Assistant
Department: Marketing
Reporting To: Head of Marketing Management
Job Type: Full Time
Salary: £ 55,000
Location: Los Angeles
Job Purpose:
 Support dynamic and creative marketing team
 Ability to manage few people
 Having leadership quality
 Corporate with marketing team
 Fulfil the business objective and have clear vision
Responsibilities:
 Conduct market research
 Assist the marketing plan
 Need active participation in the events
 Handle daily operational work
 Research finding and report to the direct superior
 Handle the social media accountant
 Maintain customers mails and communicate with them
 Communicate with design team
Interested candidate's can share their resume on [e-mail] or contact through LinkedIn or
given contact number.
Thanks & Regards
Mr. XYZ
Human Resource Manager
Airdri
Eynsham, Oxford, Oxfordshire, OX29 4AQ, United Kingdom
Contact number: [phone]

Person Specification: It is the description of candidate qualification, experience,
knowledge (Brewster and Hegewisch, 2017). Skills and attributes which is important for the
performance of job responsibilities and role. It is prepared by the Senior Marketing Manager of
Air Dryer company.
PERSONAL SPECIFICATION
JOB TITLE: MARKETING ASSISTANT
Experience Necessary Demanding
Work experience as a Marketing
Assistant
1-3 years Minimum 1 years
Skills and certification in computer Necessary Demanding
Any Computer Certificate Course
by Govt. Affiliated Institute.
Certified diploma in Digital
Marketing
A Grade
Qualification Necessary Demanding
1. Graduate in Bachelor in
Business Administration
2. Master in Business
Administrations (Marketing)
3. Diploma in Digital
Marketing
Work experience should be in
Marketing Field.
A Grade
Personal Skills Necessary Demanding
 Excellent knowledge of
Marketing terms and basic
knowledge of marketing
fundamental.
 Convincing power
 Strong verbal and written
communication in English
Candidate should have
excellence grades in English
subject.
Awareness about design trends
and creative thinking.
Good communication
skills and have good
command on marketing
fundamentals and basic
promotional type.

 Excellence Interpersonal
skills
Question: There are number of question that have been asked by selected nominee by
managers of Airdri. List of some common question are:
 Tell me something about yourself
 Do know about company, what exactly we work for? What are current need and trends of
market?
The above mention are some of the question asked by mangers of Airdri before selecting
best person for the specific Finance Manager role.
Job offer letter foe selected candidate:
4th February 2019
Airdri
Eynsham, Oxford, Oxfordshire
London
Dear Mr. XYZ
We are delighted to offer you job role of Marketing Assistant in Airdri. This is full time job
profile and according to you qualification the salary would be 55000 euro.
As in future you are also eligible for standard company payment package. If you take this offer
we would like to have a return hard copy of this offer letter with your signature. For further
letter of assignment and other documentation purpose you are welcomed at our office on
coming Monday. If you have any question regarding employment policies and procedures
please do not hesitate and contact us.
Thanks & Regards
Human Resource Manager
Airdri
8 Evaluating use of technology in improving recruitment and selection process
Recruitment and selection process plays an effective role in human resource management
as well as in organisations with this process an organisation is able to hire best and right
candidate for a specific job description. Additionally, the managers of Mark & Spencer are