Assessing HRM: Practices, Productivity, Profits & Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within organizations, using EasyJet as a case study. It delves into the purpose and functions of HRM, examining its role in employee recruitment, selection, training, and motivation. The report evalu...Read More

Human-Resource-
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
Project 1...........................................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and functions of HRM practices.........................................................................3
P2. Strengths and Weaknesses of different approaches to recruitment and selection............5
TASK 2 ...........................................................................................................................................7
P3. Benefits of HR practices for both employer and employee.............................................7
P4. Effectiveness of HRM practices to raise productivity and profits for an organisation....8
TASK 3............................................................................................................................................9
P5. Analyse the significance of employees relations.............................................................9
P6. Elements of key legislations...........................................................................................10
TASK 4..........................................................................................................................................11
P7. Illustrate the application of HR practices.......................................................................11
CONCLUSION .............................................................................................................................13
REFERNCES:................................................................................................................................15
Books and Journals:..............................................................................................................15

INTRODUCTION
Humans are the essential part of the organization in order to achieve the success. The
performance of employees can be the asset or liability to any business. HR expertise possess a
vital role in order to make any company successful. A good HR management is essential to all
kind of organisation. HRM can be referred to a process of hiring, selecting, rewarding, training
and developing and managing employees to accomplishing desired goals and objectives (Uddin,
2018). EasyJet company is taken in this report which is a British multinational airline group. It is
a low cost airline organisation which was founded in 1995 by Sir Stelios . The headquarter of the
company is at London Luton Airport. It delivers both domestic and international services in more
than 30 countries. Its affiliate services are EasyJet UK, EasyJet Europe, EasyJet Switzerland
and EasyJet Holidays. It is also featured in television series Airline (Iasiello, Crooks and
Wittman, 2020). The aim of this report is to discuss various functions of HRM, different
approaches to recruitment and selection with strong and weak points. The report also includes
topics such as how HRM affects organizational productivity and profits, significance of
employees relations, employment legislations and illustrating an application of HRM practices.
Project 1
TASK 1
P1. Purpose and functions of HRM practices.
Human Resource Management is a strategic concept to the efficient and effective
management of employees to gain competitive edge in the market. Also, it is designed to
improve employee’s performance at the workplace. Human Resource Management can be
understood with that process in which people are hired, trained, compensated and where policies
and strategies are developed in order to retain employees in the company. Workforce planning in
the organization helps to identify and keep the enough staff who have right skills, knowledge and
values to cater high quality, person centred care at present and in future as well. HR manager
plays a strategic role in order to create efficiency and effectiveness in the management of
employees so that they help their business to achieve competitive benefits. In context to EasyJet,
the HR management helps to get the right people to the right job. These people ultimately
become the asset of the company who makes their contribution to achieve the aims of company
(de Reuver, Van de Voorde and Kilroy, 2019). There are different functions of HRM through

which employees are retained. The role of HRM can also be analysed through its functions. The
different HRM functions of company is mentioned below:
 HR planning: HR planning involves knowing all the future needs of company. These
plans are made by keeping in mind about the objectives of company. Also, it is
determining the facts about nature of candidate, or numbers required for candidate for
the specific job. It is also require to conduct some research.
 Recruitment and selection: Staffing involves the recruitment and selection process of
an individual in the company. It refers to a prime role of HR manger in the company
(Basu, 2019). It is responsibility of HR in EasyJet to be bias-free and create equal
opportunities for all. In this phase, an invitation has been sent to applicants by raising job
advertisements for vacancies from different modes such as email, SMS, social sites,
newspapers and many more. As per the needs of company, there are two choices to
recruit either from internal sources that are transfer or promotion within the company or
external sources such as SMS or email.
 Job Analysis for company: This involves the description of job, its nature, the skills
which will be needed for the specific job role. It is mentioned with individual's skills,
strength to fulfil the requirement or experiences to perform the jobs. After analysing the
job, job description is prepared to attract the candidates, employees and managers.
 Motivation to employees: Employees who are involved with activities, performing their
assigned duties, achieving organisational objectives and completely dedicating
themselves to the company needs motivation to keep their work going. It is function of
HRM, to analyse different motivating factors that help to motivate people in the
organisation. HR must be able to recognize those factors so that their employees always
put their best to the work.
 Training and developing program: It is the function of HRM, to provide appropriate
training and developing programmes to their employees in order to improve their skills,
knowledge and overall inner capabilities (Naidoo and Ndlovu, 2021). These are either
for new joiners who are unfamiliar to the company and does not know about the methods
and techniques of company or the existing employees who are need to develop and
upgrade their skills and knowledge as per the changes in the environment.

P2. Strengths and Weaknesses of different approaches to recruitment and selection.
Recruitment: There are two sources of recruiting a candidate that are internal sources and
external sources:
Internal sources: These are the ones who recruited within the company instead from outside.
For example; promotion which means an employee who is already recruited in the company
gaining a higher job title and salary in return as their responsibilities are increased. These
responsibilities could be anything that depending on the existing role and the role will be taking
on (Brant and Castro, 2019).
Pros Cons
 It highly focusing on to boost the
morale of employees as they see their
growth and then they become more
dedicated to work hard.
 Sometimes the company may not offer
the increased salary to their employees
for being promoted. It is important that
employees must be fairly compensated.
Another example of internal source is transferring employee internally, which means
taking employee to the new position and to the new geographical location which results of a job
posting. It can be volunteer transfer, involuntary transfers, lateral transfers. In context to EasyJet,
to meet the demands of organisation, they may transfer their employees due to change in volume
production, change in technology, changes in job patterns and many more.
Pros Cons
 It saves the time as there is no need of
lengthy process to recruit. People are
known and familiar with the policies,
procedures and rules of company.
 It limits the talent within the
organisation. As the process of recruit
employee from the current workforce
only, sometimes lack with new and
fresh talents.
External sources: In this, new talent are hired through outside sources. Candidates who are
seeking job and not employed with the business are hired. Business can use the recruiter's
specific skills for hiring the candidate and large candidate pool to make finding external

individual smoother. There are several sources for recruiting candidate outside the firm such as
SMS, social media, websites, referrals and many more.
Websites include job openings to attract a larger number of applicants. The client of the
company may also advertise jobs on the websites.
Pros Cons
 It increases innovation with right kind
of people (Cherif, 2020). As the new
people comes with new way of their
working which brings innovation in a
positive way.
 It involves risks as they may not fruitful
as they expected. Also, they may
denied to follow the culture of EasyJet.
Referrals are the great way to find and recruit right candidate for the company. HR may
find candidate through his network which may be existing employee who referred his known
person.
Pros Cons
 This allows company with more
choices of recruiting right talent. This is
an open process in which experienced
people may also apply.
 It involves cost as this process takes
long time which results in increased
costs. This costs involves office
requirements, training sessions or
paperwork.
Selection:
Selection process is different from organization to organization. This is a process to
identify the right candidates from the pool of job applicants with requisites competencies and
qualifications to complete the job vacancies in the EasyJet. In this process, HR differentiate the
skilled-non skilled employees, qualified or unqualified employees by using various techniques
and methods (Cullinane and Cushen, 2019). There are various methods that can be used in
selection process which are discussed below:
 CV is a personal document of applicant which is consist with the information about
qualification, skills, experience and hobbies. This document is used by the interviewer to

decide whether the candidate is suitable or match with the requirements or not. Some job
roles require only CV as this may encourage more candidates to apply.
Pros Cons
 As CV caters a lot of information about
the applicants, it allows skill tests of the
candidate which results are based on
quantifiable manner.
 This allows some kind of lacking as the
tests does not show the whole picture of
qualification. Thus, the HR fails to
judge the applicants.
 Group activities are planned by the interviewer in which number of candidates ask to
work together with a common task. This may be a discussion or practical task. This is
plan for testing the behaviour of a candidate while working in group.
Pros Cons
 Group activities allows business to look
and observe how candidate may work
and coordinate in a group.
 As this is a process to eliminate the
candidates who are not matched with
the requirements, it is considered as
negative process.
It is analysed from the mentioned approaches from recruitment and selection that every
approach has its strengths and weaknesses. It is primarily depends on the type of organisation,
investment and their management within the organisation drive suitable tool automatically. In
context to EasyJet, as they are dealing with number of talents so mostly external sources it uses
and for higher responsibilities they used internal sources in order to avoid any form de-morality
among the workers. Also, they provide equal opportunities to everyone.
TASK 2
P3. Benefits of HR practices for both employer and employee.
As discussed above, the HRM links with different functions to accomplishing common
goals of the company. In context to EasyJet, it protects interests for both employee and employer
of the company.
Benefits to employee:

 Helps in Development: As the needs and wants of customers are changing as well
depending on the environment, organisation have to stay updated with technologies and
its functioning. HRM facilitates all training programs to enhance the skills and
knowledge or develop any missing skill among the work force. This also offers growth
opportunities at personal and corporate level.
 Create positive environment: It is the pivotal role of HRM to create a positive
environment that facilitates employees with boosted confidence and increased
productivity. In order to promote positive work environment, HR team of EasyJet focuses
on to maintain workforce diversity, employees survey in order to know the satisfaction
level of employees, protect from any fraudulent conduct and many more.
 Helps at the time of personal crises: If the personal crises arises, employee can directly
contact to HR manager to discuss the issue. This crises could be anything such as
financial or medical emergencies or any sudden urgency (Tamayo, 2021). It is duty of
HR manager to listen everything of crises without any biased behaviour and try to
mitigate the problems as early as possible. He may take help of higher authorities in order
to resolves the issues.
Benefits of employers:
 Managing relationships by avoiding conflicts: Conflicts may rises due to personal or
professional reasons. With the right HRM practices, it can be avoided and harmonization
among the employees can be established. Also, they might act as a counsellor to resolve
any disputes and maintain healthy environment at workplace.
 Reduced Employee turnover: As it is a function of HRM, it delivers a huge benefit to
the employer. In context to EasyJet, high turnover of employees delivers a negative
impression of the organisation in the market. HRM facilitates different benefits and
strategies such as proper reward system, offering training and developing programs and
many more which will be beneficial to reduce employee’s turnover.
P4. Effectiveness of HRM practices to raise productivity and profits for an organisation.
In the company, leaders know their employees and various driving forces that work
behind an employee. It is the responsibility of HR manager to oversees the links that generates
revenue for the company. HRM practices are effective to increase both the profits and
productivity of the company (Song, and Et.al., 2018). In context to EasyJet, these practices offer

a positive impact on the economic performance and following are the efficient practices that
helps to raise the productivity and profits both for the company:
 Compensation and Benefits: EasyJet caters a range of benefits to their employees such
as dental insurance, health insurance, paid leave and many more. It will help to motivate
and encourage their workers to work hard for the personal and professional growth. The
higher authorities of the firm try to appreciate their subordinates for their better
performance and help them to improve their poor performances.
 Recruitment and Selection: In context to EasyJet, they focuses on to recruit talented
and skilled employees for the job. They analysed their skills in real time situations so
that they can know their employee's capabilities and capacities. They also send their
workforce to the training and development sessions in order to improve their skills or
where they are lacking (Triadafilopoulos and Clarke, 2018). Therefore, hiring and
selecting the most talented workforce will help company to get the desired results as well
as increases the productivity of the company.
As it is the identified concept, the HR practices and its role are the important part of the
organisation. The flourishing appraisal for the values and measures of the effectiveness of HR
practices by leaders and analyst throughout the world recognize the importance of HR roles in
the coming future as well.
Project 2
TASK 3
P5. Analyse the significance of employees relations.
Employees connection or relation plays a very important role in order to take an
organization towards success and to the higher level of achievement. HR manager must identify
and analyse those areas which are working ineffective or may results in conflicts, battles and bad
working surroundings in an organisation. HRM decision-making is consists with activities and
function of planning and preparation of schemes, policies and plans of actions to operate in
critical and complex situation (Blom, Kazeroony and Du Plessis, 2019). In respect of EasyJet,
they must include their employees in the decision-making process by presenting and planning
group tasks, or encourage them to express their ideas and thoughts so that it could make a chain
of exchanging ideas. It will also help to gain the trust of their employees and making them feel

involved and a part of the firm's important decisions. When a good and healthy relationship is
maintained between employer and employee then HR can take decisions such as the selection of
new technologies to the firm. In EasyJet's context, they can ask their employees whether they
need any new technology or not in order to remove any obstacle in the growth of the
company. )Overall, when employee relations are good in the company it will also create a
positive culture. Generally, HRM is all about managing the people at the workplace and their
performances so that success can be achieved.
P6. Elements of key legislations.
Government legislations bounds each and every organisation that influences the decision
of company as well. Such laws distinguishes between workers, employees and the self-
employed. It regulates the employee relationships with legislations at the workplace and which
explains how employee must behave in the company. When a person is employed with the
company, he facilitates with several benefits such as giving minimum working hours, free from
bullying, fair pay and many more (Hossin, Ulfy and Karim, 2021). It is necessary for the
company to operate their business under certain laws and conditions in the market in order to
accept by the society. In context to EasyJet, key employment legislations that influences
decisions are mentioned below:
 Health and Safety Act 1974: It is an Act that defines the authority and fundamental
structure for the enforcement, regulation, and encouragement of workplace health and
safety, welfare as well within the UK. It defines the general duties of workers, employers,
suppliers of goods, contractors and substances for use at work and many more. The main
purpose of this act is to provide health and safety facilities to every employee in the
organization. The company must get to know each and every aspect that is connected
with health and safety of employees. In context to EasyJet, the company is focused on
every strategies related with the health and safety of workforce that no worker will harm
during the work or the chances will be least. Also, the machines and equipment must be
properly check. The company is also eligible to provide leaves if employee falls sick. By
all these concerns employee feels secured at his work in order to achieve targets and
objectives of company, and to complete their responsibilities as well.
 Equality Act 2010: The UK government introduced specific acts and norms in order to
provide the better and equal direction and attention to the employees and for each and

every worker that are operating into the organisation (Persson and Et.al., 2019). Equality
is much essential in order to keep and maintained positive work surroundings in company
regardless of the fact age, gender, caste, or colour. In context to EasyJet, the managers
and leaders of the company are featured by several laws such as The Race Relation Act
1976, Sac Discrimination Act 1975 or The disability Act 1995 (Lockwood, Henderson
and Thornicroft, 2012). These are introduced by the government to provide the equal
opportunities and direction to every employee (Diaz, 2020). The organisations which are
bound with laws and norms are getting more employee involvement and provide fair
treatment by their employers.
TASK 4
P7. Illustrate the application of HR practices.
Currently, there is a requirement of marketing manager for EasyJet (Clément and Et.al.,
2019). There are certain qualifications and conditions for the specific role which must be
fulfilled, and which are mentioned underneath:
JOB SPECIFICATION
Job title: Marketing Manager
Reporting to: Branch Manager
Job description: To cater efficient and potential services to the customers must have creative
mind and knowledge of merchandising conception to make a plentiful and proper strategies
which is related to services and promotion.
Duties and Obligations:
 Attend business meetings.
 Provide appropriate solutions to the problems whenever it is required.
 Capable to perform group tasks and activities.
 Working with more confidence and capabilities.
 Solving the customer queries and problems. Transferring the message effectively.
Qualifications:
 High school diploma degree.
 Better knowledge of market analytic tools and equipments.

 Skills related with solving problems and conflicts.
 Customer managing skills.
 Interpersonal and social skills.
PERSONAL SPECIFICATION
Significant Skills:
 Must have the personality to perform multi-tasks.
 Must have the ability to influence customers.
 Verbal and non-verbal communication. Skills of effective promotion, operations and equipments.
Required Skills:
 Have patience and polite behaviour.
 Must be able to perform duties in flexible working hours.
 Amended knowledge and information of human skills.
 Motivational skills.
JOB ADVERTISEMENT
We’re HIRING!!
Marketing Manager
This is a big opportunity for those individuals who have potential and qualification to join
EasyJet and become a part and employee of our corporate family. This vacancy is for those who
are willing to join in rotational shifts and as a full time marketing manager.
Working days would be five in a week and will be provided with several facilitates and
benefits. In order to understand the particular job, training and development sessions will be
catered with equipment and applicable methods. 20th August, 2021 will be the last date to apply.
Pay and Benefits
 Payout will be provided as per the
living standard of UK.
Contact us today
Any person who is interested to be a part of
EasyJet family and have qualifications for the

 Shall be provided with 12 days sick
leaves and 12 days casual leaves on a
yearly basis. Retirement benefits and pension
schemes.
above mentioned job role are invited to contact
us and send their CV at this email address
[e-mail].
Notes for interview:
There are various questions that can be set by the interviewer for the mentioned job application:
 What are the duties that are performed by the marketing manager towards their customer?
 What you do in your daily routine?
 How can you deal with stress and work pressure at the company?
OFFER LETTER
EasyJet
23rd August 2021
PQR
Dear PQR,
We are happy to acknowledge you for the selection as marketing manager. You have
successfully passed all the rounds of interview. As per our discussion the joining date will be
25th August 2021. Kindly revert on this to show acceptance and feel free to contact us anytime.
Sincerely,
HR team
CONCLUSION
It has been summarized that HRM plays a very imperative role that helps to achieve aims
and targets of company. HR department deals with hiring, selecting, compensating, training and
developing employees and many more. Several approaches and methods are available for
recruiting and selecting a candidate. All methods have certain strengths and weaknesses. A HR
must choose the appropriate method to get a candidate hired. Also, when the employee work
with coordination the work goes smoothly. For this, HR manager applies various techniques that
boost employee engagement in the company.

REFERNCES:
Books and Journals:
Basu, M., 2019. Green HRM: A Study on the New Era Global Management Practices. Available
at SSRN 3641465.
Blom, T., Kazeroony, H. and Du Plessis, Y., 2019. The role of electronic human resource
management in diverse workforce efficiency. SA Journal of Human Resource
Management, 17(1), pp.1-12.
Brant, K. K. and Castro, S. L., 2019. You can't ignore millennials: Needed changes and a new
way forward in entitlement research. Human Resource Management Journal, 29(4),
pp.527-538.
Cherif, F., 2020. The role of human resource management practices and employee job
satisfaction in predicting organizational commitment in Saudi Arabian banking
sector. International Journal of Sociology and Social Policy.
Clément, M. and Et.al., 2019. Jackhammer esophagus: from manometric diagnosis to clinical
presentation. Canadian Journal of Gastroenterology and Hepatology, 2019.
Cullinane, N. and Cushen, J., 2019. Applying Scientific Management to modern employment
relations and HRM. In Elgar Introduction to Theories of Human Resources and
Employment Relations. Edward Elgar Publishing.
de Reuver, R., Van de Voorde, K. and Kilroy, S., 2019. When do bundles of high performance
work systems reduce employee absenteeism? The moderating role of workload. The
International Journal of Human Resource Management, pp.1-21.
Diaz, M., 2020. Workplace Integration: High-Skilled migrant workers’ perception about Irish
HRM integration Procedures (Doctoral dissertation, Dublin, National College of
Ireland).
Hossin, M. S., Ulfy, M. A. and Karim, M. W., 2021. Challenges in Adopting Artificial
Intelligence (AI) in HRM Practices: A study on Bangladesh Perspective. International
Fellowship Journal of Interdisciplinary ResearchVolume, 1.
Iasiello, C., Crooks, A. and Wittman, S., 2020, October. The human resource management
parameter experimentation tool. In International Conference on Social Computing,

Behavioral-Cultural Modeling and Prediction and Behavior Representation in
Modeling and Simulation (pp. 298-307). Springer, Cham.
Lockwood, G., Henderson, C. and Thornicroft, G., 2012. The Equality Act 2010 and mental
health. The British Journal of Psychiatry, 200(3), pp.182-183.
Naidoo, R. and Ndlovu, S. W., 2021. Ambivalent Relations between Users and Digital HRM.
Persson, P. and Et.al., 2019. Detailed measurements of oesophageal pressure during mechanical
ventilation with an advanced high-resolution manometry catheter. Critical Care, 23(1),
pp.1-12.
Song, B. G. and Et.al., 2018. Clinicomanometric factors associated with clinically relevant
esophagogastric junction outflow obstruction from the Sandhill high‐resolution
manometry system. Neurogastroenterology & Motility, 30(3), p.e13221.
Tamayo, K. G., 2021. Line manager involvement in HRM: Advancing theory and evidence from
Philippine call centers.
Triadafilopoulos, G. and Clarke, J. O., 2018. Clinical and manometric characteristics of patients
with oesophagogastric outflow obstruction: towards a new classification. BMJ open
gastroenterology, 5(1), p.e000210.
Uddin, M., 2018. Practicality of green human resource management practices: A study on
banking sector in Bangladesh. International Journal of economics, commerce and
management. VI (6), pp.382-393.