Comprehensive HRM Report: Practices and Strategies at Airdri Group

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Airdri Group, a hand dryer manufacturer. It begins with an introduction to HRM, defining its purpose and functions, followed by an overview of Airdri Group. The report delves into the purpose and functions of HRM, including employee relations, recruitment, and selection. It assesses how these functions contribute to fulfilling business objectives. The report then examines different recruitment and selection approaches, evaluating their strengths and weaknesses. Further, it explores HRM practices and their effectiveness in raising organizational productivity and profit. The importance of employee relations and the elements of employee legislations are discussed. The report concludes with the application of HRM practices in a work-related context, providing a critical evaluation of employee relations and the application of HRM practices within Airdri Group.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
M1. Assessment showing the ways functions of HRM can provide talent and skills to fulfil
business objectives.......................................................................................................................3
P2. Approaches of recruitment and selection..............................................................................3
M2. Evaluation of strength and weakness of recruitment and selection approaches...................5
D1. Critical evaluation of strength and weaknesses of recruitment and selection approaches. ..6
TASK 2............................................................................................................................................6
P3. HRM practices.......................................................................................................................6
P4. Effectiveness of HRM practices to raise organisational productivity as well as profit.........6
TASK 3............................................................................................................................................7
P5. Importance of employee relations.........................................................................................7
P6. Elements of employee legislations........................................................................................8
TASK 4............................................................................................................................................8
P7. Application of HRM practices...............................................................................................8
M5. Rationale for application of specific HRM practices.........................................................11
D3. Critical evaluation of employee relations and application of HRM practices. ..................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource management is said to the part of management procedures that makes
people specialised for working activities within organisation. In other words, it is said to
practices as well as policies that are required to cover aspects of human management. It involves
various roles as well as purposes that helps an entity to build better relationships with all the staff
members so to obtain maximum productivity and revenues within predetermined duration. To
gain understanding about human resource management, Airdri Group is selected. The
organisation is a popular hand dryer manufacturer that was established in 1974 by Peter Philips
as well as Peter Allen. The report explains purpose along with scope of HRM in relevance to
resourcing with talent and skills for fulfilling business objectives. Further, the report includes
HRM practices and benefits of them to employer and employee. It also analyses importance of
employee relations along with key elements of employment legislations and there impact on
decision making by human resource managers. At last, the report applies practices of HRM in
work related context.
TASK 1
P1. Purpose and functions of HRM.
Overview of organisation: Airdri Group is hand dryer manufacturer having headquarters
situated at Oxfordshire, UK. It was founded by Peter Allen together with Peter Philips. The
company is popular for manufacturing diverse as well as innovate hand dryers with unique size,
shapes and techniques. At present, it has employed around 180 employees so to execute the
operative activities to enjoy competitive advantages. It is one of independent business whose
estimated revenues are $ 19.9 million. The firm manufactures around 35000 hand dryers in a
year.
Human resource management: It is the concept that describes formal systems which are
framed for managing people at workplace. It includes policies as well as practices that are
needed to cover human aspects at organisation. It defines the ways business hires new manpower
as well as train them. In context to Airdri Group, Human resource management is important for
dealing with issues, managing performance, providing safety, wellness and training to
employees. It plays strategic duty of managing workplace culture, environment and manpower at
organisation.
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Purpose of HRM:
 HRM serves the purpose of designing practices and programmes for candidate selection
and developing them through effective training methods. For this, human resource
managers of Airdri Group plans requirements of workforce by analysing job statements
which takes the entity to attract and hire competent manpower.
 Primary purpose that is connected with HRM at institutions is to aid managers to
accomplish targets by pursuing policies addition to legislations so to run the entity
effectively. At Airdri Group, human resource management serves the purpose of planning
targets and implementing strategies accordingly. Another HRM purpose is concerned to deploy resources with effective planning in order
to upgrade skills of employee and assigning them different projects to perform operations
according to framed criteria. Staffing needs – This is an important part of the organisation and human resource
department. The main objective of HR department is to hire and recruit employees who
are talented and who can work under pressure (John, and Taylor, 2016). There is huge
importance of the company to manage all demands and needs of employees to increase
the satisfaction level of employees.
 Compensation- It is important for the company to provide compensation to employees
when they are working in the company. Different compensation includes providing
flexible working hours, work from home facility, health benefits, etc. If an employee is
working for the company with full dedication, it is necessary that it should think about
welfare of employees (Kavanagh, and Johnson, eds., 2017). This helps in building good
relation between employees and management.
Functions of HRM with purpose as well as role and responsibility
 Employee relations: Human resource management has key function of attracting,
screening addition to hiring workforce that is competent for vacant position. It is
concerned with bringing pool of individuals at workplace so that selection of capable
person is done effectively. The purpose of employee relation function at Airdri Group is
for maintaining healthy relations, morale and measuring employee satisfaction in order to
complete activities in systematic and unified ways despite of hurdles or obstacles. The
role as well as responsibility of human resource function for managing relations are to
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enhance communication among all personnels through organising events that encourages
them to perform activities by coordinated with each and timely.
 Recruitment and selection: This type of function is associated with sourcing, attracting,
screening as well as selecting workforce for vacant job place. It ensures fair hiring
procedure as well as transparent activities which assist human resource professionals to
source employee as per merit criteria and job relevance. The purpose of recruitment and
selection at selected entity is to source and select capable workforce having potentiality
to achieve desired targets effectively (Morgeson, Brannick, and Levine, 2019). The
responsibility together with role of such function at Airdri Group is to eliminate the costs
by rejecting as well as firing incompetent and unproductive workforce.
M1. Assessment showing the ways functions of HRM can provide talent and skills to fulfil
business objectives.
Human resource management is connected with various functions such as employee
relations and recruitment with selection that assists in fulfilling business objectives. At Airdri
Group, the function of employee relations establishes as well as maintains relationships with
superiors and subordinates. It identifies the needed of improving skills like problem solving and
decision making among the available talent so that they can harmoniously work fro generating
maximum productivity that will help the organisation to achieve its objectives. Similarly, the
function of recruitment and selection assists company to obtain appropriate number as well as
type of workforce who can fulfil operational goal along with strategic objectives of business.
P2. Approaches of recruitment and selection.
Recruitment
Recruitment is a process through which job vacancy is identified along with notified to
potential employees. The nature associated with recruitment process is generally regulated as
well as subjected with laws of employment (Reiche, and Et. Al, 2016 ). Entities have
recruitment team that discovers various sources to search potential workforce.
Approaches to recruitment:
Internal recruitment approaches: One of the approach through which job candidates
are identifies and attracted from within workplace. For example, when company wants to fill
vacant position, they attracts people residing within the organisation. Recruiting team of Airdri
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Group uses many approaches so to attract available workforce for the empty position. Few
methods of internal sourcing or recruitment are:
Internal advertisements: To fill positions that are vacant, recruitments are done through
advertising internally. For such purpose, managers of Airdri Group hangs notices containing
detailed information about vacant position on notice boards, outside break rooms and even send
mails to existing manpower.
Merits: Internal advertisements are economic in nature that saves time and cost of the
institution to recruit people. In context to Airdri Group, when company uses the approach they
attains benefits of spending less on additional activities for attracting people in limited time.
Demerits: Through this approach, company only attracts smaller people and even miss
outs best candidate for the job.
Employee referrals: Existing employees can build best prospects for their friends as
well as family by familiarize them with benefits of job at the institution, furnishing them as well
as motivating them to apply. For this, Airdri Group managers contact with the candidate who
was refereed by other employees in order to attract them for position.
Merits: Employee referrals is one of effective approach of internal recruitment as various
qualified candidates can be attracted at low cost to selected institution.
Demerits: With employee referrals approach, risks are associated such as getting
estranged from other humans and even situations of discrimination can also occur which can
hamper other practices to recruit.
External recruitment approaches: These approaches are said to attracting people that
lie outside as well as exist external to company. These sources include encouraging skilled
addition to efficient person who is external to business so that they apply for unoccupied place in
the firm. The recruitment team of Airdri Group uses external recruitment approaches while they
think that the internal staff members are non suitable of incompetent for the job role. Some
external recruitment approaches are:
Job Portals: As the technology is developing and more internet is used, job portals helps
entities to search people for right jobs. With the help of the portals, Airdri Limited managers can
inform external people with updated information about job position.
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Merits: This approach benefit the entity in sourcing outsiders at limited cost and can
access 2487 in order to search suitable person. They reduces efforts of selected entity to find
prospective person and grab attention of huge candidates.
Demerits: There are many times when company by using such approach receives
unwanted application that waste their time and efforts to focus on other things.
Campus recruitment: In this approach, company conducts program within various
educational institutions to provide jobs to huge students that are pursing or are on the stage to
complete their studies. For example, when Airdri Limited has to recruit various people at one
time, they uses this approach so to attract fresh blood towards the company.
Merit: This approach provide merits of saving times as well as human resource
professionals efforts for attracting people. It provides huge choices to the company to source
potential people from one place for various job positions.
Demerit: Campus recruitment adds huge costs to entity's bottom line. In addition,
company has to incur expenses associated with boarding and travelling so to conduct recruitment
practices at various campuses.
Selection
Selection is the process to access people as well as choosing right candidate for
unoccupied position. The selection procedure varies entity to entity. In simple words, selection is
said to screening and selecting competing people at workplace (Storey, 2014). It comprises
aspects of interviews along with evaluating qualities and skills that are essential for unoccupied
job addition to suits the position.
Approaches of selection:
M2. Evaluation of strength and weakness of recruitment and selection approaches.
The recruitment and selection process is the only way by which employees are hired for working
in the company. There are advantages and disadvantages of each and every approach of
selection process. The best recruitment method for Airdri is external recruitment approach
(Sparrow, P., Brewster, C. and Chung, C., 2016). In this, job portal is the best way to hire
applicants for the company as it opens up pool for wide range of applicants who can apply for
jobs.
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D1. Critical evaluation of strength and weaknesses of recruitment and selection approaches.
External recruitment approach is known as the best way for hiring talented employees. On
the other hand, the negative aspect of this approach is it decreases the employee satisfaction
level. As existing employees are not promoted and new employees are hired, this creates
problem in satisfying the existing employees of the company.
TASK 2
P3. HRM practices
Recruitment and selection – The process of recruitment and selection is one of the most
important thing that has to be taken care while managing personnel activities. The recruitment
process adopted by Airdri is external recruitment method. This helps in attracting new talents
outside the organisation to work in the company effectively. The managers of HR recruits best
candidate who is innovative in designing and marketing skills so that he can work effectively
within Airdri company.
Training and development programs – There are different trainings provided to
employees and subordinates for making them skilled such as apprenticeship training, health and
safety trainings, mentoring and coaching, employee orientation program, etc. It is very important
for HR department to analyse the need of improving employee's performance. On the basis of
this result, employees are provided training to improve the way they are working. Also when
there is launch of new technique in the company, HR department has to ensure that all
employees are given training to improve their skills.
P4. Effectiveness of HRM practices to raise organisational productivity as well as profit.
In context of of organizations, there are various effective HRM practices which help the
business to maximise their productivity as well as profitability. Managers or leaders of the
company adopted in order to improve the individual as well as whole organizational
performances. Some of the HRM discussed below:
Training and development: It is one of the most important practice of HRM which
organization used to enhance the individual skills. management have to provide training &
development in order to increase the efficiency as well as effectiveness which make them
capable to improve their productivity as well as profitability. Individual performance helps the
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organization to maximise production or profit margin as well. For example: In context of Airdri,
managers provide the training to their employees where they lack and in result, it will increase
employees efficiency of work which make them more productive for the business.
Performance base compensation: Under this HRM practices, management have to
ensure that every individual get the faire compensation which make them satisfy from their jobs.
Foe example: Managers of Airdri company have to give rewards and other benefits on the basis
of employees performance (Budhwar, and Debrah, eds.). If employees feel that managers are
not making fair decisions regarding rewards and other compensation they will dissatisfied with
their work or in the future they leave the organization.
Security regarding Health: In the organizations where employees have to perform
between the huge machineries, so they have to provide security and safe working environment.
For example: Airdri company provide safety to their employees regarding any kind on accidents
in the working area or unfair dismissal. It is the commitment which given by the organization to
their workers which create loyalty. It further provide the confidence to the workers to perform
well without any fear which increase the productivity as well as profitability of the company.
Above mention HRM practices help the Airdri company to maximise productivity as well
as profitability because above mention practices increase the effectiveness of employees which is
beneficial for them to achieve business goals & objectives.
TASK 3
P5. Importance of employee relations.
Employee relation is defined as the connection or relation that is present between the
workforce of the organisation. The coordination and collaboration among employees is helpful
for working in the company effectively and a good employee relation helps in managing business
activities effectively (Alfes and et. al., 2013). When this approach is used in the organisation, it
creates positive environment at workplace. Thus, employees feel more engaged within the
company and they do their jobs in more enthusiastic manner. Airdri follow this kind of approach
for engaging employees and getting new and innovative ideas from them. The HRM decision of
the company is affected by employee relation in the following ways-
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 When managers and employees share a good relation, it is easy to manage conflicts and
fights that occur at workplace. In this way, it is easy to have positive environment at
workplace.
 The HR department of Airdri company makes sure that all employees are given equal
opportunities and benefits. This helps in increasing employee satisfaction.
 A collaborative work place environment is necessary for managing different business
situations effectively.
P6. Elements of employee legislations Occupational Health and Safety Act, 1970: As per this law, it is important that all
employees are provided health facilities within the company. They are given good
treatment and all necessary equipments that affects health of the person at workplace.
Also it is taken care that all employees are working appropriately. For instance,
employees who are working in workplace where there is requirement of noise prevention
tool, then employees are provided that equipment. Fair Labor Standards Act, 1938: This law and regulation states that all labour rules and
regulations given by government are followed by the company. They are provided
flexible working hours and a positive environment to work. No employee should be
discriminated and also they must be provided all opportunities to work effectively.
 The Equal Pay Act, 1970: This rule states that all employees are provided equal pay. All
managers and employees are given a minimum amount that is fixed by government of the
country. In context of M&S, all employees are given equal pay as this helps in increasing
their satisfaction level.
TASK 4
P7. Application of HRM practices
Application of HRM practices in Airdri
The human resource management of a company helps in managing its employee in a
manner so that they like working in the company. The managers of human resource management
of air dri company manages on its workforce. There are different effective HR practices that are
adopted by this company in order to improve performance of workforce. In context of air dri
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company, objectives, Vision and Mission of the company are aligned with these strategies of
Human Resource Management show that efficiency of the organization and employee
performance increases. Employees are given coaching, mentoring, training, motivational
sessions so that there is effective functioning of business activities.
Job Description
Job Details
Post : HR Manager
Company : Airdri
Job Purpose
Talented and skilled candidates are required to apply for the post of human resource manager.
The person must have effective communication skills and good interpersonal skills. The
individual should know how to minimise conflicts and maximise the involvement of
employees towards working for the company.
Roles & Responsibilities
 The individual must know how to frame policies and strategies that are needed for
managing and controlling employees
 Providing training and development sessions for employees so that they can develop
skills and abilities.
 To organise sessions that will motivate employees for achieving the goals and
objectives of the company within given time frame.
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