Human Resource Management Report: Kingfisher Airlines Case Analysis

This report presents a comprehensive analysis of Human Resource Management (HRM) practices within Kingfisher Airlines. It begins by explaining the purpose and scope of HRM, focusing on talent acquisition and skill development to meet business objectives. The report then examines key HRM functions, including benefits, employee relations, and recruitment strategies. It contrasts the 'Best Fit' and 'Best Practice' approaches, and the hard and soft models of HRM. The report also delves into workforce planning, types of labor markets, and the impact of legal frameworks. The second part of the report evaluates the effectiveness of various HRM elements, such as training evaluation models, job design, reward systems, and flexible working options. It explores training needs, development, and the link between motivational theories and reward systems. Furthermore, the report analyzes internal and external factors affecting HRM decision-making, including employee relations, strategies for building engagement, and the role of employment law. The report concludes with a discussion on trade unions and workplace representation, providing a holistic view of HRM within the context of Kingfisher Airlines.

Unit name: Human resource management
Student name: Hassan Zaman
Teacher name: Malik Mohsin
Centre name: Centre for Professional Excellence
Submission Date:

Introduction
Leadership remains the greatest strategies followed by maximum organizations.
Leadership remains one of the best strategies that get used for the management of
employees. Process of leadership also enhances assistance of employees in terms of
gaining knowledge about what they are working.
An organization success depends on their employee performances as well as
recruitment and the processes of training which executives of human resource bring
down. The recruitment and section process aims with the human resource department
where they make appointment of efficient staffs. The competitive labor market creates a
list of advantages within a business which can better be marked as a well-organized
company.
Task 1
LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfill business objectives
(800 words)
Main functions performed by Kingfisher Airlines
The vital functions of HRM of the company include:
1. Benefits and Compensation
2. Establishing a relation between Employee and labor
3. Development of Human Resource
4. Human resource planning, recruitment, and selection
5. Human resource research
Activities:

 Development of a thorough knowledge about the corporate plans, culture as well
as the Kingfisher Airline’s policies
 Acting as a consultant
 Initiate alterations and modification and play the responsibility of a facilitator and
expert
 Establishing a better communication between each individual present within the
workplace of Kingfisher Airlines
The ‘Best Fit’ approach vs. ‘Best Practice’:
Best Practice Best Fit
Best practice states that several HR
Policies will be including reward plans
It believes in reward systems which should
be aligned with that of the strategies of the
company
In this practice the HR leads to better
commitment of employees as well as high
motivation to the same
Best fit results in achievement of
competitive benefit for the company
The hard and soft models of HRM:
Hard HRM:
Here the employees get used as resource for a trade where a strong link is identified
with that of the planning of corporate business. In this model, the HRM would
significantly be focusing on the needs of workforce and manage and recruit
professionals as per the Kingfisher Airlines need.

Soft HRM:
In soft HRM all the employees receive a treatment of being one of the primary
resources of the Kingfisher Airlines and remain a source for keeping the Kingfisher
Airlines in a competitive edge. In fact they are treated as individuals and thereafter all
their requirements get planned accordingly. In this model, the HRM would significantly
be focusing on the needs of workforce as per their roles and responsibilities with extra
benefits of motivations and reward systems.

Workforce planning:
Types of labor market:
Types of Firm Types of Labor Power Market
Core (Large firm with a power of
market as well as an ability to )
Independent Primary Subordinate
Primary
Line/Control employees,
Salaried staff both of
technical and professional
fields
Production workers
who often gets
unionized by
competing with union
Craft Secondary
These are highly skilled
people who are generally
Low skill, lesser job
security with high

Periphery (Competitive yet small
firms offering an ability to make a
unionized by craft union
turnover for a chance
of advancement.
These are actually
dead-end jobs
PESTEL
The internal labor market: ILM, abbreviation of Internal Labor Market, is an
administrative unit within a firm where pricing and labor allocation gets governed by
administrative procedures and rules.
Analyzing turnover: The ways with which employee turnover can be calculated has
been mentioned below:
Checking the records of HR for counting the total numbers
Employee turnover rates get calculated with terminated employees

The impact of legal and regulatory frameworks:
Protection of employees from unfair discrimination within their office
Protection of employee investments in their pension
An employer is needed to provide his employee a place with safer and cleaner
environment
HR will be developing policies to ensure that employees and managers are well aware
about the legal restrictions as well as conscious about the various ways of dealing with
the potential violations.
Recruitment:
Sources of recruitment: internal vs. external recruitment
Internal Recruitment External Recruitment
This takes place when the HRM team of
Kingfisher Airlines looks for hiring
employees from referrals of their existing
workforce
This takes place when HRM team of
Kingfisher Airlines is hiring from external
source such as through advertisements,
agencies etc.
Selection:
Reliability and validity as key criteria:
Reliability: Reliability can get measured by the ‘test-retest approach’, parallel or
alternate form method and split halves procedure. It actually refers to techniques of
achieving consistency with the measurement of repeated use of their key term.
Validity: Validity encompasses types like, content validity, criterion validity and
constructs validity.
Task 2 – Produce a Report
LO2
Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation
Introduction
The different models of evaluation have been mentioned below:
1. Hamblin Model of Evaluation

2. Kirkpatrick’s Design of Evaluation
3. War’s Framework of Evaluation
4. Prelim’s and Vermin Model of Evaluation
5. Peter Brimley’s Model of Evaluation
The effectiveness of the different training evaluation models:
 At Kingfisher Airlines, Accountability is assured with evaluation
 Checking the cost efficiency of training programs
 Feedback to the process of training as well as for the trainer
The effectiveness of job and work place design, and reward system: Job and
Workplace design and reward system at Kingfisher Airlines would be enhancing the
following:
 Increment in terms of productivity
 Improvement of attendance
 Employee retention gets improved
 Employee morale gets improved
The effectiveness of flexible organization and flexible working options:
The newly implemented Flexible working schedule at Kingfisher Airlines, not only
strengthened the employee commitments instead it also enhanced them in handling
situations which might be proved unsafe for the company functionality. It actually
motivated them in working perfect with positive impact over the outcome.
Training and its needs and differentiation with development: Development and
Training remains the key factor for the best functioning of HR. Kingfisher Airlines looks
the process of training and development as one of the integral activities. Their various
forms are:
1. Induction Training
2. Training on Job Instruction
3. Refresher Training
4. Vestibule Training

5. Apprenticeship Training
In today’s world training stands as one of the important practices which assist
employees in bringing improvement to their level of competency. It increases their
efficiency with an extra advantage of increasing their effectiveness towards what they
are functioning.
Development, on the other hand, implies opportunities that get crafted for the growth of
an employee.
Job and workplace design
Reward management
Extrinsic rewards: are the tangible reward systems which managers proffer to the
employees in terms of bonuses, pay rises as well as bonuses. Intrinsic rewards are the
non-physical rewards which get proffered emotionally towards the employees. That is,
these are the praise letters or motivational quotes received by an employee on
completion of a successful project.
The link between motivational theory and reward: According to theories of ‘Content
and Process’, motivation remains a procedure with which an individual’s thinking
process gets influenced and enhances them in achieving their goal more perfectly. It
can be financial and non-financial. For the former, the organization would be making
payment because of their performance whereas for the latter, non-financial, praising
enhances the employee performance. ‘Maslow’ puts a theory where managers would be
deflecting their attentiveness in offering a complementary fair relationship with the
workforce. ‘Herzberg’ puts forward a theory where he mentioned a couple of needs for
every employee. Such are:
1. Motivation Factor
2. Hygiene Factor
For example, Kingfisher Airlines make use of Maslow’s and Herzberg’s theory where
the former suggests that achieving one level will be motivating them in achieving the
second level. In this company rewarding remains one of the prime motivator where each
employees get reward for attaining accomplishment of their projects (Yang et al. 2012,
p.838).
The flexible organisation
The diverse types of flexibility are:

 Numerical Flexibility: It allows an organization in terms of quick response to the
environmental alterations of employed employees.
 Structural Flexibility
 Functional Flexibility: Quickly employees can get re-deployment to newer
activities and tasks.
Models of flexible organisations (e.g. Handy, Atkinson): Handy Shamrock’s
management theory states that the first leaf represents multi-skilled team consisting of
managers, technicians and professionals who would essentially be continuing the
business successfully. The second leaf is the contractual fringe since non-central
activities would get contracted to those firms such as Kingfisher Airline which
specializes in effective communication. The third leaf is the flexible workforce that would
be made up of seasonal, temporary and part time workers. The figure has been
provided below:
Atkinson Flexibility Model has been shown below:

Performance and reward
Performance management and methods used to monitor employee performance:
Methods used for monitoring employee performances are provided below:
1. Monitoring of employee performance
2. Asking employees about making use of tools which are meant for self-monitoring
so as to keep a track of whatever they are doing
3. Regularly checking what the employees are performing and how they are
attaining their regular task
4. Keeping an eye on what they are performing by tracking a record from their
previous performance as well as becoming aware about the various means using
which they are functioning
Types of payment and reward system
Intrinsic vs. Extrinsic Rewards: Intrinsic reward explains the satisfaction which an
employee is getting after completion of a task is termed as intrinsic reward whereas
extrinsic is the fringe, money and promotional benefits.

Financial vs. Non-Financial Rewards: As name implies financial reward is rewarding
with money whereas non-financial potentially are at the disposal of any organization.
Non-financial rewards in fact motivate the employee in getting more attracted towards
their performance and functioning.
LO3
Analyze internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Employee relations: It is a manner with which the management interacts and
addresses each employee. Maintaining a better relationship will be reducing any kind of
workplace conflicts along with some more advantages such as raising staff morale and
increment of the entire organization productivity. At Kingfisher, the different ways that
get used for improvement of such has been mentioned below:
 Improved Communication: Maintaining a proper hierarchy, the management
makes sure that all the employees are having access to every level so that they
can feel their priority of service as well as their importance within the
organization.
 Career Development: For decrement of employee turnover, the company has
adopted certain roles in terms of staff career development.
 Sharing of vision: For making each and every employee feel special,
importantly the company is needed to share the plan of the company with their
every staff.
Strategies for building and improving employee relations and engagement:
The strategies include:
 Using a survey that acts rightly for assessing employee engagement
 Focusing on the employee engagement at the organizational and local levels
 Selection of the right managers
 Coaching of managers and additionally holding them accountable for the purpose
of employee engagement
 Defining engagement goals in everyday terms
Employee relations and the law: