Report on HRM in Virgin Atlantic: Functions, Recruitment and Selection

This report provides an overview of Human Resources Management (HRM) within Virgin Atlantic, a leading British airline. It details the purpose and functions of HRM, including managing employee relations, benefits and compensation, workforce planning, and implementing health and safety standards. The report also identifies Virgin Atlantic's approaches to recruitment and selection, explaining the strengths and weaknesses of internal and external recruitment methods. It highlights how Virgin Atlantic uses various strategies to attract, select, and retain qualified employees, aligning workforce efficiency with organizational objectives. This includes internal promotions, transfers, referrals, advertisements, agencies and institutions.

TASK 1
P1 Provide an overview of the organisation and an explanation on the purpose and functions of
Human Resources Management in the organisation
Overview of the organisation
Virgin Atlantic is one of the leading British airlines that provide airline services working with
millions of employees with the motive of business expansion and enhancing customer
satisfaction. It serves are more than 40 destinations with providing quality of crew services and
employs trained and qualified staff to meet with the needs of the customers (About virgin group,
2018). Staff members are one of the important elements that deal to optimise customer needs and
mode of gaining revenue.
Purpose of HRM
Human resource management is concerned with proper management of human resources that
will lead to enhance productivity of the business by meeting with employee’s professional and
personal needs. Generic purpose of performing practices of HRM is concerned with mainly
retaining and contended workforce planning that will offer individual contribution towards
organisational success (Cascio, 2018). Purpose of HRM in virgin Atlantic is based on bringing
development in some areas that includes staffing, customer management, managing employee
relation, enhancing organisational performance, etc.
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Figure 1: Purpose of HRM
(Source: Study metrics.com, 2018)
Workforce planning and Functions of HRM in Virgin Atlantic
Managing employee relation: Virgin Atlantic treats employee as one of the strongest pillar of
the organisation. For this, management organise activities that will help to foster good employee
relations such as meetings, discussions, team targets etc for maintain interaction of employees.
Moreover, training and development strengthen future performance and skills and knowledge of
employees to make better relations (Bratton and Gold, 2017). Such relations will generate more
efficiency and productive efforts will be presented by employee’s goals of Virgin Atlantic.
Benefits and compensation: Virgin groups aims at increasing performance to highest level of
corresponding to motivate their role in the organisation. In this, manager of the business assess
regular performance and then offer suitable level of rewards in the form of incentives, bonus,
compensation. This boosts up morale and enhances the motivational level of employees.
Workforce planning: Virgin Atlantic through process of recruitment and selection employees
employs qualified staff with replacing unqualified ones (Brewster et.al. 2016). HR manager
follows the continual process to align needs and priorities of organisation and matching with
workforce efficiency to meet legislative, regulatory and productive operations that are linked
with organisational objectives.
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Implementing health and safety standards: HR manager take care about workplace conditions
that will increase the satisfaction level of employees with taking care about health and safety
standards. Employee welfare is keys to success for motivating the level of job satisfaction in
Virgin Atlantic.
Figure 2: functioning of HRM in business
(Source: HRMlearning.com, 2018)
P2 identify the organisation’s approaches to recruitment and selection and explain the strengths
and weakness of the different approaches
Recruitment and selection: Process of recruitment is based on executing proper plans for staff
and giving opportunity to qualified and valuable candidate. Selecting the right candidate in virgin
Atlantic will lead to engage competent, motivate and resourceful employees. Moreover,
forecasting of performance must be applied on suitable budget to meet both long term and short
term goals.
Methods of recruitment with its strength and weaknesses
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Figure 3: source of recruitment
(Source: Articlelibrary.com, 2018)
Table 1: Strength and weakness of method of recruitment
Method of recruitment Strength Weakness
Internal
It includes offering employment
and filling the vacant position
from within the organisation. For
example, offering higher position
to employee that motivate
organisation to work hard and
also asking for referrals from
employees to fill the vacant
position. Suitable sources include
promotion, transfers, referrals,
etc (Board, 2017).
 When opportunity is
given to current
employee it helps in
increasing morale of
employees.
 Business will have
fewer chances to face
process of selection
and Virgin Atlantic is
able to complete
record of employees.
 Employees feel
secured towards job
and training cost can
be optimised as current
 Virgin Atlantic can
find restriction in
inviting new and fresh
talents that can lack
innovation and creative
presence in the
business (Board,
2017).
 It is frequently used
sources of recruitment
to fill lower positions
that may lead to
biasness and will not
fit with requirements
of the business.
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employees are familiar
towards working
conditions and
policies.
External
In such method, business use
different sources from outside the
organisation. This includes
offering opportunities to new
candidates for filling vacant
position. Some of the sources
include advertisement, agencies,
institutions, etc (Source of
recruitment, 2018).
 Selection of new
person will bring new
ideas and experiences
to be shared within the
business.
 It offers wide choice to
management and
vacancy can be filled
as per new skills and
knowledge.
 It might offer de-
motivation to existing
employees as new
employee join the
premises having fear
of their job position
(Furnham, 2017).
 This is one of the
expensive process as it
includes spending on
media, training, etc.
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Figure 4: Process of recruitment and selection
(Source: Dessler, 2013)
References
Books and Journals
 Board, G., 2017. Recruitment & Selection.
 Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.
 Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource
management. Routledge.
 Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
 Dessler, G., 2013 Human Resource Management (13th ed.) Harlow: Pearson
 Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell
Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.202.
Online
 About virgin group, 2018 [Online] [Accessed through]
<https://www.virgin.com/company/virgin-atlantic> [Accessed on 29th May, 2018]
 Source of recruitment, 2018 [Online] [Accessed through]
<http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-
internal-and-external-sources-recruitment/25954> [Accessed on 29th May, 2018]
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