Department of Business and Management Studies
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ICON College of Technology and Management
Business and Management
BTEC HND in Business
Coursework
Human Resource Management
Tutor :
Submitted by :
ID No:
Session:
Department of Business and Management Studies
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Table of Contents
Introduction: ……………………………………………………………………………………………………………….3
LO 1 ………………………………………………………………………………………………………………………….4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation……………………………………………………………………………………………..4
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection. …5
LO 2 ………………………………………………………………………………………………………………………….7
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee. ……………………………………………………………………………………………………………..7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity. ………………………………………………………………………………………………………….8
P5 Analyse the importance of employee relations in respect to influencing HRM decisionmaking. ………………………………………………………………………………………………………………………9
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making………………………………………………………………………………………………………..11
P7 Illustrate the application of HRM practices in a work related context, using specific examples.
……………………………………………………………………………………………………………………………….12
Conclusion:……………………………………………………………………………………………………………….16
Reference list: ……………………………………………………………………………………………………………17
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Introduction:
In an organization, human resource management is considered to be one of the most important
sections. The human resource department is responsible for managing the employees as well as
they take care of all the various resources related to them. It can also be said that human resource
management is the strategic method to manage the employees of the company and as a result of
this the employees can help the company to gain a competitive advantage over the other
companies. This department of management also focuses on maximizing the employees’
productivity. The company that has been chosen in this report is Easy Jet and the various
functionalities of it human resource department have been discussed in this report. With the help
of this report the learners will have an idea about the various operations that the department
performs within the company. Easy Jet is a famous UK based airline company and it has
developed the human resource management to great effects and as a result of this development,
the company can be regarded as one of the top most airline companies of the country. Therefore,
it can be said that this report will help the learners to have a proper understanding of the human
resource management.
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LO 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
It is known as a matter of fact that the human resource department is responsible for the various
functionalities of the company. It involves the process of making and executing plans,
administering the various types of employees working in the company as well as developing
various programs that take place within the company (Cascio, 2018). This department of the
company is ideally used to making a good use of the various possible human resources available
and to generate a positive outcome for the company. This department of human resource
management also helps to manage a proper relationship between the employers as well as the
employees.
There are various purposes of the human resource management. These purposes of the
department have been discussed below:
| | The department makes sure that there is a positive relationship between all the employers and the employees. |
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It also focuses on the individual development of the human resource. The human resources are used and as a result of this, their effectiveness and efficiency is increased. |
Easy Jet is a well renowned company and to operate on a highly standardized level, the company
has to ensure that there is effective planning done by the human resource department. This will
help to make the employees more and more compatible with the work place. As a result of this
the company can develop various advantages over their competitors in the market.
Functionalities of Human Resource Management:
There are various vital functions that the human resource management of the company performs.
They have been discussed below in a detailed manner:
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Planning of the human resource:
Human resource planning is necessary for the proper functionalities of the company. With the
help of proper human resource planning, the company is able to bring out the skills, techniques
and ability that are required for the smooth functioning of the company as a whole. It also helps
the company to develop the overall working of the company (Armstrong and Taylor, 2014).
Recruitment and Selection:
This is considered to be one of the vital functions of the human resource management. With the
help of recruitment and selection, the company is able to gain skilful and trained professionals
for the job role. The human resource management also aims at increasing the efficiency and
effectiveness of the employees that are being hired by the company.
Development and Training:
The employees at Easy Jet are provided with enough of training so that they can prove to be an
important asset for the company. The employees are developed with the help of proper training
so that they can function properly based on their job roles. The company sets up various training
and development campaign, with the help of the human resource department and together they
train employees in order to make them more efficient and effective (Bratton and Gold, 2017).
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
In order to achieve the set goals and objectives, the company will need the proper support of the
human resource department. Therefore, the human resource department has to be very precise
and supportive for the company. However, there are various strengths and weaknesses that are
attached to the process of recruitment and selection that the human resource manages. These
strengths and weaknesses have been discussed below in a detailed way:
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Internal source approach:
With the help of this particular approach, the company recruits employees from within the
organization, internally (Marchington et al., 2016). There are various strengths and weaknesses
that this approach has. They are as follows:
Strengths:
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With the help of this approach, the recruitment can be done within a short span of time. The effectiveness of the employees hired with the help of this process is considered to be very effective. The risk for hiring unqualified employees is very low (Purce, 2014). Since the selection is done internally, there is no need of much interview that has to be conducted. |
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Weaknesses:
| |
It sometimes hampers the confidence of various employees that are not promoted. Opportunities of recruiting innovative and new employees are minimized. Discrimination is also created due to this process. |
External source approach:
With the help of this process, the employees are hired from external forces. The employees are
attracted with various advertisements on different forms of media. This process is however, said
to be time consuming but the outcome of this process is said to be effective for the company in
the long run (Albrecht et al., 2015). The strengths and weaknesses of this process have been
discussed below:
Strengths:
| |
The company is able to promote their brands externally, This process also allows the company to hire various new and talented employees. It also helps to increase the productivity of the company. The availability of the applicants are said to be huge in number. |
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Weaknesses:
| |
This process is considered to be time consuming. The cost required for implementing this process and conducting it successfully is considered to be very high. If the employees that are hired are not up to the mark for the company then there is a high risk for the company to perform poorly in the long run. |
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LO 2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
It is a matter of fact that if the human resource management practices within the company is
effective, and then it will benefit both the employer as well as the employees in the long run. The
human resource management mainly aims at developing and maintaining an effective human
resource at the place of work. With the application of proper practices of the human resource
management, the company will be able to increase the effectiveness and efficiency of the
employees at the workforce. As a result of this the employees are made flexible for the
betterment of the company. With the help of this flexibility practice that is done by the company,
it helps the employees to be satisfied with the work that they are doing for the company. As a
result of this employee satisfaction, the performance of the employees will increase at the
workplace and it will in turn generate huge profit for the company (Rousseau, 2015).
The employees of the company are also provided with proper training as well as various other
development programs. The human resource management also focuses on the development of
loyalty of the employees as well as develop their work performance and this helps the company
to grow in the long run. The employees become flexible to a great extent with the help of the
human resource management. Therefore, it can be said that the company mainly prioritizes the
employee morale, their commitment as well as their engagement with the company. It is also
known as a matter of fact that the human resource management also develops the employees of
the organization as a whole.
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With the help of proper and effective human resource management, the employers are also able
to reduce the employee turnover of the company. If the employee turnover is very impacting, it
can in turn affect the overall performance of the company as a whole. The human resource
department becomes very expensive with the employee turnover (Delery and Roumpi, 2017). As
a result of this the company has to make sure that the human resource management in the
workplace is very effective so that it can avoid employee turnover. If the employee turnover is
not properly maintained, the relationship between the employees as well as the employer is
impacted in a negative way. It can also be said that due to this the overall performance of the
company is hampered in a huge way.
Easy Jet mainly uses the external sources of recruitment for the selection as well as employment
of the new and skilled employees. With the help of external recruitment, the company will be
able to hire creative as well as innovative employees for the growth and development of the
organization. Therefore, the human resource management will also contribute to the brand
development of the company in an effective way (Tzabbar et al., 2017).
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
With the help of the human resource management, the relationship with the employees is
maintained properly in the place of work. The main reason for the effective relationship is
because it helps to increase the productivity as well as profit of the company to a great extent.
The employee turnover can be reduced to a great extent with the help of effective functioning of
the human resource management. With the increase in the employee turnover, the overall
performance of the company is impacted in a negative way. The overall cost of the human
resource management is also increased with the help of employee turnover. Therefore, it can be
said that with the help of the human resource management, the company will be able to increase
their profit margins by decreasing the employee turnover (Jiang and Liu, 2015).
If the employee turnover is reduced by the human resource management, then the performance
of the employee increases to a great extent and it may also prove profitable for the company. If
in case any employee decides to leave the company, the company will face a crisis in terms of
the number of skilled employees as the number may decrease to a great extent. As a result of
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this, the company can suffer in the long run as the productivity of the company decreases to a
great extent. Therefore, the human resource management has to make sure that the employees are
flexible with the workplace and they are satisfied completely so that the company does not suffer
in terms of profit and productivity. If the company can provide proper employee satisfaction,
then the overall employee turnover will decrease and the company will not be affected in the
course of the business. As a result of this, the company will be able to generate more profit and
at the same time the productivity of the company will increase to a great extent (Van De Voorde
and Beijer, 2015).
Therefore, it can be said as a matter of fact that the human resource department plays a vital role
for the growth and development of the company as a whole. It is also entirely responsible to
increase the productivity as well as profit generation of the company. The human resource
management thus, hire employees from external sources so that they can recruit various new and
talented members for the company.
P5 Analyse the importance of employee relations in respect to influencing HRM decisionmaking.
In order to ensure that the performance of the employees at the work place is better, the human
resource management should focus on the relationship between the employer as well as the
employee. The relationship between the employer and the employee should be maintained
properly and this is ensured by the human resource department. Therefore, it can be said that the
company’s human resource management focuses of the maintenance of relationship between the
employer as well as the employee. If in case the human resource management is not able to
maintain proper relationship between the employer as well as the employee, the company suffers
in the long run as the overall performance of the company is impacted in a huge way (Conway et
al., 2016). The strategies that the company should adopt in order to ensure the relationship
between the employer and employee is maintained have been discussed below in a detailed
manner:
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Opportunities for career development:
It is a matter of fact that all the employees that work for the company have certain career goals
set up for themselves. Therefore, the company should provide these employees with various
opportunities to enhance their careers. The company has to commit it in front of the employees
that the promotion that they will achieve will be completely based on their performance within
the company. As a result of this the employees try and give their level best and this in turn is
beneficial for the company as a whole. As a result of the promotions that will be received by the
employees, the company will be able to manage the retention of the employees in a better way.
Communication:
In order to keep the employees updated about the company, the employer should ensure that all
the necessary information about the company is conveyed to the employees. They should
communicate to the employees about any product that has newly arrived and they should also be
informed about the prices of the products. As a result of this the company will increase their
sales by providing necessary information to the customers. Sales personnel can also develop
good relationship with that of the customers. Therefore, with the help of proper communication,
the employees of the company are able to perform at a completely satisfactory level (Brewster,
2017).
Motivation:
In order to ensure that the employees maintain a good relationship with the employer, they
should be motivated to a great extent. With the help of proper motivation, the performances of
the employees are seen to be increasing. Motivation can be provided in the forms of goods,
rewards, incentives, timely promotions as well as increasing the salary of the individuals, which
in turn help in maintaining a proper and friendly employee relationship.
Vision:
The company establishes various visions in order to make sure that the employees give their best
while performing for the company. The company develops these visions in accordance to the
objectives that have been set up by the company.
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P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making.
There are various employment legislations that have an impact on the decision making of the
human resource management. They have been discussed below in a detailed manner:
Employment Protection Act 1978:
With the help of this particular act, the company has to formulate a proper structure of salary,
duty hours, pensions as well as job commencement for the employees that are working for the
company. It is considered to be a mandatory for the company to provide the employees with a
proper and precise salary structure. If this is not the case then the company will be held at the
breach of laws.
Equality Act 2010:
This equality act was mainly formulated as it was a mixture or combination of two of the UK
acts. They are Race Relation Act 1976 as well as the Disability Discrimination Act 1995. With
the help of this particular act, the company mainly ensures that all the employees that are
working for the organization are given equal opportunities in terms of various things and
functions within an organization. With the help of this act, the company can also ensure that the
employees are not subjected to discriminations based on their age, sex, nationality, colour,
gender and religion. The company should also obey all the rules and regulations that are
mentioned within this law. If in case the company fails to abide by the law of this act, the
government has the complete right to discard the company based on the breach of the law (Daly,
2015).
Dismissals and employment contracts:
It is known as a matter of fact that both the employees as well as the employers can terminate the
entire job. The employer makes use of the dismissal; however, the employee makes use of the
registration. However, both the employer as well as the employee should be able to comply with
the various legal regulations and rules.
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Health and Safety at work Act 1974:
The good health of the employees is to be ensured by the employer. Therefore, it can be said that
the company provides the employees with a supreme work place, the instruments for use are also
considered to be safe and they are also provided with various opportunities for travelling. As a
result of this the company will be able to maintain a very good relationship with the employees.
As a result of this particular act the company has to take care various things. They are as follows:
| | The company has to ensure that the work place is considerably effective alongside the operational system of the company. The employees should be provided with safe access as well as safe exit for the employees of the organization. There has to be a presence of primary facility for treatment. The company can also provide training to these employees and they will be educated about health and safety in workforce. |
| | |
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P7 Illustrate the application of HRM practices in a work related context, using specific
examples.
Not everyone that works for the company is looking for technologies. However, it can be said
that it is a definite purpose of attaining work as well as being connected to the whole world at the
same time. Some of the human resource management practices in work related context have been
discusses below:
Social media recruitment:
Recruitment takes place in almost all the companies and it is not new for the employees as well
as the employers. However, nowadays the methods of recruitment are seen to be changing
because of the inclusion of social media in the process of recruitment. The companies conduct
video interviews in which the profile of the candidate is taken into consideration. It is being done
in the present day instead of going through the same and old traditional method of recruiting the
employees. Referral source is made use of in the social media and it is considered to be very
crucial for the company.
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Recruitment through mobile:
It is considered as one of the largest method that is used in order to recruit people for a particular
company. It is ideally a very advantageous process, with the help of which a proper means of
recruitment is being achieved. If the resume is good then the candidate will be receiving various
positive responses from the recruiters.
Applicant’s tracking system:
It can be considered as the most important technological advancements made by the company in
terms of the recruitment process. It gives the recruiter an opportunity to go through the various
resumes of the candidates in a thorough manner and therefore, they can select the best of the lot.
However, this technique can hurt the applicants as they are not shortlisted for the job interview.
Job Description
| Job Description for the post of product manager | |
| Experience Required | A minimum of 2 years of experience in the relevant field |
| Qualification required | Graduate/post graduate degree in management |
| Languages | English, French, Portuguese and Arabic |
| Skills | Excellent communication skills Problem solving skills To be able to work in a team |
| Personal Abilities | To work under pressure Effective team management Punctual and honest |
| Walking Interview | 18-20th June 2018 11 pm onwards |
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Curriculum Vitae
| Resume |
| Michael Johns Email id:[email protected] Address: 7, Pica deli Circus, UK Contact- 247489525 Career objective: To grip all possible opportunities for career as well as organisational growth Educational Qualification |
| Graduate BBM |
| Post Graduate MBA |
| Work Experience – Worked with Aramex pvt. limited as product manager for year – Worked with Royal products for 2 years as a product manager Personal skills – Effective verbal and non verbal communication skills – Good leadership skills – Effective responsibility senses – Able to complete the work within the estimated time Hobbies – Dancing – Reading books – Listening to songs |
| Personal Details Name: Michael Johns Father Name : Dickinson Johns Address: 47, Pica deli Circus, UK Contact 247489525 Date: |
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Interview Process Description
Step 1: Level (interview preparation)
In the first step, of the overall interview process a proper session will be carried out by the
required human resource manager
| After the initial process of job description and screening is over, the human resource manager needs to verify that the particular candidate is appropriate for the job or not |
Step 2: Interview Schedule
In the next step the final round of interview will be conducted for selecting the best candidate for
the process
| Date 20th June 11 pm onwards |
Step 3: Documentation process
The selected candidates will be asked to submit the required documents for the verification
process. The documents thus submitted should be verified and then the particular employee will
be employed for the purpose.
Offer letter
| Company name: Easy jet Subject: Offer letter This is to inform you that you have been selected by Easy jet for the position of product manager in the product development process. We would love to welcome you to the family and your joining will be on the 25th June, 2018. You will be given a remuneration of $ 25,000 per month. However, you need to bring your identity card at the time of joining. Thanks and Regard HR Easy jet UK |
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Conclusion:
This report is based on the various functionalities of the human resource management. With the
help of this report the learners will be able to understand the importance of the human resource
department within an organization. This report also illustrates the various ways and means with
the help of which the human resource management is able to recruit and select employees for the
company and provide them with suitable training that is needed to for them o function properly
within the company. The strengths and weaknesses of the human resource management is also
discussed in a detailed way and it will help the learners to understand the various drawbacks as
well as the abilities of the human resource management. Therefore, it can be said that the report
is very important for the learners to understand the various ways and means with the help of
which the company performs alongside its human resource management.
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Reference list:
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Conway, E., Fu, N., Monks, K., Alfes, K. and Bailey, C., 2016. Demands or resources? The
relationship between HR practices, employee engagement, and emotional exhaustion within a
hybrid model of employment relations. Human Resource Management, 55(5), pp.901-917.
Daly, J., 2015. Human resource management in the public sector: Policies and practices.
Routledge.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Jiang, J.Y. and Liu, C.W., 2015. High performance work systems and organizational
effectiveness: The mediating role of social capital. Human Resource Management Review, 25(1),
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Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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Rousseau, D., 2015. I-deals: Idiosyncratic Deals Employees Bargain for Themselves:
Idiosyncratic Deals Employees Bargain for Themselves. Routledge.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management Review, 27(1),
pp.134-148.
Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the relationship
between high‐performance work systems and employee outcomes. Human Resource
Management Journal, 25(1), pp.62-78.