Learning for on boarding employees. They have to conduct

LearningObjectives 1 Human ResourceManagement It is a function which is mostlyused within the organisations, mainly focuses on the recruitment, employeepolicies, management trainings & providing guidelines to the manpower inthe company. This function is related to the staff of the company in term ofhiring, compensation, development, performance, motivation, safety &training. HRM purpose is to maximize the productivity of an organisation byoptimizing the effectiveness & also approach to manage work environment,disputes & salaries.  Main functions& activities of HRM 1.    Recruitment: It is the process of captivating,attracting & selecting potential qualified applicant based on objective fora particular job, on a right time. Their purpose is to developing jobsdescriptions, publishing & advertise jobs positions, conduct the interviewthen decision making & then salary negotiations after the job is finalize. Forexample, as per Audi automobile company recruitment selection process they havethree consist rounds Aptitude test, Technical interview & HR interview.

Recruitment department has to maintain database regarding attrition rate andhiring data in which they have to mention the recruitment process cycle andtime lines for on boarding employees. They have to conduct exist interviews inorder to know the reason why employees are leaving the organisation  2.    Compensation & benefits: it is asystematic approach to providing monetary & nonmonetary value, payments andrewards provided to the employees for high performance & achievingorganisation objectives. These rewards motivate employees to stay loyal &committed to the organisation.

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Further c&b benchmarks the policies andrewards with other organisations in order to give the best to its employees.For example, Audi gives compensation rewards to their employees by providing insurance,health, financial, discounts on cars & vacations. 3.    Training & Development: These are one ofthe main functions of HRM, the major purpose is to improve the current &future performance of an employee by increasing the ability of work & skilldevelopment, it approaches to obtain quality output from employees, build newskills & potentially involve towards their more channelling roles. For example,Audi gives on job training to their employees by using new technology VRheadset to train practically & technically. 4.    Performance Appraisals and Management: it isa process which determines the performance of the employees throughout the yearrelated to their jobs and communicating the results to them in form ofstandardised rating. This form is often used to determine the amount raises ofemployees & receive each year.

Performance manager also figure out in whichareas their employees need development such as in report writing, working &in all particular functions. HR manager might suggest upgrade plans for thoseemployees who cannot meet the job requirements. 5.    Health & Safety: Overall organisationensure that the working environment is safe & secure. These are thenecessity of employees providing by all types companies in which they work likesmall factories, retail companies & restaurants must follow these safetyguidelines. These all safety producers of emergency exits in case of fire orsuch as worker involve in chemical process wearing required special gloves& goggles. For example, Audi     Task 2  BEST PRACTICEVS BEST FIT                                     Task 3 Hard &Soft HRM Hard HRM: An approach to human resourcesmanagement where employees are assumed to be motivated by money & in needof clear rules & supervision in order to maximise their performance.

For example,restaurant workers, factories workers, army & tailor. Advantages of Hard HRM> Useful in a crisis> Useful when management haveexpertise> Enable quicker decisionmaking> Should ensure consistency Disadvantages of Hard HRM> Impact on employee’smotivation> Can lead to poor employeerelations> Does not utilise employee’spotential Soft HRM: An approach to human resourcesmanagement where employees are assumed to be intrinsically motivated & inneed of empowerment & coaching in order to maximise their performance. For example,teaching,  Advantages of Soft HRM>Enables employees tocontribute & make the most of their skills>Useful when employees areexperienced>Allows for creativity &innovation Disadvantages of Hard HRM>Decision making can be time consuming>Cost & time to train& develop staff      Task 4 Workforceplanning: It is to ensuring that an organisation has the present& future approach to the human capital needs to perform effectively. Workforceplanning involves identifying current & future require for people in termof numbers, skills & location. It allows the organisation to plan howorganisation needs can be met through recruit & training.

For example, Tesco Strategicworkforce planning: It is aligned to the organisations overallbusiness objectives, future projects, & long-term vision. This audit theorganisation & set the objectives to meet & take organisation in aproper guidance & growth.  Operationalworkforce planning: This planning is for short-term demand of abusiness functions on a person-to-person level, high volume roles immediate requirements& streamlines employees related operations day by day. Reasons forworkforce planning: It proactively planning ahead to avoid talentsurplus & shortages of an organisation. It integrates the forecastingelements of each HR functions that relate to talent recruiting, retention, redeployment,& leadership & employee development. By planning ahead HR can providestaff with the right number of people, with the right skills, in the rightplace.   The impacts ofworkforce planning:      Key areas ofworkforce planning:                   Majors componentsof workforce planning:                   Recruitment Process The purpose of recruitmentprocess is to hire the most qualified & capable applicant appointing forthe most suitable job.

This process beings with the need of a particularpositon in an organisation through advertisements on their official website ofsocial media & adds on television. Recruitment process of EmiratesAirlines, it is one of largest airlines in the world, Operating 3,600 flightsin a week. In the recruitment process of an airline, they recruit employees fortheir cabin like Air hostess.           1.

Identification& Need for position:Cabin department informs therecruitment department when there is a vacancy in the department. They make andsend the job description and job specification to the recruitment department sothey can start the process.      2. Jobadvertisement on official website:By these links Candidates visitto official website to apply for the job through their advertisement. Here theapplicants see their requirements skill, job descriptions & othersdetails.   Applicants used to fill &submit the online application applying for cabin crew job of emirates. Somerequirements are needed while applying this vacancy are, Requirements forapplying >At least 21 years of age time of joining> Height should be 160 cm> High school graduate till 12grade> Fluency in English (written& spoken)> Physically fit for thisdemanding role>No  In this, Recruiters will reviewapplicant online application & shortlist those applicants that match theirrequirements.

If candidate is shortlisted, will be video interviewed which ispre-recorded & accessed through a special webpage. Computer analytics willagain review your performance before a recruiters shortlisted you.    Video Interview After the pre-recorded videointerview, they may take some time to call you back from Emirates. Oncecandidate have been shortlisted & pass the video interview, will go atstage three in which they invited to participate in an Assessment day, on thisday Emirates running in cities all over the world. Although candidate is ableto choose the date & location that is most suitable for them. AssessmentCentre They used to screen a largenumber of candidates on this day, This day are a popular according to recruitmentmethod. This day is made up for test the candidate satisfactory for the cabincrew. There are points in which candidate shortlisted & promote before proceedto next process.

 In this step the majority ofcandidates who attend the assessment day won’t be invited to Final Interview, becausethis stage is highly tough if the candidate making to this process they have areally big achievement Final round of Interview This Interview is conduct byemirates recruiters which takes 25-40 minutes, it is held on the same day onassessment day. The interview has sometimes for the next day or a mutuallylater date.  Competency based interview  This interview is based oncompetency & behavioural questions, the interviewer asks from candidateabout their previous work experience that prove their skill, behaviour, workqualities & competencies that Emirates recruiters searching for.  Candidates who have reached tothis step, Emirates uses their special online personality test for them tosearch & filter out the unfit applicant & predict the fit ones who willperform best roll in cabin crew.

 Once the candidate completes allthese stages, the data & file will be send to Dubai headquarters ofEmirates Airline for approval from Central HRM department. Decisions factors are used   The procedure Emiratesrecruitment team use at this stage they closely & carefully examine the allstages of recruitment to make the decision. This includes the original resumecandidate submitted, their performance on the Assessment day & on Finalinterview. The recruiters are not only satisfy with performance of candidatethey also focus on applicant language skills, nationality, gender & age.The Golden Call If the Applicant is accepted bythe team of Emirates Central HRM Recruitment after that an Applicant willreceive a call from recruitment department – knows as the ‘Golden Call’. If theapplicant is not accepted they receive the ‘regret’ email by the RecruitmentDepartment.   In this stage applicants have a medical check-up required, they need to submittheir medical report from doctor based on a questionnaire supplied by Emirates.

If there is an issue or problem of candidate in medical they should discussthat with recruiter in final interview. Cabin Crew medical standards arecontrol by General Civil Aviation Authority (GCAA).StartOnboarding Process  If the medical results is sufficientof applicant, will receive final confirmation call & email from EmiratesRecruitment team.

Applicant will be access to the Cabin Crew section ofEmirates & will be start Onbording.  Benefits for cabin crew while working in Emirates Airlines Layover Expense: Meal allowance are providedin the currency of the country of night stop. Hotel accommodations as well& transport to.

 Concessional Travel: Staff travel benefits onEmirates Airline can be utilize as per the Staff Travel Manual.   Accommodation: Furnished accommodation isprovided free of charge, including utilities-water, electricity. TV, Internet& telephone bills are also included. Transport: Transportation is provided by thecompany to/from work & to/from training college.

 Uniform: Provided by the company free ofcharge including dry-cleaning.              Jobdescription, Job specifications & Job analysis Job description:Is an informative documentation of the scope, duties, tasks, skills needed,salary, responsibilities & working conditions related to the job listing in theorganisation. It also details the skills that an individual applying for the job require. It gives allthe details to both applicant & company so both parties are on same pageregarding the job posing.  Job specification: Ittells the knowledge, skills, & potential that are required according tovacancy to perform in an organisation. It also cover the aspects likeeducation, work-experience & managerial experience etc these can helpachieve aims related to the vacancy.

Job specification also helps in recruitment& selection process of HRM. *Basically both job description& job specifications help giving an overview of the job in term ofposition, roles, responsibilities, education, experience & workplace etc.   Job analysis: Ishaving understanding the skills requirements, roles, responsibilities, workplace & organisation knowledge of a specific job. Job analysis also assemblejob related information & highlighting the basic requirements. It alsogives summary of the applicant physical, emotional, & related human qualitiesrequired to accomplish the job.  These all 3 are necessary now inall the organisation before you are approve for the job.

                       Selection Difference between Recruitment& Selection process.                   Recruitment   Definition Recruitment is involved with developing suitable techniques for attracting more & more candidates.                        Selection     Selection is the process of finding out the most suitable candidate for the job in the organisation   Functions   The functions of recruitment precede the section process         The functions of selection is completed by making a job offer to the selected candidate by giving appointment letter   Specifies   Recruitment policy specifies the objectives of recruitment & provides rules & regulation for implementation program       The selection policy consist of a series of methods or steps or stages by which the evolution of the candidate is done   Involves in   Recruitment has two important aspects. 1. To find out the numbers of vacancies to be notified 2.

To approach the potential candidates to apply for such vacancies       The Selection process involves mutual decision making. The organisation decides whether to the candidate & the candidate decides whether or not to take the job offer   Action   Recruitment is a linkage activity bringing together those with jobs & those seeking jobs       Selection involves comparison of behaviour, attitudes, performance of two or more persons     Process   Recruitment is generally a positive process which encourages prospective people to apply for the job       Selection is mainly a negative process which involves rejecting of the candidates who are not suitable  Topdiffernce.com      On boarding