Learning for on boarding employees. They have to conduct

Objectives 1


Human Resource

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It is a function which is mostly
used within the organisations, mainly focuses on the recruitment, employee
policies, management trainings & providing guidelines to the manpower in
the company. This function is related to the staff of the company in term of
hiring, compensation, development, performance, motivation, safety &
training. HRM purpose is to maximize the productivity of an organisation by
optimizing the effectiveness & also approach to manage work environment,
disputes & salaries.


Main functions
& activities of HRM


Recruitment: It is the process of captivating,
attracting & selecting potential qualified applicant based on objective for
a particular job, on a right time. Their purpose is to developing jobs
descriptions, publishing & advertise jobs positions, conduct the interview
then decision making & then salary negotiations after the job is finalize. For
example, as per Audi automobile company recruitment selection process they have
three consist rounds Aptitude test, Technical interview & HR interview.

Recruitment department has to maintain database regarding attrition rate and
hiring data in which they have to mention the recruitment process cycle and
time lines for on boarding employees. They have to conduct exist interviews in
order to know the reason why employees are leaving the organisation


Compensation & benefits: it is a
systematic approach to providing monetary & nonmonetary value, payments and
rewards provided to the employees for high performance & achieving
organisation objectives. These rewards motivate employees to stay loyal &
committed to the organisation. Further c&b benchmarks the policies and
rewards 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.


Training & Development: These are one of
the main functions of HRM, the major purpose is to improve the current &
future performance of an employee by increasing the ability of work & skill
development, it approaches to obtain quality output from employees, build new
skills & potentially involve towards their more channelling roles. For example,
Audi gives on job training to their employees by using new technology VR
headset to train practically & technically.


Performance Appraisals and Management: it is
a process which determines the performance of the employees throughout the year
related to their jobs and communicating the results to them in form of
standardised rating. This form is often used to determine the amount raises of
employees & receive each year. Performance manager also figure out in which
areas their employees need development such as in report writing, working &
in all particular functions. HR manager might suggest upgrade plans for those
employees who cannot meet the job requirements.


Health & Safety: Overall organisation
ensure that the working environment is safe & secure. These are the
necessity of employees providing by all types companies in which they work like
small factories, retail companies & restaurants must follow these safety
guidelines. These all safety producers of emergency exits in case of fire or
such as worker involve in chemical process wearing required special gloves
& goggles. For example, Audi





Task 2









































Task 3


Hard &
Soft HRM


Hard HRM:


An approach to human resources
management where employees are assumed to be motivated by money & in need
of 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 have

> Enable quicker decision

> Should ensure consistency


Disadvantages of Hard HRM

> Impact on employee’s

> Can lead to poor employee

> Does not utilise employee’s


Soft HRM:


An approach to human resources
management where employees are assumed to be intrinsically motivated & in
need of empowerment & coaching in order to maximise their performance. For example,


Advantages of Soft HRM

>Enables employees to
contribute & make the most of their skills

>Useful when employees are

>Allows for creativity &


Disadvantages of Hard HRM

>Decision making can be time consuming

>Cost & time to train
& develop staff







Task 4


planning: It is to ensuring that an organisation has the present
& future approach to the human capital needs to perform effectively. Workforce
planning involves identifying current & future require for people in term
of numbers, skills & location. It allows the organisation to plan how
organisation needs can be met through recruit & training. For example, Tesco


workforce planning: It is aligned to the organisations overall
business objectives, future projects, & long-term vision. This audit the
organisation & set the objectives to meet & take organisation in a
proper guidance & growth.


workforce planning: This planning is for short-term demand of a
business functions on a person-to-person level, high volume roles immediate requirements
& streamlines employees related operations day by day.


Reasons for
workforce planning: It proactively planning ahead to avoid talent
surplus & shortages of an organisation. It integrates the forecasting
elements of each HR functions that relate to talent recruiting, retention, redeployment,
& leadership & employee development. By planning ahead HR can provide
staff with the right number of people, with the right skills, in the right




The impacts of
workforce planning:






Key areas of
workforce planning:




















Majors components
of workforce planning:



















Recruitment Process


The purpose of recruitment
process is to hire the most qualified & capable applicant appointing for
the most suitable job. This process beings with the need of a particular
positon in an organisation through advertisements on their official website of
social media & adds on television.


Recruitment process of Emirates
Airlines, it is one of largest airlines in the world, Operating 3,600 flights
in a week. In the recruitment process of an airline, they recruit employees for
their cabin like Air hostess.        



1. Identification
& Need for position:

Cabin department informs the
recruitment department when there is a vacancy in the department. They make and
send the job description and job specification to the recruitment department so
they can start the process.    



2. Job
advertisement on official website:

By these links Candidates visit
to official website to apply for the job through their advertisement. Here the
applicants see their requirements skill, job descriptions & others


Applicants used to fill &
submit the online application applying for cabin crew job of emirates. Some
requirements are needed while applying this vacancy are,


Requirements for

At least 21 years of age time of joining

> Height should be 160 cm

> High school graduate till 12

> Fluency in English (written
& spoken)

> Physically fit for this
demanding role



In this, Recruiters will review
applicant online application & shortlist those applicants that match their
requirements. If candidate is shortlisted, will be video interviewed which is
pre-recorded & accessed through a special webpage. Computer analytics will
again review your performance before a recruiters shortlisted you.   


Video Interview


After the pre-recorded video
interview, they may take some time to call you back from Emirates. Once
candidate have been shortlisted & pass the video interview, will go at
stage three in which they invited to participate in an Assessment day, on this
day Emirates running in cities all over the world. Although candidate is able
to choose the date & location that is most suitable for them.



They used to screen a large
number of candidates on this day, This day are a popular according to recruitment
method. This day is made up for test the candidate satisfactory for the cabin
crew. There are points in which candidate shortlisted & promote before proceed
to next process.


In this step the majority of
candidates who attend the assessment day won’t be invited to Final Interview, because
this stage is highly tough if the candidate making to this process they have a
really big achievement


Final round of Interview


This Interview is conduct by
emirates recruiters which takes 25-40 minutes, it is held on the same day on
assessment day. The interview has sometimes for the next day or a mutually
later date.


Competency based interview


This interview is based on
competency & behavioural questions, the interviewer asks from candidate
about their previous work experience that prove their skill, behaviour, work
qualities & competencies that Emirates recruiters searching for.



Candidates who have reached to
this step, Emirates uses their special online personality test for them to
search & filter out the unfit applicant & predict the fit ones who will
perform best roll in cabin crew.


Once the candidate completes all
these stages, the data & file will be send to Dubai headquarters of
Emirates Airline for approval from Central HRM department.


Decisions factors are used 


The procedure Emirates
recruitment team use at this stage they closely & carefully examine the all
stages of recruitment to make the decision. This includes the original resume
candidate submitted, their performance on the Assessment day & on Final
interview. The recruiters are not only satisfy with performance of candidate
they also focus on applicant language skills, nationality, gender & age.

The Golden Call


If the Applicant is accepted by
the team of Emirates Central HRM Recruitment after that an Applicant will
receive a call from recruitment department – knows as the ‘Golden Call’. If the
applicant is not accepted they receive the ‘regret’ email by the Recruitment

In this stage applicants have a medical check-up required, they need to submit
their medical report from doctor based on a questionnaire supplied by Emirates.

If there is an issue or problem of candidate in medical they should discuss
that with recruiter in final interview. Cabin Crew medical standards are
control by General Civil Aviation Authority (GCAA).

Onboarding Process


If the medical results is sufficient
of applicant, will receive final confirmation call & email from Emirates
Recruitment team. Applicant will be access to the Cabin Crew section of
Emirates & will be start Onbording.


Benefits for cabin crew while working in Emirates Airlines


Layover Expense: Meal allowance are provided
in the currency of the country of night stop. Hotel accommodations as well
& transport to.


Concessional Travel: Staff travel benefits on
Emirates Airline can be utilize as per the Staff Travel Manual.  


Accommodation: Furnished accommodation is
provided free of charge, including utilities-water, electricity. TV, Internet
& telephone bills are also included.


Transport: Transportation is provided by the
company to/from work & to/from training college.


Uniform: Provided by the company free of
charge including dry-cleaning.















description, 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 the

It also details the skills &
qualifications that an individual applying for the job require. It gives all
the details to both applicant & company so both parties are on same page
regarding the job posing.


 Job specification: It
tells the knowledge, skills, & potential that are required according to
vacancy to perform in an organisation. It also cover the aspects like
education, work-experience & managerial experience etc these can help
achieve 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 of
position, roles, responsibilities, education, experience & workplace etc.



Job analysis: Is
having understanding the skills requirements, roles, responsibilities, work
place & organisation knowledge of a specific job. Job analysis also assemble
job related information & highlighting the basic requirements. It also
gives summary of the applicant physical, emotional, & related human qualities
required to accomplish the job.


These all 3 are necessary now in
all the organisation before you are approve for the job.


























Difference between Recruitment
& Selection process.


Recruitment is involved with developing
suitable techniques for attracting more & more candidates.


Selection is the process of
finding out the most suitable candidate for the job in the organisation

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

Recruitment policy specifies
the objectives of recruitment & provides rules & regulation for implementation

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

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

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

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









On boarding