Human Resource Management for British Airways

Human Resource
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Presenting the purpose and role of Human Resource Management for British Airways......3
1.2 Presenting Human Resource Plan based upon supply and demand......................................4
TASK 2............................................................................................................................................5
2.1 Assessing the current state of employment relations.............................................................5
2.2 Presenting how employment law affect the management of HR..........................................6
TASK 3............................................................................................................................................7
3.1 Presenting a job description and person specification...........................................................7
3.2 Comparing the selection process of different service industries...........................................8
TASK 4............................................................................................................................................9
4.1 Assessing the contribution of training and development activities.......................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Human resource management plays an important role in every business. They are the
organizational function who basically deals with the people and their issues who work in their
company such as compensation and benefits, recruiting and hiring the employees for the welfare
of a company. The present report main aim is to provide the importance of HRM and help to
gain the understanding of HRM, employee relation etc. The report deals with different case
scenario and describes the role and purpose of HRM in British Airways. It also assess the
employment relations in airline industry and also states that how these law affect the
management of HR. It also describe the job description and personal specification for Cabin
Crew and compare the selection procedure of British Airways. Report further describe different
training and development options for British Airways.
TASK 1
1.1 Presenting the purpose and role of Human Resource Management for British Airways
Role: The HR of British Airways suggest to the management team such that how to
strategically they manage them as a business resources. Their main role is to managing
recruitment and hiring employees, coordinating employee’s benefits and also suggesting their
employees to provide training and development strategies. They also advice managers to manage
the work and help them to achieve the goals. In British Airways, all the managers of the
company and HR professionals working together and assign different work to their employees in
order to achieve the goals in prescribe manner (Role of HRM, 2018). HR also suggest strategies
for increasing commitment in an organization such as by recruiting best employees for their
company will help to complete the work in defined time. Training and development process is
consider the best role of HR because it help to enhances their employees retention as well as
motivate the employees for their better performance. Moreover, HR department of British
Airways also listen and responding to employees in order to maintain higher job level
satisfaction. Managing transformation and change is another major function which helps them to
achieve the goals of a company.
Purpose: The main purpose of HRM is to coordinate people in British Airways in order
to achieve the organization’s goals and objectives. They are the only person who fulfils the needs
of their staff’s needs and also maintaining the employee satisfaction. HRM only accomplish this
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by use of people, process as well as technologies which further focus on internal parts of a
company (Akter, 2018). Every company needs HRM because it concentrates on internal source
of competitive advantage which is considered as important assets of a company. The another
main purpose of HRM in British Airways is that they communicate with employees and also
adapt organization’s culture and structure to their needs such as by re- engineering process.
Moreover, they also leads the employment life cycle such as from attracting to hiring the right
employees and also review their employees performance and found if any person did not work as
per the requirements then HR terminate them for the welfare of a company.
1.2 Presenting Human Resource Plan based upon supply and demand
Human Resource Planning: It is defined as a process which directly relates t the future
needs and present needs in order to achieve the goals of a company (Armstrong and Taylor,
2014). Similarly, the British Airways also fulfil the demand of their customers by deliver the
new flight service to Madeira. The HR of British Airways also includes the estimation of number
of persons which are needed for the specific activities and determining these people which needs
to be recruits.
Need for analysing Demand and supply: As per the need of flight to Madeira from
Heathrow, HR of British Airways identifies the availability of human resources in an industry
and cost of procurements of HR for an organization. Further the competitive environment of the
HR can easily be evaluated by analysing the demand and supply of Human Resource in British
Airways.
Analysis of Supply and demand: As company wants to deliver the best service to their
customers in order to fulfil their demands such as by gaining the agreement for flight to Madeira
from Heathrow. For this reason the HR should recruit their employees as per the needs. Under
recruitment process, HR should select the best candidate for their job profile on the basis of
taking interview and aptitude test (Bratton and Gold, 2017). As per testing, HR of British
Airways will evaluate and monitor the plan and then checking the effectiveness of the plan. They
have to recruit at least 8-10 new staff and the alternate working hours should be assigned to them
so that there will be no extra expenses. The roles of every staff should be clear and if they have
lack of some skills then HR of a company should provide them training and development session
in order to raise their capabilities.
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In addition to this, the HR planning is a link between human resource management
process and overall strategic plan of a firm. HR planning also lays a foundation for personnel
functions as well as development of Human Resource management play a linkage of business
strategy (Brewster, Chung and Sparrow, 2016). Therefore, after analysing the demand and
supply of customers, British airways, will easily recruit the best candidate and fulfil the needs of
their customers.
TASK 2
2.1 Assessing the current state of employment relations
Employee relation refers to understanding and cooperation of different staff members and
to avoid the conflicts between each other. This relation between employee and manager in an
airline industry contributes achieve the defined goals. The current state of employment relation is
as follows:
Unionization and Structure of Trade Unions: It main aim is to establish and bringing
together the trade union of the world. A trade union is a group of workers who unit in order to
attain their common goal to protect their interest and safety standards The trade union of airline
industry main aim is to unite the staff of airline industry in order to protect them form conflicts
while working in a company and help to solve their grievances (Davis and et.al., 2018).
Culture: The culture and corporate standards of Airline industry states that all the staff
members of the company should be dress in formal attire or in professional dress. This shows the
culture of airline industry is unique and different from other service industry.
Collective Bargaining: It means that the process by which the members if trade unions
and employer negotiation in order to maintain the scope of employment relationship in airline
industry (El Ouirdi and et.al., 2015). In an airline industry, the employees and workers are able
to negotiate and also make voluntary agreements on many such as promotions and benefits in
order to handle many disputes among them.
Employee participation and empowerment: The employee of the airline industry are
also involve in planning process of the activities and assigning different roles as well as
responsibility in order to accomplish the objectives. By involving them into the planning process
will help to create less conflict and grievances among them and as a result it also improve the
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relationship with employees which is consider as an important factor for the growth and
development of the business. While on the other side, the empowerment is also given to the
employees in hotel industry by allotting them responsibilities that further satisfy them and raise
their efficiencies so that it will help to increases the productivity of the industry.
Grievances and Disciplinary procedures: It refers to those mechanism in airline
industry in which formal and informal meetings are held and trade unions solve the problem
related to grievances of the staff (Erdogan, Bauer and Taylor, 2015). The code of conduct for
the employees and staff members are also defined for disciplinary procedure that should also
implemented by the airline industry which help to maintain their employee relationship with
each other. Through this ways, the airline industry maintains their employee relation with each
other and as a result, it creates less conflict between each other and achieve the defined goals.
2.2 Presenting how employment law affect the management of HR
Employment laws creates positive impact upon British Airways because it will helps to
achieve the aims and objectives of the company in a disciplines manner and also takes best
decision for the company’s welfare. The law affect is such ways:
Employee Rights: This right are directly relate to making the employer and also enables
the work place in a safe and healthy environment, by getting proper training, joining trade unions
and staff association. Through data protection act, there is a need to protect the data and not
share the information without permission (Hughes, 2018). If these laws are completely followed
by the airline industry then it will creates positive impact upon the management as well as in
employees.
Employment legislation: Under this, the equal pay act comes which states that there
should be equal opportunity provided to the men as well as women, the company should paid
same for equal jobs, even working hours should not be extra for men as per the Employment
Rights Act. While on the other side, according to health and safety act, the working area should
be safe for their employees and provide all safety equipments for their employees. The
employment right also included that the employee of British Airways guaranteed minimum
hourly wage rate (John, Knyazeva and Knyazeva, 2015). The employment act also states that
there should not be discrimination on the basis of age, gender and caste. Moreover, the
legislation of UK also provides reconciliation process in order to solve the disputes among their
employees. The Advisory and Arbitration services, citizen bureau are some organization who
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gave advices to their employees to solve their internal dispute because it directly affects
company’s productivity and profitability.
The redundancy of employment also occurs when the job of the worker is lost because of
the loss of sales and minimum profit earn during a particular period. At that time a business
needs less staff and reduces the cost of staff and the employees are retrenched from their jobs.
HR of British Airways should also included different methods of recruitments. For example, last
in first out method, payment of fines and compensation due to retrenchment and many more.
While on the other side, employment act, 2002 also introduce minimum dismissal procedure for
employees and these changes are also reform the existing labour laws in UK (Marchington and
et.al., 2016).
TASK 3
3.1 Presenting a job description and person specification
Job Description: It is a simple document that describes the general task, duties and other
responsibilities which HR is going to recruit for their vacant seats. Therefore, HR of British
Airways are responsible for an effective management of operations so that their employees tries
to achieve or exceed their targets that are related to revenue generation. In Cabin Crew London
City, an individual has to perform the following task to high set of standards:
 A person should be enthusiastic and passionate related to the products which a company
is offering to them.
 Individual should make more focus on putting the customer at the heart of everything and
as a result, a person can develop own new skills and take control of a career path and also
rewarded for their outstanding performance in a company (Oaya, Ogbu and Remilekun,
2017).
 An individual should be know the operational safety, security and health & safety
responsibilities, British Airways rules and regulations and all other relevant legislation.
 Act as a British Airways CityFlyer role model to crew and be ensure that the company is
compliance with all corporate policies and procedures.
Person Specification: It is a description of a person’s skills, experience and qualification
which they must have to posses while performing a job profile. This will help to take them in a
recruitment process. For British Airways it is as mentioned below:
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 Skills: Have knowledge of safety and security, deal with confidence, show respect and
understanding for different cultures, effective communicator, follow all rules and
regulations, genuinely enjoy the customer interaction, and demonstrate the high
performance which made pride to British Airways (Pashayan and et.al., 2015).
 Qualification: Should be 18 above and have fluency in English and graduate, hold a
valid passport and undergo criminal record check for all countries of residence, ability to
retain and obtain airside pass. Tattoos and boy signs should not be visible, plaster and
bandage should not be used.
 Experience: have the experience of customer service especially in hospitality and travel
industry.
 Physical Criteria: Must be physically and medically fit, must have safety equipments
and procedures training. Also have the ability to safely perform crew duties. Have a
height between 1.575 meter and 1.85, must be able to fit into an aircraft jump seat
harness without seatbelt extension, EASA regulations requires that all crew members
should inform about the duties (Rainnie, 2016).
 Behaviour required: Faster, smarter, learner and together are the basic key objectives
which an individual must have during the assessment time. Working together in order to
achieve the goals and objectives of a company is a motive of British Airways.
3.2 Comparing the selection process of different service industries
Selection procedure is to choose best candidate from many in order to fulfil the goals and
objectives of a company. British Airways process of selection is done on the basis of inviting the
applicants in order to fill and submit online application form and after screening of an individual
applications by the team of HR, they shortlisted the candidate and they first have to clear the
online test then come for an interview and group discussion. On the other hand, Transport for
London hires a person for customer service assistant through recruitment and selection
procedure. The process of a quoted company is quite simple and short such as the candidates
have to fill the online test and then eligible candidates are contacted for the job interview which
is conducted in two rounds (Robson and Sebba, 2018). First on call and then face to face
interview and then they choose best candidate for their company who help to attain their desired
goals and objectives. The comparison of two service industry is as follows:
Basis British Airway Cabin Crew Selection Transport for London,
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procedure customer service Assistant
Selection
Position Cabin Crew position Customer service Assistant
Procedure Long format and application can be filled
by online as well as offline procedure
Short format and candidate
filled the forms through online
mode only.
Options The applicant met all the requirements of
online test such as psychometric test
which includes verbal reasoning and
spatial reasoning. If applicant passes this,
they are invited to an Assessment day
which further includes MCQ and GD and
then interview.
Person selected then they have
to come for on line situational
judgement test which also
includes group discussion and
interview.
Advance features Completed medical and background
check
References and medical
questionnaire are also
considered for selected ones.
Knowledge Must have a knowledge of health and
safety law, employment laws and a person
should swim for at least 50 meters and
height is in between 1.575 meters to 1.85
meters
There are no options available.
Eligible candidates who crack
the online form are selected
for the vacant position.
TASK 4
4.1 Assessing the contribution of training and development activities
The training and development activities are used to raise the performance of their
company’s performance. Training is a continuous method, which is actually carried by an
organization in order to improve the current skills of their employees so that it will help to raise
the production level (Sosik and Jung, 2018). On the other hand development is a process which
is carried down by the organization for a long term enhancement of personality and
professionalism.
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Basis Training Development
Aim Help to improve the working
performance of the employees and
specific job oriented
Prepare individual for their future
performance. Based upon
conceptual and general knowledge.
Tenure Short term Long term
Orientation It is job oriented It is career oriented
Focus Present Future
Applied on Employees of a company An individual.
Importance of Training and development:
 Improve performance: if the company provide proper training to their employees then
they will definitely bring efficiency in their performance. It is so because the staff
members of a company will have proper knowledge and skills in order to handle the
situation in perfect way (Sung and Choi, 2018).
 Motivates employees: training and development session always motivates the employees
because it provide clear direction about the working job and this will definitely motivate
them to perform the activities in an efficient way.
 Customer satisfaction: If British Airways provide proper training sessions to their
employees then they will definitely adopt certain type of behaviour and similarly if this
skills are carrying out services will also get develop and as a result he customers will be
satisfied easily. By providing best training to their employees then it will help to do the
work in an effective manner.
 Improve productivity and profitability: The biggest importance of training and
development session is that it helps to improve the production level of a company and
also help to raise the profit of a company (Robson and Sebba, 2018). Training makes
employees capable in order to fulfil the goals and further gain competitive advantage
among many candidates who are available in an industry.
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CONCLUSION
By summing up above report it has been concluded that HRM plays an important role in every
business. As they help in recruitment and selection process and also train the employees,
maintain the relationship with employees. Moreover, the report also concluded that by
maintaining the employee relations in British Airways will help to work in easy way or attain all
defined goals and objectives in prescribed time. Moreover, employment legislation also affect
the working environment of a company in positive as well as negative way. Report further
concluded the process of recruitment and selection process by evaluating the job description and
personal specification for cabin Crew and also compare the selection procedure of British
Airways and Transport for London. Further the study also concluded the effectiveness of training
and development methods are used for effective operations of British Airways.
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REFERENCES
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practice. Kogan Page Publishers.
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.
Davis, E.C. and et.al., 2018. European Journal of Training and
Development. Development. 42(1/2). pp.35-47.
El Ouirdi, A. and et.al., 2015. Employees' use of social media technologies: a methodological
and thematic review. Behaviour & Information Technology. 34(5). pp.454-464.
Erdogan, B., Bauer, T. N. and Taylor, S., 2015. Management commitment to the ecological
environment and employees: Implications for employee attitudes and citizenship
behaviors. human relations. 68(11). pp.1669-1691.
Hughes, C., 2018. Conclusion: Diversity intelligence as a core of diversity training and
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John, K., Knyazeva, A. and Knyazeva, D., 2015. Employee rights and acquisitions. Journal of
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Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
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on Employees’ Performance: A Study of Three Selected Manufacturing Companies in
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Pashayan, N. and et.al., 2015. Evaluation of recruitment and selection for specialty training in
public health: interim results of a prospective cohort study to measure the predictive
validity of the selection process. Journal of Public Health. 38(2). pp.e194-e200.
Rainnie, A., 2016. Industrial relations in small firms: Small isn't beautiful. Routledge.
Robson, C. and Sebba, J., 2018. Staff training and development. In Prospects for people with
learning difficulties(pp. 72-84). Routledge.
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Sosik, J. J. and Jung, D., 2018. Full range leadership development: Pathways for people, profit,
and planet. Routledge.
Sung, S. Y. and Choi, J. N., 2018. To invest or not to invest: strategic decision making toward
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resource-management-organizations-21077.html>.
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