This report discusses the role and purpose of human resource management in British Airways, including recruitment, employment relations, and training & development. It also explores the impact of employment laws on HR management in the service industry.
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HUMAN RESOURCE MANAGEMENT IN SERVICE INDUSTRIES
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CONTENTS INTRODUCTION.....................................................................................................................................3 TASK – 1.................................................................................................................................................3 1.1 Role and purpose of human resource management in British Airways......................................3 1.2 Justifying a human resources plan on the basis of evaluation of supply and demand for British Airways................................................................................................................................5 TASK – 2.................................................................................................................................................6 2.1 Assessing present state of employment relations in Airline Industry.........................................6 2.2 Employment law and its effects on management of human resources within British Airways...7 TASK – 3.................................................................................................................................................8 3.1 Discussing in relation with job description and person specification for Cabin Crew of British Airways................................................................................................................................8 3.2 Comparison of the selection process of Cabin Crew in British Airways and Transport for London ...........................................................................................................................................10 TASK – 4...............................................................................................................................................12 4.1 Contribution of training and development activities to the effective operation of British Airways..............................................................................................................................12 CONCLUSION......................................................................................................................................13 REFERENCES........................................................................................................................................15
INTRODUCTION Every organization whether it is related with service or business needs human resource department for effective functioning. The main role of HRM starts with recruitment of effective manpower and meeting out their need and contributing in their welfare and development. They are also liable to maintain harmony within the firm by comprehending the requirement and problems of the workers (Armstrong and Armstrong, 2011). The human resource department of the organization has to work according to employee laws of the nation and are required to maintain the rights of the staff members. The current HR practices needs to be adopted timely considering the rising work-life balance problems of the employees. Considering this, the main purpose of the present research report is to gain knowledge in regards with the HRM, employee relations, recruitment, employment laws and training and development in service industries. The report will analyse the main purpose of HRM in British Airways and will develop a human resource plan. Further the states of employee relation within the firm and effects of employment law on functioning of human resource management will be discussed. The later part of the writing will throw light on recruitment and selection and training & development activities in British Airways. TASK – 1 1.1 Role and purpose of human resource management in British Airways There are many roles being played by the human resource management in British Airways such as planning, motivating, staffing, training, developing as well as maintaining employees for the betterment of the organization (Brewster, Mayrhofer and Smale, 2016). As a trainee Human Resource Officer at British Airways, the main task here is to prepare a report regarding the analysis of the role and purpose of HRM and development of HR plan considering the recent agreement being made by the firm for flights to Madeira from Heathrow. The duration of the flight is four hours and there will 6 flights in a week including return. Explanation of the roles is being done underneath:Planning and forecasting– Throwing light in relation with planning, it is being defined as a process of making estimation about the human resource in the firm in advance so that all the duties are being fulfilled significantly. This is being regarded
as one major principle of HRM as it supports in developing and accomplishing the strategies of business and helps in attracting right number of workers being needed in the company (Appelbaum and Fewster, 2003).Recruiting process (Contracts of employment)– As British Airways is starting new flights to Madeira from Heathrow. They will be required to recruit and select large number of employees. The HRM of the firm will make efforts to select the suitable workers that can support the business in sustaining a competitive position in the market by offering excellent services. For this purpose, the HR of British Airways will recruit efficient candidates from hospitality management universities and colleges and will organize interview as well as aptitude tests on the grounds being required in the aviation industry. They will require employees such as ground staff, cabin crew, pilots, assistant pilots etc.Placement and monitoring employees– The Human resource management is not only responsible for just selecting the employees rather they are also required to monitor theworkers,theirattitudetowardsjob,theirperformancelevelandwaysof accomplishing the tasks. With this, the managers will be able to determine that whether the employees are accomplishing their work duties effectively or not (Gilley, 2009).Training and development– The Human resource manager of British Airways is also required to offer training and development to its workforce. With this, they will be able to learn about the new flight regulations, duration and will learn new methods of meeting out the problems of the business. Employee relationship– It is also being regarded as one of the most important role being performed by HRM of the firm. They are required to maintain healthy relationship amid the workers and management of British Airways. Policies should be established that maximizes the benefits of the employees. According to Storey, there are two approaches such as Hard and Soft HRM and both are quite opposite to each other. The Hard approach pays attention towards the development of the firm and effective utilization of the available resources whereas the soft approach emphasize on maximizing the interest of the workers and motivate them to work effectively (Hall, 2003). Both these styles of human resource management is not sufficient individually and there is a need of integration both the approaches for effective productivity as well as growth of British Airways.
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1.2 Justifying a human resources plan on the basis of evaluation of supply and demand for British Airways Focusing in relation with the HR planning, it is being defined as a process through which present as well as future needs of the manpower is being determined. Considering the present situation of the British Airways, it is vital on the part of HR manager to identify the vacant position and fill up the same with the best matched talent in the industry so as to offer best services to the passengers. At the same time, they can also achieve competitive advantage in the airline industry. Furthermore, it is very crucial to evaluate the demand and supply of manpower because with this the requirement of human asset in the industry as well as the cost of procuring them can be ascertained (Schuler and MacMillan, 2004). Demand and supply will also help British Airways in identifying the competitive environment of availability of human resource. The supply of HR can be forecasted by external as well as internal sources. The internal source encompasses the existing workers within the firm and external source includes placement agencies, newspaper advertisement, campus placements and many more. The HR plan for British Airways are as follows: The very first stage in the human resource planning of British Airways is recognizing the positions that needs to be filled up and then initiating the process of recruitment and selection. For new flights various personnel will be required such as cabin crew, pilots and ground staff. At this step, the capabilities and skills being required in the employees is being determined. In simple words, the skills and abilities being required within the employees is estimated such as cabin crew should be agile and must have good communication skills, pilot should have required knowledge about the technology etc. The next stage is recruiting maximum number of employees according to the criteria for the vacant position. This is being performed by giving advertisement in newspaper and recruiting through hospitality management institutes and universities. Further, British Airways can also transfer their existing candidates in Heathrow to Madeira or they can also promote their existing employees (Annual Report, British Airways, 2006). There are around 2 pilots, 4 cabin crew and 6 ground staff required for new flight. Out of 12, 2 will be transferred within the company and 10 will be recruited from outside. After recruiting pool of candidates, the best applicant is selected by testing them based on some aptitude tests and interviews. The applicants are evaluated on different
basis and those who match up with the required skills and qualities for the vacant position are selected. This is being considered as the last stage where the human resource plan is analysed in regards with its effectiveness. Further, at this stage it is also viewed that objectives of the firm are accomplished or not and based on that the plan is measured. Gaps is determined effectively and measures are also undertaken for filling the same (Ball, 2012). Thus, it can be said that human resource forecasting supports in maximum utilization of the resources effectively so that the current requirement of the British Airways is being met out. TASK – 2 2.1 Assessing present state of employment relations in Airline Industry Talking in reference with the airline industry, it is extremely competitive, high-tech and safety sensitive service industry. In comparison with the other industries of the economy, this sector is amalgamation of application of tourism, information technology, engineering and most importantly elements of people that makes this airline industry doubly exotic, challenging as well as interesting. Employees, customers and people are adopting the lead roles in the technology shift rapidly from traditional processes and services. In other words, it is labour intensive industry which is mainly worked upon the human resource (Lado and Wilson, 2004). There are various departments in Airline companies like British Airways such as finance, operations, marketing, Front office attendants, cabin crew, avionics technicians etc. It is very vital to maintain industrial relationship for the firm. It generally means having good relations amid the employee and management of the company that reap outs maximum profits and output. This can also be defined in several ways such as defining social gains, resolving conflicts, alteration amid freedom and discipline and many more. For airline industry, employment relation is very crucial because through this a good comprehension and bonding is being developed between workers and employers. In addition to his, it also helps in eliminating fraud as they know each other quite well and things can be sort out among them (Dessler, 2010). Working condition in this sector is also very diverse from other service industries as it works all day and night and there should be presence of HR every time so as to offer services to passengers. There are many challenges that are being faced by the employees in this sector
such as long and free working hours, peak season working, health and safety at work etc. Therefore, there is a requirement of such manpower that are open to work in any situation. British Airways holds a leading position in the world and they recruits thousands of workers in their bases all across the globe. There are many representatives of Staff being employed by the firm who are known as trade unions. They are generally being established to develop relationship with the employer and with a sole aim to protect the rights as well as interest of the human resources within the company. They also make discussion in regards with the pay scales and negotiate as well on behalf of other workers. Each and every workers has a right to be a part of trade union as to safeguard their rights and interests (Afonso, 2016). AsampletradeunionbeingconnectedwithBritishAirwaysisBALPAwhichis representatives of pilots and BASSA which is representatives of cabin crew members of the company. Other than this, the workforce within British Airways is highly unionized with collective bargaining agreements being carried out periodically. However, because of this there is high number of negotiations breakdown and operations within the firm has also impacted up to some extent. Nonetheless, the continuous efforts of the firm to reduce cost of employment by productivity and fuller utilization of resources is still posing a risk to the firm. All the functions of British Airways is currently paying attention to change the culture and because of such programs, there is transformation in the airline into a company where innovation, growth, relationship and customer services are major thrust constitute that defines the standards of excellence. Further, people within the airline industry are engaged and their views are considered in the decision making so as to drive performance within the workplace (Albrecht and et.al, 2015). Employees are invited in group meetings so that they feel involved and participated. Further, there is proper conflict management process to manage the issues withinthefirmso thatgroup outcomescanbe improved.Thereisalso creationof performance based culture and short term and long term operational efficiency by continuous improvement driven philosophy. All these thrusts helps in boosting the morale of the employees and enhance their capabilities and helps in maintaining string employer-employee relationship. 2.2 Employment law and its effects on management of human resources within British Airways Employment laws has significant influence on the human resource management in British Airways because it supports the firm in achieving its objectives and goals effectively. These employment laws and regulations also offers a base for undertaking decisions within
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the firm. Furthermore, within British Airways the employment laws supports in undertaking various activities of routine life and identify the terms and conditions of employment as well. It increases the liabilities of the company in regards with the workers (Barnard and Ludlow, 2016). Some of the important employment laws which needs to be take care by British Airways in analysing the terms and conditions within the firm are as follows:Health and Safety at work act 1974– Under this act, British Airways take care of the substancethatmightcauseinjuriestoavionicstechniciansandotherflight dispatchers. Protective instruments as well as clothing should be offered to those staff so as to protect them from hazardous situations.Licensing Act 1964 –On board the passengers are being offered alcoholic beverages in almost every airline company. They need to obtain a license to sell the same. Thus, this act offers rights to the firm to serve alcoholic beverages to their clients and there should be separate bar in order to serve the same. British Airways need to follow such rules and regulations for effective functioning (Gama, McKenna and Peticca-Harris, 2012).Data protection Act 1998– The employees of the ground staff of the company are not allowed to share any personal information of their passengers. The information should be secured and should be destroyed within a certain specified time frame. Equality Act 2010– This act entails that there should be no discrimination of employees on the basis of gender, race, disability, religion and age. The HRM in British Airways should consider all these while recruiting staff. Other than the above, there are many laws as well such as Employment Rights Act, the working Time Regulations,The Sex Discrimination Act etc. that helps in identifying the rights of the workers in British Airways and offers them direction about how to work (Cabrelli, 2010). TASK – 3 3.1 Discussing in relation with job description and person specification for Cabin Crew of British Airways Talking in relation with recruitment, it is being defined as a process that includes attracting pool of applicants for the vacant position by determining the needs of the firm, labour market and performing job analysis. On the other hand, selection is the process wherein appropriate candidate is being selected from the pool of applicants for a particular job positionbased on their abilitiesand skills. Both these processes are essentialin
identifying the performance of British Airways and for attaining a competitive edge over the other firms in the market. The main aim of HR manager here is to attract as well as retain employees with high potential with minimum costs (Cabin Crew Job Description, 2018). There are numerous tasks and activities being involved in British Airways where employees have different roles and responsibilities. Thus, to know in detail about these things job analysis is required to be performed. It simply includes accumulating data in relation with the type of job, responsibilities, requirements, conditions, persona specification etc. Job Description of Cabin Crew of British Airwaysis being developed in the subsequent paragraph: Role information Title of the jobCabin Crew CompanyBritish Airways Purpose of Job The main purpose of cabin crew is to make sure the safety as well as comfort of the passengers during the flight. They are also required to offer excellent customer service by placing the customers at the heart of everything being performed on board. Principle Accountabilities To make sure the safety as well as comfort of the passengers during the flight Performing task with high standards and by considering the norms of EASA and requirements of British Airways Maintainingsafetycompliance every time with recency training Required to administer the first aid ofthepassengers(Airlinecabin crew: job description, 2018)
To ensure that all the emergency equipments are present Requiredtodeliveroutstanding services in line with the standards of British Airways Personal specification Skills Good communication and inter- personal skills Art of diplomacy and tact Good colour vision and hearing Art to remain clam in the situation of emergency Passionate towards delivering services to the customers Assertiveness Good health and fitness keeping cheer countenance Qualifications 18 or more at the time of application Fluency in English and Hindi Both Good health and fitness is more vital than qualifications A certified degree from hospitality, travel and tourism university is preferable Capable of working in shifts Holding a passport Experience Person having customer service experience in their previous jobs is preferred Physical Criteria Medically and physically fit to meet out the requirements Heightbetween5’2to6’1and weight in proportion with the height Can lift a weight of around 9 kg Be able to tread water while fitting alifejacketandpullyourown bodyweightoutofthewater (Compton,Morrisseyand Nankervis, 2014) Must be able to fit in the jump seat
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of the airline Shouldbeconfidentinworking with heights Good looking and cheerful To be able to remove any hardware in case of emergency Behaviour for cabin Crew FasterShould be clear in what needs to be achieved and must have an ability to make decision quickly SmarterShould understand the needs of the customers and must be innovative LearnerAlways try to learn new things, make efforts to reduce complexity and remain cost conscious TogetherThings about all not about oneself 3.2 Comparison of the selection process of Cabin Crew in British Airways and Transport for London Selection process of Cabin Crew in British Airways Talking in reference with the selection process of British Airways it is quite intensive but simple. The vacancies for varied job positions is being placed on the career web page of the British Airways. There are many questions which needs to be answered by the applicants such as asking whether the candidate is able to comply with all the rules and regulations or not, possess right to live in UK etc. Afterwards the candidate is required to fulfil all the requirement of Cabin Crew being mentioned on the web page and if the applicants say yes to each of the questions than they are needed to complete the interest form wherein they write their personal details and many more (Edenborough, 2005). This is the end of the process of online application form. At the next level, applicants who meet out all the requirements are offered a log-in pin to fulfil the online psychometric tests such as verbal reasoning, numeracy, situational judgement test.
Those who clears these tests are invited for the assessment day that includes multiple choice questions and group discussions followed with an interview. Medical and reference check is also done at this level and training place is being offered to the selected candidate for six weeks.After successful completion of the training, cabin crew position is offered to the employee. Selection process of Customer Service Assistant at Transport for London The selection process of customer service assistant at Transport for London includes advertising the vacancies through recruitment agencies and also placed on the website of Transport for London. Interested candidates creates log-in and password and requires to fulfil the details of online application form. Those who are eligible can complete the online situational judgement test. Applicants who clears the test are invited for assessment sessions and successful candidates are invited for interview and role play. Further, reference are being checked for those who are selected and offer is made (Transport for London, 2018). Both the companies belongs to the service sector but the process of selection is quite different. The selection process of Cabin Crew of British Airways is done on the basis of analysis of technical skills, hard and soft skills. The main focus is on the personality of the candidate. Numerous skills tests are undertaken prior selecting the applicant so that right person is placed at right job. On contrary, Transport for London also has virtuous process of selection but it includes less amount of skills set and online formalities and requirements in comparison to British Airways. They focus less on personality and immigration capabilities of the candidate (Gavrel, 2015). TASK – 4 4.1 Contribution of training and development activities to the effective operation of British Airways Introduction to training Focusing in relation with training, it plays a crucial role in almost every firm because hiring of an individual can be done on the basis of their qualification as well as theoretical knowledge of a person but application of theoretical knowledge into practical environment is quite difficult. To remove all these difficulties, training and development is essential.
Training in British Airways is being offered to new recruits and existing employee so that they get acquaint with the new technology and working system (British Airways, 2018). Different Types of training at British AirwaysInduction training– This is refereed as an orientation program which is being offered to the new recruits of the firm. In this training, they are made aware about the working of the firm, its system, procedures and policies.Apprenticeship training– This is a kind of on the job training, where the employees are being allowed to work within the organization under the guidance of supervisors for a specified period of time (Buckley and Caple, 2009).Vestibule training– It is off the job training which includes working on the actual job tasks but not on the actual work place rather it takes place at some other place.Refresher training– This is basically offered in order to develop the skills and abilities of the employees efficiently. It generally happens when there is up-gradation in the technology and system and employees needs training regarding their up- gradation (Storey, 2002). Difference between training and development TrainingDevelopment Programs and events related to training are playing a significant role nowadays as they provide excellent outcomes Development programs are also very vital for the employees Training helps in increasing the productivity ofBritishAirwaysandminimizestheir costs as well. Development is career oriented and helps in long term Training is being offered to the workers so astomakethemunderstandtheir accountabilities as well as roles (Henderson, 2010). Development helps in improving the overall personalityoftheworkerswhichcan accomplish the long term goals of British Airways Benefits of trainingImproves the quality of customer service– Effective and proper training helps in improving the quality of work.Helps in motivating staff –training and development increases the confidence level and motivation level of the employees, as they are equipped with knowledge and skills being needed to perform tasks (Mathis and et.al, 2016).
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Develops the productivity of the workers –Each and every employee within the British Airways is being hired to fulfil the objectives of the firm. Seeking help from the training, employees can accomplish the long term goals and achieve competitive advantage. It also offers career opportunities as well as future development to the workers. Role and need of training As discussed above, training and development is quite significant for British Airways and its employees. It is required for the purpose of managing hardships of the company as it supports in developing workers to face extreme conditions. Training further plays an important role in improving the performance level of the workers and showcase their strength and abilities. Staff members can grab the opportunities in the market through these events and programs.Otherthanthis,itisalsonecessaryforBritishAirwaystoenhancetheir profitability and growth. They can also achieve a competitive edge over the other firms in the airline industry and can create a base of loyal customers and positive image of the business in the market (Jackson, Schuler and Jiang, 2014). Thus, it is quite vital so that overall development of both employees and organization can take place significantly. CONCLUSION From the above report, it can be concluded that human resource management is critical for the success of British Airways. It plays a key role right from the planning of human assets to their recruitment, training and dismissal. It is quite clear that British Airways is introducing new flight from Heathrow to Madeira and thus they need to pay more emphasis on HRM activities so that they can develop their employees and new routes effectively. In the current research report, different laws have been discussed that will build up positive relationship amid management and workers of the company. The report has significantly analysed the recruitment and selection process of the company and has concluded that it is quiteintensivebutrelativelysimple.Further,itwasalsoexploredthattrainingand development is an important part of British Airways and helps them in offering an edge to the employees in this competitive airline and hospitality industry.
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