Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 1.1Role and purpose of human resource management...........................................................3 1.2Human resource plan based on a analysis of supply and demand of British Airways industry...................................................................................................................................5 TASK 2............................................................................................................................................6 2.1Current state of employment relations in a British Airways industry...............................6 2.2Explanation about how employments laws effect the management of human resource in British Airways industry.........................................................................................................7 TASK 3............................................................................................................................................9 3.1Job description and person specification of British Airways industry..............................9 3.2Comparison of selection process of different service industry.......................................10 TASK 4..........................................................................................................................................12 4.1 Assessing of contribution of training and development activities to the effective operations of British Airways industry..................................................................................................12 CONCLUSION..............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION Human resource management is a strategic approach which is used to describe about the management and development of workforce within an organization. In addition to this, it can be defined as technique or a procedure through which every organization oversees and manages all the activities which are carried out in an organization. In this assignment the industry which has been taken into consideration is British Airways industry which is one of the largess airline in United kingdom(Bailey and et. al., 2018). Moreover this industry has been successful in gaining agreement for flights to Madeira from Heathrow. In addition to this it was established in 1974 by the British government. This report gives the brief understanding about the Human Resource Management and the effect of employee relations and employment law on Service industry. Furthermore brief understanding about the recruitment and selection process is also mentioned in this file. Lastly, this report focuses on Importance of training and development in services industries businesses. TASK 1 1.1Role and purpose of human resource management Concept of Human resource management:Human resource refers to the set of peoples who make up the workforce of an organization or an economy. Whereas human resource management is defined as the department of an organization where the human resource manger performs various task like procuring, developing and maintaining of competent workforce. This helps in accomplishing an efficient and effective outcome for an organization(Bratton and Gold, 2017). In addition to this it can referred to as the management of individuals and is a process which binds people within an organization and helps both the individuals and the organization in achieving goal of the firm. The HR manager of British Airways services industry design various processes, practices and policies which help both the organization and the employees in achieving their respective aims and objectives. There are some of the major function which the HRmangerofBritishAirwaysindustryperformslikerecruiting,selecting,trainingand development functions. Recruitment refers to the process of short listing and attracting suitable candidate for the job within an organization. Selection is the process of selecting the best suitable candidate among the those who have applied for the job. Whereas training and development is
the is session which ius conducted by the HR manger so as to develop and training the new recruiter as per their job profile in order to make them specialized in their work profile. Types of Human resource management: Hard human resource management:It is defined as a system in which workforce of an organization are considered as a resource like machinery. Soft human resource management:It is defined as systems in which workforce is treated as an important resource of an organization and where employees are treated as individuals and their needs are taken into consideration. Therefore, HR manager of British Airways industry must take into consideration Soft HRM practices so as to motivate and retain talented workforce in order to achieve maximum profit for an organization. Role of Human resource management:The main role of HRM team is to suggest Management team about how to manage individuals within an organization. In addition to this, other major role of HR manager of British Airways industry are mentioned below(Cascio, 2014) : Working together:It’s the main role of HR manager of British Airways industry to work together so as to develop employees morale and skills abilities. Commitment building:HR manager of British Airways industry plays other important role like suggesting strategies so as to increase employee commitment towers the organization. This starts with recruiting process with the right position according to their respective qualification. Once the candidate is hired he/she must be committed to their jobs. Addressing issues:Human resource management of British Airways industry perform the role of strategic planning too so as to address not only the changing needs of the workforce but also should taken into consideration about the constantly shifting competitive job market. In addition to the HR manger of the industry should also consider workforce benefits packages so as to access for cost to the employer. In addition to the above role, other important role of Human resource manger of British Airways industry is to recruit, select, train and develop employees so as to get better and talented
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
workforcefortheorganization.Thus,ithelpsinaccomplishingbetteroutcomeforthe organization. Purpose of Human resource management: Internal customer management:Human resource gentlemen have several key purposes and one of the important is internal customer management. As the productivityofanorganizationdependuponthequalityandperformance rendered by the employees(Chelladurai and Kerwin,2017). So it’s the prime responsibilityofHRmanagerofBritishAirwaysindustrytodefineand implement the policies and process so as to recruit, attract and retain suitable and talented employees. Metrics:Main purpose of human resource management is to interact with very employer of each department and to create efficiency at all level and this can be done with the help of Metrics. It is an effective method which is used to analyse cost and to generate effectiveness and efficiency at level of an organization. Cultural sensitivity:To maintain cultural awareness is the other important purpose of Human resource gentleman of British Airways industry. HR manager is routinely called upon so as to mage cultural differences. As recruiting and selecting prospect from one part of the world for resettlement to another require proper understanding about the red tape, contracts and endorsement. Thus overall it can be said that Human resource management of British Airways industry main purpose is to improve the productivity contribution of people to the organization. So in order to improve productivity its the prime role of HR manager to recruit, select train and develop best candidate for the organization so as to result better outcome for the company in future. 1.2Human resource plan based on a analysis of supply and demand of British Airways industry Human resource planning:Human resources are termed to be an important tool or an asset of an organization. Whereas human resource planning is an important managerial function which is performed by the HR managerof British Airways industry(Ellinger and Ellinger, 2014). In addition to this manger of industry has the responsibility of placing the right type of people, in right number at the right time for the right position should be recruited and selected. In addition to this, it is all about forecasting the need of human resources in future and to
determine about how the existing resources can be utilized so s to achieve better outcome for the organization. Human resource planning process consists of four broad steps which are taken into consideration by the British Airways industry and they are explained below: Current HR supply:To assess the current availability of human resource in an organization is the foremost step of HR planning which is followed by the manager of British Airways industry. It basically involves to study the strength of human resource in terms of talents, skills, qualifications, age, experiences, grades, compensations and competencies. Future HR demand:To analyse the need of future workforce requirementof an organization is the second mist step of HR planning which id followed by the manger of British Airways industry. In this stage in order to determine future HR demand following variables need to be taken into consideration like attribution, foreseeable vacancies, promotions, retirements, preset transfer etc. Demand forecast:After analysing future demand next step which is followed by HR manager of British industry is to forecast demand. This is done by matching current supply with the future demand of HR. In addition to this demand forecasting must be aligned in such a way so that it become easy for every one to understand about the business objectives and strategies in a long run. HR sourcing strategy and implementation:After analysing the gap in HR supply and demand, HR manager of British Airways industry develops plan so as to overcome the gap as per the demand forecast created by HR manger. This can be done by conducting communication programs with workforce, recruiting and outsourcing, talent gentleman, revision of policies etc. After this plan is implemented by the industry so as to make execution process smooth and efficient. Thus, overall it can be concluded that if the HR manger of British Airways industry does proper and accurate HR planning then it will help the organization in achieving its aims and objectives in a specified time schedule.
TASK 2 2.1Current state of employment relations in a British Airways industry Employment relation:It is referred to as the regulation of employment relation between employee and the employer both individually and collectively. In addition to this, it can be said that it is essential for the companies so as to keep harmony in the relation between employer and employee's as better relationship and coordination will result in rendering positive outcome for the company(Evangelista, 2014). One of the best example is British Airways service industry where the good employment relation is being taken into consideration as effective tool because of which in today's modern era it is one of the largest airline companies in the world. Like the British Airways industry has introduced industrial relations change programme so as to prevent future interruptions. The main aim to carry out this program by the industry is to reduce the communication barrier and to increase the understanding concerning issues among the manager and the trade unions so as to run business smoothly without any hurdle. In addition to this British Airways industry has developed the characteristics of a public company like development of traditional employment relation strategy and unionised action.Moreover manager of this industry should alsodevelophighperformanceworkpracticetoosoastodevelophealthyworkplace environment and better employment relation. Further more industry should also focuses on the development of human capital so as the develop individual. Thus it will result in increase in their skills and will also improve customization of services and will helps in increasing better coordination and employment relationship. HR manager of the industry should render flexible environmentbylettingemployee’sparticipationineachactivitysoasimproveoverall performance of workforce. Thus, overall it can be concluded that unions are important so as to improve the relationship of employer and employees as well as to increase the productivity effects of high performance working of both the workforce and the organization. 2.2Explanation about how employments laws effect the management of human resource in British Airways industry Employmentlaws:Thislawisalsoknownaslabourlawswhichmediatesthe relationship between workers , trade unions and the government(Jung and Yoon, 2014). In additiontothisitconsistofthousandoffederalandstateact,judicialdecisionsand
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
administrative regulation. Some of the employment laws which effect the management of human resource in British Airways industry are mentioned below(Jung, 2014):Employments Relation Act:One of the important legislation governing employment relationship is the employment relation act.It provides the structure for unions and employers for British Airways industry so as to enter and to negotiate into collective agreement(Vomberg, Homburg and Bornemann, 2015). In addition to this it also provide structure for both employees and employer so as to negotiate into individual agreement. The principle for good faith is an essential element of Employment relation act. It can be achieved only if there is open and honest relationship among employers, employees and trade unions. Moreover, British Airways industry should take into consideration this employment act and should mould it strategies and policies accordingly so as to achieve increase in productivity and profitability ratio of an organization. Thus, it will help in building better and positive relationship among the human resources of an organization. Employment Rights Act:It is also one of the employment law which is passed by the conservative government ofUnited Kingdom so as to codify individuals rights in UK labour law. There are some of the important parts of employment right act which are explained below(Lăzăroiu, 2015): 1.Unfair Dismissal:This specifies that employees have a right under section 94 of the act not to be unfairly dismissed(Tyson, 2014). This right is beneficial for the employees as it states that employee have the right to seek for complain when their rights gets breached. So its the prime responsibility of the manger of British Airways industry to not to give them any kind of chance for seeking complaint against breaching of right of employees. 2.Equal opportunity Act: This specifies that every employees must be treated equally without any biasses(Taylor, Dohertyand and McGraw, 2015). In addition to this it specifies that employees should not be discriminated on the basis of following characteristics like age, sex, marital status, religion and beliefs. So in order to achieve goal on time manger of British Airways industry should treat their each employees equally without discriminating them on any characteristics. Thus overall it can be said that employment laws plays an important role in achieving successful growth of the firm in an organization. One of the best example is Advisory,
Conciliation and Arbitration service. It is the non-departmental public body of the government of UK. Its main purpose is to improve working life of organization and workforce through promotions and by facilitating strong industrial relations practice within the organization. It mainly do this through various media like arbitration, trade unions etc. TASK 3 3.1Job description and person specification of British Airways industry Job description:It is the document which gives the brief about the general task, duties and responsibilities of a particular position. Person specification:It refers to the description of skills, qualification, knowledge, experiences and other attributes which the candidate must have to perform a particular job. Example of job description and person specification of British Airline industry is mentioned below(Nieves and Segarra-Ciprés, 2015): British Airways industry JOB DESCRIPTION Role Information Job Title: Cabin Crew London City Band: Non management Department: British Airline City Flyer Job purpose A opportunity where you will deliver outstanding customer services. Principal Accountability To ensure operational safety, health safety and security responsibilities To ensure safety and equipment procurer training To deliver excellence world class service To ensure compliance with all the procedure and policies as per legislation To act as a role model to crew, customers adhering to uniform standards Person Specification Skills
Should possess skill of passionate about delivering excellence service to customers Should be able to deal confidently in challenging and difficult circumstances Should possess the skills of building relationship with all colleagues a professional mannerShould be capable of understanding and respecting different backgrounds and culture Qualifications Must be aged 18 or over at the time of applying for job Must be fluent in English speaking and writing Must have valid passport Must have the ability to retain and obtain airside passMust have the willingness to work during shifting hours Experience Must possess previous customer service experience, preferably within travel and hospitality industry Physical Criteria To be medically and physically fit Required height 1.575m and 1.85m Ability to lift weight of 9kgfrom the height of 195cm Ability to swim 50m for 3 minutesAbility to tread water whilst fitting a life jacket and must be able to pull your own body weight out of water Behaviour required for this roleFaster:clear understanding about what need to be achieved and must be able to make quick decision so as to ensure deliver on time as committed.Smarter:Mustbesmartertoinnovateandshouldbeabletoconstantlyseek improvement through proper understanding of customers.Leaner:Must possess the behaviour to reduce complexity and are cost conscious to ensure reinvest where it matter most. Together:Must possess the behaviour to work together to archive vision.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
3.2Comparison of selection process of different service industry British Airways Service industry recruit/selection process Step 1Vacancies are posted on the website page of British airline industry Step 2Secondaly applicants are asked to fill up online questions as specified below Please confirm that you meet all the essential requirements I have unrestricted right to live and work in UK without sponsorship My passport allow me to have unrestricted travel globally Q 1)I am able to comply with all the above requirements Yes No Please confirm that you understand and met all these requirements I do not have any disqualifying convictions for the role which I am applying I have not applied for this or other cabin crew role with British airways with the last six months Q2) I am able to comply with all of the above requirements Yes No Step 3If the applicant answer yes to each of the above question then he/she will require to fill an interest form : Step 4After filling interest form then the completion of online form id done Step 5Applicants who will meet the basic requirement will be given log in to complete a series of online test like verbal reasoning etc. Step 6After successful online test then there is assessment test is taken which include multiple choice question. Step 7After all the above steps then medical check and background check is being done. Step 8In this step training place is offered Step 9This is the last step where cabin crew starts its position. Transport for London Recruitment/Selection process
Step 1Vcaanicies are posted on the Transport for London websites Step 2In second step applicant create login and password to the job vacancy page on T&l site Step 3After generating Id they apply for job vacancy Step 4In this step those applicant who meet the basic requirement complete online situational; judgement test Step 5After judgement test there take place assessment session Step 6In this stage applicant successful in assessment session are called upon for a role play exercise and interview Step 7In this stage medical questionnaire and test is being done of the applicant Step 8In this stage applicant is offered with the position TASK 4 4.1 Assessing of contribution of training and development activities to the effective operations of British Airways industry Training and development:It is defined as subsystem of an organization which emphasizes on improvement and development of the performance of the people and groups. Training is refer to an educational process which involves sharpening of concepts, skills and knowledge of the workforce(Nieves, Quintana and Osorio, 2014). The motive behind rendering training by British Airline industry to their workforce is to create positive impact which would last beyond the end time of the training itself and to let the employee updated about the new technology and phenomenon. In addition to this other importance and contribution of training and development activities to the effective operations of British Airways industry are explained below: Improved employees performance:Most important of all training and development session which is rendered by the British Airways industry helps in improving employees performance level by developing their level ODF skills, knowledge , abilities and other important attributes(Purce, 2014). Thus, it lead in the overall development of effective operations of an organization. Addressing weaknesses:Most of the employees possess some weaknesses in their workplace skills and in order to overcome those weakness training and development session is being rendered by the HR manager of British service industry.
Increases productivity and quality standards:One of the other important contribution of training and development session is that it helps in increasing the productivity and quality standards of workforce and of goods and services too which helps in influencing more number of customers(Riley, 2014). Thus, it can be said that effective training and development helps in increasing the effectiveness of the operation of an organization. Reduce employee turn over:As well effective and efficient training and development session helps in reducing the employee turnover ration(Sheehan, 2014). As through such session workforce get motivated towards their job profile and would like to work in order to accomplish organizational aims and objectives. Thus, it will result I increase in the efficiency and effectiveness of the operations of an organization. Enhance company reputation and profile:If effective training and development session will be rendered by the British Airways industry then it will helps in retaining and attracting more customers(.Storey, 2014). Thus, it indirectly helps in boosting up of company profile and reputation. Thus, overall it can be concluded that HR manger of British Airways Industry should takenintoconsiderationthefactthateffectiveandefficienttraininghelpsinachieving organization aims and objectives on time and helps in increasing the productivity of an organization. Most important of all it helps in earning maximum profit for the organization. CONCLUSION From the above mentioned report it can be concluded that human resource management is an essential tool and department of every organization. Moreover each company should render training and development session to the new as well-as to old workforce so that they get updated about the new phenomenon and technologies. Thus, it will helps in increasing the profitability ratio of an organization.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
REFERENCES Books and Journals Bailey, C. and et. al., 2018.Strategic human resource management. Oxford University Press. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Cascio, W. F., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. Ellinger, A. E. and Ellinger, A. D., 2014. Leveraging human resource development expertise to improve supply chain managers' skills and competencies.European Journal of Training and Development.38(1/2). pp.118-135. Evangelista, P., 2014. Environmental sustainability practices in the transport and logistics service industry: An exploratory case study investigation.Research in Transportation Business & Management.12.pp.63-72. Jung, H. S. and Yoon, H. H., 2014. Antecedents and consequences of employees’ job stress in a foodservice industry: Focused on emotional labor and turnover intent.International Journal of Hospitality Management.38.pp.84-88. Lăzăroiu, G., 2015. The role of the management consultancy industry in the knowledge economy.Psychosociological Issues in Human Resource Management.3(2). pp.71-76. Nieves, J. and Segarra-Ciprés, M., 2015. Management innovation in the hotel industry.Tourism Management.46.pp.51-58. Nieves, J., Quintana, A. and Osorio, J., 2014. Knowledge-based resources and innovation in the hotel industry.International Journal of Hospitality Management.38.pp.65-73. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals).67. Riley,M.,2014.Humanresourcemanagementinthehospitalityandtourismindustry. Routledge. Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms.International Small Business Journal.32(5). pp.545-570. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Taylor, T., Doherty, A. and McGraw, P., 2015.Managing people in sport organizations: A strategic human resource management perspective. Routledge. Tyson, S., 2014.Essentials of human resource management. Routledge. Vomberg, A., Homburg, C. and Bornemann, T., 2015. Talented people and strong brands: The contribution of human capital and brand equity to firm value.Strategic Management Journal.36(13). pp.2122-2131. Wilton, N., 2016.An introduction to human resource management. Sage.