INTRODUCTION Humanresourcemanagementdescribesforbothformasseswhoworkwithin administrationand departments accountable for coordinating or managing activities related with the employees. HRM is a broad term of management which used to elaborate the management and development of personnel in an organisation. This assignment based on the British Airways which is Flag carrierairline businessinmarket of UK, headquarter is in Harmsworth. It is second largest airline based on the fleet size and passengers carried out by them behind easyJet. This assignment covers the important aspects of HRM such as role and purpose of HRM and planfoundedoninvestigationof demand and supply within service industry. Further it elaborates actualstate of employment relations and role of employment legislation in respective industry. It also includes Job description and specification for specified job role and comparison in between process of selection in different service industries. At last it includes contribution of training and development forefficaciousoperation within the organisation. TASK 1 1.1 Concept of HRM: HRM is theactivityof coordinating or managing workforce within the organisation in a structured format or through manner (Brueller, Carmeliand Markman,2018.). The major concept of HRM is to take care each and every activity associated with the people to retain for long timein an organisation(What is Human Resource?, 2019).In context of British Airways which haslatelyprosperingin gaining contract of flights from the Madeira from Heathrow in that aspect they focus on theretention of most potential candidates to gain sustainabilitywithin their organisation. In HRM various activities and practices includes that are as follows: Planning and forecasting: HR forecasting involves the plan and coordinate the workforce needs and wants in effective manner in an business (Burkeand Hughes,2018.) Theleadingrole of respective divisionis to forecast and plan the short term and Long term staffing needs and wants as per the sales, growth and attrition. In context of British Airways the HR department evaluate each and
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every factor that helps to enhance employee motivation in positive manner to encourage them to giveone of potential deliverables for a firm and for an individual enhancement. Recruitment process: Major role of HR is to list out all the vacant positions within the organisation and spread knowledge regarding positions in the organisation both inside and outside it. It is one of the best method to reach at large no. of candidates to select one of potential candidates. In context of BA they plan and coordinate to select outside the organisation to gain optimum outputs. Contacts of employment: Every employee in an organisation have contract with the employer which helps to set employment conditions, rights and duties, responsibilities and many more (Cheah,Hoand Li, 2018.). With help of kinds of legislation and laws an employee obliged to obey them in systematic manner and organisation can charge fine in condition of breach of contract. In context of BA they provide written contracts and agreements to their employee's so that they can adopt them by understand them. HR strategy: HR strategy is the strategy which adopted by the organisation to integrate organisational culture, employees and systems by managing set of actions to gain desirable outcomes. In context of BA they accord with changes build various strategies and tacticsfor gaining potential outcomes out of it. Reward: Compensation and reward plays verycrucialrole in context of afirm to encourage and enhancementofpersonnelinprovidingoneoftheirbestefforts.Byusingperformance managementplanorganisationevaluateacquirementandcapabilitiesofemployerand accordingly provides them rewards. Performance management: PM is one of important series of actions or activities to make sureor meet organisational objectivesineffectivemanner.Performancemanagementcentringontheorganisation, department and employee to manage specific tasks. In context of BA they they evaluate performance of their employees on various grounds to gain optimum outcomes. Overall purpose of HR:
The overallaimof HR is to evaluate thedesire of personnelat every tier and provides each attribute to enhance their motivation levelHence,they carry out potential efforts in achieving goals and objectives in positive manner. Nature of airline industry: Nature of airline industry is very much dynamic in nature as drastic changes occurs in the both supply and demand of it. Legal and institutional changes directly affect on their structure of market and cultural factors influence on spatial mobility and its characteristics. Importance of the role staff in respective industry: Role staff is very much important in Airline industry as they welcome the consumers while aircraft take off. They inspect the resources and storage facilities, luggage of consumers and stock in air-plane with food and beverages. Role of HRM: Here are the different HRM roles that are as follows: Recruitment and selection: main role of HRM in respective activity is to list out all the vacant position with skills and capabilities require to fulfil requirements of respective job role.Then HR manager publish potential news regarding the vacancy and select one of most potential candidate. Employee relations: Employees are one of mostimportant Deliverables in context of a firm and their accountability towards the organisationto maintain healthy relationship with them. In context of BA they provide compensation, unpaid leaves and career development opportunities to build healthy relationship with them. Training and development: T&D is one ofcrucialaspect for an organisationto deliver essential knowledge and development toworkeras per the need of marketplaceIn context of BA they find out potential skills and capabilities necessary forworkerto give one of their bestendeavourby conducting off the job training for them. Purpose of HRM Here are some major purpose of HRM that are as follows: Soft HRM:
Soft HRM in whichworkerareactivatedas anessentialresource of anadministrationand best source to gain competitive advantage. In it concentrates on the needs of employee such as compensation, rewards and manymore. In context of BA they considers their employees as an important resource and pay attention on their needs. Hard HRM: In Hard HRMworkeractivatedas anassetsof employees to attainimportant outcomes in context of a firm(Collings,Woodand Szamosi,2018.). In it organisationcentringon workforce needs of theenterpriseand accordingly retain and select candidates. 1.2 Human resource planning: HR planning is an chain of activities for evaluating the current and future needs of manpowerto obtained desirable outcomes.For an organisation it is very much crucial to evaluate gaps in bothdemandand supply by gap analysis. It serves as an link between the human resource and business strategies to perform in better manner. Difficulties while build HR plan: While draft the HR plan organisation faces some kind of difficulties such as cope up with laws and regulations which is struggling phrase for business owners (Chelladuraiand Kerwin, 2018).. During HR plan organisation have to face some kind of changes in their management which adversely impact on their business. In context of BA they formulate plans and policies to accord with changes and overcome from kinds of difficulties. Here are the HR plan based on supply and demand: Identification of emerging HR needs: By asking relevant questions to acquire potential knowledge and information such as: Nature or deliverables of work Type of company culture Skills and capabilities required to accomplish particular job role. Present capabilities of HR: Work as per set standards Factors risk relies Current system of working or factors hinders progress Gap analysis:
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After analysis of present and emerging needs and wants of organisation as well as employees, they focus on the gaps in performing well (Kim And et.al ., 2019.). In context of BA while they gain contracts for flights to Madeira and Heathrow they access their own capabilities and areas of weaknesses to lessen down gaps. Gaps strategies: After analysing the gaps organisation formulate strategies to overcome from the gap to give one of their best efforts such as Training and development Safety and health measures Recruitment and selection practices Renewal of compensation and reward system Implementation and monitoring: For an organisation find out major gaps in performing well it is very much necessary to implement strategies after monitor each aspect of respective strategy.In context of BA they successfully implement and monitor the agreement in between the flights to Madeira from Heathrow. They evaluate demand and supply side of plan and manage by communicating with higher authority to cope up with changes in positive manner. Analysis of demand and supply: With the help of HR planning organisation forecast easily the current and future needs of thepersonnelmembers within organisation (MaglioAnd et.al ., 2018.). In context of BA they forecast their staffing needs on basis of taste and preferences of consumers, buying power of consumers and many more. They also forecast needs of personnel on basis of marketing and research for acknowledge peak time, requirement of skill and many more.In context of they after find out gaps after analysing the consumers demand at present and future plans in that regards they finalise the agreement in between the flights to Madeira from Heathrow. Internal and External Factors Influencing HR planning: There are two kinds ofcomponentwhichdeterminerHR planning that are as follows: Internal factors: Organisation:
In context of BA they analyse internal needs and demand of organisation such as no. of projects and skills required to accomplish respective project. So internally organisation have to evaluate needs so that they hire and retain employees. External factors: Competition and competitors: Before selecting and retaining employees it is very much necessary to evaluate strategies and tactics of competitors and build strategies accordingly. In context of BA as there are large no. of competitors in market so they select skilled workforce. Human resource planning in a changing environment: Due to change in business environment such as Globalisation, dynamic nature of government policies, more demanding consumers and many more. In respect organisation have to select and retain employees as they are one of most competitive in terms of knowledge of machinery, procedures and many more. In context of BA they evaluate their employees during selection process in respective terms. The role and responsibility, required time duration of work within BA while agreement Madeira that are as follows: DepartmentStaff RolesNumber of StaffsHoursofWork Required Reservationand Ticketing Respectivestaffmembers accountable for booking tickets and forecasting their demand in future. 77 Feedback PanelAll employees are concerned for taking feedbacks from consumers aftersellingtheirproductsand services to best serve in future. 89 In aviation sector the no. of employees are employed in 1993 the 737000 people worked in respective industry and another people involved in manufacturing of aircraft and its parts and 53000 people work for federal aviation administration overseeing. In recent time the new hires of pilots ranged from the low of 3256 in 1993 to high of 13401 in 1989. so there are wide gap in supply and demand of employees in order to perform well.
There are some kind of gaps in short term discontinuities such as war, industrial restructuring and many more that is core cause of lay-offs or airline closure. The another major reason that question of factors which constitutes a qualified candidate for a pilot. TASK 2 2.1 Employment relations: Employment relations is an multidisciplinary approach which helps to build positive relationship between employer and employee(Employee Relations, 2019.).With the help of good employee relation program provides fair andagreeabletreatment withstaff officeso that they becomehard-coretowards job and committed for work. In context of BA they provide fair compensation and training session to their career enhancement. Importance of employment relations for employees: Employee relations is very much important for an organisation to improve their level of productivity by creating positive environment in which every one can give one of their best efforts. It also enables in employee loyalty as organisation focus on every aspect and needs of them. Importance of employment relations for employers: In an organisation while healthy relationship exist in between the employees and employers then higher authority can be able to communicate message and information to their employees in easy manner. It reduce conflicts in between the employee and employer which is the major cause of productivity destruction. Hence in context of BA they establish a strong employee and employer relationship to gain productive results. Role of unionisation: Trade union or union of labour in which personnel workjointlyforaccomplishing organisationalobjectives(MoraesAndet.al.,2018.).Tradeunionworkfortobring improvement in safety measures, better remuneration and protecting rights and duties of employees. In context of BA they evaluate the necessities of employees and represent in front of management which must for perform in better manner. Employee participation:
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Employee participation is one of most important term to encourage employees to give one of their best efforts in decision-making. It helps to connect employees from both emotionally and mentally with organisational works and activities. In context of BA they involves their employees in sharing their views and opinions to bring innovation. Grievance procedure: Grievances procedure consist of problems, issues or concerns which raised by an employee in front of their employee (Morgeson,Brannickand Levine,2019.). It is one of important part of bargaining agreement in which concerns should be discussed in front of employer. In context of BA which operates grievances panel which evaluate each factor associated with the concern to take crucial decision. Current state of employment relations in British Airway: for achieving sustainability in marketorganisation providesT&Dto their employees on regular basis to improve their motivation and level of productivity.In Airline industry various kinds of trade unions that are Air traffic controllers trade union, airline pilots, flight attendants trade union and many more which focus on fleet service personnel, hourly wages and work on a contract. BA handles Industrial relations programme for change that find out major gaps in strong employee relationships so that all workers work incollaboration for achieving organisational goals and objectives. Previously BA located within the public sector unit and had kinds of characteristics that it is highly unionised in nature and at a time it recognise large no. of separate trade unions and it has industry wide collective bargaining frameworks as it is a key player of negotiating body. Changing nature of industry: In airline industry which experienced some kinds of significant changes over the last two decades due toliberalisation andgrowthof low cost airlines. The comparative study show the recent development of airline industry, employment and circumstances of national carriers and many more which directly affects on employee relations. 2.2 Employment law:
Employment law is the large collection of laws and regulations which helps to coordinate relationship in between the employer and employee (Nievesand Quintana,2018). It covers all kinds minimum requirements which is necessary for an employee to work with an organisation. In context of British Airways which apply kinds of laws and regulationswithin firm to obtaining desirable goals of personnelto build positive atmosphere at workplace.Employment law affects on the policies and procedures that organisation have to bring some changes so that employees can easily adopt changes in positive manner. These regulations provide equality to employee's to motivate employees in giving one of their best efforts. Here are the various legislation adopt by BA: Employment legislation: Employmentlawmakingregardsall kinds of protection measures or tools whether it is court rulings, collective bargaining conditions and customary practices. In context of BA they use collective bargaining conditions to fairly regulate activities of employees. They provide fair wages, compensation and safety at workplace in order to enhance their productivity. Employment Relations Act- Employmentrelationsactprovedbeneficialfororganisationinconstructionof flourishingkinshipin betweenemployee and employer. In context of BA they involve employees in decision making, provides training and developmentto build strong kingship within firm. Contracts of employment: There is abridgein between the employer and employee and respective contract employer agreed to pay in terms of work (Okoe And et.al ., 2018.). The contract gives rights to both the employee and employer such as employer posses right to give instructions to employee regarding work. In context of BA they provides written list of contracts to their employees so that they properly follow them. Advisory, Conciliation and Arbitration Service (ACAS): ACAS whichintenttoamendorganisation and working life with the help of employment relations and devoted to working employer and employees to solve problems to improve their level of performance.
TASK 3 3.1 Job description: Job description is anin writingdocument which is intended to provide with main duties and obligations to an applicant. It is one of important techniques in which plans and procedures should be communicated and shared with the candidate so that an individual prepare for giving one of their best efforts (Papa and et.al ., 2018.). In context of BA which is second largest airline industry in market of UK selected candidates after full fledged examination of their skills and capabilities. Here are the job description for position of Cabin crew: Job description emerges the skills, capabilities and qualification to accomplish a particular job role. Theprimalobligationof Cabin crew is to operate their medium tier management such as supervision and coordination. They are channelised to ensure operational efficiency and provide health and security to consumers. Cabin crew also accountable for maintaining code of conduct within the organisation that are described in job description. Person specification: Person specification is the detailedstatementof the skills, capabilities,experiences and knowledge which is essential for a candidate toexecutethe job duties. In context of BA here ate the person specification of Cabin crew are as follows: communication skill is very much potential for specific job role to communicate or transfer knowledge and information to others. They have to be enough confident and knowledgeable enough. No needed any kind of formal qualification for the job role of cabin crew but trained employees are always in priority for BA. Extent is the contents of the job description reflected in the person specification: The person specification is the detailed description of education, skills and experience and kinds of other attributes of an individual that is must to perform a specific job role. The specification must be derived out from description and both are foundation of recruitment process. An organisation can shortlist a candidate on basis of specification at short-listing, presentation and by taking interview.
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Job description and specification plays very important role in changing and driving the culture and business environment. It not only from the accountability point of view but to ensure by managers new tale and taking immediate actions to gain optimum outcomes. 3.2 Recruitment: Recruitment is the overall chain of activities related with the attracting, short-listing and attaining one of thejust about appropriatenomineefor the specific job role.The major purpose of recruitment and selection is to pick out one of most competent and potential candidate to gain competitive advantage. In context of BA they by using relevant mode of recruitment attain one of most competitive workforce. There are kinds of ways toacquireone of most competentpersonnelthat are as follows: Online method: In respective method the knowledge regarding vacancy in specified organisation spread through the online portal and website (Sekhar,Patwardhanand Vyas,2018). By using the websites, social media and any other tools organisation reach at large no. of candidates to spread awareness regarding vacancy of the specific job role. In context of BA they use social media and their own website to get aware people regarding vacancy. Offline method: In offline mode of information organisation use advertisement, print media and job fairs, events and boards to give proper knowledge to candidates. In context of BA they use both online and offline mode of recruitment to reach at wide range of candidates. Comparisonin selection processes of British Airways (Cabin Crew) and Transport for London (Customer Services Assistant) Selection processes of British Airways (Cabin Crew) (Online Mode) Selection processes of Transport for London (Customer Services Assistant) (Offline Mode) Step 1: In BA vacancies placed on the website.Inrespectiveorganisationtheinformation regarding the vacancy placed on website and agency of recruitment. Step 2: In it kinds of test conducted in it.In it resume and other information should be upload by an candidate in their career website.
Step 3 in next step the interest form come in existence and applicant have to fill it. Afteruploadingallrelevantinformation candidate eligible for given any test related to the particular job role. Step 4 In respective stage they fill online form In that stage organisation conduct online test to verify their abilities. Step 5 Organisation conduct psychometric test such as reasoning, aptitude and other aspects too. Initwrittenassessmenttestshouldbe conductedtoevaluatecapabilitiesofan individual. Step 6 After pass respective test organisation takes test in which multiple test are conducted to check level of potentiality. Inthisstagecandidatejudgedonbasisof interviewsuchascommunicationand leadership skills. Step 7 Reference check Reference check Step 8 offer letter to join the organisation Posted at specified position Step 9 training and development program to give one of best efforts. The major difference in between the two ways of recruitment and selection that a organisation opt the online mode of recruitment and other one is offline mode. That online is very much effective and organisation as well as candidate can obtain optimum kinds of output out of it. In online mode the aptitude test occurs to check efficiency level of a candidate and on other hand in offline mode the interview session should be conducted to verify communication and leadership skills. Nature of the job role cabin crew: The cabin crew inairline industry responsible to keep safety and comfort to passengers in commercial airlines. They are employed with the motive tosupply comfort to consumers. Nature of Customer service assistant:
Customer service assistant work to provide information and assistance to the flying passengers. It also serves passengers by flight reservation, itinerary changes, baggage concerns and many more. The major difference in their selection method that for the job role of cabin crew a degree is not requiredhowevertravelandtourismdegreeprovedhelpful.Personalqualitiessuchas appearance and good health is required. So the method of recruitment generally physical test, interview opted by them. On other hand Customer service assistant requires communication, self confidence and good appearance and great mental ability. In that aspect the interview and aptitude test proved beneficial for them. TASK 4 4.1 T&Dis very muchcrucialfor an organisation which helps to employees to learn specific skills to amend in performance of their current jobs (Tian And et.al ., 2019.). In context of BA they provideT&Dto their employees by accessing their current job roles after accessing their skills and capabilities. Different types of training: There are various kinds of training that are: On job training: Respective mode of training helps to teach the skills, knowledge and competency to perform the job by providing training within the office premises (van Esch,Weiand Chiang, 2018). In it employee learn and practice knowledge and skills obtained during training. In context of BA they provide both kind of training as per their requirement. off the job training: In respective training method training provides as per the job role away from the actual work floor which is more effective in comparison to on the job training as employees pay attention keenly in it. Importance of training:
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Training is very much important for an organisation tofurnishadequate knowledge and information toemployerthat working on various job roles. In context of BA they operate at very large level and employees working at kinds of job roles. In that regards they provide training session as per their requirement such as cabin crew required to be greet passengers in proper manner so give education of it. Difference between training and development trainingdevelopment Training is an learningoperationin which an employee get opportunity to learn new skills, capabilities and gain knowledge to perform specified job role (Difference Between Training and Development, 2019). Development is kind of educational process whichrelatedwithoveralldevelopmentof employee. It is for short termOn other hand it is life long process. Benefits and effectiveness of training: Traininganddevelopmentisverymuchbeneficialforanorganisationtogain competitiveness in business environment by giving proper knowledge to employees that are demand of today's world (Tian And et.al ., 2019).It enhance retention and sustainability of organisation as well as enhancement of career of employees. In context of BA they framed detailed training program to give technical and managerial skills. The role and need of training: Training is one of most effective tool to provide proper knowledge and skills to give one of best efforts for achieving organisational goals and objectives. In context of BA they list out areas of improvement and then conduct training session for them so that it directly influence towards career enhancement and growth of an organisation.T&Dhelps to improve overall efficiency level within organisation by enhancement in productivity and retention of employees. CONCLUSION From the above report it has been concluded that human resource is one of the most effective for controlling and managing personnel in organisation. HRM is very much important to accessing the demand within organisation on various basis in particular industry and
accordingly organisation plan and recruit employees. Employee relations and employment law is very effective to buildpositive work environment and sustainability in the marketplace. To select potential candidate there are various approaches to select and retain them. Training and development must for organisation to give proper knowledge and skills to perform specific job role in proper manner.
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