Human Resource Management in Airline Industry

The given report is about Human Resource Management (HRM) in the Airline Industry, which includes HR planning, employee relations, and training and development. The report discusses how HRM is essential for airlines to manage their human resources effectively, ensuring that employees have the necessary skills, knowledge, and behavior to perform their jobs well. It also highlights the importance of employment laws in managing employee relationships and provides a detailed analysis of HR practices in the context of an airline company.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Role and purpose of HRM in British Airways.......................................................................4
1.2 Creation of HR plan...............................................................................................................6
TASK 2............................................................................................................................................7
2.1 Employment relation in airlines industry ..............................................................................8
2.2 Impact of employment law of HR management in BA.........................................................9
TASK 3............................................................................................................................................9
3.1 Job description and person specification ...........................................................................10
3.2 Comparison of selection process of both.............................................................................10
TASK 4..........................................................................................................................................11
4.1 Guiding notes to trainee manager.......................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
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INTRODUCTION
Every Task or work is done or completed by human resource within every organization
and the personnel are also managed by the human resource department. Human resource for a
business is the man power, workers, employees and labor through which the organizational
operations and activities are being accomplished. For every firm human resource is essential and
their managements need an effectiveness and efficiency. In the present report human resource
management for airline industry is discussed in connect of British airways. In this project a HR
plan is developed for British airways and its justification is also presented. Along with this
employment relation in airline industry and its current scenario is being discussed. An
understanding of Selection and recruitment process for cabin crew within the organization is
obtained and guiding notes are prepared for Training and development of trainee managers as
well.
TASK 1
To: Line Manager, British Airways
From: Human resource trainee
Subject: Presenting essentiality of HRM within organization and a proposed HR plan.
HRM and airline industry: Human resource management can be explained as a
strategic approach of managing people and employment within internal environment of
organization that must be integrated within the whole management of business. To provide
effective services an airline to manage three key factors i.e. Fuel, aircraft and labor. One of the
major factors of airlines services are its human resources that are effected by both internal
(Corporate strategy, level of internalization of the airline) and external (employment laws and
regulation, labour markets and contracts etc.) environment. HRM comprises of planning,
obtaining, developing, evaluating, maintain and retention of employees which involves policies
and practices. This aids the airline industry in determination of the exact number of employees
required that possesses appropriate mix of the skills that is needed to achieve organizational goal.
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1.1 Role and purpose of HRM in British Airways
HRM: This can be defined as a process of recruiting, selecting, inducting employees,
providing orientation, imparting training and development, appraising the performance of
employees. This also includes deciding compensation and providing benefits, motivating
employees, maintaining proper relations with employees and their trade unions, ensuring
employees safety, welfare and health measures in compliance with labour laws of the land.
HRM in BA: In British Airlines the HRM plays vital role as with going international the
growth of the organization has acknowledged value of well managed employees and functions of
HR bring sighted as assistance in strategic significance (Armstrong and Taylor, 2014). This helps
in selection and appointment of exact required staff with appropriate skills that are required to
perform the activities related with airline services and attainment of organizational objective.
Functions and activities of HRM:
HRM is a continuous process which inter relates all human resource and function with
organization. This can be defined as follows:
Recruitment and selection: One of the three approaches can be applied by BA for
recruitment Ethnocentric: In this decision are taken from headquarters of home country,
employee from hears cleave for dynamic jobs, and other conduct resource management for
home country.
Polycentric: This can be defined as every subsidiary directs on a local basis where a subsidiaries
are managed by local employees as managers from headquarters are not available.
Geocentric: Employees are managed on the global basis, managers are recruited and developed
on international basis from different countries and arrangements are made to provide them
movable base to facilitate their requirements.
Reward: BA’s reward and recognition reflects the attitude of the business, its intention
and entire culture within organization. Effective rewards are considered as a motivation tool for
the employees.
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Training and development: This a key toll that is implemented in HRM policies and
practices which involves culture changes and new working practices. This determine the need
of training required within BA is one of the crucial task under HRM. This can be related with
organizational strategy and linked with need of individuals in business. in international
organization cultural training is important to make a person acquaintance to the different cultural.
HR as a business function: This involves management functions like planning, organizing,
directing and controlling:
 This includes obtaining, developing and maintaining human resource.
 Aids in attainment of individual, organizational and social goals.
 It is a multidisciplinary subject that includes study of management, psychology,
communication, economics and sociology.
 Involves team spirit and team work.
 This is a regular ongoing process which needs a consistent motion.
Importance of the role staff plays in airline industry:
This can be explained in British Airlines(BA) as HRM is dedicated with determination
of the requirement of the employees with organization and then to analyze which type of person
must be required to carry out particulars jobs of the business. This start from investing the need
and then the process of selection and recruitment starts (Albrecht and et.al., 2015). Under this
potential candidate are chosen and then according to the skills and professional requirement
employees are selected and appointed them. The task does not finish here, training to employees
are given along with them are kept motivated and rewards and recognition is also given to them
in order to work efficiently. The staff is one of the major player in airline industry as BA falls in
services organizations and all of them are completed through human being only. The flights are
flown by pilot, gusted in flights are severed by flights attendants the baggage are carried through
humans, and other activated also involves a large amount of man interference so all the staff
together is important in airline industry as without them a flight will not be booked and run
either..
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1.2 Creation of HR plan
HR plan and its importance: This can be defined as a process of identification of
current and future needs for human resource in an organization to meet the business objectives
and goals. The HR plan serves as link between human resource management and overall
strategic plan of a firm. Without planning need cannot be determined and no employees will be
recruited on time when they are required this can lag the performance of the airlines as they need
to be very vigilant in providing services to their passengers in time and accurately without any
delay and lag.
Reason for difficulties in creation of a HR plan: HR planning need to be done very
accurately and effectively as with lack of worker the work performance of organization can bet
affected and with more manpower waste of time, money and resource can be faced so definite
determination is needed along with analyzing the type of skills and professional requirements.
The difficulties that can be faced in HR planning are due to inaccuracy in determination of HR
requirement, uncertainty in plan. Lack of support, focus on quantitative aspect rather than
quality, resistance of the employees toward organization, lack of purpose, and time and
expenses.
Demand and supply of labor and its impact on HR planning: Demand and supply are two
ends of a rope if one end is left lose the balances can be lost (Reich and et.al., 2016). Same is the
case with airline industry timely supply of labour, workers and employees must be ensured
whenever demand rises. in case there is on pilot to fly an aircraft the flights will not work all the
staff related with will have no work and the passengers can major problems as they cannot
reach to their destinations on time.
HR PLAN:
 The first step in creation of Hr plan include Identification of employees abilities needs
such as identifying current skills and knowledge of employees.
 Next step in HR planing include having a succession plan in which future goals are set.
 Next steps in HR planning is having a development plan for employees such as providing
training maximizing their performance.
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 Conduct a gap analysis is the next step in creation of HR plan is related to identification
gap between resources of organization to achieve the resources when required.
 Increasing the resources of the firm when the business grow is the last step in HR
planning.
In Season .: According to the law, cabin crew are allowed to work for maximum of 10 to 15
hours. Rest in cabin crew is normally minimum of 11 hours.
4 flights per week from Madeira to Heathrow and then returning to Madeira.
Time Duration 4 hours:
Cabin crew: 2 members in cabin are required pilot and co-pilot in the cabin
Flight attendants: the need can be analyzed as the duration is just 4 hours no need to serve lunch
and dinner and this this can be determined with the size of the craft for air bus staff of total 15
is need along with cabin crew(Flight Duty Time and Flight Time Limitations – Cabin Crew,
2015). For a small aircraft the requirement narrow down to 8-10.
Ground staff: the s workers need to carry baggage and from port to aircraft and then again
making available on the conveyer belt, the need is of 3-4 persons as time duration is not much
so people do not carry that much baggage with them.
Others: these can be determined as the line man, the administrative staff and other who are
related with the flights and managing the work. Per activity two person can be assigned as the
flight is not on regular basis.
Off season:
3 flights per week from Madeira to Heathrow and then returning to Madeira.
Cabin crew: 2 (Pilot and copilot)
Flight attendants: 6-8
Ground staff: 2 person
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Working hours will be 7 hours on days when flights is scheduled.
Others: For each activity one person is sufficient as this is off season time and there in rush so
work is managed easily and effectively with this much labor.
TASK 2
To: Line manger
From: HR trainee
Subject: Determination of Current statues of employment relation and effect of employment law
on HR management within BA
2.1 Employment relation in airlines industry
Employment relation can be defined as the a procedure under which regulates
employment relationship of both employees and employers with each other both as collectively
and as individuals. In this potential and substantive issues at industrial, organizational and
workplace level are determined. Employment relation is important for companies on order to
have positive outcomes and achieve the goal of the business. A balance between need of the
employer and employee will conclude into an effective relationship and this maximizes the
productivity, a positive workplace environment is established and newer opportunities for
employees is generated to develop their skills and further increases job satisfaction and with this
employees get more job securities. British airways in order to maintain good relation with the
employees involve them in decision – making process to bring innovative ideas and suggestions.
In the air industry by privatizing the national carrier which made its impact on the unions of the
air industry. British airlines by privatizing the national carrier have provided its employees
towards growth.
In present times in airline industry the employment relations are significantly good this
can be stated with the fact that relations are managed through effective and efficient means and
tools such as: Sophisticated, paternalist, sophisticated moderns, standard moderns and
traditionalist (Trong and Toma, 2018). Specific programs are launched which focuses on
relationship between mangers and trade unions. The major objective of trade unions are to
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reduce the communication gap between employer and employees and to increase understanding
over the general issues. Airline organizations are hosting seminars and constructively taking to
trade unions in order to stop strikes and remove disagreements
 With increase in global competition the employment relation have gone to good as with
change In time employee are considered most valuable assets for the firm.
 Growth of low cost airlines have an immanence impact on the relation of employer and
employee as with introduction of these types of airlines employee drainage can be
experienced so relation are boosted so that employee retention can be done.
 Changes in technology and nature of jobs can prove to be a danger for employer as this
can lead employees to switch to better jobs. Employer and employee relation have been
made better so that employee have a sense of belonging with organization and experience
job satisfaction.
2.2 Impact of employment law of HR management in BA
Employment law is related with the fair and equal treatment of employees in an
organization in every respect be it salary, recruitment or termination. In the present times the
employments relation of BA are moving in positive direction as management of BA are in
continuous talks with trade union to stop the often outburst of the strikes. This steps taken by
BA defines that it is adhering closely with the employment law for managing the employees and
workers.
The employment law in UK clearly defines provisions and regulation for employers to
be followed by them for their employee and its management. The line mangers are key
important person in the organization and employer must keep in mind before their appointment
they have a proper knowledge of the law related with the operation of BA as they the one who
directly communicate of cabin crew, ground staff and other workers. The employments law
regulates relationship between employer and employees. This defines that what an employer
can expect from employees and what an employer can ask employees to do. The law also defines
the rights of employees at work.
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In British Airways the human resource are managed with adherence with employment law.
The employees are aware if their rights and employer do not cross the lines to overpower their
rights at work place. Along With this it is also kept in mind that all the female employee are
given maternity leaves in case and they do not face any sexual, physical or mental harassment
at the work and in case it happens strict actions are taken against that person committing such
action. All employee are given proper training to make them wares of the employment law and
rights empowered to them by law which they can use (Human Resource Management, 2018).
This can be stated for BA that human resource and Employment law walk hand in hand the
organization and human resource for the business are managed with consistent application of
the law no one can act beyond the law, in case a person does that he/she is considered against
the law and is said that person has committed an offense.
Employment laws include equality law, minimum wage payment laws, age discrimination
laws etc. According to Equality act , 2010 the workers must be treated equally and it protects
the rights of the workers. According to minimum wage payment law, employees must be
provided with fair wages for the work done and there must not be any discrimination while
paying wages to the workers. Discrimination act provide rules and regulation which assist in
protecting the employees from various discrimination at workplace such as age discrimination,
gender discrimination etc.
TASK 3
To: Line manager
From: HR trainee
Subject: Evaluation and comparison of recruitment and selection process of employee of British
Airways and transport for London.
3.1 Job description and person specification
Job description is related to the statement which include job responsibilities and roles
relating to the particular job position. It also includes different skills and knowledge required by
the individual top perform different task of the job profile.
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Benefits
 It assists in setting clear expectation of the company from the individual applying for the
job.
 Job description assist in identifying the people which will best suit the job profile.
Disadvantages
 This reduces innovation and expansion as it posses specific duties and expectations.
 Job description become becomes outdated quickly.
Person specification is document which include qualification, skills , knowledge required
by the personnel to perform different responsibilities of the job.
Benefits
 Candidates get better idea about the job profile.
 It assists in hiring the best candidate for the job.
Disadvantages
 This limit the scope of candidates.
 Person specification does not provide job responsibilities which the candidate must
posses.
Process in BA for selection of employee for Cabin Crew:
This is a lengthy process and starts with putting advertisement for applying to job. In the
application from detailed question are asked related with the professional knowledge,
educational qualification age, spoken English fluency physical attributes, eyesight, their
willingness to be on job for 24*7*365 etc. (Bastida, Marimon and Carreras, 2018). In BA not
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only this questions are asked other descriptive questions includes validity of pass port, person
have any serve convictions etc.
After this application are selected which are fit for the job then medical test is conducted on
selected candidates after this training is provided to new cabin crew employees. With
completion of training they are placed in cabin position.
Process in TFL for consumer service Assistant, Victoria Coach Station:
In the offers is placed on website of TFL, applicant apply through this or via agencies as well.
Applicant after selection of the vacancy they want to apply must complete an online application.
After this application that meet basic requirements have to complete an online judgment test.
Those who pass test are then have to appears in written assessment session. Who clears this step
is called for role play and personal interview.
3.2 Comparison of selection process of both
The process of BA is quite lengthy and need many details as compared to TfL which have just
basic requirements to be completed. IN BA a person have to pass various level of qualification
such as age, height, past background and many more which is not needed for TfL. In TfL
applicants need to go under two test and after passing they are selected. Which in BA this is a
lengthy process as is require more precise and perfect candidate for the job a member of Cabin
crew. The process followed by BA in recruitment and selection process consist of hiring the
candidate through the use of social media recruitment and various other form of recruitment in
which candidate social media profile is considered for the selection process. In BA selection is
made by shortlisting the candidates and then interview is takes to identify candidates skills and
knowledge. TFL recruitment process is different from BA as it does not include different stages
of selection of candidate for the job profile. As it only take into consideration of two test on the
basis of which candidate is hired for the job profile. The process followed by BA is good as it
will assist in identifying the skills and knowledge of candidate through personal interview but in
TFL onn the basis of test candidate is hire which is bad for company as it does not help in
identifying the candidates skills and knowledge.
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TASK 4
4.1 Guiding notes to trainee manager
Different between training and development:
Training: Training is provided to employees in order to increase their skills and knowledge to
improve their performance level in the organization to achieve the objective of the firm
effectively and efficiently. Training is the long process as it include providing skills and
knowledge to employees for developing their performance. This can be defined as giving an
employee the knowledge and skill to do a particular task and giving them instruction on how to
carry out an activity at work (Kraus-Hoogeveen and et.al., 2017). An employee under traning is
assumed to have minimal or no knowledge of that specific area or task. In this am employee is
teach to do a work and it is given at starting of the a task or activity and certain common
trainings are given to each employee in the BA at the time of joining the job. This is short term
in nature which last for a period of 3 to 6 months maximum.
Development: Development refers to improving existing skills and knowledge of employees by
providing them with understanding of objectives and goals to develop their skills. Development
is the second process after training.this can be defined as a continuous process organized by
organization and in which manpower of the business learn and grow. It is a self assessment act
under which education process is carried on that focuses on growth and maturity of managerial
personnel. This is not limited to particular task or activity but it aims at improving the
personality and attitude for all round development and growth which helps in facing the future
challenges.
The role and need of training: This is essentially required to train the new recruited employees
as it is necessary for all employees to have a proper knowledge and skill to carry out duty or
activity assigned to him/her.
Importance of training on BA: the importance of training in BA can be defined as providing
knowledge and skills to new employees about how to act in emergency situation. The cabin crew
are given a training regarding how to greet every passenger boarding the flight with smile. This
considered necessary as first impression is last impression. Another training given is related
with giving instruction and to handle the panic situation in case of emergency.
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Types of training:
On the job : On the job training refers to the training provided to employees to improve their
skills , knowledge etc. to improve the performance of the employees. On the job training is
provided at the workplace and uses tools and techniques available at the workplace.
Work shadowing: this training is provided to new employee or worker in BA to make them
familiar with different types of job related with business (Karam and et.al., 2017). in this
employee follow and observes a trained and experienced employee to get the skills and
knowledge of job.
Apprenticeships: This is a combination of on the join training and classroom instructions under
supervision of journey level craft person or trade professionals. In this employee learns the
practical and theoretical aspects of a highly skills occupation.
Off the job:
Mentoring: in the work performance of each employee is monitored and then evaluation is
done. The expected and actual performances are compared and then employees are directed and
instructed on what is lacking and how to perform better.
Coaching: in this the employee are given educational and classroom training in which
instructions, skills, knowledge related with job and work are given, employees are told how to
behave and present themselves in from of passengers, how to react in emergency situations etc.
Benefits of training:
 Employees get perfect skills, knowledge to perform a job.
 Passengers are served better.
 Effective and timely achievement of organizational goals.
CONCLUSION
With completion of the above report it can be concluded that HRM is of key importance
in airline industry and being in a service organization human resource is one of the major
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participant of the organization and all the works are done by them only. In BA the HRM is
important as it helps in deamination of demand and supply of the labor on time along with this
HR plan has been developed for new flights from Madeira for season and off time both. Further
it can be articulated that current stats of employments relation in this industry is good and
employment law do have immense impact on Management of HR. Requirement a cabin crew
needed is determined along with along with job specification. In the last part of the report role of
training and development has been discussed.
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REFERENCES
Books and journals
Albrecht, S. L and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bastida, R., Marimon, F. and Carreras, L., 2018. Human resource management practices and
employee job satisfaction in nonprofit organizations. Annals of Public and Cooperative
Economics. 89(2). pp.323-338.
Karam, E.P and et.al., 2017. Authentic leadership and high-performance human resource
practices: implications for work engagement. In Research in personnel and human
resources management. (pp. 103-153). Emerald Publishing Limited.
Kraus-Hoogeveen, S.I and et.al., 2017. Four women in search of the Holy Grail: An introduction
to our journey searching for how to manage public value creation in the Dutch care at home
sector.
Reiche, B. S and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Trong, P. D. and Toma, M., 2018. A Study of Strategic Human Resource Management: Some
Cases at Vietnamese Companies in Vietnam (山山山山山山山山山山山). 和和和和= The bulletin
of the Faculty of Economics and Business Management, Wako University.50(2). pp.23-33.
Online
Human Resource Management. 2018. [Online]. Available through :<
http://www.whatishumanresource.com/human-resource-management>.
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Flight Duty Time and Flight Time Limitations – Cabin Crew. 2015. [Online]. Available through
:<http://dgca.nic.in/cars/D7J-J1(IssueII).pdf>
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