Roles of Human Resource in British Airways

This report discusses the roles of human resource in British Airways, including the purpose of HR, creation of HR plan, employment relations in the airline industry, and the impact of employment law on HR management.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Roles of Human Resource.....................................................................................................3
Purpose Of Human Resource.......................................................................................................4
1.2 Creation of HR plan...............................................................................................................5
TASK 2............................................................................................................................................6
2.1 Employment relations in airline industry...............................................................................6
2.2 Human resource management affected by employment law within British Airways...........7
TASK 3............................................................................................................................................8
3.1 Recruitment and selection process.........................................................................................8
3.2 Human Resource Planning...................................................................................................10
TASK 4..........................................................................................................................................12
4.1 Several types of training......................................................................................................12
Difference between development and training..........................................................................12
Effectiveness and benefits of training........................................................................................12
Need and role of training...........................................................................................................13
Development and training contribution to effective operation of British Airways...................13
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
Human resource management is activity or practice of managing, hiring, selecting and
deploying the workers in companies. In simple words, HRM is the procedure of developing and
recruiting staff so that they become more valuable to business (Storey, 2014). It is very essential
within firm as help to manage people within workplace to gain competitive advantages and also
to achieve organizations vision or mission and reinforce culture. The present report is based on
British Airways in UK, perform effectively and consider as the low cost airlines. It explain
purpose and role of HRM in company, HR plan based on demand and supply and current
statement of employment relations in industry. It justifies employment law affects on HRM and
personal specification as well as job description for Cabin crew. Furthermore, this study clarifies
selection procedure of BA, type of training, its benefits and contribution to effective operation of
British Airways.
TASK 1
1.1 Roles of Human Resource
HR can be deprived as HRM (Human Resource Management). HR is the lifeblood of the
company. They are responsible for interviewing, recruiting, screening, placing candidates. They
are also responsible for maintain payrolls, maintain leaves balance like casual leave, sick leave
and planned leave. Conduct induction program for new employees on behalf of organization for
making comfortable for the organization. They are experts in finding the right candidate for the
organization. At the time of industrial revolution in early 18th century a simple idea comes out
by Charles Babbage and Robert Owen.
Major Roles of HR are:-
The main role of human resource manager to any company is to built a good environment.
Maintain good relationship between boss and employees is really important for work
environment.
In British airways the major role of HR to organize activities for current employees and for also
organize training session and induction program for the new employees.
HR need to make the rules and regulation, policies on behalf of British airlines and check are the
thing going smoothly.
HR is all about to obtain services for peoples for increase there skills and motivate them to the
maximum level to making sure that they fulfil there promises towards British airways.

Post Jobs social sites such as LinkedIn, Facebook, Twitter, Naukri.com, Indeed, Intershala and
many more job portals.
Write job description on behalf of British airways for the upcoming jobs.
Informing employees about there job duties, responsibilities, insurance, promotion opportunities,
benefits, working conditions etc.
Purpose Of Human Resource
The purpose of HR in British Airways are to invest in right persons. From those who already
experienced in a particular field, knowledgable, skilled and professionals.
 Development of career.
 Deal with every staff not matter what his or her position.
 Tell new employees about the British airways, there rules and policies.
 Maintain employee per day performance for the appraisals.
 Diversity and Equality – They both are the most important aspects of British airways.
 HR needs to make sure that every employee is equally.
 Development and Training these are also important aspects with the help of these aspects
the company can understand there knowledge, skills and confidence.
 Help employees to maintain good cordial relationship between employees and
management.
 Motivate employees for achieving long-term and short-term goals for airways.
 The British airways also giving all type of benefits.
 The airways also providing outdoor trips for employees to refresh their minds.
 Organize events, birthdays parties and national holidays.
 Personal research is the vital part of human resource management. Its like check per
employee performance, leaves balance, behaviour, and other issues.
 Analysing and checking is also important part of HR to give appraisals depend on the
employee performance.

1.2 Creation of HR plan
The creation of an HR plan, based on an analysis of supply and demand, with justification of the
staff roles and numbers of staff and hours of work required to deliver the new flight service to
Madeira.
 Analysing organizational objectives- In order to deliver successful flight service to
Madeira, British Airways needs to define their objectives. In they need to analyses
staffing need, personnel needs, quality of service which they want to deliver. Defining
objectives will help company in easily achieving their goals. This will help company in
establishing their goodwill in market.
 Inventory of present human resource- In this British Airways need to analyses that how
much employees will be needed in delivering quality flight service to Madeira. Analyzing
this will help them in knowing about how much they need to invest and how much capital
they will require. This will support British Airways in preparing and efficient budget
system.
 Forecasting demand and supply of human resource-
Human resource planning involves identifying staffing needs, forecasting available perso
nnel, and determining what additions or replacements are required to maintain a staff of
the desired quantity and quality to achieve the organization’s goals. In this British
Airways need to analyze type of people needed. This will help company in gaining
competitive advantage. Forecasting demand has two approaches. The first one is
quantitative approach. In this firm will decide the number of employees which will be
require in future time.
 Number of staff- The number of staff which will be needed to effectively deliver the file
is 50.
 Type of contract- The employees will sign contract which is permanent and fixed. They
will not deliver service to any other organization in this.
 Salary Range- The salary will be £2700 for each employee working with British
Airways.
 Working hours- They will work for 48 hours in week.
 Estimating man power gaps- This will help them in estimating number of workers
which will be require in the coming time. Other in this is analysis of workforce. It will

help British Airways in knowing how many workers will be require if some one is absent
on that day. It will reduce absenteeism in organization (Dany, and Torchy, 2017). It will
also help company in reducing the operational loss which can be faced because of the
absenteeism.
 Monitoring, controlling and taking feedback- After applying the full human resource
plan related to demand and supply, British Airways will engage in taking feedback from
consumers and employees related to the quality of service in delivering flight to Madeira.
For taking feedback company can make use of survey, questionnaire methods. It will help
them in knowing if there are any shortcomings in services provided by them and if so
then company will engage in making changes. This will lay positive impact on growth of
company. They would be able to make more profit and increase their operational
efficiency.
TASK 2
2.1 Employment relations in airline industry
In order to run business effectively, airline organizations within their sector build good
employee relation that help to increase their productivity rather than before. It refers to the firms
attempt to manage the connection or relationships between workers and employers (Kramar,
2014). For example, British Airlines with effective employee relations system cater consistent
and equal treatment to all its workers so they can committed to jobs and always be loyal to
business for longer period of time. Airlines industry productivity, growth, performance and
profitability is highly depended on its staff. The current employment relations within this sector
is quite good, they take care of employee and provide all the facilities to them which is beneficial
for professional as well as personal career development or progress. Leaders helps team by
supporting in their work, they guide how to work in workplace which make them comfortable
and satisfied through job. It was very hard to maintain and build strong employee relation within
business which is essential for them (Belobaba, Odoni and Barnhart, 2015). Labour relation
define as system in which all the workers, employer and cabin crew members interact to set
ground policies and rules as well for governance of work relationships. Because of increased
competition, airline industry work more hard, they need to perform better with talented and
skilled applicants.

Airline sector in UK experienced the significant level of change and upheaval over past
few years, mainly due to employment law. This has considerable impact on industrial connection
and relation of employee in industry. It change the employment situation within business and
enhance the concern for workers by management which is beneficial for candidates. Human
resource management helps to enhance the performance of workers in airline industry, they
understand the needs and requirement of employees effectively and make plan regarding the
same. Competitive environment affect the performance of workers as well as their relations with
management. Cabin crew members work together with other staff and perform in way towards
achieving business objectives, collaboration and working style of team shows the good employee
relations (Wallace and et.al., 2014). By making some changes within organizational structure
according to people needs, airline industry can build effective relationships their workers and
make them able to perform effectively. Low cost airlines impact on employee relations or
industrial relation, in which workers suffer a lot. But with the help of better understand and
motivation HRM in sector retain people with them for longer. Cabin environment of airlines is
the main place of work for members, to whom they has duty of care as employer. Management
arrange health and safety facilities for crew, they take care of them. With the help of consulting
to seniors, new applicants will be able to get the best solutions that helps to resolve their issues
easily related to work.
When manager and senior authority make consultation with its juniors and new
applicants in workplace it creates good relation between them. With the help of consulting
employees share their view point to leader and get better solutions. For example, employee
grievance is the best way to make positive environment around workplace and stronger the
employment relation with business. It refers to the dissatisfaction of workers with what they
expect from organization and its management. Communication also play vital role in creating
good employee relation and enhance the productivity of staff rather than before.
2.2 Human resource management affected by employment law within British Airways
Collection of rules and laws which regulate relations between staff and employer is
known as employment low. In addition to this, when employer hire applicants they need to work
according employment law, which cover what they need to pay candidates for its work. It create
minimum necessitates for working situations for staff. British Airways is flag carrier airlines of
UK, founded in 1974. it is considered as the second biggest airline in nation based on number of

passenger carried and fleet size behind easy jet (DeCenzo, Robbins and Verhulst, 2016). They
generate $1 billion on single air route, the BA board is established by British government to
succeed nationalised airline corporations, British European Airways etc. with the help of
effective human resource management practices they can manage staff and enhance their
performance. But employment law affects management of HR within organization and its overall
business procedures. When HRM wants to recruit new people, they need to understand a lot of
things regarding employment law. Minimum wage law that take employer to pay good amount.
There are more laws available which proscribe employer from discriminating against employees
or candidates. It has been place to protect both British Airways and their workers. Health and
safety at work act 2019, Equality act 2010, employer's liability insurance Act and others put in
practice by Human resource department in according to detail conditions and terms of
employment and accordance with every day. It helps to increased liabilities of organization
towards its workers.
For example, change in labour market impact on salary packages provided by HRM in
British airways, according to the Fair labour standards Act 2016, they need to provide good
wages to people without discrimination on the bases of age, gender and caste. Human resource
management has to pay applicants for overtime, it is their right which they cannot leave it within
any situation (Wellin, 2016). Fair labour standards define that employer need to pay half and
time for any hours that an hourly staff work. According to this law companies pay double salary
to its workers for their hard work.
Health and safety act 2019, requires HRM of British Airways to take care of substances
that might be harm or cause injuries to workers and protective equipments as well as clothing
must be catered to them for maintaining protection and precautions from hazardous situations
around workplace. Human resource management need to make some changes in their current
policies or plan regarding health and safety of staff. They must comply with this act and improve
practices accordingly. HRM protect safety, health and well being at work of all its applicants
include temps, self employed, casual employees etc. In this act many priories is included such as
engaging and leading with others to improve workplace safety and health.
Equality Act 2010, according to this law HRM provide equal and fair treatment to staff
and cannot discriminate between employees on ground of gender, religion and sex which is
beneficial for overall business.

TASK 3
3.1 Recruitment and selection process
Airlines in the present times have developed ability for attracting new effective talent
employees thereby retaining existing employees working with employees. These human resource
functions are the ones that companies are continuously striving for improvement. Competitors
trying to duplicate the processes have not attained success as the airlines that are customer
oriented (Timming, 2015). Focus of the company is to attract people who can deliver their best
for the growth of company. It is important for the airline industry to get the employees that will
add value to the company resources through their new ideas and vision. Selection and
recruitment process is an important process as the organisation is build on the employees who
are working for the growth and development of the organisation.
Job Purpose
Job purpose contains the description about the purpose for which candidates are required.
Company has stated the purpose of job vacancy for cabin crew also attracting the attention.
Purpose has also indirectly explained the requirements of job and how it is important for
business.
Principal Accountabilities
Accountabilities describes about the responsibilities and duties that are to be performed by
candidates applying for the job. In job of cabin crew candidates are required to check operational
safety, health and security, responsibilities related to securities to be performed at highest
standards. It has given the information about the important tasks that are required ton be
performed without any compromise. It is clearly mentioned about the importance of legislations
and with corporate governance. Accountabilities may also include some policies laid by
legislations.
Person Specifications
The best practice in person specification is that the employees is passionate about delivering
service excellence every time. Job description is a document which states an overview of
the duties, responsibilities and functions of a specific job in an organisation. Person
specification is a statement of the qualifications, personality traits, skills, etc. required by an
individual to perform the job. The work culture can be influenced by these documents can clearly
specify the roles and responsibility of each person working.

Section of person specifications includes information about the skills that are required to be
performed and qualifications that are required by candidates showing interest for the jobs. Skills
defined the ability and capabilities that are required for performing the job. For job of cabin crew
in airlines candidate should be able to give guidance in case of emergencies train passengers
about the safety measures. The description about the skills requirement given by company is
very accurate and correct and cover all the key skills member of cabin crew is required to have.
Cabin crew candidate should have communications skills to deliver complex messages
confidently. Should have the skills of building relationships professionally with its colleagues. It
should have capability for resolving issues quickly and actively and should be able to respond
over problems actively. All these are mentioned in the description which will attract candidates
having the required skills.
Along with skills description should also highlight the qualifications required for the job.
Qualifications contain age requirements, valid passport with unrestricted rights. Candidate
should be fluent over written and spoken English. Candidate should not have any piercings an
tattoos visible over body. The qualification should contain desirable and essential sections
separately. Qualifications section should also contain the education and required knowledge for
being eligible for the job.
Physical Criteria
Physical criteria contains the description about the physical fitness required for
performing the job. It has provided that candidate should be physically and medically fit. Should
not have colour blindness, clear vision is must requirement of cabin crews. Height and body
description is been given. Physical requirement should be properly analysed by the candidates
and company while recruiting. Weighing, jumping and pulling weights in case of emergencies
clearly stated in the description (Mügge, 2016).
Job description given by company is clear and contains all the details about the requirement in
candidates. It will only attract candidates who think they are fit for the job. This should also
contain must requirement sections which a candidate must be possessing before application for
the job is made.

3.2 Human Resource Planning
HRM (Human Resource Planning) is the process to find right kind of job, right kind of
employee, right place, and right time for the organization.
Six important steps of human resource planning are as-
 Study organizational objectives.
 Understand the demand and supply of Human Resource Planning.
 Keep eye on the employee database.
TASK 4
4.1 Several types of training
On job training is the best method used by HRM for existing and new applicants as
well, it allows staff to learn by performing the particular task or job role. Human resource
management can observe the need of training by work shadowing, in which they identify
someone in its role to understood how they work and do its job (Zwick, 2015). With the help of
job shadowing HRM get the opportunity to evaluate worker performance and then make plan for
enhancing their abilities.
Off job training is the second method also used by human resource management to
improve the skills of applicants rather than before. Through out provide the best coaching, they
can increased productivity of staff and build strong team.
Difference between development and training
Training is a basic concept in HR development, it is concerned with developing specific
skills to coveted standards by practice and instruction. In simple words, its is the act of
increasing skills as well as knowledge of workers for doing the specific job effectively.
Development is the procedure that helps to creates progress, growth and positive changes
of physical components.
Training Development
As compare to development, it is the program
or plan organized by HRM to develop
knowledge and abilities in staff as per
requirement of duty.
On the other hand, development is well
organized activity in which employees of BA
grow and learn different things effectively.

Effectiveness and benefits of training
Training is very effective way as it helps staff to understand full on job requirements,
with the help of training human resource management increased the motivational level of
employee as compare to past few years (Schiftan, Ross and Hahne, 2015). It is very essential for
success and development of organization, when staff is trained well by leaders they work
become more productively and efficiently. It permit organization to strengthen those abilities that
each members within staff needs to improve and develop as well. There are several benefits of
training such as increased morale among candidates, enhance job satisfaction, efficiencies in
procedures, outcome in financial gain.
Need and role of training
It is initiated for different of reasons for group of workers, in order to improve workers
performance training is required. Staff who receive necessary of training is able to work or
perform better in its job. To help applicants be eligible for the planned change in role in BA, to
achieve business objective and personal goal. It is needed to serve many purpose for example,
when organization hire new candidates those who do not have required skills, they need training
so as to work and accomplish tasks effectively. It play vital role in British Airways, help to
assure that current and new applicants have appropriate knowledge and skills to meet firm
objective and to complete effectively the business goals.
Development and training contribution to effective operation of British Airways
Training and development contribute in growth of organization and helps to run each
operations effectively. Enhancement of abilities of workers training and development helps in
maximizing job abilities and knowledge of candidates at each level in BA (Alasadi and Al
Sabbagh, 2015). The most essential contribution of T&D is that it support to reduce any weak
links of staff or team members that impact on its performance. Training and development
procedure make people able to provide the best services within British Airways accordant to
requirement of consumers which is beneficial for business.
CONCLUSION
From above, it has been summarized that Human resource management play significant
role within British Airways, they motivate workers by implementing new plans or policies which
is beneficial for them. With the help of creating human resource plan they can cater better

services accordant to demand of consumers. It has been concluded that, good employee
relationship is effective, it enhance the existing abilities of employees and retain them for longer.
By complying with employment laws HRM can attract the new applicants as well as sustain
business in marketplace effectively. Furthermore, personal specification and job description
define the requirement for Cabin crew in BA. Throughout adopting different types of training
methods, organization human resource department trained workers and increased the
productivity of firm rather than before.

REFERENCES
Book and Journals
Alasadi, R. and Al Sabbagh, H., 2015. The role of training in small business
performance. International Journal of Information, Business and Management. 7(1).
p.293.
Belobaba, P., Odoni, A. and Barnhart, C. eds., 2015. The global airline industry. John Wiley &
Sons.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Schiftan, G.S., Ross, L.A. and Hahne, A.J., 2015. The effectiveness of proprioceptive training in
preventing ankle sprains in sporting populations: a systematic review and meta-
analysis. Journal of Science and Medicine in Sport. 18(3). pp.238-244.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wallace, M and et.al., 2014. Attracting and retaining staff: the role of branding and industry
image. In Workforce development (pp. 19-36). Springer, Singapore.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Zwick, T., 2015. Training older employees: what is effective?. International Journal of
Manpower. 36(2). pp.136-150.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management. (pp. 68-88).
Routledge.
Timming, A.R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and
selection. Work, employment and society. 29(1). pp.60-78.
Mügge, L.M., 2016. Intersectionality, recruitment and selection: Ethnic minority candidates in
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Online
Employee Relations At British Airways. 2018. [Online]. Available
through:<https://www.researchomatic.com/Employee-Relations-At-British-Airways-
46157.html>

Appendix 2-
Comparison between selection procedure-
Stages British airways Transport
Stage – 1 The best part of this is you can
fill your form online no matter
where you are. Very easily you
can fill the form from laptop, pc
or mobile phone. As compare to
TFL company British airways
provide online form filling
opportunity to people who are
able to apply through this
method for specific job role that
is Cabin Crew.
They are also providing online
form process but the worst part
is they are referring some
requirement agency, not
everybody is comfortable taking
jobs from agencies and pay
them for jobs hiring.
Stage – 2 This stage is so easy you just
need to tick the correct options.
This is a very long process
firstly you have to login then
create id and password.
Stage – 3 This stage is so easy you just
need to fill your personal details
here. Just like the TFL
organization do, British airways
also offer the same opportunity
to local people in which they
can fill all essential data abut
themselves.
In this step you can only select
job profile. In this step
candidate feels like she or he
does not exist. Because the
employer not even interested in
their names.
Stage – 4 In this step the first round on
online form is completed. I
agree this process is little time
In this step only a few
candidates can come because of
the basic requirements they

taking but because of these
process the airways will get
skilled and professional
candidate.
asked in previous steps. And
how can a candidate describe
judgemental situation in one
line that not even possible.
Stage – 5 In this stage they are taking
every type of exams in a single
stage to understand about the
candidate. Like situational
judgemental test, online
psychometric tests including
numeracy, verbal reasoning,
spatial reasoning.
Now in this stage only 1-2
candidates rest. Only that
candidate can go who
completed the previous steps.
Stage – 6 to 9 Mostly everybody completed
the previous step because its of
the stress free interview
process. And this step also
include face to face interview,
group discussion and more
things.
As I already said the left few
candidates can appear for
written exams.