This report discusses the concept, role, and purpose of HRM in British Airways. It explores the effects of employee relations and employment laws on the company. The report also provides insights into the recruitment process in British Airways.
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HUMAN RESOURCE MANAGEMENT FOR SERVICE INDUSTRIES
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Contents INTRODUCTION.....................................................................................................................................4 TASK 1.......................................................................................................................................................4 1.1Concept, role and purpose of HRM in British airways................................................................4 1.2Human resource plan based on supply and demand of British airways........................................5 TASK 2.......................................................................................................................................................6 2.1 Effects of employee relations on British airways...............................................................................6 2.2 Employment laws in British airways.................................................................................................7 TASK 3.......................................................................................................................................................8 3.1 Recruitment in British airways..........................................................................................................8 3.2 Selection process in British airways..................................................................................................9 TASK 4.....................................................................................................................................................10 4. Effects of training and development in British airways.....................................................................10 CONCLUSION........................................................................................................................................11 REFERENCES........................................................................................................................................11
INTRODUCTION Human resource management is the process of hiring new and job suited candidates to achieve organization goals. In this context, the HR manager of company plays an essential role in selecting new employees(Boxall and Purcell., 2011). They provide training to the employees and gives them knowledge according to their individual’s requirements. This report is carried out in the context of British airways. British airways are the largest airline in UK based on fleet size. The manager of British airways plays an important role in achieving company goals and objectives (Schwab., 2017). The role and purpose of HRM is also been discussed in this report. Along with this, employee relation and employment law also effects British airways. Further, some recruitment process and selection process, training and development process, contribution of training and development of in British airways is understood by thus report. TASK 1 1.1Concept, role and purpose of HRM in British airways Human resource management It is the process of recruiting and provide training to new employees in organization whether they are skilled and semi-skilled. In context of British airways, the manager of company also hires best suited candidates in order to achieve organization goals. Concept of HRM Some concepts of HRM used in British airways are as evaluated below: Planning and forecasting:In this concept, the manager of company make estimates and plans of the number of employees required to meet goals. Recruitment process:In this process, the manager of company recruit candidates according to the requirements and their skills. Contracts of employment in HRM:It is an agreement between an employee and employer. This contract is based upon oral and written (Armstrong and Taylor., 2014). This consists of government laws, policies of company and also provides details regarding contracts. Training and Development:In this, the manager of company provides training session to the new as well as old candidates to achieve company objectives. Deployment and monitoring of employees:This concept of HRM ensures that whether the employees of company are in an optimal relation to their works and towards the organization. The manager of company also monitors performance of employees in company. Budget monitoring:It is considered as an powerful cost management tool for the company. It is the process of identifying actual financial performance and budgeted amounts which helps company to determine and monitor performance in meeting their set goals. Role
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The HR manager of British airways plays a vital role in accomplishing organization goals. Employee engagement:In this, the manager helps in developing organizational structure along with focusing on strengths of employees (Chelladurai and Kerwin., 2017). They also encourage employees and communicate with them in resolving issues which leads to better employment engagement. Performance appraisal:The managers of company provides feedback to its employees according to their performance which encourages workers and help company in reach their goals in time. Purpose of HRM The main purpose of HR manager of British airways is to help organization in attaining goals of company effectively and efficiently. It is the purpose of HRM to provide its employees with all facilities and benefits. HRM of British airways also provides its employees with professional trainings to increase their performance and also helps them to resolve their issues (Lusch., 2011). 1.2Human resource plan based on supply and demand of British airways Human resources planning helps the company to ensure about whether the resources are optimally utilized. It is a tool which identifies skill and competency gaps in human resource. This plan also plays an important role in British airways in maintaining a balance between supply and demand of employees within and organization (Chelladurai and Kerwin., 2017). It also influences internal and external factors of human resource planning in changing environment. Forecasting demand and supply Demand forecasting Externalenvironmental challenges. Economic developments Technical changes Social changes Legal changes Competitions Organizational changes Strategic plans Budgets Sales forecast Balance demand and supply Reductions (Surplus) Terminations Deaths Retirements Recruitments (Shortage) Recalls Part-time jobs Full-time jobs Supply forecasting External factors Labor mobility Government policies Unemployment rates Demographic changes Internal factors Replacement charts Skills inventories Management inventories Succession planning
The above plan of human resource is made in the context of British airways. In the first elements, demand refers and considers the number and type of people which are required by an organization to meet goals and objectives (Jiang, K. and et. al., 2012). The demand forecasting involves different factors such as, internal, external and organizational factors which identifies the demand for labor. In this context, demand forecasting involves three major methods which are as follows: Executive Judgement:In this method, the executives of company sits together to analyse the future requirements of manpower. This also known as ‘bottom up’ approach. On the other hand, ‘top down’ approach involves top management sits together to analyse needs of human resource management. In context of British airways, both executives help to analyse demands of HRM. Work load forecasting:This method is also known as work load analysis. Under this, the work load of management is determined. In this method, the employee capacity of British airways is calculated on the basis of man-hours. Each unit are required by man- hours and then the calculation is done on the basis of number of employees required. Statistical techniques:This is beneficial for British airways because statistical or other data is easily analysed with the help of computers. It is a long range demand forecasting of human resource. Supply forecasting is the process of making budgets or estimates of human resource by considering current and future availability of human resources. It is dependent upon the internal and external factors such as, Local factors and national factors. Local factors involve: Population density Local unemployment stages Local transport facilities Communication facilities National factors involve: Impact on changes in educational systems Impact on national education facilities Social and cultural norms TASK 2 2.1 Effects of employee relations on British airways Employee relation refers to the relationship between employee and employees within an organization. It involves the behavior and communication between both of them (Chang, Gong,and Shum., 2011). It is considered as an important source in British airways and helps them to achieve their goals. In this context, some employment relations of British airways are as evaluated below:
Structure and culture:These plays an essential role in relationship of employees. The culture and structure of British airways also influence employee’s relation widely. It is important for HR manager of British airways to look after the culture and structure so that they can perform their activities well and accomplish their allotted tasks. The atmosphere of company should be eco-friendly and hygienic so that it would be easy for employees to complete their tasks. Negotiation and Collative bargaining:It is process of negotiation which arises between employees and employer on a certain specific issue (Ployhart., Van Iddekinge. and MacKenzieI., 2011). In addition to this, employees and their executives of British airways have rights to discuss on certain issues. In this, representatives of company follow procedures and practices of collative bargaining. Participation and involvement:Both these concepts are used in HRM of British airways. Employees participation and involvement in activities of company is essential to accomplish goals and reach to the allotted targets. Employee communication and consultation:It refers to developing and involving employees in an organization. In context of British airways, employees will perform their tasks well if they know their work and duties well. The size of organization does not affectemployeestoperformwell.Itisimportantformanagerofcompanyto communicate and consult with employees and exchange information with them. Conflict management:It is important for HR managers of British airways to manage communicate effectively to manage conflicts. It is important for managers to resolve conflicts. Employee empowerment:This plays an essential role for British airways employees to perform well.When they feel empowerment at their workplace they tend to be more productive. It also helps to strengthen the relationship between employees and employer in the organization. Grievance procedures:It is the process in which the employees of British airways raise internal issues and complaints with their employer in organization. Grievances results in management policies and working conditions such as, wage rates, overtime, leave policy, lack of career planning are considered into management policies. Working conditions includes, unrealistic targets, poor safety and bad physical conditions, etc. On the other hand, it also includes inter-personal factors such as, conflicts with peers and colleagues, etc. 2.2 Employment laws in British airways Under this, British airways follows some laws to reduce gaps between employees of organization. This also helps to reduce discrimination between workers in organization. It has been stated in this law that the company cannot terminate its employees on the basis of their race, gender, religion, age, etc (Karatepe., 2013). Under this, there are some laws regulated by British airways which are evaluated under the following statements: Employment Relations Act:This act includes the legal relationships between the employees and employer of orgainsation. The act of Employee Relation 2000 promotes
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fair process and good faith. To resolve issues related employment relationships, there is establishment of Employment Relations Authority and Employment Court. It helps British airways to promote effective employment standards. Employment Rights Act:This act covers chief aspects of relations under employment which includes, leaves, study, training and termination. The act of Employment Rights 19965, provides protection regarding wages and payments to employees of British airways (Grönroos and Ravald, 2011). It is also known as unfair dismissal and employment rights act. This act is beneficial for individuals of oraganisation which helps them to perform their tasks well. Equal opportunities law:Under this act, each employee has given all opportunities equally within orgainsation. This law is passed in 1998 which prohibits workers from discriminating between job nominees or employers on the basis of gender, castes, religion, etc. British airways also follow this law so that each individual get equal opportunities and perform their tasks well. Contracts of employment act:This act is passed by the parliament of UK in 1963. This act is also known as “The first modern employment protection statue”. In this act, the employees of British airways are given a minimum period notice before terminating any worker from the organization. This contracts includes the following facts and procedures of termination and they are: Redundancies procedures:It is the act in which employers of company lose their jobs due to certain circumstances or situations such as, closure of the business, reduction in the number of staff, etc. entitlement. Under this, British airways gives information about redundancies in written to its employees. Ill health retirement:In this, worker may have offered of retirement on grounds of ill-health (McWilliams and Siegel., 2011). British airways offer this benefit to its workers which provides them pension scheme and payment scheme on the basis of ill-health. Resignation:Under this, when an employee of an organization resigns from company then the employer of the firm gives a written notice via a letter to the workers. In this, the employer of British airways is free to resign and can quit from the company according to their own requirements. Maternity and Paternity Rights:This benefit is given to the employees whose partner are having a baby, adopting a child. In this, the employees are paid by the company for these leaves. This benefit is also given by British airways to its employers so that they are secured about their jobs and can stay in the company for a longer period. TASK 3 3.1 Recruitment in British airways It is the process of hiring new and skilled candidates to perform job roles in an organization. The HR manager of company plays an essential role in recruitment process. This is carried in the context of British airways cabin crew, it is the duty of HR manager of company to recruit candidates which put efforts in organization to achieve goals. The managers also provide training
to candidates in order to accomplish their tasks in allotted time frame. In addition to this, there are some factors which affects labor market in organization are as evaluated below: Factors affecting labour market: Organization needs analysis:It refers to the way which helps company to gather information regarding the performance of employees. It helps to know the segments of organizationwhereanemployeeneedstoimproveinitsperformancetoachieve objectives. It is also important for British airways to analysis the workers are in right place or not. This is essential for company to fulfil organization needs so that thewy can perform their activities well. Job analysis:It is the process to identify and analyses the job role and duties. This also essential for the employees of British airways (Montoro-Sánchez and Ribeiro Soriano., 2011). This includes, general information, summary of job, salary considerations, all duties and responsibilities, etc. Job design:It is the method of human resource management which is related to the methods and relationship of jobs to satisfy personal requirements of job along with orgainsational needs. Job description:Itisadocumentwhichdescribesthegeneraltasks, dutiesand responsibilities of a position in an orgainsation. This is also an important aspect of British airways to achieve its goals. Person specification:It is the description of abilities, skills, knowledge and attributes of a candidate. This is a set of skills and duties which an employee has to perform in company to achieve goals. The employee of British airways also need these person specification to perform their activities. Methods of recruitment advertising:This is one of the most common methods of recruitment. This method is also adopted by British airways to attract the kind of candidatestowardstheircompany.Companygiveadvertisementsandpromoteits company by giving location, job title, etc. 3.2 Selection process in British airways Selection is the process of selecting skilled and job suited employee to perform tasks well. The process of selection is long and complex which involves various steps of selection. British airways also select the best candidates by this process (Hancock and et. al .,2013). This process helps to know about the candidates and its skills which the company is hiring for performing job. In this context, there are some process of selection of British airways as follows: Selection methods and practices:In this, the first priority of company is to select best candidates which helps company in achieving goals by its efforts. The process includes various steps such as, behavioral questions, Skill tests, personality tests and panel interview which helps in selecting best suited candidate for job. Barriers to effective selection:In process of selection, there also some barriers arise while selecting candidates in British airways: Ineffective recruitment:In this, if the HR manager of company fails to attract the qualified candidates then the right candidate will not be selected.
Perception:In this, the manager fails to select the right candidate if they compare competencies of others. It is a barrier to select right candidate if the managers understand the candidates accurately. Evaluating recruitment and selection process:It is the human resource function of determining and hiring the most qualified employee for job (Chiang and Hsieh., 2012). This process also plays an essential role in British airways (Batt and Colvin., 2011). This process involves, job description, recruitment, screening and selection which is important for company to hire candidate. Application form design:Each company has its own application form which a candidate has to fill while applied for interview in any organization. British airways have also design its application form which includes details of candidates, etc. Interview methods:It involves some methods of interview to select a candidate for a job profile. The various methods which used by British airways to judge individual selecting for job and they are, behavioral based interview, case interviews and informational interviews. TASK 4 4. Effects of training and development in British airways It is the process in which the HR manager of British airways provides training and development session to make its employees professional so that it will be easy for them to perform tasks and resolving issues. Induction program and training:There is a link between both induction and training. Induction program refers to selecting new employees to company and prepares them for new job. On the other hand, induction training includes entry into the company by providing them information which they require for job. This is considered under British airways in order to welcome and provide training to new employees so that they can perform their tasks easily. Role and need for training:They both are essential for an employee in an orgainsation. Training helps to strengthen the skills and knowledge of employee (Grönroos and Voima., 2013). The manager of British airways also provides its employees with training process to reduce weak links and improves their performances. Training versus development debate:In this, the manager of British airways ensures that the employees that the workers are equipped with skills and abilities so that they can handle the working and their jobs. Training and development activities:It involves soft skills development, personal effectiveness, time management, effective leadership, etc which are essential for British airways to provide to its employees. In this context there are some training which is important for employees to perform tasks and they are, professional and legal training, team training, managerial training, etc.
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Use of appraisal and target settings:In this, the manager of British airways gives performance appraisal to the employees in the form of positive feedback which helps them to make more efforts. It is important for company to give appraisals so that employees perform their activities well and reach to their targets. Barriers and altitudes to training:There are also some barriers of training which affects the company. It is important for British airways to select professional trainer to train employees otherwise employees will fail to reach their targets. CONCLUSION From the above report is has been stated that Human resource management plays an essential role in employment relations and laws. It is important for the company to provide training and development program to its employees so that they can achieve their goals and objectives in allotted time frame (Talib., Rahman and Qureshi., 2011). In the above assignment, some recruitment and selection, training and development process have been understood. Training and development program also plays an essential role in British airways in achieving their goals and targets. The person and job description is also important for candidate to perform tasks easily. REFERENCES Books and Journals Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Macmillan International Higher Education. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. Jiang, K. and et. al., 2012. How does human resource management influence organizational outcomes? Ameta-analyticinvestigationofmediatingmechanisms.AcademyofmanagementJournal.55(6). pp.1264-1294. Chang, S., Gong, Y. and Shum, C., 2011. Promoting innovation in hospitality companies through human resource management practices.International Journal of Hospitality Management.30(4). pp.812-818. Ployhart, R. E., Van Iddekinge, C. H. and MacKenzie Jr, W. I., 2011. Acquiring and developing human capitalinservicecontexts:Theinterconnectednessofhumancapitalresources.Academyof management journal.54(2). pp.353-368. McWilliams,A.andSiegel,D.S.,2011.Creatingandcapturingvalue:Strategiccorporatesocial responsibility,resource-basedtheory,andsustainablecompetitiveadvantage.Journalof Management.37(5). pp.1480-1495. Montoro-Sánchez, Á.and RibeiroSoriano, D., 2011.Human resource management and corporate entrepreneurship.International Journal of Manpower.32(1). pp.6-13.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance.Academy of management Journal.54(4). pp.695-717. Grönroos, C. and Voima, P., 2013. Critical service logic: making sense of value creation and co- creation.Journal of the academy of marketing science.41(2). pp.133-150. Talib, F., Rahman, Z. and Qureshi, M. N., 2011. Analysis of interaction among the barriers to total quality managementimplementationusinginterpretivestructuralmodelingapproach.Benchmarking:An International Journal.18(4). pp.563-587. Chiang, C. F. and Hsieh, T. S., 2012. The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.International journal of hospitality management.31(1). pp.180- 190. Hancock, J. I. and et. al .,2013. Meta-analytic review of employee turnover as a predictor of firm performance.Journal of Management.39(3). pp.573-603. Grönroos, C. and Ravald, A., 2011. Service as business logic: implications for value creation and marketing.Journal of Service Management.22(1). pp.5-22. Karatepe, O. M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management.32. pp.132-140. Lusch, R. F., 2011. Reframing supply chain management: a service‐ dominant logic perspective.Journal of supply chain management.47(1). pp.14-18. Schwab, K., 2017.The fourth industrial revolution. Crown Business. Vancouver