Human Resource Management and Resource Planning in Airline Industry

This report delves into the realm of human resource management (HRM) within the airline industry, offering a comprehensive analysis of its role, purpose, and key functions. It begins by examining the core responsibilities of HRM, including staffing, recruitment, compensation, and employee relations, with a specific focus on British Airways. The report explores HRM concepts such as planning, forecasting, recruitment processes, and employee deployment, while also presenting a human resource plan based on supply and demand analysis. The report further investigates the current state of employment relations, the impact of employment laws, and the importance of job descriptions and person specifications within the airline industry. It also assesses the contribution of training and development activities to the effective operation of airline businesses. The analysis incorporates soft and hard HRM approaches, emphasizing factors like planning, forecasting, recruitment, and the influence of legal, technological, and economic factors. The report concludes by highlighting the importance of employee relations, technological advancements, and the PESTLE analysis in the airline industry, providing a thorough understanding of HRM practices and their impact on organizational success.

Resource management for
service industry

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1 Analysing the role and purpose of human resource management in a selected service
industry...................................................................................................................................3
1.2 Human resource plan based on the analysis of supply and demand for airline firm's......6
2.1 Current state of employment relations for Airline industries...........................................9
2.2 Impacts of employment laws in management of human resource at airline industries .10
TASK 2..........................................................................................................................................12
3.1 Job description and person specification for airline enterprises.....................................12
3.2 Comparing the selection process of different airline service industries businesses.......13
4.1 Assessing the contribution of training and development activities to the effective operation
of airline firm's business.......................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource is responsible for managing functions of enterprises like staffing, hiring
employees, recruitment, compensation, profits, policies and contracts of workers etc. This report
written for airline company and its management that serves its services on airways via airlines
(Chelladurai and Kerwin, 2017). This document covers roles and purpose of human resource.
Also, displaying concepts in management such as, planning and forecasting, process of
recruitment, deployment and monitoring employment, etc. Furthermore, it is justifying plans of
HR based on an analysis of supply and demand for firm which is displaying creation of its plan,
analysing supply and demands, and external as well internal factors. Lastly, this document is also
presenting current state of employment relations, their laws that affect organisation and job
description according to airline's industry.
TASK 1
1.1 Analysing the role and purpose of human resource management in a selected service industry
The human resource are the person that has responsibility of managing firms staffing,
recruiting, performance, profits, compensation, structuring and concentrating on the systems and
policies. Here HR is handling formal system in management of British Airways which is
inherited (Lange and et.al., 2015). Organization aims to increase profits so these are optimized
by HR via implementing performance of workers. Its basic goal is to retrieve details of retaining
talent, development, and make alignment work for airline firm (Mok, Sparks and Kadampully,
2013). For example British Airways, it is superior contributor in an organization. It makes more
incomes via improving performance of employees in procedure of enterprise. On other hand, Be
At One cocktail bar is improving their customer services by serving better facilities to other bars
like interactive menus, offering schemes, vouchers etc. so it will interact clients. It consists
analysation, requirements in planning, training and orienting, hiring and recruiting correct
worker, handling salaries and wages, incentives and profits, performance evaluation, resolving
conflicts and making connections with all employees at all branch. In management of personnel,
including leadership, effective skills in negotiation and knowledge of its organization.
 Role of Human resource management : Main aim of HR give training, hiring and
developing employees performance in firm wherever it is required via developing their
knowledge by retrieving details and giving effective training. This information also used

for promotion with their skills and work. This will minimize requirements in recruiting
for external environment. This is determined as cost effective way to manage workers. It
implementing changes whenever it requires in future by the HR and also making plans
that are useful for its change. Like British Airways is rapidly growing in new markets
(Riley, 2014). For example it is providing its service in 160 locations. It also consists
domestic areas using air Canada, emirates, etc. On other hand, Be at first cocktail bar is
serving their services only to its place. Organization implementing new technology for its
services to customers so it will increase profits and also improving their skills. Gaps like
leaving employee their job, retirement, etc. is fulfilled by the enterprises via promoting
them and hiring new workers.
 Soft and Hard HRM: Human resource management is defined in two structure soft and
hard HRM. In soft, HR using models which are emphasized by their self-direction and
individual knowledge. Like their behaviour, at the mid which is strategic approach
(Armstrong and Taylor, 2014). In Hard HRM, strategic fit is measured by models which
are ratio and performance management. Human resource, first analyse problems or
conflicts in airline company using this hard and soft HRM.
In soft HRM, workers are treated best because they are important resource of firm. Their
requirements are planned and handle as an individual (Hoque, 2013). Concentration of human
resources, is on staffing and related things. Like in motivation, roles, rewards, etc.
Benefits of soft HRM:
 Human resource, focuses on long term planning for workforce.
 Creating strong and connections.
 Pay structure is competitive including their performance with their rewards. Such as
share options.
 Workers are motivating so that they will understand and take their responsibility.
Benefits of hard HRM:
 Short term updates in number of workers.
 Less connection and communication from top management.
 Human Resource selecting knowledgeable and skilled staff.
 Creating structure of management for organisation.
Roles according to its purpose of HR of airline industry is given below:

 Planning: In the process of Human resource management is identifying existing and
future needs for implementing and developing structure of plan that meets its
requirements (Sparrow, Brewster and Chung, 2016). Also, observing all operations in
British Airways which are effectively work.
 Forecasting: Airline industry, forecasting by HR involves labour requirements and their
effects (Boella and Goss-Turner, 2013). It identifying staffing for long and short term
requirements according to services which are measured by growth of office. So these
source affecting firms operations.
 Process of recruitment: It is important in HRM for recruiting staff members in
enterprise. It is providing qualified and educative peoples for hiring peoples.
 Contracts of recruitment: Paper work is important for appointing staff members in
airline companies. So employees know rules and regulations of firm.
 Deployment and monitoring of employees: Selecting employee is wide concept as
compared to observing workers (Heizer, 2016). It is long procedure which must meet
according to condition of airline firm.
 Training and development: It is essential because it will increment employee’s
performance and it will maximize income of organization. It will improve skills and
knowledge in order to their ability and their learning.
 Monitoring budget: Human resource is creating structure for plans for future budget so
they will analyse past and current details of airline industry (Smith, Maull and CL Ng,
2014).
Human resource planning is essential in an organization for management of workers so
there are some external and internal factors that are impacting on HRM that are given as below: Legal: Employment law is the legal system that is always modified in order to time. It is
affecting in human resource plans and also takes time for its implementation.
Organizations have to up do date for legal laws in employment. This factor affects firm's
structure and its policy. Compensation: It is the way for giving compensation in amount of money to employees
for attracting them by the organizations. Many firms offering this compensation that
helps workers to do their work with full efficiency and its drive in labour supply. It is
effecting in employee's behaviour and their performance in an enterprise.

 Technological: In human resource planning new skilled workers who have the
knowledge of new technology is required in firms and enterprises also providing training
for innovative technology which is essential in HR planning. This is impacting on work
performance of employee's.
 Relations of employee: it is internal factor that impacts on worker's behaviour. For this,
leaders always motivates their staff members so that they can do their work with their
best. Mangers are maintaining good relationship with their employee's so it will make
them positive.
Many plans are changed in planning of human resource management according to firm's
requirement, environment and time. It consists five factors which are consisted in HRM for
environmental change, they are: technological and economic changes, work force diversity,
firm's recruiting, globalization and changes in nature of work. In technological change, workers
are changed by manufacturing technology and machines. Economy is different with changes in
order to countries rules and regulations. In work force diversity, it is an attribute of people which
are used to tell themselves that they are different from others. It consists some factors for them
which are, sex, race, values and cultural norms. This all are involves and affects the human
resource planning in organizations.
Analysation of demand and supply: It is deeply analysing all demands of products and
services in market, and supplies in an organisation by managers or leaders. It is economic model
that involves determination of products value. Labour and financial assets are monitored of an
enterprises products for a competitive market.
British airways human resource management system takes care of all the employees as
well as the organisation. Human resource manager provides training to its pilots and other staff
members to increase their productivity. They also look over employees increments, bonus, health
and safety plan. They have also adapted different schemes to evaluate the performance of their
employees (Marler and Fisher, 2013). Human resource management system of BA motivates its
staff members by giving them rewards and appreciation according to their performance. They
also allocate valuable resources which are very important for the organisation to improve its
performance.

1.2 Human resource plan based on the analysis of supply and demand for airline firm's
Airline industries serving their services according to its planning by analysing locations
and demands of clients. So firms firstly designing the process that will identify with future needs.
Also, implement and develop plans for achieving that requirements by observation of overall
operations in organization (Eaton, 2017). These operations are effectively monitored that they
are working well or not. Sometimes, firm’s preparation for typical plans which are working is
not guaranteed. Enterprises have three provision processes which are as below:
 Operational plan: Implementation of tactical plans in routine process at firm is
concentrated by enterprise. In airline firm's, every training program is deal in step by step
procedure for its success.
 Strategic plan: For importance in strategic aims of airline companies, properties are used
according to condition, general plans and actions which are outlined. For creating
excellent service to the customers, firms making design that are sets up in this strategy
which is observed for to retrieve clients long term loyalty.
 Tactical plan: This plans is used for retrieving strategic plans by creating and
implementing tactical ideas (Manvi and Shyam, 2014). So training staff is programmed
for making a set for these planning.
 Forecasting: For future in corporate requirements, airline firm's and HRM is anticipating
the acquirements of training. In development of planning for businesses, many sources
and factors like international competition, brand management, issues on joint ventures,
etc. be forecasting.
PESTLE:
Airline industries has done PESTLE analysis to examine the effect of political,
economical, social, technological, legal and environmental factors on their business decisions.
Political factor includes safety and political stability of the passengers. Fuel cost,
currency exchange price are the economic factor which directly affects the growth of airlines
company.
Technology advancements in airways pays an important role in airways. Internet in
mobile phones is used by people for know airline sites and their details regarding to trip. Like its

cost, facilities of airline industries, safety for customers, etc. so technology effects in providing
information as positively for airline industries.
In social factor, business travellers or passengers always looking for trusted companies
for airlines. So that people ensuring their journey that must going to be safe and smoothly. The
passengers are going to be more concerned related to prices because of economic downturns
compels the persons. Less cost is provided by many airline companies so people comparing these
airline firm's for his/her suitable airline.
Economic factors like currency exchange rates, inflation rate and economic climate of
different countries impact directly on airline company's performance. Fuel cost is major factor
for airline firm's. This factor at airline firm's is affected by global downturns. Like, the prices of
oil and services are maximizing, financial crisis, etc.
Environmental factors like noise, waste management, air, water pollution etc. these all
factors are faced by airline industries. Many companies of airlines are concerned by
environmental things like climate change.
Organisational objectives: The main objective of airline industry is to fulfil the
customer's requirements and make profits. Airline firm's aim is to become global premium
airline of the world. They are focusing more on providing the best services to the passengers,
improve their position among top countries and maintaining top choice of the customer's at the
international flights.
Human resource planning: Human resource plan is created to fulfil the gap in their
personnel resources by referring to balance the supply and demand of employees in the customer
service department of airline firm's. Organisations want to deliver best and unique services to the
passengers. For which, they have decided to hire more number of workers to improve their
customer service.
Identification of human resource gap: Airline companies has less number of employees
which has increased the workload of other employees. Supply of human capital is very necessary
to increase the productivity of the organisation.
Shortage of human resource: Many airline companies are facing problems due to
shortage of employees. They require more human capital to fulfil the needs of their customers.

Action plan for bridging gap: In order to overcome this problem, human resource
management has decided to hire more employees in order to achieve their above specified task.
They are recruiting candidates externally by giving advertisements of vacancies on their
company website and other channels so that more candidates will come to know about their
vacant position.
2.1 Current state of employment relations for Airline industries
Performance of employees and its related activities is assessed by human resource and it
is very crucial operations at airline firm's (Hong and et.al., 2013). So this can be assumed for
enterprises procedure. This process is playing major role for retrieving companies aim by
monitoring work of workers. For this, HRM in airline firms are making a chain for assessment.
Such as, Details of overall performance according appraisal scheme and increase improvements
in work of employees in relation of activities of workers and also their rewards.
Structure of reward and payment of workers: The structure for rewarding and paying
to employees depending on their work and their activities. Promotion is based on hard work of
peoples and then reward them according their operational actions. Nowadays it is mostly used in
firms for their improvements in system. So organisations encourage workers for maximizing
their performance by appreciating. This structure is based on four things: payment,
compensation, remuneration and reward. For payment, consisting non-monetary or monetary
costs. Human resource for establishment also including in strategic plans according contribution
to workers for pay system (Jennings and Stadler, 2015). HR responsible for creating objectives in
planning of rewarding construction. So this also consisting bonus scheme which is paid for all
workers. For example: Pay system is developed for employees in airline firm's which are
transparent, fair-able and equitable.
Participation of workers: This is playing major role in performance and activities for
organisational structure. Workers work can be measured by their contribution in organizations.
When employees are satisfied with their duties, then they will give their hundred percent on their
work with proper concentration. So human resource are encouraging them so it increases their
confidence and performance and also maximizing profits for firm (Wilton, 2016). For this,
employee’s participation in various operational activities is essential because their involvement
is important.

HR creating some objectives for employment participation. These are aligned according
to organisational system for retrieving its aims. For these, Human Resource analysing level of
paying system and its objectives which are essential. Such as, in packages, rules and regulations
as compared to other service industries. HR is collecting information of employees like their
contacts, their nature and behaviour, etc. So, these will help to know satisfaction or
dissatisfaction of workers and also increasing their levels for their participation. It will maximize
ratio of assumption of their involvement by analysing their work. Engagement to workers, is
effecting on organisation system and its income. It will give results after encouragement that
increasing growth of enterprises, loyalty, good conditions at work, making discipline at job, etc.
2.2 Impacts of employment laws in management of human resource at airline indutries
The employment laws and rules in all firms playing major role because this helps to
know terms and conditions for employees and also making awareness for it (Sallis, 2014). There
are various laws which are affecting airline firm's which are as follows:
 Employment laws: Rules and acts assist to aware workers for to know their rights. It
consisting several laws like employment legislation, employment relations, laws for equal
opportunities, agreement rights etc.
 Employment legislation: It includes in form of safety and security laws for workers at
workplace. Part-time rules are developed by government for employees at work.
Legislations are some acts that are followed by enterprises for workers (Jackson, Schuler
and Jiang, 2014). These laws help them to know their rights at their duties. This rules
impacting on at selected employees and concerning related their works because some
workers are profitable for firm.
 Employment relations laws: This are created for to protect workers’ rights. It consisting
some aspects of employee and employer relationship. These are very essential for
workers which are complied with several legal laws. Like equal opportunities, it
including terminations and resignations of employees. In an agreement of joining, all
important details are listed in airline industries contract. This document displaying all
information regarding to his/her job. Sometime these agreements also affecting
businesses like if someone is not working good his/her duty then that report is arisen
issue in termination (Aswathappa, 2013). Sometimes if person wants to resign their jobs
then that legal document also crating problem. If that employee is profitable for firm and

his resigning also mismanaging staff work. Equal opportunities in an employment also
increasing conflicts in businesses. Human resource always selecting workers with similar
tasks concepts so that all can fairly complete their work according to their efforts.
 Redundancy procedure: Promotion and retirements are based on airline firm's policy.
This includes retirements, dismissal, maternity, paternity and ill health retirements. When
employee suffers from any kind of disease and is unable to work properly, then they are
eligible to use these leave policy. In absence of workers, their duties are managed by
other employees (Talk, 2016). This leads to mismanagement of the work as incomplete
task is given to other employees.
 Sick pay : employee is taking leave at work because of his/her illness. So this law is
determined as sick pay and these are categorised in two forms, they are statutory sick pay
and firm sick pay. At first, the all legal amounts are entitled and in second form is
consists additional generous sick pay of employee's by organization.
 Maternity: This law is created for new mothers for taking temporary leaves in an
organization according to these right for female employee's. This law facilitate mothers to
become stronger and recovery from childbirth.
 Paternity rights: This law is for unmarried fathers they are adopting their child's and
taking temporary leave in an organization. Many people like divorced and unwed are
planning for family so this right is for them and they are taking leave for temporary in
firm's according to paternity rights.
 Dismissal: This right consisted in employment will and it is displaying that in firms,
worker can be dismissed for any reason. So that reason maybe unfair or unjust and he/she
has the right for leaving his/her job.
 Tribunals in employment: it contains independent judicial body in order to employment
acts which is created for to solving disputes among the employees. In this all the claims
and matters that relates to employment are heard that may be regarding to wages, unfair
dismissal, redundancy systems, etc.

 Conciliation: In tribunal employment claims, this are must be notified by Acas and
completed via early-conciliation before lodging that claim. This Aces helps both parties
for resolving differences between them and this s attempted by Acas conciliator.
 Arbitration service: It contains impartial referee that provides services to settle disputes.
The Acas is consists this arbitration services for resolving problems that relates to
disputes.
British Airways have made different policies regarding employees promotion and retirements
(Zoe, 2017). The candidate who is applying for the job has to follow all the process of the
company in fair manner. Employee has to give notice of its resignation before two weeks.
Redundancy arises when someone leaves the job. Also, retirements is another factor which
affects the organisation as they loss experienced employees.
TASK 2
3.1 Job description and person specification for airline enterprises
Airline industries serving their services at various locations so, several workers are
selected for different destinations according to areas. Firm is rapidly choosing new persons for
their new locations. For these, various posts are showing needs of various posts in enterprise. Job
is specifying their particular posts and requirements in order to enterprise needs. So this is
fulfilled by hiring persons on for several duties. Working at company, some knowledge is
important for peoples like minimum age must eighteen, working hours possibly twenty-four and
seven day in a week. For example: there are various posts at British Airways, like a
representative which helps to customer for providing services (Holsapple, 2013). Supporters in
airlines at an administration work, attendant in flights, pilots at airlines, agents for tickets, crew
members for cabin, controller at air traffic, handler for baggages, technician for maintenance,
mechanics for aircraft, representatives for sales, technician for facilities, clerk for reservations
and supervisor.
This posts for job, creating opportunities for peoples and also for unemployment. For
applying this occupation, some favours are considered. Like this posts only applying by online
forming system. Some increments are also possible in air travelling. It also including discretion
that is displaying UN-qualification also disqualify that person. These documents for online may