Human Resource Management in British Airways: A Comprehensive Analysis

Desklib provides past papers and solved assignments for students. This report analyzes British Airways' human resource management.

HUMAN RESOURCE MANAGEMENT IN SERVICE INDUSTRY

Table of Contents
INTRODUCTION............................................................................................................................. 2
TASK1............................................................................................................................................. 3
1.1 ANALYSIS OF THE INTRODUCTION AND GOALS OF HRM IN BRITISH AIRWAYS....................3
1.2 PRODUCTION OF A HR PLAN................................................................................................6
TASK2............................................................................................................................................. 9
2.1 ACCESSES THE CURRENT STATE OF EMPLOYMENT RELATIONS IN THE AIRLINE INDUSTRY.9
2.2 DISCUSSES HOW EMPLOYMENT LAW AFFECTS THE MANAGEMENT OF HUMAN
RESOURCES WITHIN BRITISH AIRLINES....................................................................................11
TASK3........................................................................................................................................... 13
3.1 A DISCUSSION OF THE JOB DESCRIPTION AND PERSONAL SPECIFICATION FOR CABIN
CREW....................................................................................................................................... 13
3.2 COMPARE THE SELECTION PROCESS OF BRITISH AIRLINES AND INDUSTRIES BUSINESSES16
TASK4........................................................................................................................................... 18
CONCLUSION............................................................................................................................... 22
REFERENCES.................................................................................................................................23

INTRODUCTION
Human resources management has received importance over a previous couple of years.
Basically, this file has been organized to examine the human analysis management practices
being accomplished at British Airways (Ali, 2018). The look at highlights how the agency has to
conquer a variety of demanding situations during the hit implementation in their present-day
human resources control coverage and strategy. British Airways are United Kingdom flag carrier
and its largest, international flights and international airlines. UK flag carrier, when measured
by passengers, is the second largest airline after Easy Jet. In 1972, the United Kingdom
government set up a British Airways Board to manage the two nationalized airlines, British
Overseas Airways Corporation and British European Airways, as well as two smaller, regional
airlines. The companionship’s visual modality becomes the earth’s most responsible airline and
all its corporate responsibility to bargain harder under the streamer ' One Destination ' is a
Major challenge for the company to further reduce carbon emissions, recycle and reduce
underrating air pollution and noise pollution.

TASK1
INTRODUCTION
The recently appointed trainee Human resources Officer at British Airways this file is offered to
the manager considering the achievement of the agency for flight settlement from Madeira to
Heathrow (Marzouqi-Al, 2017). On this file, British Airways HRM function and purpose is
analyzed or as HR perspective provided conspiring analysis of delivering and demand with the
aid of justifying body of workers roles, their numbers, and running hours and conveying
administrations to a fresh out of the flight new departure from Heathrow and Madeira.
1.1 ANALYSIS OF THE INTRODUCTION AND GOALS OF HRM IN BRITISH
AIRWAYS
HUMAN RESOURCES MANAGEMENT
In an organization dealing with the process of managing relation with the staff and providing
resources to the employees of the association for successful and productive administrations
accordingly from the employees is names as the Human Resources Management (Airways, B.,
2008). There is a different division for managing human resources i.e. HR Office. The duty of the
human resources office is to enrol the representatives to the association and to give preparing
to the workforce of the association so as to create aptitudes in the representatives and upgrade
their usefulness.
Harvard Model
Harvard shows include six key sections of Human Resource Management, board participants
and options for human property officials, situational components, human resources and the
results of the Earth Circle (Deepz, 2018). Representatives of the main structure of the Harvard
model should be used at British Airways Avenue so that they can join officials, government and
network associations and identify the enthusiasm of the partners. The British Airways route
may be responsible for Madera and Heathrow by the human administration; similarly, the

British Airways route needs to guarantee that the person has performed well without affecting
the responsibilities of the human race and the organization.
INTRODUCTION OF HUMAN RESOURCES MANAGEMENT
The work of human resources management is compulsory in British Airways as their families
and official viability (plus, 2012). The organization has changed the working environment by
working with mixed varieties, awards and difficulties, so all those who work through the carrier
feel happy in having a piece of the organization. HRM's job and goal in British Airways can be
understood through three remarkable practices executed by the office.
Planning of Human Resources
Since British Airways has been allowed to travel from Heathrow to Madeira and on the other
hand (Sengupta, 2014). The flight timing is 4 hours, there will be 4 flights in the apex time of
summer, and 3 flights will be there in the rest of the time. In order to do the option the number
of flights every week in the summer season and the rest of the period, the HR department of
the affiliation should be done for the extra workforce for the extended number of flights due to
which the HR division ought to select agents. Close by that, the obligation with respect to the
readiness of the delegates is in the manner of the HR division.
Development of employee program
By modifying the client administration British Airways could concentrate on structuring the
advancement program for its representatives (Chand, 2017). This would be a guide in improving
the learning and aptitudes of the representatives. The workers will be prepared for this new
trip for managing the differed circumstances in a superior manner than they were prior. The
human asset the executives need to contribute important cash for the preparation and
advancement program in order to improve the general picture of the organization. As this
preparation and advancement programs help in building up the neighbourly conduct of staff
which will straightforwardly be connected with consumer loyalty in the aircraft industry. The
organization has chosen to take up different improvement programs for all the new and old
staffs.

Payment Package and Reward
One important process of human resources officers and liability is to choose the salary structure
of association representatives. When the structure of the compensation is chosen, the
following responsibility of HR officers is to ensure the convenient arrangement of the workers'
wages, which manages the fulfilment of the activity of the representatives. In addition, it is the
duty of HR officers to allocate prizes and rewards to employees on additional efforts so that
they can be motivated to work hard.

1.2 PRODUCTION OF A HR PLAN
Human resource arranging
The system of human resource management is a continuous and precise process, which,
according to changing circumstances, examines human resources requirements in a union, and
also creates human resources, which are suitable for long-term hierarchical goals (Poell, 2017).
The role of human resources is an integral part of the organization's corporate role and other
budget systems because the cost required for human resources affects the long haul for
additional corporate speaking schemes.
Human resources Plan
Allocation of Human resources targets
British Airways, the main focus of the HR plan routes to increase the number of flights between
Heathrow and Madeira (Boksol and Prssel, 2011). At the same time, the number of extended
flights with the control of the board at the expense of the employees and the necessary gift
workforce for board retention, in the same way, to meet the goals of human resources.
Steps for meeting HR motivation
The Human Resources branch of British Airways routes needs to select new employees so that
the new flight logos for the extended flights from Heathrow to Madeira are allocated to the
individuals and pilots (Jekiel, 2016).
Marketing certain about the supply of HR as indicated by the interest
At this dimension, the Human Resources Department of BA requires the best possible arranging
of HR as far as both interest and supply (Gomez-Cedeno et al., 2015). The accompanying plan
demonstrates the right parity amid the pick-summer season, which thinks about the pick-off
season as a turnover. Coming up next is the prescient interest for the supply of new supplies
and new interest for British Airways' Madeira, which is thinking about both pick and off season
request and supply:

Supply Analysis Supply demand
analysis
Working hours
details
Key Designations Staff
Quit
during
the
year
Number
of
present
staff
member
Projected
turnover
during
off pick
season
Staff
left
by
the
end
of
the
year
Projected
staff
demand
for flight
Projecte
d new
hires for
flight
Working hours
(Per week)
In flight Business
executive manager
3 3 2 1 4 5 36
Consumer service
manager
1 3 1 2 8 6 42
World class Cabin
Crew
3 15 8 7 25 18 48
Heathrow Mixed
Fleet Cabin Crew
3 30 8 25 35 22 42
Pilots 1 7 2 6 15 12 36
Flight
attendant
7 20 8 12 45 35 48
Airport
station attendant
2 18 4 15 25 16 36
Airline
administrative
support
2 8 4 5 10 10 42

Total Staff 104 37 73 167 124
Justification and Human resources plan
Assuming the off-peak season turnover of BA workers for a specific four-hour journey of
Heathrow and Madeira, this arrangement is taking off for business. For both the season request
and the off-season turnover, the right idea and mix of human assets make the appropriate
similarity of human asset requirement in BA.
CONCLUSION
In view of everything, this report depicts jobs and major motivation behind the human assets of
officers in BA. In addition, the report has presented a small HR scheme for Madeira visit to
demonstrate the free market activity of employees with hours of working hours and working
hours in BA. Finally, the system considers the admirable exterior as merely an internal factor
which can affect the human property system in the BA.

TASK2
INTRODUCTION
This report relies on the assessment of the current status of business relations in the
establishment of British Airways courses (Purcell, 2011). In addition, this report looks at the
business law affecting the human plan of the action of British Airways officials.
2.1 ACCESSES THE CURRENT STATE OF EMPLOYMENT RELATIONS IN THE
AIRLINE INDUSTRY
This report related to Staff relations, there are collections of people dealing with representative
business connections, which contribute to the motivation, confidence and profitability of
employees, and this is how it works in a union to resolve and review issues that affect the
working conditions (Mayhew, 2017).
Staff Relations
Worker support is a wonderful plaintiff in which the Association representatives participate in
basic leadership processes of the association rather than follow the request (Rubery et al.,
2003). It helps the Association by giving the most extreme number of ideas for arranging issues.
British Airlines routes include many of the main attractions of the open division, where worker
relations are exceptionally broad components. The organization was considered deeply as the
timing of 16 working organizations. One of them is BALPA, which is a British airline pilot
affiliation, whose carrier has a very important influence in business.
STAFF PARTICIPATION
Staff interest is a state which starts to advance the community-oriented worker rights for
speaking to the basic leadership of association or its consequences of the representative
endeavours for structure aggregate portrayal in the organization's choices, which is conceivable
on the outside of obstruction by the business (Boyne et al., 2016).

STAFF INVOLVEMENT
Representative inclusion is a point to a measure, which is introduced by the administration for
enhancing the use of the staff though thinking about the association's point and needs by fitting
worker recognizable proof (Zhu and Spangler, 2005).
STAFF EMPOWERMENT
Representative strengthening is intimate to a specialist to oversee them for undertaking their
jobs as they are resolved to perform taking care of business (Carrel et al., 2014). It incorporates
furnishing the workers with the self-rule and obligation regarding dealing with their very own
employment and encourages them to set their very own objectives as per assignments choices
for undertaking execution, due dates and needs. With the superior authority culture, British
Airways routes dependably endeavour to release the capability of its workers. The
organizations saddle the abilities of the workers for engaging them to share their thoughts and
furthermore letting them mindful of the reality they would be hard and reacted also.
PATIENCE AND EXPERTISE
The organization has likewise arranged its very own staff concerns strategy, where it has
additionally portrayed its pledge to keep up the elevated requirement morals, responsibility,
genuineness and transparency (Cascio, 2015). These jobs are critical with the execution of all
staff individuals and their consistency towards the complaints methods of the organization. The
issues managed in the staff concern strategy of the organization are manoeuvred carefully and
at most extreme prudence as conceivable as practicable it is constantly kept private too.
Unknown concerns and issues are likewise considered for examination with a sensible premise
of the examination.

2.2 DISCUSSES HOW EMPLOYMENT LAW AFFECTS THE MANAGEMENT OF
HUMAN RESOURCES WITHIN BRITISH AIRLINES
EMPLOYMENT LEGISLATION
To the extent, the organization setting is concerned the work legislation is something which
must be trained by the association for representatives and the association itself (Cingano et al.,
2015). It can also be named as the law which administers the work inside an association where
the representatives work. It influences the representatives and the associations legitimately.
There are following laws which are attending by British Airways routes for the controlling
administration of the HR.
DATA PROTECTION LAW
This is the law made by the administration of UK so as to ensure the information of the
residents of the nation (jolliffe et al., 2003). In a position setting, the individual data of the
worker of the association is private and it is the liability of the association to secure the
individual data of representatives.
CONTARCT LAW
It is a law in which the two groups make an allowance to the premise of which the dealing
between those groups occurs (Salas et al., 2006). The British Airways pursue this law and it
enables the representatives of the association to go to the court if the association does not give
the offices as guaranteed in the agreement. At the season of the enrollment procedure, an
agreement is marked by the representatives in whom the point by point portrayal of the offices
is given which are to be given by the association to the workers.
LAW FOR EQUALITY
It is a law in which the association needs to assess every single worker similarly and no
separation can be made based on Color, Religion, ethnicity and race (William, 2016). British
Airways pursues this law of uniformity which advances the conduct among the representatives.