Human Resource Management Practices in British Airways: A Case Study

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human resource management

Table of Contents
INTRODUCTION........................................................................................................................2
LO1........................................................................................................................................... 3
LO2........................................................................................................................................... 6
LO3........................................................................................................................................... 9
LO4......................................................................................................................................... 12
CONCLUSION.......................................................................................................................... 16
REFERENCES........................................................................................................................... 17
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INTRODUCTION
The report focuses on analyzing the principles and scope of Human Resource Management
and applying them for gaining competitive advantage in the market by using talented staff in
the organization. The human resource management is a very important department of an
organization whose relevance is understood in every organization today. Training and
development of the employees equally play an essential role in the organization's success.
There are many internal and external factors that affect the decision-making process in
human resource management. Such factors are analyzed in this report in detail along with a
discussion of the elements of employment legislation and its effect on human resource
management. At last, the application of human resource management in the actual work of
an organization is discussed in detail.
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LO1
Human resource is the most valuable resource of an organization that is considered as its
asset which provides a return in future. And thus management of such resource is very
essential for an organization to grow and prosper. Human resource management is an
organizational function which is related with the people and their functions. The
department deals with recruitment, hiring, selection, leadership, motivation, training and
development of human resources of the organization (Heathfield, 2018).
Main functions and activities of HRM
Job analysis
This function of HRM includes identification of content of job requirements and planning
various attributes of the job. The duties, nature, conditions, and qualification required for
the job is finalized in this function (Geroquia, 2013).
Recruitment
This process involves building a connection between job seeking candidates with those who
are offering job i.e. the employers. The main aim of this process is to attract more and more
potential applicants to apply for a job.
Selection
Selection is the process starts after recruitment where the applicants with required
qualifications are chosen to fill the job in the organization. It is a process of picking deserving
candidates from those who applied for the job.
Training and Development
This function improves the performance of employees which help them in working
efficiently in the organization. Training is given for specific work or job performance and
development include overall enhancing skills and abilities of the employees (HRMP, 2019).
Best fit approach v/s best practice
BEST PRACTICE BEST FIT
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Its emphasis on HR practices to increase
competitive advantage and increase
performance for better outcomes (HRM,
2016).
It focuses on aligning HR strategies with
organizational strategies by a cultural and
organizational process (HRM, 2016).
The strategies are made in order to make a
strong connection between HR practices
and organizational performance.
The strategies focus on the needs of both
the organization and the employees.
Functions of HRM that can provide talent and skills appropriate to fulfill business
objectives
Human resource management plays an important role in an organization which manages
the valuable asset of the company i.e. human resource. In a company, the HRM team
suggests to management how to coordinate the employees and make them work with their
full efficiency to achieve organizational goals (Bianca, 2018). The main aim of British Airways
HRM department is to align the human resource with the company's corporate objectives.
The company aims at improving its image of helpfulness and to restructure organization's
behavior through HRM department. With the help of HRM, the employees become more
skilled and gained knowledge along with learning ability and enthusiasm.
Strengths and weakness of different approaches to selection and recruitment
METHOD ADVANTAGE DISADVANTAGE
Online job boards and
websites
 Cost-effective
 Global Reach
 Work at speed
 The technical error
may occur
 Encourage
discrimination with
candidates who are
computer illiterate
Recruitment agencies  Speedy response
 Expert knowledge
can be used
 More advertisement
 Candidates may
prefer directly
dealing with
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 Vacancy does not
become public
employer
Search consultants  Discretion
 The utilization of
expertise knowledge
 Less risk as no hiring
 Costly
 Limited candidates
 People who are
shortlisted may not
be available
The two types of human resources management models adopted by British Airways are as
follows:
 Matching Model
This model suggests that policies and regulation of HR organizational structure
should match with the strategies of organization (Sabry, 2017). This is a hard HRM
model which focuses on managing and improving performances of employees with
an aim of earning more and more profits or money. Following processes are
explained in the generic human resource cycle of this model:
Mission and strategy – The mission of British Airways is to provide world-class high-
quality services to its customer and become the best airlines of the world (British
Airways, 2018).
Organizational structure – British airways organize various development
programmes to give more authority to its line managers. The company also launches
different learning programmes.
Human resource management – British airways prefers new employees who have
intellectual and analytical skills in place of any retiring employees rather than the
candidates with management experience in the service industries.
 Harvard Model
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This is the soft model which is also known as high commitment management model
of the organization. Beer et al was the founder of this model in the year 1984 which
focuses on developing the quality, flexibility, and commitment of employees.
LO2
Benefits of different HRM practices within British Airways
 Employee relation – Through continuous communication and interaction between
HR managers and employees, a relationship develop between them. This
relationship helps British Airways in achieving its goals with the support of
employees.
 Conflict resolution – The human resource management of British Airways help in
solving disputes between employees and management or conflicts between
employees. Matters related to insubordination, poor attitude, inappropriate
language, and other disrespectful workplace behaviors are resolved by HR managers
(Scott, 2019).
 Training and Development - Human resources of British Airways provides training to
its employees which help them gain the additional advantage of learning new things
and getting experience. HR managers support employees in their career
development which give them the feeling of self-satisfaction and encourage them to
put their extra effort in fulfilling organizational goals and objectives (Bianca, 2019).
 Information Resource – Every employee should be provided with essential
information about his work. But sometimes when the worker didn't get information
from his employer then the human resource managers provide the same. This
information can be related to their job, employee benefits, leave of absence,
employee assistance programs and worker's compensation benefits.
Different methods used in HR practices in British Airways
British Airways are a multi-national operator has to establish policies and practices that best
fit the working environment of staffs.
 Workforce planning – British Airways introduced many local incentive plans and
made agreements with the trade unions as its new working practice at terminals.
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The company aimed at fostering a good relationship with its flying community
(British Airways, 2018).
 Recruitment and selection – HRM practices are very helpful in the process of
recruitment and selection. This is a very crucial process for attracting more and more
potential and deserving candidates for the organization.
 Development and training – For introducing any change in the organization, British
Airways organizes training sessions for its employees. For example, BA organizes
industrial relation training courses to improve understanding and practices among its
employees (British Airways, 2018).
 Performance management – In order to evaluate the performances of employees,
British Airways used a mixture of financial and non-financial performance measure
and to reward them accordingly which motivates them to work more efficiently.
 Reward system – For encouraging and motivating its employees, British Airways
introduced many schemes and reward systems such as employee reward plan, Smart
pension arrangements, Airways Pension Scheme (APS) and the New Airways Pension
Scheme (NAPS).
The evaluation of different HRM practices in terms of raising profit and productivity of
British Airways
Human resource management of British Airways help in providing world-class high-level
customer services by promoting individual performance and capabilities. There are
following benefits of different HRM practice for raising profit and productivity.
 The main intention of human resource management of British Airways is to adopt an
informal approach for resolving conflicts among the employees by taking help of
mediators which are internal to the organization.
 Training and development courses adopted by British Airways helps in improving
understanding and practices in order to achieve the organization's objectives.
 The relation between employees and HR managers have prevented discrimination
among employees and promote the growth of the company.
 The productivity and performance of employees increase in the organization by the
positive work environment.
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 Human resource management of British Airways aims at motivating their employees
to work at their best and for encouraging them the company has used many reward
schemes and provide many benefits to employees for their better performance.
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LO3
Importance of employee relations to influence HRM decision-making process
A company is nothing without its employees and without people working for achieving its
goals and objectives. Maintaining employee relation is a very essential task for an
organization to grow and prosper. Employee relation increases productivity, save time,
reduce wastage and extra cost along with contributing to the success of the company
(Anderson, 2018).
British Airways promote employee relation with its trade unions in order to improve the
performance and productivity of the employees. The company has three trade unions which
work constructively with British Airways and represent as colleagues of the company. Many
agreements are made with these colleagues which promote their engagement and
involvement (British Airways, 2018).
For fostering good relation among the employees, many incentive plans are introduced by
the company. Many challenges of the company are easily tacked by increasing good
relations with the flying community. Communication plays a vital role in building employee
relation which helps in increasing employee loyalty and improves their retention rate. The
cost of high turnover rate of the employee may overweight other benefits of the company.
On the other hand, low turnover rate ensures skill and trained employees for contributing to
the success of the company (Brien, 2018).
Maintaining a strong relationship with the employee is the key to long term success and
growth of an organization. Taking into consideration its benefits, the company should lay
emphasis on building a positive work environment and a healthy relationship with its
employees and workers.
Evaluation of key aspect of employee relationship management and the effect of
employee legislation on HRM decision making
Employee relationship management is an important function which manages all the
employees and workers of the organization. It effectively nurtures the relationship between
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employees and management of the company. Employee management is very essential for
managing relationships between various people of the business.
 Employee relation is helpful in attaining objectives of the organization with support
and assistance of employees.
 A relationship develops between employee and managers reduces harassment and
discrimination of the employees.
 It helps in motivating and encouraging employees for working at their best by
coordinating the organization's goals with their own objectives.
 Employee relation encourages transparent communication between various levels of
the department of the organization.
 It promotes effective teamwork within the organization which encourages healthy
competition within the work environment of the company.
Impact of employee legislation that affects HRM decision-making
Human resource managers are responsible for the employee legislation compliances and
other workplace-related laws. The most common laws that need to be followed by HRM of
an organization include Fair Labour Standards Act, Occupational health and safety act, Civil
Rights Act, Equal Pay Act, Americans With Disabilities Act, Age Discrimination in
Employment Act, Family Medical Leave Act, etc. (Peterson, 2017). Employment regulation
on human resource affects not only operations of the business but also the relationship with
employees and other stakeholders.
Key elements of employment legislation and the impact it has on decision making of HRM
Employment legislation not only has an impact on the relationship between organizational
stakeholders but also affect the training and development process of employees. Trade
unions are more aware of these legislations and the managers have to take care of their
responsibilities (Wootton, 2014). The key elements of employment legislation can be
discussed as follows:
 Employment legislation is very important particularly for preventing discrimination
of employees with the help of discrimination laws.
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 Another employment legislation of minimum wage ensures proper wage payment to
the employees of the company.
 Workplace safety and health employment laws regulate the safety of workers at
workplace related to unsafe working conditions, machinery, noise levels,
temperature extremes, electrical hazards, and extreme vibrations and resolve their
various health issues as and when they arise.
 Workers compensation employment laws provide insurance for the medical cost
incurred on injuries of the workers.
 Employment laws about child labor prevent children below the age 18years from
hazardous jobs and set a minimum wage for their labor and work.
Employee legislation paved new possibilities for professional growth and influence more
formal human resource practices in the relationships between employees and another
stakeholder of the company (Wootton, 2014). The impact of employee legislation can be
discussed as follows:
 Employee legislation prevents the employees from harassment in the organization
by providing them rights through various laws of the legislation.
 Employee relation ensures healthy competition among the employee which thrives
them to work for better operation in the company for its success and growth.
 Human resource policies and legislation provide safety and health to safeguard them
from the hazardous environment of the company.
 Employee legislation helps the employees in ensuring minimum wage payment
which also protects their right of appropriate wage rate.
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