Human Resource Management in British Airways: A Comprehensive Report

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HUMAN RESOURCE MANAGEMENT IN SI
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TABLE OF CONTENTS
TABLE OF FIGURES......................................................................................................................... 3
INTRODUCTION............................................................................................................................. 4
TASK1 LO1......................................................................................................................................5
ANALYSING THE ROLES AS WELL AS PURPOSE OF THE HRM DEPARTMENT IN CONTEXT TO
THE BRITISH AIRWAYS............................................................................................................... 5
PLANNING OF THE HUMAN RESOURCE BASED ON THE SUPPLY & DEMAND............................9
TASK 2 LO2................................................................................................................................... 12
CURRENT EMPLOYMENT RELATION STATES IN RELATION TO THE BRITISH AIRWAYS.............12
DISCUSSING THE IMPACT OF THE EMPLOYMENT LAW IN CONTEXT TO THE BRITISH AIRWAYS
................................................................................................................................................. 14
TASK 3 LO3................................................................................................................................... 16
PREPARATION OF THE PERSON SPECIFICATION AND THE JOB DESCRIPTION FOR THE CABIN
CREW IN BA............................................................................................................................. 16
SELECTION PROCESS COMPARISON WITH TRANSPORT FOR LONDON....................................19
TASK 4 LO4................................................................................................................................... 20
PREPARATION OF THE NOTES FOR PROVIDING GUIDANCE TO THE TRAINEE MANAGER FOR
EFFECTIVE OPERATIONS IN BA.................................................................................................20
CONCLUSION............................................................................................................................... 23
REFERENCES.................................................................................................................................24
TABLE OF FIGURES
FIGURE 1: BRITISH AIRWAYS..........................................................................................................4
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FIGURE 2: THE HARVARD MODEL..................................................................................................6
FIGURE 3: JOB ANALYSIS..............................................................................................................16
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INTRODUCTION
In this assignment the company on which this topic will be discussed is BRITISH AIRWAYS; in
every organization that falls in the service, the industry has the responsibility to manage the
human resource department of the effective management and the functioning of the whole
organization.
Managing the human resource at the organization is very essential for the growth of the
company. The process of managing human resource involves all the activities must be aligned in
a manner that gives effective results.
The assignment will be discussing in deep all the aspects of the human resource and then in the
next section of the report, various legislation related to employees and different aspects that
help in maintaining relations of employees will be discussed in context to the British Airways.
In the next part, processes involved in the selection of candidates and their recruitment will be
explained in detail. The last section of the report will discuss the major aspects of the
development and training and their deep understanding that how they are practised at British
Airways.
FIGURE 1: BRITISH AIRWAYS
[Source:]
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TASK1 LO1
As the human resource officer trainee of the organization British Airways, organizational will
work on preparing a report for understanding the purpose & HRM role in BRITISH AIRWAYS.
Along with that the plan for the human resource will also be formulated on the grounds of the
supply and demand for the company (Glassman et al., 2015). The justification will also be
provided for a number of the required staff and how much time they give for the preparation of
the new flight that will be for the Madeira.
ANALYSING THE ROLES AS WELL AS PURPOSE OF THE HRM DEPARTMENT IN
CONTEXT TO THE BRITISH AIRWAYS
Human resource can be defined as the tactical & planned method that helps in the effective
management of the employees at the organization, in order to have the finest workforce that
can help in maintaining and managing all the activities of the organization inefficient manner
(Bratton and Gold, 2017).
There is the major role of the HR manager at the British Airways, the most important part is the
manager helps the organization in minimizing organizational cost and helps in attaining all the
tasks and goals of the business (Bratton and Gold, 2017).
MODEL OF HARVARD FRAMEWORK
For understanding the method of the HRM at the British Airways in the most effective and
better manner this model is used at the organization. The aim of this model is to explain the
interrelationship of the HR activities and the significance of all those tasks in the BA
(Guest, 2017). There are four major components that are included in this process these are
Development, selection, reward & appraisal. This process also helps in increasing the
performance level and the manager of HR at British Airways will helps in providing solutions to
all the problems that are arising in the organization.
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The organization's HR policies and methods are important to be practised at the organization
because they help in achieving all the long term goals and objectives (Guest, 2017). The
organization will be able to fulfil the needs of the individuals of the company and also helps in
increasing the productivity of British Airways by providing satisfaction to its customers.
FIGURE 2: THE HARVARD MODEL
[SOURCE: Guest, 2017]
The HRM team of the British Airways' are following the various policies for the effective HR
management and for that there are two types of policies such as the hard skills strategy and the
soft skills HR strategy. The various aspects that are included in the soft strategy of HR are
maintaining the relations of the employees, taking concern for the safety as well the health of
the employees and along with that training & development is another import part of that
process.
Whereas in the hard HR strategies the area that is taken into consideration is that they take
care of the return that human resource provides to the organization.
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PURPOSE AS WELL ROLE OF THE HR AT BRITISH AIRWAYS
THE PROCESS OF RECRUITMENT & SELECTION:
This process that is maintained by the HR team at the British airways plays an important role
that they have to take care of the number of staff member’s that are recruited at the
organization and also the HR team has to ensure that all the members those who are recruited
in the company must be able to fulfil all the roles plus responsibilities of the British Airways
(Dipboye, 2017). In other words, the organization must be able to recruit or select the right
people for the right job at the right time. HR head of the airways also needs to make sure that
staff members of the organization are serving to the customers with the best quality of service
(Dipboye, 2017).
RELATIONS OF EMPLOYEES:
At British Airways, the staff members are the major part of the organization as they are
responsible for providing services to the customers (Martinez et al., 2017). Thus at this
organization, HR manager or Head is responsible for effectively managing and serving the
quality services to their customers.
DEVELOPMENT AND EMPLOYEES TRAINING:
The major aim of this department at the British Airways is that they need to provide training
sessions to the staff members that are recruited in the organization recently so that they are
able to meet the organizational goals effectively by learning the new skills and abilities (Cohen,
2017). Also, the existing employees will be guided for working effectively. The HR team at the
organization is responsible for conducting the Development as well as the training process.
MANAGING EMPLOYEE’S PERFORMANCE:
For improving the performance of the employees at British Airways it is the responsibility of the
HR team to motivate and inspire staff members. This will also help the organization in
increasing the productivity of the organization (Shields et al., 2015).
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CONFLICT MANAGEMENT:
With the conflicts among the staff members, the British Airways will not be able to perform
better and thus the HR team is required to resolve all the conflicts for the improved
performance and the increase in productivity of the organization (Rahim, 2017).
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PLANNING OF THE HUMAN RESOURCE BASED ON THE SUPPLY & DEMAND
The selection and recruitment of the staff members will be done on the basis of the employee’s
demand in the organization. The planning of the human resource is dependent on the external
trends in the market, on the basis of the requirements in the internal organizational
environment and also according to the future needs and demands. All these considerations are
taken place after analysing all the factors and this is done by forecasting. Forecasting helps in
predicting the number of employees will be required for the organization (Nankervis et al.,
2016).
The needs in the future will be compared to the current staff at the organization and if there is
a shortfall of the employees in the organization than employee recruitment as well as the
selection process will be conducted to recruit the talented and creative staff (Nankervis et al.,
2016).
FORECASTING HR DEMAND:
This section will include an approximate member of the staff members that are required for
meeting the future goals and objectives of British Airways. The requirements of the staff will be
influenced by the various external factors these will be conditions of economy, law &
technology and internal factors will be production level, employee separation, and budget
(Nankervis et al., 2016).
FORECASTING HR SUPPLY:
This means analysing the supply of employees for fulfilling the needs of the future, the various
factors that are included in the supply forecasting will be the internal and the external supply
sources and the various policies (Belcourt and McBey, 2016). The HR department needs to
analyse members required in the organization that will be able to fulfil all the needs for serving
customers and the new flight for the Madeira.
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HR PROGRAMMING:
This covers the area in which employees are recruited that will help the organization in filling all
the gaps and places that will be vacated by the staff members those who leave the British
Airways (Belcourt and McBey, 2016).
HR PLAN IMPLEMENTATION:
At the organization, British Airways, the plan that is made in the last steps will be implemented
for the benefit of the organization and thus HR of the BA will be conducting all the activities
such as selection, Recruitment, placement etc.
CONTROLLING & EVALUATION:
This stage is known to be the best stage in the organization because, in this stage, the
implemented plan is controlled by removing the extra employees those who are not working in
a productive manner and all the vacant places are filled by recruiting new employees and staff
members.
The
current
position
of the job
Member
present
Estimated
Turnover
of
employees
Staff left
at the
end of
the year
Vacancy
for
delivering
service to
Madeira
New hires
projected
Hours of working
Business
manager
6 2 5 3 3 Summer
season
Rest
of the
year
Cabin
crew
20 3 18 5 6 80 70
Manager
of the
4 2 2 2 2 500 450
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customer
service
Pilot 6 2 4 3 3 95 90
Staff for
ground
6 2 4 2 2 550 400
In the above table of the report the planning of the HR for the British Airways is prepared and
this will be beneficial as the prediction of the team is correct according to the supply and
demand in the market. There will be no deviations for sure (Belcourt and McBey, 2016).
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TASK 2 LO2
CURRENT EMPLOYMENT RELATION STATES IN RELATION TO THE BRITISH
AIRWAYS
Involvement of employee:
In this process employees of the organization take part in sharing their views in the process of
the decision making at the organization. This process also involves more participation of the
employees in all the activities that are conducted in British Airways (Cafferkey et al., 2018).
Relationship of employee:
This involves all the activities that help in understanding the relations and the employees
networking of the trade union members, staff members and all the members of the
organization.
Participation of employee:
Most of the efforts of the HR team of the British Airways are put for connecting and involving
employees in the organization so that their abilities and competencies can be utilized fully
(Cafferkey et al., 2018). This section also includes analyzing the needs of the employees so that
they must be motivated and thus they can improve their work and can increase their
productivity.
Employee's involvement in British Airways:
In the decision-making process of the organization, all the employees feel motivated towards
the taking part in this process. All the routes and the schedules of the flights are clear to the
employees so that they will be able to make strong decisions (Cafferkey et al., 2018). All the
staff members of the British airlines are highly motivated and highly enhanced and they have
the capability for providing the best suggestions, so that organization can maintain the cabin
crew effectively and serve the best quality services to the customers (Cafferkey et al., 2018).
Engagement of employees:
The people at the organization have the responsibility to use their skills to the best level so that
the organization gets the best results in return. The staff members at the organization have the
responsibility that they can decide to manage their job and job roles according to the needs and
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