Analysis of Human Resource Management Practices at British Airways

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HUMAN RESOURCE MANAGEMNT FOR SERVICE INDUSTRIES: BRITISH
AIRWAYS
5/22/2019
Student’s Name:

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Table of Content
Task 1...............................................................................................................................................3
AC 1.1 Analysis of the Role and Purpose of Human Resource Management..............................3
AC 1.2 Human Resource Plan Creation..........................................................................................5
Task 2...............................................................................................................................................7
AC 2.1 An Assessment of the Present Condition of Employment Relations in the Airline
Industries..........................................................................................................................................7
AC 2.2 Discussion about the Approaches through which Employment Laws influence the
Human Resource Management inside the British Airways.............................................................8
Task 3.............................................................................................................................................10
AC 3.1 Demonstration of description of job and personal features for Cabin Crew B.A.............10
Job description of a cabin crew.....................................................................................................10
Skills required of a cabin crew......................................................................................................11
Qualifications (Required)..............................................................................................................11
A Comparative study of process of selection of B.A.(Cabin Crew) & transport for London.......11
Process of Recruitment and Selection for B.A..............................................................................12
Process of Recruitment & Selection For T.F.L.............................................................................12
Task 4.............................................................................................................................................13
AC 4.1 Examining the influence of Training & Development Activities to the Eventful Operation
of B.A............................................................................................................................................13
Different types of Training............................................................................................................13
Training of Orientation..................................................................................................................13
Onboard Training...........................................................................................................................13
Technical Training.........................................................................................................................13

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Importance & Necessity of Training.............................................................................................14
The Necessity of Training for B.A................................................................................................15
Conclusive Study of the importance of training & development for steady performance of B.A 15
Reference List................................................................................................................................16

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Task 1
AC 1.1 Analysis of the Role and Purpose of Human Resource Management
The very term, “Human resource”, is used to portray both the human beings who put labor for an
organization and the segment of that organization accountable for handling resources
interconnected to those people. This term was initially coined in the decade of 60s in the last
century when the worth of effort connections started to acquire concentration and while thoughts
such as enthusiasm, managerial performance, as well as employment estimations initiated to
obtain form and figure. The management responsible for human resource is a modern and up-to-
date phrase assigned to illustrate the management as well as progress of people in any business
organization. Human Resource Management or HRM has also many departmental identities such
as Talent Management, Personnel Management. Human resources management occupies
supervision of all matters connected to handling any firm’s human capital or human investment
(Ayentimi et al., 2016).
HRM is considered as one of the most important components of any organization. It is very
much constructive and functional as well for the survival and augmentation of the organization.
Consequently, it is indispensable for organizations to run the Department of Human Resource
Management effectively. The HRM department broadly plays countless vital roles such as
recruitment and staffing, recompense and allowances, preparation and erudition, employers and
employee connections, development of the firm in addition to directs the firm and staffs to
execute their jobs well. The HRM comprises accurate setting up and estimating for the
successful and well-organized administration of employees (Collings et al., 2018).
Unquestionably, the human resources management has pivotal roles along with function in the
organization namely British Airways. The responsibilities and functions of HRM in the premise
of British Airways are apprehended here:
Recruitment of the Employees and Selection Process –The most important function for HRM is
the staffing and assortment of employees. It is significant for each and every organization to
make certain the employment and engagement of the most suitable and qualified people. The
recruitment plus selection of staffs is not a trouble-free mission as well as contains a lot of stages
and approaches. The segment of human resource handling section plays active roles in

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employing and choosing the aptest staffs for the vocations in British Airways. British Airways is
such an organization that offers services more willingly than goods and products. The staffing
and collection of the apt candidates in the service-oriented business firm is very indispensable
plus expected to be carried out watchfully. Consequently, the recruitment, as well as selections
of the staffs for British Airways, has very pivotal roles in the augmentation of the organization.
The “Recruitment and Selection Process” plays awfully imperative function for the service-
oriented industry for the reason that the staffs offer the undeviating services rather than many
goods and products. That's why; the engagement of the employees gets very significances in any
service offering the industry such as British Airways (Collings et al., 2018).
Learning and internal growth of the engaged staffs –The rationale of the Human Resource
Management is to make certain appropriate training as well as the development of engaged
people. An apt training approach and various development aspects of the employees has a key
function in the expansion of the organization, predominantly in the business premise of any
service providing industry. It is quite acknowledged that staffs unswervingly correspond to the
organization as they make available the services to the organization in place of material goods
that give the services. As a result, it searches out very crucial that staffs execute marvelously and
preparation process of employees in due course help out to boost their concerts of jobs.
Therefore, the suitable ‘Training and Development' procedure of the staff's aids to boost the
presentation and efficiency. It sooner or later facilitates the development of the organization. The
training and improvement procedure gets supplementary imperative in the premise of British
Airways, as staffs need to build up vibrant character and perk up abilities such as communication
ability and decision making. On the other hand, a Training and Development Plan of any
organization is expected to be modernized deliberately and maintenance of a variety of issues in
mind. From this viewpoint, the human resource management of a company like British Airways
is very much essential for running business practices (Decenzo et al., 2016).
Rewards giving and Motivational Programs – The next significant principle of human resource
management is the gratifying and inspiring staffs by reward giving and many motivational
programs. The ‘Rewards' and incentive for engaged staffs aids to craft them devoted and
enthusiastic and this ultimately assist to promote their elevated planes of contentment which
consecutively advances their job execution. A business organization can offer a range of

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rewards, for example, promotion in designation and financial incentives. These rewards remain
the staffs busy to execute allocated jobs better. Hence, the inspiration and enthusiasm of staffs
are a very crucial matter for up going their presentation and output (Guest, 2017).
Relationship factors in the business Premise – The human resource management has an
incredibly essential task to set up a better relationship among employees as well as employees
and employers. These kinds of relationships act prominently in the business practice in the
organization. The responsibility of human resource management is to determine the negative
issues of staffs and make the mind up the matters hurriedly to uphold the healthier relationships
in the workforce. The concern and improvement of enhanced affiliation and association assist to
make sure the enhanced tempo of employees’ withholding. Consequently, it is always imperative
to institute enhanced relationship in a healthy work environment with the proper human resource
management in an organization like British Airways.
AC 1.2 Human Resource Plan Creation
Planning is very important in the segment of human resource management. Many strategies and
approaches here play pivotal roles to establish proper HRM. The HR arrangement is a constant
procedure, as HRM is responsible to counter unexpected transformations that influence the
organization. Human Resource planning helps to make certain that the Human resource segment
of British Airways needs to include all functions and tasks. Here is an illustrated Human
Resource Planning in table format for British Airways to convey the fresh air travel services to
Madeira.
Types of Employees Quantity of
Employees
Time Schedule of
Working
Roles of the
Employees
Cabin Crews 10 (Ten) 12 Hrs.
(Twelve Hours)
The main function of
the employees
designated as Cabin
Crew is to recognize
the security and
soothe issues of

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borders or would be
passengers. The other
chief task of the
Cabin Crews is
greeting and guiding
boarders as well as
bringing the
passengers all kinds
of assistance they
have need of.
Ground Staffs 40 (Forty) 14 Hrs.
(Fourteen Hours)
The job functions of
the Ground Staffs are
considered as awfully
tricky and hectic.
They are subjects to
substantiate boarders’
luggage and make
certain hygiene and
all types of security
on board staffs and
borders as well. The
additional significant
job of the cabin crew
employees is to
remain the airplanes
neat and clean (Ho
and Wu, 2019).
Line Personnel 30 (Thirty) 12 Hrs.
(Twelve Hours)
The job role of the
Line Personnel is to

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make certain the
appropriate setting up
of timing and other
related matters of the
flights. Additionally,
they have also very
crucial roles to
provide apt
preparation and
training to crews
responsible for air
travels.
Flight Dispatchers 15 (Fifteen) 10 Hrs.
(Ten Hours)
The engaged staffs
designated as the
Flight Dispatchers
have significant jobs
to carry out, for
example, tracking of
airplanes in the sky
and monitoring the
safety and security.
Task 2
AC 2.1 An Assessment of the Present Condition of Employment Relations in
the Airline Industries
The role of the engaged staffs is awfully significant in any Air travel service provider, as this is
exclusively reliant on the functions of the staffs. Usually, the present condition of employment
relation inside the Airline industry is pleasing, as the organizations pay a healthy amount of

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remuneration to its staffs. The expansion of such industry in recent history has been steady and
this has provided convinced alters in the employment connections. The expansion of the airline
industry in due course amplifies the stipulation for additional staffs. Consequently, the
organization is expected to engage more people and employ various systems of recruitment. The
frequently utilized system of engagement of staffs in airline sector principally for the non-
technical vocations for instance Cabin Crew as well as Ground Staffs is the staffing from job
consultancies. The expansion of consultancy firms that also offer the preparation for employment
in the airline sector has steadily augmented in current history (Huang et al., 2018). The
employment from consultancy firms has the main negative side that is short of job safety. The
airline companies engaged staffs from the consultancy firms are not secured with the service
security and are engaged on the temporary or consolidated basis. The staffs are paid the fine
quantity of monetary remuneration for the allocated tasks; however not having of the security
regarding the job is the key concern. This issue, in the long run, puts impact the employment
connections in the airways sector. The consolidated or temporary staffs often do not sense
convinced and aggravated as a consequence of shortage of job protection. It sooner or later
shapes their presentation and efficiency.
The other imperative issue that influences the vocation relation is ‘Diversity'. The airways
industry activates and offers services across the globe. So, such organizations need to engage
staffs from various regions, race plus belief. It composes the work culture in the airways industry
assorted and miscellaneous that has its individual merits and demerits. Accordingly, both merits
and demerits influence employment relations in diverse avenues. For instance it can be cited that
the major demerit of diverse work-culture is the communication gap and favoritism. The
occurrences of communication gap and nepotism unswervingly distress the relation in the midst
of employers and employees (Kalawilapathiraj et al.,2019 ).
AC 2.2 Discussion about the Approaches through which Employment Laws
influence the Human Resource Management inside the British Airways
Employment Law is the exceptionally vital facet in Human Resource Management. It is the key
goal of human resource management to hold fast the employment-related rules in its business
practices. The employment law has obvious influence the operational or the business

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proceedings of the British Airways. The management has to formulate definite modifications in
their pronouncements and setting up or regard as the Employment Laws while composing any
resolution or preparation. The deliberation of employment law in scheduling and resolution, in
the long run, affects the administration.
Data Protection Act of 1988 – It is very crucial employment law in the United Kingdom. In
accordance with the employment regulation of information safety, it is the liability of the
employees to uphold and protect the private and individual data of the engaged staffs. So, it is
the sole accountability of the human resource management of British Airways to make certain
the security of information of staffs (Lee et al., 2016).
Work Schedule - The law regarding ‘Working Time' makes the organization bound to edge the
operational hours of staffs to the forty-eight hours per week and not more than the eight hours
boundary in a day. Accordingly, it is the duty of the human resource management of British
Airways to keep away from the mistake of bounding staffs to labor more than the restricted work
schedule.
Health and Safety Act of 1974 - The Employment Laws of the United Kingdom presents leading
apprehension to the wellbeing and protection of the staffs. British Airways is expected to make
certain that the organization preserves the apt protection of staffs and develop well and protected
working ambiance. It is also to present better learning and improvement to staffs to pass up or
minimize the hazard of industrial mishaps.
Paternal and Maternal Rights – These rights offer convinced advantages to staffs with the
intention of taking care of their offspring. The British Airways in addition to their concerned
human resource management need to make sure that it offers all allowances and profits to its
staffs beneath the existing ‘Maternal and Parental Rights’ (Macke and Genari, 2019).
Equal Pay Act of 1970 - The British Airways need to guarantee that it has no favoritism,
nepotism, as well as discrimination in the remuneration and, gives equivalent remuneration and
allowances to the staffs. It is the liability of the HR department to arrange apt disbursements to
the employees.

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Discrimination Act of 1994 - It is imperative to make certain shunning any sorts of unfairness in
the organization. For this reason, British Airways is expected to steer clear of discrimination and
favoritism in the place of work. Human resource management holds the rationale of handling the
employment association through this employment act (Morgeson et al., 2019).
Task 3
AC 3.1 Demonstration of the description of the job and personal features for
Cabin Crew B.A
The function of reassessing the recruitment and selection process is carried out in along with the
identification & evaluation of job details and personal features required for the post of Cabin
Crew, B.A. This process is conducted for the needed criteria and standard of business.
Followings are the details of the job and required characteristics for a Cabin Crew.
The job description of a cabin crew
 The cabin crew is vested with the duty of looking after the safety and steady operation of
the flight.
 He should be always mindful to the passengers in respect of all the amenities and
requirements.
 Passengers' safety and security are ensured at the highest standard by a cabin crew in
B.A.
 He must be very charming and welcoming in a manner to the passenger and his duties.
 He is vested with the charge of looking after the proper sitting arrangements onboard.
 A cabin crew should be very mindful to serving meals & drinks to the passengers at the
right time.
 He should be in constant touch with the pilot on board for steady operation of the flight.
 He is also required to keep the passengers updated about the progress of the fight and any
news regarding urgent actions to be taken (Rotondo et al., 2019).

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 He is also supposed to sell products or services with no duty.
 In the time of emergency a cabin crew should be provided with first aid treatment.
Skills required of a cabin crew
 A cabin crew would love to handle customers & always engage in passionate dealings
with them.
 He is all the more ready to deliver support & service to his customers.
 A cabin crew is supposed to be a quick learner & smart enough to apply all his learning
in his workplace.
 He should be very cooperative with his customers & the team he is working with.
 As a cabin crew, one should be very eloquent & well communicative
 He is supposed to be respectful to all the cultures and religions.
Qualifications (Required)
 Has to be the citizen of UK & must be more than 18 years of age.
 He must possess a valid passport with no bar of working or staying in the UK.
 He must be fluent to speak or write in the English language.
 He must have the creditability to retain a pass of airside.
 A checking of a criminal record will be done for the person in the last 5 months of his last
5 years.
 No plaster, bandage or tattoo should be visible on his body (Shaw, 2018).
 He should be willing to work day & night as per the requirement of the job schedule.
A Comparative study of the process of selection of B.A.(Cabin Crew) &
transport for London