HRM Employee Induction Manual (Part 1) & Job Application (Part 2)

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on British Airways. It begins with an introduction to HRM, outlining its purpose and functions in workforce planning and resourcing. The report then delves into the strengths and weaknesses of different recruitment and selection approaches within British Airways, followed by an examination of the benefits of various HRM practices for both the employer and employee. The effectiveness of these practices in terms of profit and productivity is also evaluated. Part 2 explores the importance of employee relations, key elements of employment legislation, and their impact on HRM decision-making, all within the context of British Airways. The report concludes with a summary of findings and references.

Unit 3 - Human Resource Management
Project Title:
Human Resources Employee Inducti on Manual (Part 1)
The Job Applicati on (Part 2)
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Table of Contents
Introduction......................................................................................................................................3
Company Overview.........................................................................................................................3
Part 1................................................................................................................................................4
The purpose and the functions of HRM, applicable to workforce planning and resourcing of
British Airways............................................................................................................................4
The strengths and weaknesses of different approaches to recruitment and selection within
British Airways............................................................................................................................5
The benefits of different HRM practices within British Airways for both the employer and
employee......................................................................................................................................7
The effectiveness of different HRM practices in terms of raising British Airways’ profit and
productivity. ................................................................................................................................9
Part 2..............................................................................................................................................10
The importance of employee relations in respect to influencing HRM decision making. .......10
The key elements of employment legislation and the impact it has upon HRM decision-
making........................................................................................................................................11
The application of HRM practices using British Airways context............................................12
Conclusion.....................................................................................................................................20
Reference.......................................................................................................................................21
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Introduction
To control the personnel capital of the company, management has to address the recruiting,
placement, staff introduction, required preparation, and advancement activities of an
organisation. The roles listed are the central activities of a company's human resource
management often identified as HRM. This division's key role is to make the full utilization of
the company's employees for optimal performance. The numerous facets of the administration of
human capital enable a company's HR officer to take fair yet successful choices in the longer
term. The aim of HRM strategies incorporate business associations will be clarified in the study
using British Airways examples.
Company Overview
British Airways marches on the forefront to be called the leading airlines within the UK. The
business was established in 1974 that is turning out to be the 2nd largest aviation organisation in
the UK. With a total vessel number of 247, this business serves 183 countries across the globe
(Schuler, and Jackson, 2017). BA comprises 30 corporations, as well as 42,322 individuals, who
are currently hired by the business to run the company seamlessly. The corporation annually
earns a cumulative return of £ 13,020 million in sales.
The company's major objectives, as well as strategies, are to offer top-notch facilities to
consumers and provide the best value in any dynamic market field. Besides, the anticipation
practices for potential shifts in consumer expectations and also the market behavior of rivals.
British Airways strives to remain the consumers' first preference by meeting its targets.
British Airways is one of a representative of the global airline community known as IAG which
complies with the organisational framework of other companies such as Iberia, Lingus,
respectively. The corporation dissolved the management staff in 2015 and grouped the
participants into a division of business and consumer service to ensure full performance from
traveling operations (Cooper, et. al., 2013). It is predicted that the corporate culture will undergo
de-layering in the long term.
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Part 1
P1 The purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization.
Human Resource management facilitates numerous functions in context to systemic
planning of the organization workforce as well as leading the resources functions of the
British Airways. There are basically two essential categories of functions performed by
the Human Resource Department in the respective business environment of British
Airways which tend to alleviate the overall HR practices and procedures within the
concerned firm.
Managerial Functions
 Planning
The first and foremost function of HRM is to identify and determine the appropriate
requirement of the personnel within the business institution. It also involves the
estimation of future required of the workforce in the organization and the further
procedure is facilitated in a accordance with the same. British Airways also plans out its
demand for the workforce in order to lead the further operations of HRM.
 Organizing
According to the skills as well as the capability of the employees, they are assigned and
allocated with the respective tasks and duties. Every individual is required to perform
their task in an efficient manner in order to accomplish the organizational objectives in
an effective and productive manner.
 Directing
It can be defined as a management function, wherein the HR manger or leaders are
required to direct a path to the employees in order guide them towards achieving
excellence in their field of work. The leaders of British Airways also ensure that the
respective workforce is provided the right set of guidance through which maximum
potential can extracted from the employees. In this way, the employees will be able to
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render the best services and the profitability of British Airways will be enhanced in the
global aviation industry.
 Controlling
It can be characterized as a human resource function which involves the monitoring of
the employee performance in order to identify the potential factors that may cause
adverse implications on the same. The existing performance of the employees is
measured and compared against the expected performance. If the performance of any
of the employees is not optimum enough to suit the expected criteria, immediate
measures are taken in order to correct the same. British Airways also facilitates the
respective function in order to ensure every employee is in alignment with the
organizational goals and is not restricting the growth of the firm any manner.
Operative Functions
 Recruitment
Recruitment can be termed as the hiring and selection of the employees as well as on
boarding the same within the business enterprise. The HRM department of British
Airways is required to hire competent workforce within the organization who has the
potential skills set and knowledge to do justice with respective job role provided to the
same (Aust Matthews and Muller-Camen, 2020). It is is one of the most significant
function of HRM and the HR personnel needs to ensure that they are able to hire
talented individuals in the organization. It is important for the firm to hire individuals who
can capitalize their skills and add productivity and advancement to the business
operations of the respective firm.
 Training and Development
Post recruitment, it is essential for the HRM section of British Airways to work upon
providing effective training and development opportunities to the new recruits. The
respective function is very beneficial as it shapes the employees in accordance with
their line of work. It also enhance the accuracy of the employees in the operations and
allows them to be more self confidence. Hence, the individual selected in British
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Airways has to go through training period in order to enhance their skills and become
more flexible in the concerned organization.
 Rewards and Compensation
The Human Resource Management is responsible for regulating the functions
pertaining to payroll, rewards, bonus, compensation etc. The employees are required to
be provided with the salaries in exchange of their efforts and hard work in the business
firm. The British Airways exercises equality and fairness while providing compensation
to the employees catering in the organization (Piwowar-Sulej, , 2021). The HR
personnel is required to provide monthly remuneration to their employees. The
employees working in the firm should also be given added bonus for the brilliant
performance showcased by the same in the respective organizational setting.
 Working Atmosphere
It is the responsibility of the HR department to ensure that positive working culture is
exercises within British Airways. They needs to ensure that no ill treatment or
discrimination is carried out within the working environment and every individual is
treated in an equal and just manner. Organization culture needs to be alleviated in order
to provide healthy working conditions within the firm. The conflict management and
resolution practices also needs to be practiced by HR sector in order to ensure that
good working rapport or relationship prevails within the employees in the respective
institution.
 Motivation
Human resource management personnel is required to motivate and encourage the
employees so as to lead better business operations within the firm. British Airways
provide constant recognition and rewards to the employees in order to enhance their
motivation as well as the willingness to deliver their bets performance in the favor of
business institution.
 Workforce Record
A systematic and detailed record of the employees catering their services in the firm
needs to be maintained by the HR department of British Airways. The respective
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function facilitates the business firm in obtainimng a detiled overview about the exisitng
personnel and utilize the same in forming motivational strategies or other related
attributes as well.
 Labor Relationship
In order lead time efficient and productive operations in the organization, HR
department of British Airways is required to facilitate co-operations and cooperation
within the employees(Lopez-Cabrales and Valle-Cabrera, 2020). It is very important for
the concerned firm to enable effective relationship among the superior as well as the
individuals working under their guidance.
The purpose and the functions of HRM, applicable to workforce planning and
resourcing of British Airways.
The method of designing, tracking, and administering policies for an organization's talent
management initiatives is deemed to be a business's human resource (HR) administration
practice. The acts of HR staff take different forms, however, one of the essential duties of HR
supervisors and executives is to maintain a healthy connection between the boss as well as the
staff (Shahnawaz, and Juyal, 2020). The core purposes of HR management include;
 Improve the efficiency of the policies and plans introduced for the organisation's
employees and ensuring that the approaches applied to make the operations successful.
 Building a healthy work atmosphere for all staff and administration by the establishment
of friendly, respectful, and appreciative relationships within the organisation's staff.
 HRM's most significant role is to support the business's workers cultivate and cultivate
their strengths and desires through preparation while offering them opportunities for
learning as well as growth.
British Airways' HR management division has to meet the objective of ensuring the corporation's
quality and efficacy. In this situation, the HRM roles guarantee that all duties are efficiently
performed. The basic HR functions are given below;
Job analysis and design- The HR department defines employees' future expectations for the
whole organisation. HRM's role entails the allocation of workers' work duties (DeCenzoet. al.,
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2016). British Airways performs this role piece by piece and assures that a suitable person with
appropriate credentials is used by the business.
Employee selection and recruitment- To cover, the HRM organizational requirement looks for
expertise with relevant qualifications as well as screens the firm's best applicants. The HRM
division publishes a work newsletter for workforce recruiting that mentions the criteria for
prospective applicants and the thorough method of assessment for the desirable talents is carried
out after the initial test.
Employee training and development- The businesses undertake training and learning schemes
periodically to hone the chosen talents. For the workers, this is often a source of inspiration. The
organization ensures career advancement at British Airways by educational facilities that are
beneficial for workers seeking accelerated professional growth.
Employee relation- As stated before, one of several key goals of HRM would be to implement
effective relationships between top management, executives, and staff, and British
Airways understands the value of a healthy work atmosphere (Youndt, et. al., 2011). To sustain a
healthy friendship, it organizes picnics, as well as other outdoor activities.
Performance analysis and compensation- British Airways ensures that the things they perform
are respected by the team. The HRM department constantly tracks the efficiency of the workers
to encourage staff to be empowered and happy with incentives such as promotions, pay increase,
promotion, retirement, etc. including the proper rewards for the corresponding position of the
workers.
The strengths and weaknesses of different approaches to recruitment and
selection within British Airways.
British Airways is amongst the aviation business leaders in the United Kingdom. This needs a
skilled group of workers to do their job efficiently. Companies ought to follow effective
recruiting and hiring practices for staff appointments, as this relates to the organization’s success
or loss.
Internal recruitment and selection approaches
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Following this technique, the administration hires personnel from within the organisation's
current staff. British Airways, such as the existing firms, just doesn't want to sacrifice its eligible
individuals but strives to retain them inside the business. The main sources for internal
recruitments are;
Figure 1: Showing internal employee recruitment sources
Source: (Edgar, and Geare, 2015)
External recruitment and selection approaches
The external method to recruitment and hiring is defined as hiring personnel from beyond the
business. Media ads, personnel sharing, casual interviewees, online recruiting, factory gate hires,
walk-ins, college or university placements, etc. are among the common methods for external
hiring and selections.
The two mentioned sources are opposite and the advantages and disadvantages each of these
sources enable business organisations are given below;
Particulars Advantages Disadvantages
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Internal
Approaches
It requires little to no preparation to
pick and assign the staff to be
responsible for the job.
If individuals don't attain rewards or
motivation, certain workers will be
discouraged therefore employee morale
and motivation may be impaired.
The detailed screening process,
proper investigation is not mandatory
as well as certain steps such as
introduction and standard training
workshops can be skipped by the
organisation.
In certain circumstances, internal
methods are more discriminatory,
causing inequality.
The workers recruited from existing
resources are far more responsive and
convenient than new talent.
Internal initiatives narrow the
company's breadth of creativity and the
entrance of new talent, hampering
future development.Through using internal recruiting
methods, British Airways could
lower the chance of unqualified
workers.
External
Approaches
With imaginative and inventive
thinking patterns, the external
approaches enable the organisation to
get some new talents.
For British Airways, it takes a lot of
expenses and resources to take external
strategies to staff recruitment and
hiring, as well as the procedure is long
and unpredictable.
The recruiting along with the
selection procedure would facilitate
the external marketing of the brand
by British Airways.
The most skilled workers are often not
the firm's finest fit.
The business will acquire a wide
variety of applicant pools to pick
from. The supply of applicants would
provide the organization with
bargaining power.
The recruits require to be educated and
to become used to the firm's workplace
culture. The business has to engage in
the workplace for optimum production.
Talent acquisition from several
sources would enable British
Airways to increase its performance
and competitiveness.
Table 1: Showing the opportunities and drawbacks of internal and external recruitment
approaches.
Source: (Youndt, et. al., 2011)
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
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There are several benefits provided by the application of advance and integrated
Human resource practices within the organisation setting. The facilitation of the effective
HRM practices can lead to upliftment in the standard of the employees as well as the
organisation in which they work. Some of the perks related to HRM are as follows :-
Advantages of Human Resource Management for Organisation
 Human Resource management tends to enhance the overall organisation cultural
of the British Airways. The HR functions regulated in the respective firm can help
to build a positive atmosphere wherein each individual is treated with respect and
dignified manner.
 HRM operations can help the British Airways in facilitating growth opportunities
for the firm as well as enhancing the scope of the business organisation in the
target market as well.
 Change management can be exercised with effectiveness with the contribution of
HR personnel in the business firm. British Airways can lead to various
modifications and specification within the firm with the regulation of prominent HR
activities which can help the employees to enhance their acceptance as well as
become more adaptable to the uncertain changes prevailing in the business
environment.
 Conflicts and disagreements is a part of every business organisation. It is
important for the organisation to work towards ensuring that every conflict that
emerges within the firm is resolved in an effective manner so that the inner
friction does come in the way of growth and development of the organisation in
the long run. The Human Resource Management helps to provide necessary
solutions to prevailing issues and concerns in the British Airways in order to
ensure that conflicts are resolved in a short period of time and the focus of the
employees is aligned to the organisation goals.
 The employee engagement and involvement is one of the integral parts that
leads to the success of the business firm. HRM ensures that every employee is
given the opportunity to provide their viewpoints and perspective in relation with
organisation procedures and operations. Every employee should be given the
chance to voice out their opinions as well (Ren and Jackson, 2020). The
incorporation of effective Human Resource Management operations can help the
business firm in enhancing the employee engagement which in turn will increase
their interest within the work. This will lead to the delivery of better and optimum
performance at the part of the employees and goals will be achieved much faster
and with greater accuracy.
Advantage of Human Resource Management for Employees
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 There are times when the employees are caught in a conflicting situation wherein
they might need some sort of help and assistance from HR'S end. The Human
Resource Management allows the employees to express their queries and
concern without any hesitation. The HR department then work towards finding an
effective solution to the same. Thus, it can be said that employee's concerned
are resolved through the HRM and their working experience in the business
organisation is also enhanced through the constant efforts of the same.
 Motivation can considered to be a key driver for delivering for achieving
productivity as well as efficiency in the business operations. The practices of
HRM allows the employees to enhance their level of motivation and become
more assertive and proactive in their line of work (Richards, 2020). The
respective practice leads to better performance outcomes which promotes the
professional development of the employees in the concerned organisation.
 HRM provides monetary as well as non monetary benefits to the employees.
Monetary benefits may include bonus, salary, appraisal, hike etc. Non monetary
benefits include promotion, recognition, respect etc. The employee standard of
living as well as the personal drive for self realisation and achievement is also
facilitated through the operations catered by HRM personnel in the respective
business enterprise.
 The HRM ensures the safety and security of the employees working under the
business firm. It ensures that the mental as ell as physical well-being of
employees is facilitated in the firm and no harm should be provided to either of
the same. The operations of HRM works towards providing a comfortable
working environment to the employees wherein they can work without any fear or
anxiety.
 The training operations executed by the Human resource management
accelerates the growth of the employees in their field and ensures that their
knowledge level is maximum. The respective training can help the employees to
enhance their existing skills and work upon the skills that they would want to
acquire in the future run. Such practices can assist in the career development of
the employees in a wider context.
 Human Resource Management also helps the employees to exercise open
communication which enables the confidence of the employees to stand for
themselves and fight for their rights as well. The flexibility as well as the more of
the employees is enhanced and their ability to express their real feeling and
emotions is also encourages as well.
From the above analysed information, it can be derived that HRM is a concept that
provides excessive advantages and perks to the organisation as well as the workforce
of the same. It helps to encourage the motivation, confidence, performance,
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