Analysis of HR Life Cycle, Talent Management at British Airways

This report examines the critical issues of talent acquisition and retention within the airline industry, focusing on British Airways. It outlines the stages of the HR life cycle, from recruitment and onboarding to career development, employee recognition, and offboarding. A performance management plan is discussed, emphasizing setting measurable objectives, professional development, and regular progress meetings. The report evaluates each stage of the HR life cycle, highlighting the importance of recruitment, onboarding, career development, and recognition for employee retention. It concludes with recommendations for improving documentation in recruitment and career development, as well as enhancing the employee recognition program. References to relevant academic sources are included, and Desklib provides access to similar solved assignments for students.

Travel and Tourism
Toolkit

TOC
 Issues in talent acquisition and retention within Airline Industry
 Stages of the HR life cycle
 Performance Management Plan
 Evaluation of Each Stage of HR life-cycle
 Judgement and Recommendation
 REFERENCES

Issues in talent acquisition and retention within Airline
Industry
 Issues which HR faces related to acquiring talent which includes identification of talent
and then hiring talent to work for British Airways.
 The issues do not stop here HR faces issues when talent in the organisation requires
retention. In is very difficult to retain staff in organisation specially those who are
competent and qualified.
 These issues become more difficult when organisation operates under airline industry
which is nowadays have become very competitive in nature.
 Issues that GR faces relating to talent acquisition and retention are finding right talent
and avoiding placing wrong person on a post and then motivating that person to keep
continue to work for airline industry.

Stages of the HR life cycle
Life cycle of HR which starts from recruitment and ends when employees leaves
organisation this life cycle of Revenue Manager at British Airways is as follows-
 Recruitment
First stage of HR life cycle is recruitment. This stage of cycle starts when employees are
not even working in the organisation. This stage includes hiring right people for working in
the organisation.
 On boarding
This stage includes joining of the employee in British Airways. Revenue Manager in stage
decides how long are they going to stay in the company. This is when Revenue manager
start working in the British Airways by learning their duty and responsibilities

Continue..
 Career Development
This includes development of revenue manager's career.
In this revenue manger gets to learn more things which
are related to their work and their area of work. In this
managers also includes enhancing knowledge about
other area of work as well.
 Employee Recognition
In this stage revenue manager is recognised for their
exceptional performance in the organisation.
 Off boarding
This stage includes termination of revenue manager
from their duty and responsibility. This can be due to
any reason which is completion of contract, age etc.

Performance Management Plan
One of the important responsibility of GR manager is performance management which
includes management of organisational performance through performance of employees.
Performance Management plan includes:
 Setting measurable objectives and Expectation for Performance
This should be based on overall organisational objectives and objectives of revenue
department and revenue management should be linked with objectives of organisation.
 Development of Professional Development Plan
In this stage gap between required skills and present skills is identified which can be
barrier for effective performance for achievement of objectives

Continue..
 Meet regularly to Discuss Overall progress and Identify potential blocks
This includes meeting regularly with the team to know about their progress and solving
their problems, if any. This also includes identification of potential blocks of performance
and progress so that problems can be solved before they affect work.

Evaluation of Each Stage of HR life-cycle
There are five stages in HR life cycle which are
Recruitment
In this stage HR determines whether person do have potential for growth or not. Revenue
manager being a manager which is an important role in organisation needs to gave
potential for growth and when they are supported by HR and provided proper training and
development their potential is utilized and retention in the organisation also increasesOn
boarding
This stage includes joining of revenue manger and their identification with their job duties
and job roles. This stage determines how long revenue manager will stay in the
organisation. This represent company in form of its first impression on revenue manager.

Career Development
Increasing concern for development of career GR manager have to give due consideration
to this factor to retain revenue manager in the organisation.
Recognition
This is very important stage of the cycle and its absence can reduce retention rate of
employees including of revenue manager.
Off boarding
This is last stage of HR life-cycle in which employees leave organisation

Judgement and Recommendation
On the above discussion of HR life-cycle which is a process of employees entering the
organisation to their exit from the organisation. Here it is recommended that
 Documentation is very important in recruitment documentation should be proper so that
data can be used for further recruitment.
 Documentation in Career development should include performance before development
and after development and changes and improvements in performance expected and
actual.
 Effective documentation of performance for recognition program of revenue manager
and other employees.

REFERENCES
 Gupta, S., 2019. Challenges Faced by Adecco Employees in Handling Employee
Lifecycle. In Proceedings of 10th International Conference on Digital Strategies for
Organizational Success.
 Gupta, S., 2017. Overview of HR Analytics-Past, Present and Future. A Journal of
research articles in management science and allied areas (refereed). 10(2). pp.1-6.
 Rao, T. V., 2016. Performance management: toward organizational excellence. SAGE
Publications India.
 Morrish, L. and Sauntson, H., 2016. Performance management and the stifling of
academic freedom and knowledge production. Journal of Historical Sociology. 29(1).
pp.42-64.