Analyzing HR Policies & People Management: Ryanair & British Airways

This report provides a comparative analysis of Human Resources (HR) policies and people management approaches at Ryanair and British Airways, examining key areas such as recruitment and selection, training and development, performance management and appraisal, and reward and pay. The study highlights Ryanair's cost-focused, control-oriented HR practices, emphasizing wage minimization and sales targets, contrasting it with British Airways' more holistic approach that values employee development, utilizes 360-degree feedback, and offers comprehensive benefits and pension schemes. The report concludes that while Ryanair prioritizes revenue generation through strict performance metrics, British Airways aims for employee satisfaction and long-term growth through transparent and timely compensation and reward systems, showcasing different strategies in managing and motivating their workforce.

HR Policies and People
Management Approach

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Table of Content
• Introduction
• Recruitment and selection of Ryanair
• Recruitment and selection of British Airways
• Training and development of Ryanair
• Training and development of British Airways
• Performance management and appraisal at Ryanair
• Performance management and appraisal at British Airways
• Reward and pay at Ryanair
• Reward and Pay at British Airways
• Conclusion
• References

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HR Policies

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Introduction
• HR policies are considered as the
continuing guidelines by which an
organization intends to opt for
managing their people.
• It depicts the specific guidelines to
HR managers on several matters
regarding employment and show
the intent of an organization on
various aspects of HRM like
recruitment, compensation,
promotion, training and so forth.
• The good HR policy leads to
offer proper guidance for the
suitable approach opted by the
company.

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Recruitment and selection of Ryanair
• Invitation to the recruitment day: After the successful initial
application, company will have sent an e-mail for inviting the
candidate to the recruitment day event. Because of the number
of applications which are received by the airline that may take
little time.
• In present times, Ryanair is one of the most famous budge
airlines in operation with the outstanding safety record for
cabin crew recruitment process. The procedure is discussed as:
• Online application: Ryanair is presently hiring by “open day”
style recruitment events and also apply online before they can
attend.

Interview: It is the multi-stage process for hiring of new
employees that include writing the job description, posting a
job, scheduling interviews, conduct preliminary interviews,
organizing in-person interviews and follow up.
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Recruitment day: It is something similar to the assessment day
in Ryanair held by many other airlines as well. In terms of
Ryanair, their HR manager hold recruitment open days as a
way to connect with the potential candidates that open their
doors to effectively share their culture.

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Recruitment and selection of British Airways
Advertising: It is helpful in maximizing the
equal opportunities and also offer staff with
career development opportunities that leads to
maintain the skills and expertise of the existing
staff members.
Selection and interview: It is considered as the
two-way process in which the candidates leads
to assess the overall role. In this, the interview
should be normally carried out by the
minimum of two people in which one should
be the recruiting manager.

Comparison
Ryanair British Airways
For applying online, company ask for the personal details,
education and employment details. The HR manager further
provide the short summary where they can expand over their work
and education experiences.
In regard of British Airways, the candidates are request for the
feedback for their overall performance in the selection process and
it should be arranged by the chairperson of the panel and the
recruiting manager. Further, the unsuccessful candidates should be
dealt with courteously and also receive written notification of the
result of selection process.
Depending on the location for an individual is applying for can also
be the simple form attached to the email to fill out and take with the
recruitment day.
In terms of British Airways, the suitable position is required for the
specialised expertise in which the recruiting manager in the
department that can demonstrate for the comprehensive search that
has been organised and the nominated person is the most suitable
person for the post.

Training and development
of Ryanair
Training and development
• Scope: This policy applicable on full time, permanent or part time employees
of an organization. In context of Ryanair, all the eligible employees are
covered under this policy without any other discrimination against their post
or other characteristics.
• Policy elements: Under this policy, the managers, employees and HR need
proper collaboration to develop a continuous professional development
(CPD) culture. In terms of Ryanair, employees are accountable for looking
towards the new learning opportunities.

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Training and development of British Airways
An employee training and development is referred
as the staff training and development policy as it
depicts the learning and development programs and
activities of company and employees.
• Training delivery: There are several methods to
impart training as the selection of training
delivery methods relies on the cost effectiveness
in regard of accomplishing the training result.
• Individual training programs: There are several
provisions regarding the individual training
programs including the right for which lies with
an organization.

Comparison
Ryanair British Airways
Employees with short-term and temporary contracts may attend
training at their supervisor’s option. This policy does not undertake
supplementary employees including consultants and contractors.
The ongoing learning and development provisions and
arrangements for subscriptions can also be availed when they are
applicable. Hence, it leads to offer all the employees access to their
suitable articles, news and other relevant material that can helpful
for them to perform better at their job.
Here, managers are responsible to coach their teams and also
analyze employee development needs. The HR department of
Ryanair is responsible for organizing seminars and refresher
courses to keep the workforce informed and updated with the
updated learnings.
Employees also have to apply for the paid time off in regard when
they also need to exceed their day limit. Therefore, the employee
training for which the company is mandates because of the reason
like inadequacies for the performance of employee or changes in
their job description.

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Performance management and appraisal at Ryanair
• Ryanair has adopted has HR management
practices which also affects the area of
performance management and appraisal at the
company. Ryanair focuses on commanding and
controlling employees and seek lower costs
through wage minimization.
• In context of performance appraisal, Ryanair
evaluates the performance of their cabin crew on
the basis of strict sales targets.
• The specific amount of passenger expenditure is
an example of sales target which is utilized for
measuring the performance of cabin crew at
Ryanair.