Analysis of Human Resource Management Practices at British Airways

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[human resource management for service industry]
2019

INTRODUCTION
The process of human resource management is concerned with managing the people and the
workforce in the organization. It includes all the activities of recruitment and selection of the
best-fit candidates for the organization. The HR department manages all the activities and
welfare programs of the employees (Armstrong and Taylor, 2014).
Human resource management takes care of all the activities of the employees and provides
them with a good and healthy atmosphere at the workplace. The assignment throws light on
the maximization of the employee's performance with respect to British Airways. It
demonstrates various practices and approach adopted by the human resource department. The
report highlights the long term strategic plans and goals with respect to British Airways.
BA is the global airline company offering the services at low fare. It is known to be the flag
carrier airline of the United Kingdom. The company manages its international flights across
various destinations. It operates its flight in more than 75 countries across the globe. The airline
is based in waterside near to its hub at London Heathrow Airport. The assignment helps us to
understand the long term goals of the company and analyze the current state of employment in
the airline industry (Bratton and Gold, 2017).

TASK 1
1.1 ANALYSE THE ROLE AND PURPOSE OF HUMAN RESOURCE MANAGEMENT
WITH RESPECT TO BA
The overall activities with respect to appointment, selection, induction, appraisal,
compensation and others are controlled by human resource management. The human resource
managers and line staff managers provide services with respect to the recruitment and training
of staff in the airline industry. The HR department of the airline industry is responsible to make
the business strategies in order to manage the performance of the employees in the
organization. Thus HRM manages all the activities and keeps a track of employee's performance
on regular basis.
The following are the key roles and responsibilities that can effectively contribute to the success
and growth of British Airways (Bailey et al., 2018).
o To develop a strategic framework in order to drive the performance of the organization.
o To manage the effective training and development program so as to enrich the potential
talent of the employees.
o Encourage employees so as to coordinate and integrate their efforts towards the
achievement of organizational goals.
o Planning and forecasting the need for project labour.
o The selection And recruitment of the best fit candidate from the pool of applicants
o The deployment of employees in a fair and transparent manner (Bratton and Gold,
2017).
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
o PLANNING OF WORKFORCE

It is important to identify the need for the workforce for British Airways. Thus, strategic
planning will help us to drive organizational growth and achieve a competitive
advantage in the market (Boxall and Purcell, 2011).
o HIRING AND RECRUITMENT OF STAFF
The hiring and recruitment of the employees are done after the selection process is
completed. The skilled and talented staff is recruited so as to drive organizational
performance.
o TRAINING AND DEVELOPMENT
The appropriate training and development programs can help to raise the level of
employability. This further shapes the overall skills of the employees and enriches their
knowledge in the airline industry (Armstrong and Taylor, 2014).
o COMPENSATION AND REWARD
The compensation and rewards are based on the employee’s performance. Thus, the
evaluation of performance management can lead to a direct and indirect benefit to the
employees. This would further motivate the employees to achieve organizational goals.
Thus, HR management formulates strategies and framework with respect to employees
working at British Airways. The policies provide clear transparency with regard to the roles and
responsibility of everyone in the organization. It also formulates HR laws so as to regulate the
eve teasing in the competitive culture.

1.2 JUSTIFY A HUMAN RESOURCES PLAN BASED ON AN ANALYSIS OF SUPPLY
AND DEMAND FOR AIRLINE SERVICE INDUSTRY
Human resource planning refers to the determination of staff support required to meet up the
demands of the customer in the airline industry. The HR plan helps us to assess the availability
of the workforce and outlines policies that help to manage the quality of the workforce. The
following steps to be followed by outlining the human resource plan.
Figure: Human Resource Planning Process
[source: Boxall and Purcell, 2011]
o Analyzing organizational objectives
The effective human resource plan considers the alignment of HR practices with the
strategic objectives of the organization. The development of ultimate goals can provide

a clear understanding of everyone in the organization. It also focuses on the
requirements of the workforce so as to meet the ultimate objectives.
o Inventory of current human resources
It refers to the current number of pilots, crew members and admin staff working at
British Airways. Further, it is important to analyze the capabilities and performance of
the potential employees so as to meet the requirement from the internal or external
source.
o Forecasting Demand
It refers to the estimation of the number of desired candidates required to fulfil the
strategic plan over a period of time. Thus, forecasting is the most crucial part of human
resource planning (Boxall and Purcell, 2011).
o Estimating Gaps
This refers to the understanding of the future needs of man force with respect to the
current employees of the organization. The right quality and quantity of employees can
efficiently achieve the organizational goal.
o Formulating Action Plan
The action plan helps us to identify the surplus or deficit of employees in the
organization. It includes new hiring or recruitment, termination or interdepartmental
transfers (Paton et al., 2014).
o Integrating the plan
The HR plan needs to monitor on a continuous basis so as to identify deficiencies with
regard to the availability of employees in British Airways.

HUMAN RESOURCE PLAN
The human resource plan for the airline industry can be analyzed on the basis of present and
future requirement of human resource. It is essential to place the monitoring and controlling
process so as to assess the business strategies in the airline industry.
The HR strategic plan based on demand and supply is discussed below:
Resourcing strategy The strategy aims to develop a competitive advantage by
sustaining the staff for a longer period of time. Further, it
will reduce the turnover cost and enhance the overall
productivity of the BA (Kalyani and Sahoo, 2011).
Scenario planning The planning helps the BA to adopt the changes flexibly that
occur in the business scenario. The planning assesses the
worst case scenario and effectively encounters the strategy
for the same.
Forecasting demand
and supply
The expansion plan of BA needs to consider the demand for
human resource requirement so as to gain sustainable
competitive benefit in the industry. Thus, the forecasting will
be made on the basis of the expansion and contraction plan
of the organization.
Analysis of labour
turnover
Efficient and cost-effective planning requires the analysis of
labour turnover that would further help in gaining a
competitive edge in the industry.

Analysis of the work
environment
The capabilities and skills in the existing work environment
need to be considered for the effective performance of the
employees (kalyani and Sahoo, 2011).
Operational
effectiveness
The overall strategic planning involves operational
effectiveness of the organization so as to reduce the cost and
improve productivity.
Flexibility The flexible hours of working and sub-contracting are
important aspects so as to meet the challenges faced by the
airline industry.
productivity It is important to boost the productivity of the organization
by reducing the cost of the employees and gaining
competitive advantage in the industry.

TASK 2
2.1 ASSESS THE CURRENT STATE OF EMPLOYMENT RELATIONS IN A AIRLINE
INDUSTRY
The airline industry is not a capital intensive industry rather it is based upon the working of
employees in the industry. Thus, it is important to maintain employment relation that focuses
on maintaining healthy relations with the employees at the workplace. It further develops a
good bonding and understanding among the employer and employees. The maintenance of
good relationships can result in the optimum utilization of resources and persuade an
environment of discipline and freedom across the organizational culture (Belobaba et al., 2015).
The adequate employee’s relation in the industry can be maintained by considering the
following aspects:
Collective bargaining
In the airline industry, the employees possess the power to collectively bargain upon the terms
and condition of the employment. It is commonly referred to as the Trade union that
represents a demand on behalf of all the staff. Also, if demand is not met, it can even lead to
the shutdown of the organization. Thus, British Airways should take sufficient care while setting
up an agreement with the Trade union. For example- BALPA is a representative of pilots in the
airline industry and BASSA is the popular trade union of crew members.
Employee’s involvement
The involvement of employees in the planning process of the organization can lead to
developing adequate employee's relation in the industry. Thus, employee's participation can be
improved through effective training and development programs and offering them promotions
and incentives with regard to their performance (Belobaba et al., 2015).
Culture

Culture defines the values of the employees in the organization. British Airways has its own sets
of values and principles so as to respect the employees. This further boosts up the morale of
the employees and enhance the overall productivity of the organization.
Disciplinary procedure
The disciplinary culture provides us with the framework to resolve the employee's conflicts and
issues that hinder organizational growth. BA took the initiatives to put the complaint box so as
to solve the employee's grievances. Also, the organization takes disciplinary actions against the
mistreatment of the employees.
Organizational structure
The structure of British Airways is more formalized with precise rules and procedure on account
of the global activity of the company. The hierarchical function involves a bureaucratic style
that involves employees outside the formal structure of the organization.
Thus, in the context of British Airways, disagreements can be resolved by developing a healthy
workplace culture so as to improve the sustainability of the employees (Harvey et al., 2013).