British Airways: HRM Report - Recruitment, Selection, and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at British Airways. It begins with an introduction to HRM, emphasizing its importance in aligning workforce with organizational goals. The report then delves into the purposes and functionalities of HRM...Read More

Managing and Leading
Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
PROJECT 1......................................................................................................................................1
TASK 1............................................................................................................................................1
P 1. Purposes and functionalities of HRM.............................................................................1
P 2. Strength and weaknesses of various approaches to recruitment & Selection.................2
P 3. Benefits of several HRM practises for both worker and manager..................................4
P 4. Effectiveness of different practises of Human resource management............................5
P 5. Significance of staff relations in terms of impacting decision making of HRM.............5
P 6. Main components of employment legislation and its influence on decisional making. .6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is an important conception that is associated with
employing right worker at suitable position. It is commonly emphasizing on management of
overall workforces in an effective manner so that an organisation can perform its each and every
commercial activities easily. Several job roles are being carried out by a HR manager such as
recruitment, dismissals, arrangement of training and development sessions, making positive
employee relation and many more. The present report is based on British Airways which is
offering airline services to large number of people who are living in United Kingdom and also in
various other countries. It is considered as one of the largest airway venture in UK which was
established in the year of 1974. This project is representing about the functions as well as scope
of human resource management along with the strength and weak factor of selection and
recruitment approaches. In addition to this, advantages of different practises related to HRM for
raising profitability and productivity has been described clearly.
PROJECT 1
TASK 1
P 1. Purposes and functionalities of HRM
British Airways (BT) was set up in 1974 after the establishment of Board of BT by the
legal bodies for managing the two famous nationalised air hose ventures named as British
European Airways and British Overseas Corporation and two local firms titled as Cambrian and
North - east Airline . This has been observed that on 31st March 1974, these all four companies
got merged and formation of BT happens. Human resource management is needed to maintained
properly in this organisation since this aids in achieving their whole aims and objectives (Alfes
and et. al., 2013). The main purpose of staff management in British Airways is going to be
discussed below :
 Performance management : It is the duty of employer to resolve each and every
problems or conflicts which would rise in corporation so that best performance can be
given by work forces. This as a fruitful result helps in enhancing the capabilities of
workers by reducing their stress level and at last productivity get increases drastically.
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 Employee’s relationship : Another responsibility of HR manager is to maintain positive
as well as healthy relations from overall staff members who are working at BT. This
brings supervisors more close to them and provide them a chance to know their
requirements and issues in better ways. Therefore, it can be said that maintenance of good
relation assists in retaining employees for period of time by decreasing the chances of
migration to other firms.
 Organisation and management : Members present in Hrm department used to provide
proper training and improvement programmes as per the demand of workers so that skills
and ability of total personnels get improved. Apart from this, they also hires or selects
talented and qualified persons for specific job roles in order to make the company full of
strengthened work – power (Batt and Colvin, 2011).
The key functions of HRM in British Airways are listed below :
 Enlisting and selection : This has been observed that employers selects and hires best
suitable individuals by examining their working capabilities which is being accomplished
by taking their interviews.
 Planning : They are also responsible for creating proper principles and plans in context
to methodologies utilised in selection and employment process.
 Generating optimistic working surroundings : Supervisors attempts to solve every
issues and disputes associated with their staff members in order to form a better and
positive atmosphere at work station.
 Orientation : Apart from that, they are also obligated to explaining newer norms and
regulations formed by higher authorities like board members of BT so that disciplined
would be maintained at working location (Buller and McEvoy, 2012)
 Training and development : The major role of managers is to do arrangement of correct
training classes for the new as well as old recruiters in accordance to their requirement.
This helps in increment of their existing skills and knowledge to complete their official
chores.
P 2. Strength and weaknesses of various approaches to recruitment & Selection
There are different approaches of associated with selection as well as recruitment that is
internal and external. External sources can be defined as the mode of hiring workers from outside
of corporation. British Airways used to carry out such activities by taking the help of
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advertisement via digital measures or websites, newspapers, job referrals, announcements, trade
publication and many more. This is done for brining creativity in the organisation since young
and experienced people are full up of innovative ideas that will support organisation in
manufacturing and offering best or unique products and services to the potential consumers. It
consists of some strength and weaknesses which is mentioned as follow :
Strength Weaknesses
 Accessibility of numerous alternatives.
 Provides talented and qualified work –
forces.
 Aids in generating innovative thoughts
or concepts
 Provides stability and freshness in team
 It is quite lengthy procedure.
 More expensive in nature.
 Workers takes more time in adjusting in
working environment of corporation as
being new
 Quite confusing since it is challenging
task to pick some one from large
number of job seekers.
Internal approach : In this process, employees are being hired from within the venture from
currently working personnels. British Airways is also this process of selection for encouraging
their team members (Campbell, Coff, and Kryscynski, 2012). It is including transferring,
promotion, recommendations and so on. The strength and weak factors related to this approach
are stated below :
Strength Weakness
 It is very short and quick in nature as
recruitment is done here from the same
organisation.
 Takes less amount of time.
 Motivates whole workers since
promotion is being carried out by
examining performance of individuals.
 Provide bright future for each and
every staff without doing any
 Creates possibility of conflicts since
appraisal of one person brings
negativity in another one and due to
this they get demotivated.
 Lack of creativity.
 Alternation of environment of an
individual occurs due to its
transference.
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discrimination.
P 3. Benefits of several HRM practises for both worker and manager
Practises interconnected with the human resource management is proved to be
advantageous for both an employer as well as employee who are performing in BT. This can be
better understood by below mentioned points :
Profits to workers :
 Inspiration : When supervisors of cited enterprise offer good training and development
sessions to their personnels then they feel satisfied and in turn this gives motivation to
them for learning new things and applying the same in their venture. By this way, they
would give their best in attaining goals or ambitions of organisation.
 Career growth : So many opportunities are being provide by British Airways to their
staff members which aids them in doing proper growth regarding career. In this context,
they are offered with specific incentives as well as appraisal policies. Hence, they
perform well and generates better outcomes (Choi , 2011).
 Positive working environment : Management of BT is attempting for creating a stress
free and healthy work surrounding. For doing the same, they used to focus on even small
or very small issues of their personnels and try to resolve that as soon as possible.
Benefits to employers :
 Decreases level of conflicts : By conducting HR activities, most of the conflicting
situations existing among managers and workers get reduced. Thereby, performance
improvement took place from this.
 Quality workforce : Firm could create strong and skilled work – forces by giving them
opportunity regrading preparation and development programmes. Thus, it aids in
increasing the production as well as quality of overall services provided by BT.
 Attainment of aims & objectives : Since all individuals are receiving proper knowledge
and training along with the compensation, hence they produce best consequences by
attaining each and every target of company. This in turn supports in availing success and
development of British Airlines.
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P 4. Effectiveness of different practises of Human resource management
Every firm could increase their level of profitability by hiring correct employee at the
right designation (Clark and et. al., 2016). Thus, this can be stated that several practises of Hrm
is proved to be more effective. This can be understand by following mentioned model :
Kirkpatrick model : This framework aids in evaluating the effectualness of training and its
influence on work forces. It is consisting of five stages :
 Reaction : Employers of BT needs to concentrate on responds that is being provided by
their workers at the time of training and after that as well. Here in, feedbacks should be
collected by the staff members either it is positive or negative and changes is needed to
be done as per that. Thus, this helps in increasing the effectiveness of such sessions and
production of venture got raises.
 Learning : Through this, employers used to evaluate the abilities and qualifications of
their team members so that they can provide them knowledge in accordance to that.
 Behaviour : Herein nature of workers is required to be checked by supervisors. If they
show good behaviour then learning session is said to be successful. This in turn helps in
making the personnels satisfied and it is represented from the better performance of
staffs. Hence, productivity of BT will be incremented which supports them in growing at
greater extent.
 Results : From this , consequences of overall grooming action is being evaluated. If
workers complete their chores appropriately without facing any kind of issue then good
result is considered to be yield (Daley , 2012).
P 5. Significance of staff relations in terms of impacting decision making of HRM
Maintenance of positive employee’s relations is very important in British Airways since
this would help them a lot in making correct decisions. The value of maintaining good
relationship with work – forces in respect to decision making are stated below :
 Higher loyalty of workers : If BT used to focus on creating better relation from their
personnels, then this brings closeness and as a good result a bond of trust get created
among them and supervisors. Thereby if any decision is imposed on workers, then they
do not oppose those since they trust on their HR manger.
 Encourages team working : If venture promotes involvement of each and every
employees in decision making process then they feel satisfied or understand themselves
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as important part of organisation. Thus, it motivates them in working together for
reaching at common final destination.
 Job satisfaction : When an individual is performing in BT then manger should take care
of their needs so that they get contented since this will impact positively on procedure of
decisional making.
P 6. Main components of employment legislation and its influence on decisional making
The key elements of employment related laws and their impacts on action of decision
making is described below :
 Health and safety act : This norm is responsible for maintaining good health and
hygienic situations at work station so that employees receives protection against all kind
of dangers or sudden accidents (Dul , Ceylan, and Jaspers, 2011).
 Equal pay act 1970 : This rule is stating that no discrimination should be occurred or
happened at corporation on the basis of sex, colour, age, race and religion. Thus, British
Airways have to obey it for providing equivalent services to all personnels.
 Disability act : As per this legislation, managers must have to arrange specific facilities
for disabled workers so that they perform their task without facing any kind of
difficulties.
The above mentioned norms should be followed by BT for maintaining ethical environment.
This impacts a lot on decision making process as employees wish to receive all such fundamental
rights. This give rise to the feeling of satisfaction in them and in turn they supports every
strategies of venture.
CONCLUSION
From the above based report, it can summarised that managers ought to offer specific
facilities and services to work forces such as training, equal opportunities, etc. which has been
described in this assignment. British Airways needs to follow some rules and regulations like
Equal payment act, health and safety act, etc.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Dul, J., Ceylan, C. and Jaspers, F., 2011. Knowledge workers' creativity and the role of the
physical work environment. Human resource management. 50(6). pp.715-734.
Fulton, E. A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
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